Human Resource Management MCQ – Change your future

701. Training and development has ..... phases.

Correct Answer: Correct answer is: (A) 4.

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

Difficulty: Easy

Concept notes: Training and development typically involves four phases: needs assessment, design and development, implementation, and evaluation.

Common Mistakes: Students may confuse the phases with other aspects of human resource management or organizational development processes.

Explanations: Training and development has four phases: 1. Needs Assessment: Identifying the training needs of the organization and its employees. 2. Design and Development: Creating the training program based on the identified needs. 3. Implementation: Delivering the training to the employees. 4. Evaluation: Assessing the effectiveness of the training program.

Option Analysis:

Option A: Correct. Training and development has four phases.
Option B: Incorrect. Five phases are not standard in training and development.
Option C: Incorrect. Six phases are not standard in training and development.
Option D: Incorrect. Seven phases are not standard in training and development.

Mnemonic: N-D-I-E: Needs, Design, Implementation, Evaluation

702. Which of the following labour legislations in USA made unions more powerful than management?

Correct Answer: Correct answer is: (A) Wagner Act.

Exam Relevance: LSAT, GRE, GMAT, Civil Service Exams

Difficulty: Moderate

Concept notes: The Wagner Act, also known as the National Labor Relations Act of 1935, significantly strengthened the rights of workers to organize and bargain collectively, thereby enhancing the power of unions.

Common Mistakes: Students may confuse the Wagner Act with the Taft-Hartley Act, which later placed restrictions on union activities.

Explanations: The Wagner Act established the National Labor Relations Board (NLRB) and protected the rights of employees to organize into unions, engage in collective bargaining, and take part in strikes and other forms of concerted activity in support of their demands. This legislation gave unions significant leverage over employers, making them more powerful than management in many labor disputes.

Option Analysis:

Option A: Correct. The Wagner Act strengthened unions by protecting the rights of workers to organize and bargain collectively.
Option B: Incorrect. The Taft-Hartley Act of 1947 placed restrictions on unions and limited their power.
Option C: Incorrect. There is no such act as the Narris-Le Guaradia Act. This is likely a typographical error.
Option D: Incorrect. The Landrum-Griffin Act of 1959 focused on regulating union internal affairs and did not enhance union power over management.

Mnemonic: Wagner Act: Workers Win

703. Which of the following is not a traditional model of outsourcing?

Correct Answer: Correct answer is: (B) Functional outsourcing.

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

Difficulty: Moderate

Concept notes: Traditional models of outsourcing include utility, operational, and transactional outsourcing. Functional outsourcing is not considered a traditional model.

Common Mistakes: Students may confuse functional outsourcing with other traditional models due to the broad nature of the term "functional."

Explanations: Traditional models of outsourcing are categorized based on the type of services or functions they provide. Utility outsourcing involves services like IT and telecommunications. Operational outsourcing includes manufacturing and logistics. Transactional outsourcing involves repetitive, standardized tasks like payroll processing. Functional outsourcing, however, refers to outsourcing specific business functions, which is a more modern and flexible approach and not traditionally categorized.

Option Analysis:

Option A: Utility outsourcing is a traditional model involving services like IT and telecommunications.
Option B: Functional outsourcing is not a traditional model but a more modern approach to outsourcing specific business functions.
Option C: Operational outsourcing is a traditional model involving manufacturing and logistics.
Option D: Transactional outsourcing is a traditional model involving repetitive, standardized tasks.

704. In which category in the HRM's Level of Importance does GDP growth fall?

Correct Answer: Correct answer is: (D) NATIONAL LEVEL.

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

Difficulty: Moderate

Concept notes: GDP growth is a macroeconomic indicator that reflects the overall economic performance of a country. It is a national-level metric that affects the entire economy and is influenced by various national policies and global economic conditions.

Common Mistakes: Students may confuse GDP growth with enterprise-level performance metrics, which are more specific to individual companies or industries.

