Human Resource Management MCQ – Change your future

41. Factor which influence 'bonuses' are

Correct Answer: Correct answer is: (D) All of above.

Exam Relevance: CPA, CFA, HR Certification Exams

Difficulty: Easy

Concept notes: Bonuses in a professional context are influenced by multiple factors including eligibility, fund size, and individual performance.

Common Mistakes: Students may overlook the combined influence of multiple factors and focus on only one aspect.

Explanations: Bonuses are often determined by a combination of factors. Eligibility criteria ensure that employees meet the basic requirements to receive a bonus. The size of the fund available for bonuses can limit the amount that can be distributed. Individual performance is a key factor in determining how much of the bonus pool an employee receives. Therefore, all these factors together influence the bonuses.

Option Analysis:

Option A: Eligibility is a factor that influences bonuses, but it is not the only factor.
Option B: Fund size is another factor that influences bonuses, but it is not the only factor.
Option C: Individual performance is a significant factor in determining bonuses, but it is not the only factor.
Option D: All of the above factors (eligibility, fund size, and individual performance) influence bonuses, making this the correct answer.

Mnemonic: EFP: Eligibility, Fund, Performance

42. Large retail chains can coordinate their buying and selling activities by:

Correct Answer: Correct answer is: (C) Assigning employees to coordinating roles.

Exam Relevance: MBA exams, Supply Chain Management exams, Retail Management exams

Difficulty: Moderate

Concept notes: In large retail chains, effective coordination of buying and selling activities is crucial for operational efficiency and profitability. This coordination can be achieved by assigning specific employees to roles that focus on managing and integrating these activities.

Common Mistakes: Students may mistakenly believe that reducing turnover in sales associates or decentralizing buying decisions would be the best methods for coordination, overlooking the importance of dedicated coordination roles.

Explanations: Assigning employees to coordinating roles allows for a structured approach to managing the complex interactions between buying and selling activities. These employees can ensure that purchasing decisions align with sales forecasts and inventory needs, thereby optimizing stock levels and reducing waste. This approach enhances communication and decision-making processes, leading to better overall performance.

Option Analysis:

Option A: Reducing turnover in sales associates does not directly address the coordination of buying and selling activities. It may improve stability but does not ensure effective coordination.
Option B: Eliminating information systems would hinder coordination rather than help it, as these systems are essential for tracking and managing inventory and sales data.
Option C: Assigning employees to coordinating roles directly addresses the need for structured management of buying and selling activities, ensuring alignment and efficiency.
Option D: Decentralizing buying decisions can lead to inconsistencies and inefficiencies, as it may result in a lack of centralized oversight and coordination.

43. He is an author of the book Organizational Diagnosis that mentioned six key elements that are necessary for any organization to achieve maximum efficiency.

Correct Answer: Correct answer is: (D) Melvin Weisbord.

Exam Relevance: MBA, Organizational Behavior, HR Management

Difficulty: Moderate

Concept notes: Melvin Weisbord is known for his work in organizational development and his book "Organizational Diagnosis," which outlines key elements for organizational efficiency.

Common Mistakes: Students may confuse Melvin Weisbord with other authors in the field of organizational development, such as Napoleon Hill or Rick Warren, who are known for different works.

Explanations: Melvin Weisbord authored "Organizational Diagnosis," which discusses six key elements necessary for organizational efficiency. This book is a seminal work in the field of organizational development and is widely recognized for its contributions to understanding organizational dynamics and improvement.

Option Analysis:

Option A: Napoleon Hill is known for his work on personal success and self-improvement, not organizational diagnosis.
Option B: Susan Jefers is known for her work on overcoming fear and building self-esteem, not organizational diagnosis.
Option C: Rick Warren is known for his work on spiritual leadership and church management, not organizational diagnosis.
Option D: Melvin Weisbord is the correct author of "Organizational Diagnosis," which focuses on organizational efficiency.

Mnemonic: ODW - Organizational Diagnosis Weisbord

44. The Minnesota Multiphasic Personality inventory, The California Psychological Inventory, The Manifest Anxiety Scale, Edwards Personal Performance schedule are example of which test?

