Human Resource Management MCQ – Change your future

471. The three types of performance to be assessed in a team performance management system are:

Correct Answer: Correct answer is: (A) Task performance, contextual performance, and team performance as a whole.

Exam Relevance: MBA, HRM, Organizational Behavior

Difficulty: Moderate

Concept notes: In team performance management, three key types of performance are typically assessed: task performance, contextual performance, and team performance as a whole.

Common Mistakes: Students may confuse contextual performance with organizational performance, leading to incorrect selection of options.

Explanations: Task performance refers to the completion of specific job tasks and responsibilities. Contextual performance includes behaviors that contribute to the social and psychological environment of the workplace, such as helping others and maintaining a positive attitude. Team performance as a whole evaluates the collective output and effectiveness of the team. These three aspects are crucial for a comprehensive assessment of team performance.

Option Analysis:

Option A: Correct. This option correctly identifies the three types of performance to be assessed in a team performance management system.
Option B: Incorrect. This option includes organizational performance, which is not one of the three types of performance typically assessed in a team performance management system.
Option C: Incorrect. This option includes organizational performance and omits task performance, which is a critical component of team performance assessment.
Option D: Incorrect. This option is not applicable as one of the other options is correct.

472. Consider the following Statements: One of the duties of the staff managers is to explain the company's policies and procedures. SWOT is an acronym used to describe Strengths, Weaknesses, Opportunities, and Technologies. The main purpose of a human resource manager is to manage the employees. Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (D) Only 1, 3.

Exam Relevance: CAT, GMAT, GRE, SHRM-CP

Difficulty: Moderate

Concept notes: The correct answer is based on the accurate understanding of the roles and responsibilities of staff managers and human resource managers, as well as the correct definition of SWOT analysis.

Common Mistakes: A common mistake is confusing the acronym SWOT, which stands for Strengths, Weaknesses, Opportunities, and Threats, not Technologies.

Explanations: Statement 1 is true because one of the duties of staff managers is to explain the company's policies and procedures to employees. Statement 2 is false because SWOT stands for Strengths, Weaknesses, Opportunities, and Threats, not Technologies. Statement 3 is true because the main purpose of a human resource manager is to manage the employees, including recruitment, training, and performance management.

Option Analysis:

Option A: Incorrect because statement 2 is false.
Option B: Incorrect because statement 1 is true, not false.
Option C: Incorrect because statement 2 is false.
Option D: Correct because statements 1 and 3 are true, and statement 2 is false.

473. If hygiene factors are missing

Correct Answer: Correct answer is: (D) Only (A) & (B).

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

Difficulty: Moderate

Concept notes: Hygiene factors are elements in the workplace that are necessary to prevent dissatisfaction but do not motivate employees. When these factors are missing, employees become dissatisfied and start to complain.

Common Mistakes: Students often confuse hygiene factors with motivators, leading to incorrect assumptions about employee behavior.

Explanations: Hygiene factors, such as salary, company policies, supervision, interpersonal relations, and work conditions, are essential for maintaining a basic level of job satisfaction. When these factors are absent or inadequate, employees become dissatisfied and may complain. However, the presence of hygiene factors does not motivate employees to perform better; it merely prevents dissatisfaction. Therefore, options A and B are correct, as the absence of hygiene factors leads to dissatisfaction and complaints, but not motivation.

Option Analysis:

Option A: Correct. Employees become dissatisfied when hygiene factors are missing.
Option B: Correct. Employees start to complain when hygiene factors are missing.
Option C: Incorrect. Hygiene factors do not motivate employees; they only prevent dissatisfaction.
Option D: Correct. Only options A and B are correct.

474. Marie is a single mother of two adolescent children. In order for her to be home when her children arrive from school, her supervisor allowed her to start her day an hour earlier. This is an example of:

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

Exam Relevance: HR Management, Organizational Behavior, Business Management

Difficulty: Easy

Concept notes: Flextime is a work schedule that allows employees to adjust their working hours within certain limits, enabling them to better manage their personal and professional responsibilities.

Common Mistakes: Students may confuse flextime with job sharing, which involves two or more people sharing the responsibilities of a single full-time position.

Explanations: Marie's supervisor allowed her to start her day an hour earlier to accommodate her need to be home when her children arrive from school. This adjustment in her work schedule to fit her personal needs is an example of flextime.

Option Analysis:

Option A: Correct. Flextime allows employees to adjust their working hours to better fit their personal schedules.
Option B: Incorrect. Job sharing involves two or more people sharing the responsibilities of a single full-time position.
Option C: Incorrect. Career balancing is not a standard term in human resources and does not specifically refer to adjusting work hours.
Option D: Incorrect. Job flexibility is a broader term that includes flextime, but the specific scenario described is an example of flextime.

475. HR must focus on expanding its ..... and high-level corporate participation with an emphasis on adding value

Correct Answer: Correct answer is: (C) Strategic.

Exam Relevance: HRM exams, MBA exams, SHRM exams

Difficulty: Moderate

Concept notes: HR must focus on expanding its strategic role and high-level corporate participation to add value to the organization.

Common Mistakes: Students may confuse strategic with tactical roles, thinking that tactical actions are more immediate and thus more valuable.

Explanations: HR must focus on strategic initiatives to align with the overall business goals and contribute to long-term success. Strategic HR involves high-level corporate participation, such as talent management, organizational development, and strategic planning, which adds significant value to the organization.

