Human Resource Management MCQ – Change your future

591. Second step in pay rate establishment is to ensure the

Correct Answer: Correct answer is: (A) Internal equity.

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

Difficulty: Moderate

Concept notes: Internal equity ensures that the pay rates within an organization are fair and consistent with the value of different jobs.

Common Mistakes: Students often confuse internal equity with external equity, which focuses on market competitiveness rather than internal consistency.

Explanations: The second step in pay rate establishment is to ensure internal equity. This involves comparing the pay rates of different jobs within the organization to ensure that they are consistent with the relative value of those jobs. Internal equity is crucial for maintaining fairness and motivation among employees.

Option Analysis:

Option A: Correct. Internal equity ensures that pay rates are fair and consistent within the organization.
Option B: Incorrect. External equity focuses on ensuring that pay rates are competitive with the market, which is typically a later step in the process.
Option C: Incorrect. Procedural equity relates to the fairness of the processes used to determine pay rates, not the rates themselves.
Option D: Incorrect. Collective equity is not a standard term in pay rate establishment and does not apply to this context.

Mnemonic: IE: Internal Equity, Inside Organization

592. What is delegation?

Correct Answer: Correct answer is: (A) Giving authority to junior managers to do a particular task.

Exam Relevance: MBA, HR Management, Business Administration

Difficulty: Easy

Concept notes: Delegation involves entrusting a specific task or responsibility to a subordinate, typically a junior manager, while retaining overall control and accountability.

Common Mistakes: Students often confuse delegation with abdication of responsibility, thinking it means passing down full responsibility to subordinates.

Explanations: Delegation is the act of giving authority to junior managers to perform a specific task. This does not mean passing down full responsibility or ordering workers to do certain jobs. It also does not imply that senior managers keep full control. Instead, it involves assigning tasks to subordinates while maintaining oversight and accountability.

Option Analysis:

Option A: Correct. Delegation involves giving authority to junior managers to perform a specific task.
Option B: Incorrect. Delegation does not mean passing down full responsibility to subordinates.
Option C: Incorrect. Delegation is not simply ordering workers to do certain jobs; it involves giving authority.
Option D: Incorrect. Delegation involves giving authority to subordinates, not keeping full control with senior managers.

Mnemonic: D-A-T: Delegation Assigns Tasks

593. Theton is a leading distributor of home entertainment products across Australia. Management have appointed an existing employee for a newly created position within theorganisation. Which of the following is a benefit of this form of recruitment?

Correct Answer: Correct answer is: (D) Existing employees may become more motivated.

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

Difficulty: Moderate

Concept notes: Promoting existing employees can boost morale and motivation within the organization.

Common Mistakes: Students may mistakenly believe that promoting an existing employee would lead to resentment among other employees.

Explanations: Promoting an existing employee can lead to increased motivation among other employees because it demonstrates the potential for career advancement within the organization. This can encourage other employees to strive for similar opportunities and feel more engaged in their work.

Option Analysis:

Option A: Bringing new ideas is not a benefit of promoting an existing employee, as they are already familiar with the organization's operations.
Option B: While some employees may feel resentful, this is not a benefit of the promotion.
Option C: An existing employee already has knowledge of the organization's culture, so this is not a benefit.
Option D: Promoting an existing employee can motivate other employees by showing that career advancement is possible within the organization.

Mnemonic: Promote, Motivate, More

594. What type of manpower does not contribute directly to development?

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

Exam Relevance: UPSC, GRE, GMAT

Difficulty: Easy

Concept notes: The question asks about manpower that does not directly contribute to development. Development typically refers to economic, social, or technological progress.

Common Mistakes: Students might confuse the roles of teachers, doctors, and engineers, who are directly involved in education, healthcare, and technological advancement, respectively.

Explanations: Players, such as professional athletes, do not directly contribute to economic, social, or technological development. Their primary role is entertainment and sports, which do not directly impact development metrics. In contrast, teachers, doctors, and engineers are directly involved in areas that drive development.

Option Analysis:

Option A: Players do not directly contribute to development as their primary role is entertainment.
Option B: Teachers contribute to development by educating the population.
Option C: Doctors contribute to development by improving public health.
Option D: Engineers contribute to development by advancing technology and infrastructure.

Mnemonic: P for Player, P for Play, not for Progress.

595. What is defined as a strategy for the acquisition, utilization , improvement and preservation of an organisation's human resources?

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

Exam Relevance: HRM Exams, MBA Exams, Management Exams

Difficulty: Moderate

Concept notes: Human Resource Planning (HRP) is a strategic process that involves forecasting the future human resource needs of an organization and developing plans to meet those needs through acquisition, utilization, improvement, and preservation of human resources.

Common Mistakes: Students often confuse Human Resource Planning with Human Resource Management or Human Resource Development, as all three involve managing human resources but focus on different aspects.

Explanations: Human Resource Planning (HRP) is specifically defined as a strategy for the acquisition, utilization, improvement, and preservation of an organization's human resources. This strategic process involves forecasting future human resource needs and developing plans to meet those needs. It is distinct from Human Resource Management, which encompasses a broader range of activities related to managing employees, and Human Resource Development, which focuses on the improvement and development of employees' skills and knowledge.

Option Analysis:

Option A: Human Resource Development focuses on the improvement and development of employees' skills and knowledge, not the overall strategic planning of human resources.
Option B: Human Resource Management encompasses a broader range of activities related to managing employees, including recruitment, training, and performance management, but it is not specifically defined as a strategy for the acquisition, utilization, improvement, and preservation of human resources.
Option C: Human Resource Planning is the correct answer as it is specifically defined as a strategy for the acquisition, utilization, improvement, and preservation of an organization's human resources.
Option D: None of the above is incorrect because Human Resource Planning is the correct term for the described strategy.

