Human Resource Management MCQ – Change your future

661. Which of these is the purpose of recruitment?

Correct Answer: Correct answer is: (B) Help increase the success rate of the selection process by reducing the number of visibly underqualified or over qualified job applicants.

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Moderate

Concept notes: Recruitment is a process that aims to attract and select suitable candidates for job positions. The primary purpose of recruitment is to ensure that the selection process is efficient and effective by filtering out candidates who are not suitable for the job.

Common Mistakes: Students may mistakenly believe that recruitment is solely about matching costs and benefits or creating a diverse workforce, which are secondary benefits rather than the primary purpose.

Explanations: The purpose of recruitment is to increase the success rate of the selection process by reducing the number of visibly underqualified or overqualified job applicants. This ensures that the selection process is more efficient and focused on candidates who are likely to be a good fit for the job, thereby improving the overall quality of hires.

Option Analysis:

Option A: This option is incorrect because the primary purpose of recruitment is not to balance cost and benefit, but to ensure a successful selection process.
Option B: This option is correct as it accurately describes the purpose of recruitment in terms of improving the selection process.
Option C: While creating a diverse workforce is a positive outcome, it is not the primary purpose of recruitment.
Option D: This option is incorrect as one of the provided options (B) is correct.

662. Which benefit is intangible?

Correct Answer: Correct answer is: (A) Increased employee morale.

Exam Relevance: GMAT, GRE, MBA entrance exams

Difficulty: Easy

Concept notes: Intangible benefits are those that cannot be physically touched or quantified easily, such as feelings, attitudes, and perceptions.

Common Mistakes: Students may confuse tangible benefits, which are measurable and quantifiable, with intangible benefits.

Explanations: Increased employee morale is an intangible benefit because it pertains to the emotional and psychological state of employees, which cannot be physically measured or quantified. In contrast, increased profits and productivity are tangible benefits as they can be measured and quantified in monetary or performance terms.

Option Analysis:

Option A: Correct. Increased employee morale is an intangible benefit.
Option B: Incorrect. Increased profits and productivity are tangible benefits.
Option C: Incorrect. Only (A) is correct.
Option D: Incorrect. (A) is correct.

Mnemonic: Feelings, not figures.

663. Which type of leaders do not lead the subordinates, but leaves them entirely to themselves.

Correct Answer: Correct answer is: (C) Laissez-Faire Leaders.

Exam Relevance: CAT, GMAT, GRE, Civil Services Exam

Difficulty: Moderate

Concept notes: Laissez-faire leadership is a hands-off approach where leaders provide minimal guidance and allow subordinates to work independently.

Common Mistakes: Students may confuse laissez-faire leadership with other leadership styles that also involve minimal intervention, such as democratic or consultative leadership.

Explanations: Laissez-faire leaders do not actively lead or guide their subordinates. Instead, they leave their subordinates to work independently, providing minimal guidance and intervention. This leadership style is characterized by a lack of direct supervision and control, which aligns with the description provided in the question.

Option Analysis:

Option A: Persuasive leaders actively influence and guide their subordinates, which contradicts the hands-off approach described in the question.
Option B: Functional leaders focus on specific tasks and roles, often providing clear direction and structure, which is not consistent with the laissez-faire approach.
Option C: Laissez-faire leaders do not lead the subordinates but leave them to work independently, which matches the description in the question.
Option D: Consultative leaders seek input from subordinates but still provide guidance and direction, which is not the same as the hands-off approach described.

Mnemonic: Laissez-faire: "Let it be" - hands-off leadership.

664. A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization's tasks.

Correct Answer: Correct answer is: (B) Line Manager.

Exam Relevance: MBA, HR Management, Organizational Behavior

Difficulty: Moderate

Concept notes: A line manager is responsible for directing the work of subordinates and ensuring the completion of organizational tasks.

Common Mistakes: Students may confuse line managers with staff managers, who provide specialized support rather than direct supervision.

Explanations: A line manager is directly involved in the day-to-day operations and has the authority to direct the work of subordinates. This role is crucial for ensuring that the organization's tasks are completed efficiently and effectively. Staff managers, on the other hand, provide specialized support and do not have direct supervisory responsibilities.

Option Analysis:

Option A: Financial Manager does not fit the description as they focus on financial planning and analysis rather than direct supervision of subordinates.
Option B: Line Manager is the correct choice as they are responsible for directing the work of subordinates and accomplishing organizational tasks.
Option C: Staff Manager provides specialized support but does not have direct supervisory responsibilities.
Option D: Marketing Manager focuses on marketing strategies and campaigns, not direct supervision of subordinates.

Mnemonic: Direct Line, Direct Control

665. Portion of increased salary paid to employee for an individual performance is called

Correct Answer: Correct answer is: (A) Merit pay.

Exam Relevance: HR Management Exams, MBA Exams, Competitive Government Exams

Difficulty: Easy

Concept notes: Merit pay refers to the portion of an employee's salary that is increased based on individual performance.

Common Mistakes: Students may confuse merit pay with other forms of compensation, such as bonuses or fixed salaries.

Explanations: Merit pay is specifically designed to reward individual performance, making it the correct term for the portion of increased salary paid to an employee based on their performance.

Option Analysis:

Option A: Correct. Merit pay is the term for increased salary based on individual performance.
Option B: Incorrect. Motivators are factors that encourage employees, but do not specifically refer to salary increases.
Option C: Incorrect. De-merit pay is not a standard term and does not apply to increased salary.
Option D: Incorrect. Fixed merit pay is not a recognized term and does not describe a variable increase in salary.

666. A meeting of a departing employee with the employee's supervisor and/or human resource specialist to discuss the employee's reasons for leaving.

