Human Resource Management MCQ – Change your future

491. Package of salary, incentives and fringe benefits designed in a way to motivate employees is known as

Correct Answer: Correct answer is: (C) Aligned reward strategy.

Exam Relevance: HRM exams, MBA exams, Management exams

Difficulty: Moderate

Concept notes: An aligned reward strategy is a comprehensive package that includes salary, incentives, and fringe benefits designed to motivate employees.

Common Mistakes: Students may confuse an aligned reward strategy with HR strategy, which is a broader term encompassing various human resource activities.

Explanations: An aligned reward strategy is specifically designed to motivate employees by integrating salary, incentives, and fringe benefits. This approach ensures that the compensation package is not only competitive but also aligned with the organization's goals and employee performance. The term "aligned" emphasizes the integration of these components to create a cohesive motivational package.

Option Analysis:

Option A: HR strategy is a broader term that includes various human resource activities, not just compensation and benefits.
Option B: Performance appraisal is a process to evaluate employee performance, not a package of compensation and benefits.
Option C: Aligned reward strategy is the correct term for a package of salary, incentives, and fringe benefits designed to motivate employees.
Option D: Aligned compensating strategy is not a standard term; the correct term is aligned reward strategy.

Mnemonic: ARS: Aligned Reward Strategy

492. Which of the following is not a method of dealing with resistance to change?

Correct Answer: Correct answer is: (C) Coercion and Punishment.

Exam Relevance: MBA, HRM, Organizational Behavior

Difficulty: Moderate

Concept notes: Coercion and punishment are not considered effective methods for dealing with resistance to change in organizational settings.

Common Mistakes: Students may mistakenly believe that coercion and punishment are valid methods for managing resistance to change, as they might be familiar with these approaches in other contexts.

Explanations: Coercion and punishment are not recommended methods for dealing with resistance to change because they can create a negative work environment, reduce morale, and lead to further resistance. Instead, methods such as participation, facilitation and support, and education and communication are more effective as they foster a positive and collaborative approach to change.

Option Analysis:

Option A: Participation involves involving employees in the change process, which can help reduce resistance.
Option B: Facilitation and support provide resources and assistance to help employees adapt to change.
Option C: Coercion and punishment involve forcing compliance through negative consequences, which is not an effective method for dealing with resistance to change.
Option D: Education and communication involve informing employees about the reasons for change and providing them with the necessary information to adapt.

493. A rating scale which enlists traits and performance values is called

Correct Answer: Correct answer is: (A) Graphic rating scale method.

Exam Relevance: HRM exams, MBA exams, Competitive recruitment exams

Difficulty: Easy

Concept notes: The graphic rating scale method is a performance appraisal technique that uses a scale to rate employees on various traits or performance dimensions.

Common Mistakes: Students may confuse the graphic rating scale method with other appraisal methods like management by objectives, which focuses on setting and achieving specific goals.

Explanations: The graphic rating scale method involves listing traits or performance dimensions and providing a scale for evaluators to rate employees. This aligns with the description of a rating scale that enlists traits and performance values.

Option Analysis:

Option A: Correct. The graphic rating scale method uses a scale to rate employees on various traits or performance dimensions.
Option B: Incorrect. Management by objectives focuses on setting and achieving specific goals, not rating traits or performance values.
Option C: Incorrect. The alternation ranking method involves ranking employees in order of performance, not using a scale to rate traits.
Option D: Incorrect. In-house development refers to training and development programs conducted within an organization, not a rating scale method.

Mnemonic: GRS: Graphic Rating Scale

494. Handling labor relations and safety laws for company's labor is part of

Correct Answer: Correct answer is: (B) Staff functions.

Exam Relevance: MBA, HR Management, Business Administration

Difficulty: Moderate

Concept notes: Staff functions are support roles that assist line functions in achieving their goals. They include activities like human resources, legal, and safety management.

Common Mistakes: Students may confuse staff functions with line functions, which are directly involved in the core business activities.

