Human Resource Management MCQ – Change your future

621. Which HR career is involved in the process of searching promising job candidates through various external sources of applicants?

Correct Answer: Correct answer is: (C) Recruitment managers.

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

Difficulty: Moderate

Concept notes: Recruitment managers are responsible for sourcing and attracting potential job candidates from various external sources.

Common Mistakes: Students may confuse recruitment managers with other HR roles such as compensation specialists or benefit specialists, who focus on different aspects of HR management.

Explanations: Recruitment managers are specifically tasked with the process of searching for and attracting promising job candidates through various external sources. This includes activities such as advertising job openings, screening resumes, and conducting initial interviews. The other options, such as development and training specialists, compensation specialists, and benefit specialists, focus on different areas of human resources management and do not primarily handle the external sourcing of candidates.

Option Analysis:

Option A: Development and training specialists focus on employee development and training programs, not external candidate sourcing.
Option B: Compensation specialists deal with salary structures and benefits, not the recruitment process.
Option C: Recruitment managers are responsible for sourcing and attracting potential job candidates from various external sources.
Option D: Benefit specialists focus on employee benefits and do not handle external candidate sourcing.

Mnemonic: R for Recruitment, R for Recruitment managers.

622. In Lewin organizational change process, 'communication of shared vision' is

Correct Answer: Correct answer is: (C) Refreezing stage.

Exam Relevance: MBA, Organizational Behavior, HR Management

Difficulty: Moderate

Concept notes: In Lewin's organizational change process, the refreezing stage involves stabilizing the new behaviors and attitudes to ensure that the change is sustained.

Common Mistakes: Students often confuse the stages of Lewin's model, particularly the moving and refreezing stages, as both involve changes in behavior and attitudes.

Explanations: The refreezing stage is where the new behaviors and attitudes are reinforced and stabilized. Communication of a shared vision is crucial during this stage to ensure that the changes are internalized and sustained by the organization. This aligns with the goal of the refreezing stage, which is to solidify the new state of the organization.

Option Analysis:

Option A: Unfreezing stage involves preparing the organization for change, not communicating a shared vision.
Option B: Moving stage involves implementing the change, not communicating a shared vision.
Option C: Refreezing stage involves stabilizing the change, which includes communicating a shared vision to ensure the change is sustained.
Option D: The communication of a shared vision is specifically associated with the refreezing stage, not all stages.

623. To let other people share workloads and responsibilities:

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

Exam Relevance: GMAT, GRE, PMP

Difficulty: Easy

Concept notes: Delegation involves assigning tasks or responsibilities to others to share workloads and responsibilities.

Common Mistakes: Students may confuse delegation with freelancing, which involves hiring independent contractors for specific tasks rather than sharing ongoing responsibilities.

Explanations: To let other people share workloads and responsibilities, one must delegate tasks. Delegation is the act of assigning tasks or responsibilities to others, which allows for the distribution of work and the sharing of responsibilities. This is the most appropriate choice for the given context.

Option Analysis:

Option A: Benefits do not directly involve sharing workloads and responsibilities.
Option B: Delegate is the correct choice as it involves assigning tasks to others to share workloads and responsibilities.
Option C: Freelance involves hiring independent contractors for specific tasks, not sharing ongoing responsibilities.
Option D: Recruit involves hiring new employees, not directly sharing current workloads and responsibilities.

Mnemonic: D for Delegate, D for Distribute.

624. What is the employment status of a teacher if he/she meets all the requirements except eligibility?

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

Exam Relevance: UPSC, TET, CTET

Difficulty: Moderate

Concept notes: A teacher who meets all the requirements except eligibility is typically given a provisional status. This means the teacher is allowed to teach on a temporary basis while working towards fulfilling the eligibility criteria.

Common Mistakes: Students often confuse provisional status with temporary or contractual status, which are different categories of employment.

Explanations: Provisional status is granted to teachers who meet most requirements but lack full eligibility. This status allows them to teach while they work towards meeting the eligibility criteria. It is not the same as a temporary or contractual position, which are based on different employment conditions.

Option Analysis:

Option A: Permanent status is given to teachers who meet all eligibility criteria and have a long-term contract.
Option B: Provisional status is correct as it applies to teachers who meet most requirements but lack full eligibility.
Option C: Temporary status is for short-term employment and does not relate to eligibility criteria.
Option D: Contractual status is for teachers hired under a specific contract and does not address eligibility issues.

Mnemonic: Provisional = Provisionally Eligible

625. What is the definition of job evaluation?

Correct Answer: Correct answer is: (B) Process that systematically establishes the value of a job.

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

Difficulty: Easy

Concept notes: Job evaluation is a systematic process used to determine the relative worth of jobs within an organization.

Common Mistakes: Students may confuse job evaluation with job ranking, which is a different method that ranks jobs based on their overall value.

Explanations: Job evaluation focuses on establishing the value of a job itself, not the person performing it. This systematic process involves analyzing job duties, responsibilities, and requirements to determine the relative worth of each job within an organization.

Option Analysis:

Option A: This option describes job ranking, not job evaluation.
Option B: This is the correct definition of job evaluation.
Option C: This describes performance evaluation, not job evaluation.
Option D: This is incorrect as option B is the correct answer.

626. What does the HRM contingency model argue?

Correct Answer: Correct answer is: (A) It argues that the organisation is developing a range of HR practices that fit the business's strategies outside the area of HRM.

Exam Relevance: MBA, HRM certification exams, Organizational Behavior exams

Difficulty: Moderate

Concept notes: The HRM contingency model suggests that the effectiveness of HR practices depends on how well they align with the organization's strategies and external environment.