Correct Answer: Correct answer is: (B) Personality Test.

Exam Relevance: GRE, MCAT, Psychology Exams

Difficulty: Moderate

Concept notes: Personality tests are designed to measure various aspects of an individual's personality traits and characteristics. They are used in psychology to understand and assess different facets of a person's personality.

Common Mistakes: Students may confuse personality tests with intelligence tests, which measure cognitive abilities rather than personality traits.

Explanations: The Minnesota Multiphasic Personality Inventory (MMPI), The California Psychological Inventory (CPI), The Manifest Anxiety Scale (MAS), and the Edwards Personal Preference Schedule (EPPS) are all designed to assess different aspects of personality. These tests are not designed to measure intelligence, preferences, or aptitudes, but rather to provide insights into personality traits and characteristics. Therefore, the correct answer is (B) Personality Test.

Option Analysis:

Option A: Intelligence tests measure cognitive abilities and are not focused on personality traits.
Option B: Personality tests are designed to assess personality traits and characteristics, which aligns with the examples given.
Option C: Preference tests measure individual preferences and are not focused on personality traits.
Option D: Aptitude tests measure specific skills or abilities and are not focused on personality traits.

45. Main key in supervisory skills is

Correct Answer: Correct answer is: (D) Both A and B.

Exam Relevance: HR Management Exams, Supervisory Skills Certification, Management Aptitude Tests

Difficulty: Moderate

Concept notes: Supervisory skills encompass various techniques to manage and develop employees effectively. Coaching and mentoring are key components of these skills.

Common Mistakes: Students may overlook the combined importance of coaching and mentoring, focusing on only one aspect.

Explanations: Coaching and mentoring are both essential in supervisory skills. Coaching involves providing guidance and feedback to help employees improve their performance and achieve specific goals. Mentoring, on the other hand, focuses on the long-term development of employees, offering support and advice to help them grow professionally. Both are crucial for effective supervision, making option D the correct answer.

Option Analysis:

Option A: Coaching is a key component of supervisory skills but not the only one.
Option B: Mentoring is also a key component of supervisory skills but not the only one.
Option C: Appraisal performance is important but not as central to supervisory skills as coaching and mentoring.
Option D: Both coaching and mentoring are essential components of supervisory skills.

Mnemonic: CAME: Coaching And Mentoring, Essential

46. An evaluation or tool of how well an employee is doing a job is called a .....

Correct Answer: Correct answer is: (A) Performance evaluation.

Exam Relevance: HR exams, Management exams, Business exams

Difficulty: Easy

Concept notes: A performance evaluation is a systematic process used to assess an employee's job performance.

Common Mistakes: Students may confuse performance evaluation with other forms of training or advancement.

Explanations: A performance evaluation is specifically designed to measure and assess an employee's job performance. It is a formal process that typically includes feedback from supervisors and may involve setting goals and objectives for improvement. This tool is distinct from training methods like on-the-job training or group training, which focus on skill development rather than performance assessment. It is also different from promotions, which are decisions based on performance evaluations and other factors.

Option Analysis:

Option A: Correct. Performance evaluation is the formal assessment of an employee's job performance.
Option B: Incorrect. Group training is a method of training multiple employees together, not an evaluation tool.
Option C: Incorrect. On-the-job training is a method of training employees while they perform their job, not an evaluation tool.
Option D: Incorrect. Promotion is a decision based on performance and other factors, not an evaluation tool itself.

47. Union bargaining strength includes all of the following, EXCEPT

Correct Answer: Correct answer is: (C) Ethical objectives.

Exam Relevance: UPSC, GRE, GMAT, CFA

Difficulty: Moderate

Concept notes: Union bargaining strength is typically associated with factors that enhance the union's ability to negotiate effectively with employers. These factors include recognition by the employer, financial stability, and unity among members.

Common Mistakes: Students may mistakenly believe that ethical objectives are a key component of union bargaining strength, as they might assume that ethical considerations are essential for effective negotiations.

