Human Resource Management MCQ – Change your future

461. You are setting up your project team, and you are looking at a chart that shows that the programming will be performed by Systems Development, the infrastructure will be implemented by Infrastructure Systems, and the customer communication will be handled by the Call Center. This is an example of what type of chart?

Correct Answer: Correct answer is: (B) Organizational Breakdown Structure (OBS).

Exam Relevance: PMP, CAPM, PRINCE2

Difficulty: Moderate

Concept notes: An Organizational Breakdown Structure (OBS) is a hierarchical chart that shows how work is divided among organizational units or departments.

Common Mistakes: Students may confuse OBS with RACI (Responsible, Accountable, Consulted, Informed) charts, which focus on roles and responsibilities rather than organizational units.

Explanations: The chart described in the question shows which organizational units are responsible for specific tasks, such as programming, infrastructure, and customer communication. This aligns with the definition of an Organizational Breakdown Structure (OBS), which organizes work by department or unit. The OBS is used to show the allocation of work to different organizational units, making it the correct choice.

Option Analysis:

Option A: RACI charts focus on roles and responsibilities rather than organizational units, making it incorrect in this context.
Option B: OBS correctly represents the division of work among organizational units, matching the description in the question.
Option C: WBS (Work Breakdown Structure) breaks down the project scope into smaller components but does not focus on organizational units.
Option D: RBS (Resource Breakdown Structure) categorizes resources by type, not by organizational units performing tasks.

Mnemonic: OBS: Organize By Structure

462. Training which focuses on person's psychology is included in

Correct Answer: Correct answer is: (B) Mentoring.

Exam Relevance: HR Management, Organizational Behavior, Psychology Exams

Difficulty: Moderate

Concept notes: Mentoring involves a more personalized and psychological approach to training, focusing on the individual's personal and professional development.

Common Mistakes: Students may confuse mentoring with coaching, which is more focused on skill development rather than psychological support.

Explanations: Mentoring is a form of training that emphasizes personal and psychological development. It involves a more holistic approach, addressing the individual's personal growth, emotional well-being, and career aspirations. This type of training is designed to provide guidance, support, and psychological insights, making it distinct from other forms of training that may focus more on skill acquisition or formal procedures.

Option Analysis:

Option A: Coaching typically focuses on skill development and performance improvement rather than psychological support.
Option B: Mentoring includes a psychological component aimed at personal and professional development.
Option C: Informal training is less structured and may not specifically target psychological development.
Option D: Formal training is more structured and often focuses on specific skills or procedures rather than psychological support.

Mnemonic: Mentor = Mind + Guide

463. In Locke's theory, A stands for

Correct Answer: Correct answer is: (A) Attainable.

Exam Relevance: Management exams, Organizational Behavior exams, Psychology exams

Difficulty: Easy

Concept notes: In Locke's goal-setting theory, the 'A' stands for 'Attainable', which means that the goal should be challenging yet realistic and achievable.

Common Mistakes: Students often confuse 'Attainable' with 'Actionable', thinking that the goal must be something that can be acted upon immediately.

Explanations: In Locke's theory, the 'A' in SMART goals stands for 'Attainable'. This means that the goal should be challenging but still within reach, ensuring that it is realistic and achievable. This aligns with the correct answer, 'Attainable'.

Option Analysis:

Option A: Correct. Attainable means the goal is realistic and achievable.
Option B: Incorrect. Actionable refers to the ability to take action, not the attainability of the goal.
Option C: Incorrect. Ample does not relate to the attainability or realism of the goal.
Option D: Incorrect. Acceptable implies that the goal is merely satisfactory, not necessarily attainable or challenging.

Mnemonic: A for Attainable, A for Achievable.

464. What is the meaning of human resources?

Correct Answer: Correct answer is: (D) The people employed to do work in a business.

Exam Relevance: SAT, ACT, AP Business, IB Business Management

Difficulty: Easy

Concept notes: Human resources refer to the individuals who work for a business or organization.

Common Mistakes: Students may confuse human resources with management roles or the concept of leadership.