Explanations: Handling labor relations and safety laws are support activities that assist the company in managing its workforce effectively. These tasks are not directly involved in the core business operations but are crucial for the smooth functioning of the organization. Therefore, they fall under staff functions.

Option Analysis:

Option A: Line functions are directly involved in the core business activities, such as production and sales. They do not typically handle labor relations and safety laws.
Option B: Staff functions provide support to line functions and include activities like human resources and safety management, which are relevant to labor relations and safety laws.
Option C: Coordinative functions involve managing and integrating different parts of the organization, but they do not specifically cover labor relations and safety laws.
Option D: Since labor relations and safety laws are support activities, they do not fall under both line and coordinative functions.

495. Framework for the expansion of human capital within an organization.

Correct Answer: Correct answer is: (C) Human Resource Development.

Exam Relevance: HRM exams, MBA exams, Management exams

Difficulty: Moderate

Concept notes: Human Resource Development (HRD) is a framework that focuses on the systematic development of human capital within an organization. It encompasses activities such as training, education, and development programs aimed at enhancing employee skills, knowledge, and performance.

Common Mistakes: Students may confuse Human Resource Development with Human Resource Management, which is a broader field that includes HRD but also covers other functions like recruitment, compensation, and benefits.

Explanations: Human Resource Development (HRD) is specifically designed to enhance the skills, knowledge, and performance of employees through structured training and development programs. This makes it the most appropriate framework for the expansion of human capital within an organization. HRD focuses on long-term growth and development, aligning with the goal of expanding human capital.

Option Analysis:

Option A: Human Resource is a broader term that includes various functions related to managing employees, but it does not specifically focus on the development and expansion of human capital.
Option B: Human Resource Management (HRM) is a comprehensive field that includes HRD but also covers other functions such as recruitment, compensation, and benefits. While HRM is important, it is not specifically focused on the development of human capital.
Option C: Human Resource Development (HRD) is the correct answer as it is specifically designed to enhance the skills, knowledge, and performance of employees through structured training and development programs, which aligns with the goal of expanding human capital.
Option D: Recruitment is a function within HRM that focuses on attracting and selecting new employees. It does not encompass the broader scope of developing and expanding human capital within an organization.

Mnemonic: HRD: "Human Resources Develop"

496. Strong-Campbell inventory is an example of .....

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

Exam Relevance: Psychology exams, Human Resource Management exams, Vocational Psychology exams

Difficulty: Moderate

Concept notes: The Strong-Campbell Interest Inventory is a widely used vocational interest test designed to help individuals identify their interests and how they relate to various occupations.

Common Mistakes: Students may confuse the Strong-Campbell Inventory with other types of psychological tests, such as intelligence tests or projective tests.

Explanations: The Strong-Campbell Interest Inventory is specifically designed to measure vocational interests. It assesses an individual's interests in various activities and matches them to potential career paths. This makes it an interest test rather than a projective test, preference test, or intelligence test.

Option Analysis:

Option A: Projective tests are used to reveal unconscious thoughts and feelings, not interests.
Option B: The Strong-Campbell Inventory is an interest test, designed to assess vocational interests.
Option C: Preference tests typically measure personal preferences rather than vocational interests.
Option D: Intelligence tests measure cognitive abilities, not interests.

497. Main disadvantage of critical incident method is

Correct Answer: Correct answer is: (D) Difficult to rate.

Exam Relevance: HR Management Exams, Industrial Psychology Exams, Management Aptitude Tests

Difficulty: Moderate

Concept notes: The critical incident method involves recording and evaluating significant behaviors or incidents in the workplace. The main disadvantage is the difficulty in rating these incidents consistently and objectively.

Common Mistakes: Students may mistakenly believe that the time-consuming nature of the method is the main disadvantage, overlooking the challenges in rating.

Explanations: The critical incident method requires detailed documentation of specific behaviors, which can be challenging to rate consistently. Different raters may interpret the same incident differently, leading to subjective evaluations. This subjectivity makes the rating process difficult and unreliable, which is why the correct answer is "Difficult to rate."