Mnemonic: HRP: Plan, Acquire, Utilize, Improve, Preserve

596. Which of these do NOT come under scope of HRM?

Correct Answer: Correct answer is: (D) PR assessment and maintenance.

Exam Relevance: HRM exams, Public Relations exams, Management exams

Difficulty: Moderate

Concept notes: Human Resource Management (HRM) encompasses activities related to managing employees, such as induction, training, motivation, and welfare. PR assessment and maintenance is typically outside the scope of HRM and falls under the domain of public relations or marketing.

Common Mistakes: Students may confuse PR activities with HRM functions, as both involve communication and organizational management.

Explanations: HRM focuses on internal employee management activities such as induction, training, and motivation. PR assessment and maintenance, on the other hand, involves external communication strategies and is not a core function of HRM.

Option Analysis:

Option A: Induction and orientation are core HRM functions aimed at integrating new employees into the organization.
Option B: Training and development are essential HRM activities to enhance employee skills and knowledge.
Option C: Motivation and welfare are HRM functions that aim to improve employee satisfaction and productivity.
Option D: PR assessment and maintenance is not an HRM function but rather a part of public relations or marketing activities.

597. Training control system includes

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

Exam Relevance: PMP, CIPD, HR Certification Exams

Difficulty: Moderate

Concept notes: Training control systems encompass various methods to ensure training programs are effective and aligned with organizational goals. This includes regular reviews at different intervals to monitor progress and make necessary adjustments.

Common Mistakes: Students may overlook the importance of real-time project reviews, assuming that only annual or monthly reviews are necessary for training control systems.

Explanations: Training control systems involve multiple levels of review to ensure the training programs are on track. Annual reviews of yearly training plans help in long-term planning and strategic alignment. Monthly reviews of budget and plans ensure financial and operational efficiency. Real-time reviews of specific projects allow for immediate feedback and adjustments. Therefore, all these components are essential for a comprehensive training control system.

Option Analysis:

Option A: Annual review of yearly training plans is a critical component of training control systems, ensuring long-term alignment with organizational goals.
Option B: Monthly review of budget and plans is necessary to maintain financial and operational efficiency in training programs.
Option C: Real-time review of specific projects allows for immediate feedback and adjustments, ensuring the training remains relevant and effective.
Option D: All of the above correctly identifies that a comprehensive training control system includes all the mentioned review methods.

598. IHRM is the same with HRM

Correct Answer: Correct answer is: (B) No.

Exam Relevance: HRM Exams, IHRM Exams, MBA Exams

Difficulty: Easy

Concept notes: IHRM (International Human Resource Management) and HRM (Human Resource Management) are related but distinct concepts.

Common Mistakes: Students may confuse IHRM with HRM because both deal with managing human resources, but IHRM specifically addresses the complexities of managing human resources in a multinational context.

Explanations: IHRM is a specialized subset of HRM that deals with managing human resources in multinational organizations. It involves additional complexities such as dealing with different cultures, legal systems, and labor markets. HRM, on the other hand, is the general practice of managing human resources within a single country or organization. Therefore, IHRM is not the same as HRM.

Option Analysis:

Option A: Incorrect because IHRM and HRM are not the same.
Option B: Correct because IHRM and HRM have distinct differences, particularly in the context of multinational operations.
Option C: Incorrect because the answer is definitively no, not maybe.
Option D: Incorrect because the correct answer is provided.

599. The process of choosing applicants with the entry requirements for interviewing is called

Correct Answer: Correct answer is: (C) Short listing.

Exam Relevance: HR Management, Organizational Behavior, Business Administration

Difficulty: Easy

Concept notes: Short listing is the process of selecting a smaller group of candidates from a larger pool based on their meeting the entry requirements for further evaluation, such as interviews.

Common Mistakes: Students may confuse short listing with other selection processes like testing or examining, which involve different stages of the recruitment process.

Explanations: Short listing is the correct term for the process of choosing applicants who meet the entry requirements for further evaluation, such as interviews. This step is crucial in narrowing down the candidate pool to a manageable number for more detailed assessment.

Option Analysis:

Option A: Testing involves evaluating candidates through assessments, not selecting them based on entry requirements.
Option B: Examining typically refers to a detailed review of a candidate's qualifications, not the initial selection process.
Option C: Short listing is the process of selecting a smaller group of candidates who meet the entry requirements for further evaluation.
Option D: Selecting is a broader term that encompasses the entire process of choosing candidates, not specifically the initial screening based on entry requirements.

600. A method for tracking the pattern of employee movements through various jobs.

Correct Answer: Correct answer is: (B) Markov Analysis.

Exam Relevance: HRM Exams, Operations Research Exams, Management Science Exams

Difficulty: Moderate

Concept notes: Markov Analysis is a statistical method used to predict future states based on current states, making it suitable for tracking employee movements through various jobs.

Common Mistakes: Students may confuse Markov Analysis with other methods like Staffing Tables, which are more focused on current staffing levels rather than predicting future movements.

Explanations: Markov Analysis is used to predict future states based on current states by using transition probabilities. In the context of employee movements, it can track the probability of an employee moving from one job to another over time. This method is particularly useful for long-term planning and understanding career progression patterns within an organization.

Option Analysis:

Option A: Staffing Tables are used to track current staffing levels and do not predict future movements.
Option B: Markov Analysis is the correct method for predicting future job movements based on current states.
Option C: The Delphi Technique is a forecasting method that relies on expert opinions and is not suitable for tracking employee movements.
Option D: Succession Planning focuses on identifying and developing potential leaders for future roles, but does not track the pattern of employee movements through various jobs.

Mnemonic: Mnemonic: "Markov Moves, Predicts Job Shifts"

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Human Resource Management MCQ - Set 60

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