Explanations: GDP growth is a national-level indicator because it measures the total economic output of a country. It is influenced by national policies, economic conditions, and global factors, making it a key metric for assessing the overall health and performance of a nation's economy.

Option Analysis:

Option A: GDP growth is not specific to an enterprise, as it measures the entire national economy.
Option B: GDP growth is not related to individual-level performance, as it is a macroeconomic indicator.
Option C: GDP growth is not a societal-level metric, as it is specifically tied to the national economy.
Option D: GDP growth is a national-level indicator, reflecting the overall economic performance of a country.

Mnemonic: GDP: Growth, Domestic, Performance (National)

705. On which of the following, at the initial stage, the Indian IT companies relying more for getting good IT professionals?

Correct Answer: Correct answer is: (C) Campus Placement.

Exam Relevance: CAT, GATE, SSC, UPSC

Difficulty: Moderate

Concept notes: Campus placement is a common method for Indian IT companies to recruit fresh graduates directly from universities and colleges.

Common Mistakes: Students may mistakenly believe that job portals or placement agencies are the primary sources for IT professionals, overlooking the significant role of campus placements.

Explanations: Campus placement is a preferred method for Indian IT companies to recruit fresh graduates directly from universities and colleges. This approach allows companies to identify and hire talented individuals early in their careers, often before they have significant work experience. Campus placements are structured events where companies visit campuses to conduct interviews and recruit students who are about to graduate. This method is particularly effective for IT companies as it provides a steady stream of skilled professionals who are familiar with the latest technologies and trends in the industry.

Option Analysis:

Option A: Job portals are useful but not the primary source for fresh IT professionals.
Option B: Placement agencies can be a source but are not as prevalent as campus placements for fresh graduates.
Option C: Campus placement is the primary method for recruiting fresh graduates in the IT sector.
Option D: While all options can be used, campus placement is the most relied upon method initially.

Mnemonic: CAMPUS: Campus Placement Attracts Many Unemployed Students

706. Justice and fairness of a result of a decision is often classified as

Correct Answer: Correct answer is: (C) Distributive justice.

Exam Relevance: Political Science, Philosophy, Ethics

Difficulty: Moderate

Concept notes: Distributive justice focuses on the fair allocation of resources and outcomes among individuals or groups.

Common Mistakes: Students may confuse distributive justice with procedural justice, which focuses on the fairness of the process rather than the outcome.

Explanations: Distributive justice is concerned with the fairness of the outcomes or results of decisions. It evaluates whether the distribution of benefits and burdens is equitable. This aligns with the question's focus on the justice and fairness of a result, making distributive justice the correct classification.

Option Analysis:

Option A: Descriptive justice is not a standard term in justice theory and does not fit the context of evaluating outcomes.
Option B: Procedural justice focuses on the fairness of the process, not the outcome, which is not what the question is asking about.
Option C: Distributive justice is the correct classification as it deals with the fairness of the outcomes of decisions.
Option D: Severance justice is not a recognized term in justice theory and does not apply to the context of the question.

Mnemonic: Distribute = Distribute fairly

707. In the future, HR managers will have to deal with all of the following workforce changes, except

Correct Answer: Correct answer is: (C) An abundance of entry level workers.

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

Difficulty: Moderate

Concept notes: HR managers will face several workforce changes in the future, including a more racially diverse workforce, a skills shortfall among workers, and an older workforce. However, an abundance of entry level workers is not expected.

Common Mistakes: Students may mistakenly believe that an abundance of entry level workers is a future trend, but demographic and economic trends suggest a shortage rather than an abundance.

Explanations: The future workforce is expected to be more racially diverse due to increasing immigration and changing demographics. A skills shortfall is anticipated as technology advances and the demand for skilled workers increases. An older workforce is also expected as baby boomers delay retirement. However, an abundance of entry level workers is not anticipated, as demographic trends suggest a shortage of younger workers entering the labor market.