Explanations: Human resources are the individuals who are employed by a business to perform various tasks and roles. This definition aligns with the correct answer, which states that human resources are the people employed to do work in a business.

Option Analysis:

Option A: This option incorrectly defines human resources as the people who represent a business, which is not accurate. Human resources are the employees, not the representatives.
Option B: This option describes a supervisory role, not the concept of human resources. Supervisors are part of human resources but do not define the entire concept.
Option C: This option is too specific and does not encompass the broader definition of human resources, which includes all employees, not just the best person for a job.
Option D: This option correctly defines human resources as the people employed to do work in a business.

465. Which of the following cannot be said to be an effect of industrial disputes?

Correct Answer: Correct answer is: (D) High Productivity, Peace and Profit.

Exam Relevance: UPSC, SSC, MBA Entrance Exams

Difficulty: Moderate

Concept notes: Industrial disputes typically lead to negative outcomes for organizations, such as decreased productivity, increased labor turnover, and higher absenteeism. High productivity, peace, and profit are not typical effects of industrial disputes.

Common Mistakes: Students may mistakenly believe that industrial disputes can lead to positive outcomes, such as increased productivity, due to a misunderstanding of the negative impacts of such disputes.

Explanations: Industrial disputes are characterized by conflicts between employers and employees, often resulting in strikes, lockouts, and other forms of work stoppages. These conflicts typically lead to decreased productivity, increased labor turnover, and higher absenteeism. High productivity, peace, and profit are not typical outcomes of industrial disputes, as these disputes generally disrupt normal operations and create an environment of tension and conflict.

Option Analysis:

Option A: High Labour Turnover is a common effect of industrial disputes as employees may leave due to dissatisfaction or conflict.
Option B: Higher rate of Absenteeism is also a typical effect as employees may avoid work due to disputes or strikes.
Option C: Higher rate of Man-days lost is a direct consequence of work stoppages and strikes during industrial disputes.
Option D: High Productivity, Peace and Profit are not typical effects of industrial disputes, as these disputes generally lead to negative outcomes for the organization.

466. A tool to record the information of skills, abilities, knowledge, qualification of employees currently working in the organization is called.....

Correct Answer: Correct answer is: (B) HR Inventory.

Exam Relevance: HRM Exams, Management Exams, Organizational Behavior Exams

Difficulty: Easy

Concept notes: HR Inventory is a tool used to record and track the skills, abilities, knowledge, and qualifications of employees within an organization.

Common Mistakes: Students may confuse HR Inventory with other HR tools like succession planning, which focuses on identifying and developing potential leaders.

Explanations: HR Inventory is specifically designed to document the current workforce's capabilities and qualifications. This tool helps in identifying the existing talent pool and aligning it with organizational needs. Succession planning, HR Demand, and HR Supply are different concepts that do not directly relate to recording employee skills and qualifications.

Option Analysis:

Option A: Succession planning focuses on identifying and developing potential leaders for future roles, not on recording current employee skills.
Option B: HR Inventory is the correct tool for recording the skills, abilities, knowledge, and qualifications of current employees.
Option C: HR Demand refers to the need for specific skills and qualifications within the organization, not the recording of current employee capabilities.
Option D: HR Supply refers to the availability of skills and qualifications within the organization, not the recording of current employee capabilities.

467. Below are the parties involved in performance appraisal EXCEPT:

Correct Answer: Correct answer is: (D) Government.

Exam Relevance: HR Management Exams, MBA Exams, Competitive Government Exams

Difficulty: Easy

Concept notes: Performance appraisal typically involves internal parties such as managers and employees, and sometimes external parties like customers. Government is not directly involved in the performance appraisal process of an organization.

Common Mistakes: Students might mistakenly think that government agencies are involved in performance appraisals due to regulations and oversight, but in practice, government does not directly participate in the appraisal process.

Explanations: Performance appraisal is an internal process within an organization to evaluate employee performance. Managers and employees are directly involved, and customers can provide feedback. Government, however, does not play a direct role in this process.