Common Mistakes: Students may confuse the HRM contingency model with the resource-based view, which focuses on internal resources and capabilities rather than external alignment.

Explanations: The HRM contingency model posits that organizations should develop HR practices that are tailored to fit the broader business strategies and external context. This means that HR practices are not isolated but are part of a larger strategic framework that extends beyond the HRM domain. The correct answer highlights this alignment with business strategies outside the HRM area.

Option Analysis:

Option A: This option correctly reflects the HRM contingency model's emphasis on aligning HR practices with broader business strategies.
Option B: This option incorrectly suggests that HR practices are interconnected and mutually reinforcing, which is more aligned with the resource-based view rather than the contingency model.
Option C: This option incorrectly implies that different combinations of HR practices will lead to higher performance based on context, which is more aligned with the resource-based view.
Option D: This option incorrectly suggests that bundles of interrelated HR practices lead to higher performance, which is more aligned with the resource-based view.

627. Which of these is a big part of HR

Correct Answer: Correct answer is: (A) Recruiting and hiring employees.

Exam Relevance: HR Management Exams, Business Management Exams, Organizational Behavior Exams

Difficulty: Easy

Concept notes: Human Resources (HR) is responsible for managing the workforce of an organization. A key function of HR is recruiting and hiring employees to fill job positions.

Common Mistakes: Students may mistakenly believe that HR is only involved in administrative tasks or that it makes executive decisions for the company.

Explanations: Recruiting and hiring employees is a core function of HR. HR professionals are responsible for identifying job openings, attracting potential candidates, conducting interviews, and making hiring decisions. This process is crucial for ensuring that the organization has the right talent to meet its goals.

Option Analysis:

Option A: Correct. Recruiting and hiring employees is a fundamental part of HR's responsibilities.
Option B: Incorrect. Getting coffee for other employees is not a typical HR function.
Option C: Incorrect. Making executive decisions for the company is typically the responsibility of the company's leadership, not HR.
Option D: Incorrect. Distributing products is usually the responsibility of the sales or logistics department, not HR.

Mnemonic: RHR: Recruiting and Hiring Responsibilities

628. Infineon Technologies, MNC company from German had appointed their representative, Mr. Peter Halm, also a Germany, to lead an expansion in Malaysia. Infineon use the strategy called

Correct Answer: Correct answer is: (B) Home-Country National.

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

Difficulty: Easy

Concept notes: The term "Home-Country National" refers to a strategy where a company appoints an employee from its home country to manage operations in a foreign country.

Common Mistakes: Students may confuse "Home-Country National" with "Host-Country National," which involves appointing a local from the host country to manage operations.

Explanations: Infineon Technologies, a German company, appointed Mr. Peter Halm, also from Germany, to lead their expansion in Malaysia. This aligns with the "Home-Country National" strategy, as the representative is from the company's home country.

Option Analysis:

Option A: Third-Country National refers to appointing a person from a third country, not the home or host country. This does not apply here.
Option B: Home-Country National is the correct strategy as Mr. Peter Halm is from Germany, the home country of Infineon Technologies.
Option C: Host-Country National involves appointing a local from the host country, which is not the case here.
Option D: None of the above is incorrect as the Home-Country National strategy is applicable.

Mnemonic: H for Home, H for Halm.

629. A document that gives the profile of the ideal candidate for a job is.....

Correct Answer: Correct answer is: (C) Person specification.

Exam Relevance: HR Management Exams, Recruitment Exams, Competitive Exams

Difficulty: Easy

Concept notes: A person specification outlines the ideal characteristics, skills, and qualifications of a candidate for a job.

Common Mistakes: Students may confuse person specification with job description, which focuses on the job duties and responsibilities rather than the candidate profile.

Explanations: A person specification provides a detailed profile of the ideal candidate for a job, including the necessary skills, qualifications, and personal attributes. This document is used to guide the recruitment process and ensure that the selected candidate meets the required criteria.

Option Analysis:

Option A: A job description outlines the duties, responsibilities, and working conditions of a job, not the candidate profile.
Option B: Job analysis involves collecting information about the job duties, responsibilities, and working conditions, not the candidate profile.
Option C: A person specification gives the profile of the ideal candidate for a job, including skills, qualifications, and personal attributes.
Option D: Shortlisting is the process of selecting a smaller group of candidates from a larger pool, based on the person specification and job description.

630. Expansion, downsizing and staff turnover are ..... factors affecting employment

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

Exam Relevance: HR Management, Organizational Behavior, Business Administration

Difficulty: Moderate

Concept notes: Internal factors are those that originate within an organization and can directly influence its operations and decision-making processes.

Common Mistakes: Students may confuse internal factors with external factors, which are those that originate outside the organization and can affect its operations.

Explanations: Expansion, downsizing, and staff turnover are all activities that occur within an organization. These factors are directly managed and influenced by the organization's internal policies, strategies, and decisions. Therefore, they are classified as internal factors affecting employment.

Option Analysis:

Option A: Operational factors are related to the day-to-day running of the business but do not encompass the broader scope of internal changes like expansion and downsizing.
Option B: Internal factors are those that originate within the organization and can directly influence its operations and decision-making processes, such as expansion, downsizing, and staff turnover.
Option C: External factors are those that originate outside the organization and can affect its operations, such as market conditions or government regulations.
Option D: Financial factors are related to the organization's financial health and performance but do not encompass the broader scope of internal changes like expansion and downsizing.

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Human Resource Management MCQ - Set 63

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