Correct Answer: Correct answer is: (C) Exit Interview.

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

Difficulty: Easy

Concept notes: An exit interview is a formal meeting conducted with an employee who is leaving the organization. It typically involves discussions about the employee's reasons for leaving, feedback on the work environment, and other relevant topics.

Common Mistakes: Students might confuse an exit interview with other types of interviews, such as job interviews or performance reviews.

Explanations: An exit interview is specifically designed to gather feedback from departing employees. It is a structured conversation between the departing employee and their supervisor or human resource specialist to understand the reasons for leaving and to gather insights that can help improve the organization. This aligns with the description provided in the question.

Option Analysis:

Option A: Screen is not related to the context of a departing employee's meeting.
Option B: Alternative Staffing Methods are not relevant to the context of a departing employee's meeting.
Option C: Exit Interview is the correct term for a meeting with a departing employee to discuss reasons for leaving.
Option D: Skills are not related to the context of a departing employee's meeting.

Mnemonic: E - Exit, I - Interview

667. Vacation time, Sick leave, Bonuses, Tuition reimbursement

Correct Answer: Correct answer is: (C) Compensation and Benefits.

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

Difficulty: Moderate

Concept notes: Compensation and benefits refer to the financial and non-financial rewards provided to employees in exchange for their work. This includes salary, bonuses, vacation time, sick leave, and tuition reimbursement.

Common Mistakes: Students may confuse compensation and benefits with other HR policies or staffing strategies, leading to incorrect selection of options like Staffing or Workplace Policies.

Explanations: Vacation time, sick leave, bonuses, and tuition reimbursement are all forms of compensation and benefits. These are financial and non-financial rewards provided to employees as part of their employment package. Staffing and workplace policies are separate HR functions that do not encompass these specific items.

Option Analysis:

Option A: Staffing involves hiring and managing employees, not the specific benefits listed.
Option B: Workplace policies cover rules and regulations within the workplace, not the specific benefits listed.
Option C: Compensation and benefits include vacation time, sick leave, bonuses, and tuition reimbursement.
Option D: Retention strategies focus on keeping employees, but do not specifically include the listed benefits.

Mnemonic: VSBT - Vacation, Sick, Bonuses, Tuition

668. Occupational mobility

Correct Answer: Correct answer is: (A) Refers to the ease and flexibility of workers in moving from one job to another due to their ability and willingness to switch.

Exam Relevance: Economics exams, Labor Economics exams, Microeconomics exams

Difficulty: Moderate

Concept notes: Occupational mobility is a measure of how easily workers can change jobs within an economy. It reflects the adaptability and flexibility of the labor market.

Common Mistakes: Students often confuse occupational mobility with geographical mobility, which involves the movement of workers to different locations for employment.

Explanations: Occupational mobility refers to the ease and flexibility of workers in moving from one job to another. This is due to their ability and willingness to switch jobs, which can be influenced by factors such as skills, education, and labor market conditions. The correct answer highlights the key aspects of occupational mobility, emphasizing the ease and flexibility of job transitions.

Option Analysis:

Option A: Correctly defines occupational mobility as the ease and flexibility of workers in moving from one job to another.
Option B: Incorrectly defines occupational mobility as the inability to move, which is the opposite of the concept.
Option C: Describes geographical mobility, not occupational mobility.
Option D: Refers to reluctance to relocate, which is not related to occupational mobility.

669. Stakeholders are considered more important to an organization when:

Correct Answer: Correct answer is: (A) They can make use of their power on the organization.

Exam Relevance: MBA exams, Business Ethics exams, Organizational Behavior exams

Difficulty: Moderate

Concept notes: Stakeholders are considered more important to an organization when they have the ability to influence the organization through their power.

Common Mistakes: Students may mistakenly believe that stakeholders are more important based on the urgency of their issues or their ability to articulate their concerns.

Explanations: Stakeholders who can exert power over an organization are considered more important because their influence can impact the organization's decisions, operations, and outcomes. This power can come from various sources such as financial investment, legal authority, or significant market influence. Therefore, the ability to use power is a key factor in determining the importance of stakeholders to an organization.

Option Analysis:

Option A: This is the correct answer as stakeholders with power can influence the organization significantly.
Option B: Stakeholders who do not emphasize the urgency of their issues are not necessarily considered less important, as urgency is not the primary factor in stakeholder importance.
Option C: Stakeholders with legitimate issues are generally considered more important, not less, as legitimacy often correlates with the relevance and impact of their concerns.
Option D: While articulate expression can help stakeholders communicate their concerns effectively, it does not necessarily make them more important to the organization.

Mnemonic: Powerful Stakeholders = P.S.

670. .....is the hiring of relatives which will be an inevitable component of recruitment programmes in family owned firms.

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

Exam Relevance: Business Ethics, Organizational Behavior, Human Resource Management

Difficulty: Easy

Concept notes: Nepotism refers to the practice of favoring relatives or friends, especially by giving them jobs or special favors.

Common Mistakes: Students may confuse nepotism with loyalty, thinking that hiring relatives is simply a sign of loyalty rather than a specific practice of favoritism.

Explanations: Nepotism is the hiring of relatives, which is a common practice in family-owned firms. This term specifically refers to the favoritism shown to relatives in hiring and other employment decisions. Leasing and loyalty do not accurately describe the practice of hiring relatives.

Option Analysis:

Option A: Leasing is not related to hiring practices involving relatives.
Option B: Nepotism is the correct term for the practice of hiring relatives.
Option C: Loyalty refers to faithfulness or allegiance, not specifically to hiring practices involving relatives.
Option D: None of the above is incorrect as nepotism is a valid term for the described practice.

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Human Resource Management MCQ - Set 67

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