Option Analysis:

Option A: Managers are directly involved in the performance appraisal process as they evaluate employee performance.
Option B: Employees are directly involved in the performance appraisal process as they are evaluated and may provide self-assessments.
Option C: Customers can provide feedback on employee performance, making them indirectly involved in the appraisal process.
Option D: Government is not directly involved in the performance appraisal process of an organization.

468. This includes expanding the scope of job.

Correct Answer: Correct answer is: (C) Job Enlargement.

Exam Relevance: Human Resource Management, Organizational Behavior, Management Exams

Difficulty: Moderate

Concept notes: Job Enlargement involves increasing the number of tasks or responsibilities within a job to provide more variety and reduce monotony.

Common Mistakes: Students may confuse Job Enlargement with Job Enrichment, which focuses on increasing the depth of a job rather than the scope.

Explanations: Job Enlargement specifically refers to expanding the scope of a job by adding more tasks or responsibilities. This approach aims to reduce monotony and increase job satisfaction by providing employees with a wider range of activities. The correct answer, Job Enlargement, directly aligns with the concept of expanding the scope of a job.

Option Analysis:

Option A: Job Specification defines the qualifications and responsibilities required for a job, not the expansion of job scope.
Option B: Job Rotation involves moving employees between different jobs to increase their skills and reduce boredom, but it does not expand the scope of a single job.
Option C: Job Enlargement involves increasing the number of tasks or responsibilities within a job, which matches the description of expanding the scope of a job.
Option D: Job Enrichment focuses on increasing the depth of a job by adding more responsibility and control, not the scope.

469. The physical conditions and psychological atmosphere in which employees work is the

Correct Answer: Correct answer is: (C) Work environment.

Exam Relevance: HR Management Exams, MBA Entrance Exams, Management Aptitude Tests

Difficulty: Easy

Concept notes: The work environment encompasses the physical conditions and psychological atmosphere in which employees perform their tasks.

Common Mistakes: Students may confuse the work environment with organizational culture, which focuses more on shared values, beliefs, and behaviors within an organization.

Explanations: The work environment includes both physical conditions, such as the layout of the workspace, lighting, and temperature, and psychological factors, such as the level of stress, team dynamics, and management style. This definition aligns with the description provided in the question.

Option Analysis:

Option A: Ergonomic climate refers specifically to the physical conditions that affect comfort and efficiency, but does not encompass the psychological atmosphere.
Option B: Corporate climate is a broader term that includes the overall atmosphere and culture of a company, but it is not as specific to the immediate work conditions as the work environment.
Option C: Work environment accurately describes the combination of physical conditions and psychological atmosphere in which employees work.
Option D: Organizational culture pertains to the shared values, beliefs, and behaviors within an organization, which is broader than the immediate work conditions.

470. What are the ways to make an interview successful?i - Structure the interview to decrease its validityii - Carefully choose what sorts of traits are to be assessediii - Beware of committing interviewing errors

Correct Answer: Correct answer is: (B) Ii & iii.

Exam Relevance: HR Management Exams, Recruitment Exams, Management Aptitude Tests

Difficulty: Moderate

Concept notes: The correct answer focuses on the key aspects of conducting a successful interview: carefully choosing the traits to be assessed and avoiding common interviewing errors.

Common Mistakes: Students may mistakenly believe that structuring the interview to decrease its validity is a good practice, which is incorrect.

Explanations: Carefully choosing the traits to be assessed (ii) ensures that the interview is focused and relevant to the job requirements. Avoiding common interviewing errors (iii) helps in maintaining the integrity and fairness of the interview process. Structuring the interview to decrease its validity (i) is counterproductive and would not contribute to a successful interview.

Option Analysis:

Option A: Incorrect because structuring the interview to decrease its validity is not a way to make an interview successful.
Option B: Correct because carefully choosing the traits to be assessed and avoiding common interviewing errors are essential for a successful interview.
Option C: Incorrect because structuring the interview to decrease its validity is not a way to make an interview successful.
Option D: Incorrect because structuring the interview to decrease its validity is not a way to make an interview successful.

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Human Resource Management MCQ - Set 47

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