Option Analysis:

Option A: Developing the critical incident method is not inherently difficult, as it primarily involves recording significant events.
Option B: While disagreements can occur, they are not the main disadvantage. The primary issue is the difficulty in rating the incidents.
Option C: Although time-consuming, this is not the main disadvantage. The core issue is the inconsistency in rating.
Option D: The difficulty in rating critical incidents consistently and objectively is the main disadvantage of this method.

Mnemonic: Rate Right, Not Time

498. What does HRMS stands for?

Correct Answer: Correct answer is: (B) Human Resource Management System.

Exam Relevance: HRM exams, Business Management exams, IT exams

Difficulty: Very Easy

Concept notes: HRMS stands for Human Resource Management System, which is a software application that helps organizations manage their human resources more efficiently.

Common Mistakes: Students may confuse HRMS with other acronyms that start with HR, such as HRIS (Human Resource Information System).

Explanations: HRMS is the correct acronym for Human Resource Management System. It is a comprehensive software solution designed to manage various HR functions, including recruitment, payroll, benefits administration, and employee data management. The other options are incorrect as they do not accurately represent the term HRMS.

Option Analysis:

Option A: Incorrect, as HRMS does not stand for Human Resource Management Satellite.
Option B: Correct, HRMS stands for Human Resource Management System.
Option C: Incorrect, as HRMS does not stand for Human Recruiting Management System.
Option D: Incorrect, as HRMS does not stand for Human Resource Malaysia System.

499. You are a Global Resources Implementation consultant and your client wants to track external training within the worker talent profile.What steps should you follow to create this new content type, and ensure it displays on the Skills and Qualifications page?

Correct Answer: Correct answer is: (D) Create a new content type, create content items for that type, link the content type to the model profile.

Exam Relevance: Certified Global Resources Implementation Consultant, Professional HR Management Certification

Difficulty: Moderate

Concept notes: The correct answer involves creating a new content type, creating content items for that type, and linking the content type to the model profile to ensure it displays on the Skills and Qualifications page.

Common Mistakes: Students may mistakenly believe that creating content items before the content type is necessary, or that linking the content item directly to the person profile is the correct approach.

Explanations: To track external training within the worker talent profile, the first step is to create a new content type. This content type will define the structure and attributes of the external training data. Next, content items for that type must be created, which will populate the specific instances of external training. Finally, the content type must be linked to the model profile to ensure that the external training data is displayed on the Skills and and Qualifications page. This process ensures that the new content type is properly integrated into the system and visible to the relevant users.

Option Analysis:

Option A: Incorrect because it does not link the content type to the model profile, which is necessary for displaying the content on the Skills and Qualifications page.
Option B: Incorrect because it suggests creating a content item before the content type, which is not the correct sequence.
Option C: Incorrect because it links the content item to the model profile, rather than the content type, which is not the correct approach.
Option D: Correct because it follows the proper sequence of creating a content type, creating content items, and linking the content type to the model profile.

500. Which of the following is a benefit to a business if managers lead using a participative style?

Correct Answer: Correct answer is: (A) Employees may work more effectively as they are encouraged to take greater ownership of their work tasks.

Exam Relevance: MBA, HR Management, Organizational Behavior

Difficulty: Moderate

Concept notes: Participative leadership involves involving employees in decision-making processes, which can lead to increased motivation and productivity.

Common Mistakes: Students may confuse participative leadership with autocratic leadership, where employees have less input and are more closely supervised.

Explanations: Participative leadership encourages employees to contribute ideas and participate in decision-making. This involvement fosters a sense of ownership and responsibility, leading to more effective work performance. Employees who feel their input is valued are more likely to be engaged and motivated, resulting in better work outcomes.

Option Analysis:

Option A: This option correctly identifies the benefit of increased employee effectiveness due to greater ownership of work tasks.
Option B: This option describes a characteristic of autocratic leadership, not participative leadership.
Option C: This option describes a characteristic of hierarchical leadership, not participative leadership.
Option D: This option describes a characteristic of strict or authoritarian leadership, not participative leadership.

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Human Resource Management MCQ - Set 50

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