Explanations: Union bargaining strength is primarily concerned with practical and organizational factors that enable a union to negotiate effectively. Recognized by the employer (Option A) is crucial as it provides legitimacy and a formal platform for negotiations. Adequate financial strength (Option B) is necessary to sustain union activities and support members during disputes. Members being united (Option D) ensures a cohesive front and strengthens the union's position. Ethical objectives (Option C), while important for the union's reputation and internal cohesion, do not directly contribute to the practical strength needed for effective bargaining.

Option Analysis:

Option A: Recognition by the employer is a key factor in union bargaining strength as it provides a formal basis for negotiations.
Option B: Adequate financial strength is essential for sustaining union activities and supporting members during negotiations.
Option C: Ethical objectives, while important, do not directly contribute to the practical strength needed for effective bargaining.
Option D: Unity among members is crucial for presenting a strong, cohesive front during negotiations.

48. Which of the following statements about the recent trends in HRM is not correct?

Correct Answer: Correct answer is: (A) Performance and Knowledge Management are not related to strategic HRM.

Exam Relevance: HRM Exams, MBA Exams, PHR/SPHR Exams

Difficulty: Moderate

Concept notes: Strategic HRM involves aligning HR practices with the organization's overall strategy. Performance and Knowledge Management are integral parts of this alignment.

Common Mistakes: Students may mistakenly believe that Performance and Knowledge Management are separate from strategic HRM, not recognizing their role in supporting organizational strategy.

Explanations: Performance and Knowledge Management are critical components of strategic HRM. They help organizations achieve their strategic goals by ensuring that employees are performing at their best and that knowledge is effectively managed and utilized. Therefore, the statement that they are not related to strategic HRM is incorrect.

Option Analysis:

Option A: This statement is incorrect because Performance and Knowledge Management are indeed related to strategic HRM.
Option B: This statement is correct as employer branding is often a result of effective HRM practices.
Option C: This statement is correct as the balanced scorecard is a tool used to measure HR effectiveness.
Option D: This statement is correct as competency mapping is a recent trend in HRM.

49. The Human Resource Representative of the organization is trying to set up the grade rates. During the process, she realizes that the grades were created without steps. Identify two options for adding rates to the grade. (Choose two.)

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

Exam Relevance: HR Certification Exams, Management Exams

Difficulty: Moderate

Concept notes: The Human Resource Representative can add rates to the grade in two ways: either simultaneously while creating the grade or separately after the grade has been created.

Common Mistakes: Students may mistakenly believe that adding rates to a grade can only be done after the grade has been added to a grade ladder, which is not the case.

Explanations: The correct answer is (D) Only (A) & (B). Option A states that rates can be added at the same time as the grade using the Manage Grades task. Option B indicates that rates can be added separately using the Manage Grade Rates task. These are the two valid methods for adding rates to a grade. Option C is incorrect because adding the grade to a grade ladder is not a necessary step for adding rates. Option D correctly identifies the only valid options.

Option Analysis:

Option A: This option is correct as rates can be added simultaneously while creating the grade using the Manage Grades task.
Option B: This option is also correct as rates can be added separately using the Manage Grade Rates task.
Option C: This option is incorrect because adding the grade to a grade ladder is not a necessary step for adding rates.
Option D: This option correctly identifies the only valid options for adding rates to a grade.

50. Which term refers to teaching several employees in a class?

Correct Answer: Correct answer is: (B) Group-training.

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

Difficulty: Easy

Concept notes: Group-training refers to a method of teaching where several employees are taught together in a class setting.

Common Mistakes: Students may confuse group-training with on-the-job training, which involves learning while performing actual job tasks.

Explanations: Group-training is the correct term for teaching several employees in a class. This method allows for efficient use of resources and can facilitate peer learning and interaction among trainees.

Option Analysis:

Option A: On-the-job-training involves learning while performing actual job tasks, not in a classroom setting.
Option B: Group-training is the correct term for teaching several employees in a class setting.
Option C: Human resource management is a broader field that includes various functions such as recruitment, training, and development, but it is not a specific training method.
Option D: Recruitment is the process of finding and hiring new employees, not a method of training.

Mnemonic: G-T: Group-Training

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Human Resource Management MCQ - Set 5

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