Option Analysis:

Option A: A more racially diverse workforce is expected due to changing demographics and immigration trends.
Option B: A skills shortfall is anticipated as the demand for skilled workers increases with technological advancements.
Option C: An abundance of entry level workers is not expected, as demographic trends suggest a shortage of younger workers.
Option D: An older workforce is expected as more people delay retirement.

Mnemonic: Diverse, Skills Short, Older, Not Abundant (DSO NA)

708. An elimination of direct comparison in ranking method of job evaluation is included in

Correct Answer: Correct answer is: (D) Select and group jobs.

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

Difficulty: Moderate

Concept notes: In job evaluation, the method of selecting and grouping jobs eliminates the need for direct comparison between individual jobs. Instead, it focuses on categorizing jobs based on common characteristics and compensable factors.

Common Mistakes: Students often confuse the process of ranking jobs directly with the method of selecting and grouping jobs. Ranking involves a direct comparison, whereas grouping does not.

Explanations: The elimination of direct comparison in ranking is a key feature of the method that involves selecting and grouping jobs. This method categorizes jobs based on shared characteristics and compensable factors, thereby avoiding the need to directly compare each job against every other job. This approach simplifies the evaluation process and ensures that jobs are assessed based on their inherent value rather than through pairwise comparisons.

Option Analysis:

Option A: Combine ratings involves assigning scores to jobs based on various factors, which still requires some form of comparison.
Option B: Rank jobs directly involves comparing each job against others, which contradicts the elimination of direct comparison.
Option C: Selecting compensable factors is a step in the evaluation process but does not inherently eliminate direct comparison.
Option D: Select and group jobs is the correct method as it categorizes jobs based on common factors, eliminating the need for direct comparison.

709. Which of the following training programmes is meant for a new employee?

Correct Answer: Correct answer is: (A) Induction training.

Exam Relevance: HR Management Exams, Management Aptitude Tests, Recruitment and Selection Exams

Difficulty: Easy

Concept notes: Induction training is designed to introduce new employees to the organization, its culture, policies, and procedures.

Common Mistakes: Students may confuse induction training with other types of training such as sensitivity training or apprenticeship training, which have different purposes.

Explanations: Induction training is specifically aimed at new employees to familiarize them with the organization's environment, policies, and procedures. This type of training is crucial for integrating new hires into the company and ensuring they understand their roles and responsibilities from the start.

Option Analysis:

Option A: Correct. Induction training is meant for new employees.
Option B: Incorrect. Sensitivity training is aimed at improving interpersonal skills and awareness of diversity issues.
Option C: Incorrect. In-basket exercise is a simulation used to assess decision-making and problem-solving skills.
Option D: Incorrect. Apprenticeship training is a structured program where an individual learns a trade or profession through practical experience and theoretical instruction.

710. Polygraph tests is also known as .....

Correct Answer: Correct answer is: (A) The lie-detector tests.

Exam Relevance: Psychology exams, Forensic Science exams, Criminology exams

Difficulty: Easy

Concept notes: Polygraph tests are commonly known as lie-detector tests because they are designed to detect deception by measuring physiological responses.

Common Mistakes: Students may confuse polygraph tests with other types of psychological assessments, such as intelligence tests or honesty tests.

Explanations: Polygraph tests are specifically designed to measure physiological responses such as heart rate, blood pressure, and skin conductivity, which are believed to change when a person is lying. This is why they are commonly referred to as lie-detector tests.

Option Analysis:

Option A: Correct. Polygraph tests are also known as lie-detector tests.
Option B: Incorrect. Honesty tests do not measure physiological responses.
Option C: Incorrect. Intelligence tests measure cognitive abilities, not physiological responses.
Option D: Incorrect. Police verification tests are not synonymous with polygraph tests.

Mnemonic: Polygraph = Poly (many) + Graph (writing) = Many physiological responses written down.

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Human Resource Management MCQ - Set 71

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