Option Analysis:

Option A: Mobile does not align with the context of expanding HR's role in corporate participation and value addition.
Option B: Technical skills are important but do not encompass the broader strategic focus needed for high-level corporate participation.
Option C: Strategic focus is essential for HR to contribute to long-term business goals and high-level corporate participation.
Option D: Tactical actions are more immediate and operational, not aligning with the need for high-level corporate participation and value addition.

476. The relocation of a business process/function done in one country to the same or another company in another country is known as

Correct Answer: Correct answer is: (A) Off-shoring.

Exam Relevance: MBA exams, Business Management exams, International Business exams

Difficulty: Easy

Concept notes: Off-shoring refers to the relocation of a business process or function from one country to another, typically to reduce costs or improve efficiency.

Common Mistakes: Students may confuse off-shoring with re-shoring, which involves moving operations back to the original country.

Explanations: Off-shoring is the correct term for relocating a business process or function to another country. This practice is often done to take advantage of lower labor costs, favorable tax policies, or other economic benefits in the destination country.

Option Analysis:

Option A: Correct. Off-shoring is the relocation of a business process or function to another country.
Option B: Incorrect. Re-shoring refers to the movement of business processes back to the original country.
Option C: Incorrect. The correct answer is only (A).
Option D: Incorrect. The correct answer is (A).

Mnemonic: Off-shore: Off to another shore.

477. Who are considered to be influencers and models for they spread good things about your company and your services?

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

Exam Relevance: Marketing exams, Business Management exams, MBA entrance exams

Difficulty: Easy

Concept notes: Customers are considered influencers and models because they can spread positive word-of-mouth about a company and its services.

Common Mistakes: Students may mistakenly believe that community or competitors could be the correct answer, but these groups do not typically serve as positive influencers for a company.

Explanations: Customers who have positive experiences with a company's products or services often share their experiences with others, thereby acting as influencers and models. This word-of-mouth marketing can significantly impact a company's reputation and attract new customers.

Option Analysis:

Option A: Community members can influence opinions but are not specifically tied to a company's services.
Option B: Customers directly interact with a company's services and can spread positive feedback.
Option C: Competitors are not likely to spread good things about a company.
Option D: Companions are not a defined group related to a company's influence.

Mnemonic: C for Customers, C for Company's Champions

478. Sensitivity training in ..... is a method of changing behavior through group processes.

Correct Answer: Correct answer is: (B) Encounter groups.

Exam Relevance: Organizational Behavior, Human Resource Management, Psychology

Difficulty: Moderate

Concept notes: Sensitivity training is a method used to improve interpersonal skills and reduce prejudice. It often involves group processes where participants engage in activities designed to increase self-awareness and understanding of others.

Common Mistakes: Students may confuse sensitivity training with other forms of group training or development activities, such as team-building exercises or committee meetings.

Explanations: Sensitivity training is conducted in encounter groups, where participants engage in unstructured group interactions to explore and understand their own and others' behaviors and attitudes. This method aims to enhance self-awareness and reduce prejudiced attitudes through direct, face-to-face interactions.

Option Analysis:

Option A: Committees are formal groups that typically focus on decision-making and problem-solving rather than personal development and sensitivity training.
Option B: Encounter groups are specifically designed for sensitivity training, where participants engage in unstructured interactions to improve interpersonal skills and reduce prejudice.
Option C: Groups of line managers are typically involved in operational management and decision-making, not in sensitivity training.
Option D: This option is incorrect as encounter groups are the correct setting for sensitivity training.

479. Comparison of employees' actual performance with set standards is involved in

Correct Answer: Correct answer is: (C) Controlling.

Exam Relevance: MBA, HRM, Management, Organizational Behavior

Difficulty: Moderate

Concept notes: Controlling involves comparing actual performance with set standards to ensure that the organization's goals are being met.

Common Mistakes: Students may confuse controlling with other management functions such as leading or organizing, which do not directly involve the comparison of performance against standards.

Explanations: Controlling is a management function that involves monitoring and comparing actual performance with predetermined standards. This process helps managers identify deviations and take corrective actions to ensure that the organization's objectives are achieved. The other options—leading, organizing, and staffing—are distinct management functions that do not specifically involve the comparison of performance against standards.

Option Analysis:

Option A: Leading involves guiding and motivating employees, not comparing performance with standards.
Option B: Organizing involves arranging resources and activities, not comparing performance with standards.
Option C: Controlling involves comparing actual performance with set standards to ensure goals are met.
Option D: Staffing involves hiring and placing employees, not comparing performance with standards.

480. Employee leasing is the process of:

Correct Answer: Correct answer is: (B) Eliminating the jobs of employees who are then hired by a leasing company (which handles all HR-related activities) and contracting with that company to lease back the employees.

Exam Relevance: HR Management Exams, Business Management Exams, MBA Exams

Difficulty: Moderate

Concept notes: Employee leasing involves a company outsourcing its HR functions by hiring a leasing company to manage its workforce.

Common Mistakes: Students may confuse employee leasing with outsourcing, which involves transferring work to external providers, often in different countries.

Explanations: Employee leasing is a process where a company eliminates its employees' jobs and then hires a leasing company to manage those employees. The leasing company takes over all HR-related activities, such as payroll, benefits, and compliance. The original company then contracts with the leasing company to lease back the employees. This arrangement allows the original company to outsource HR responsibilities while retaining the use of its workforce.

Option Analysis:

Option A: This describes a form of outsourcing, not employee leasing.
Option B: This accurately describes the process of employee leasing.
Option C: This describes offshoring, not employee leasing.
Option D: This is incorrect as option B is the correct description.

Mnemonic: EL = Eliminate, Lease

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Human Resource Management MCQ - Set 48

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