Human Resource Management MCQ – Change your future

711. Which of the following force makes an individual eligible to make decisions, give orders & directing work activities of others?

Correct Answer: Correct answer is: (C) Authority.

Exam Relevance: UPSC, GRE, GMAT, MBA Entrance Exams

Difficulty: Moderate

Concept notes: Authority is the formal and legitimate power given to a person or position to make decisions, give orders, and direct work activities of others.

Common Mistakes: Students often confuse authority with power or influence, which are not necessarily formal or legitimate.

Explanations: Authority is the formal and legitimate power given to a person or position to make decisions, give orders, and direct work activities of others. This makes it the correct choice as it directly aligns with the ability to make decisions, give orders, and direct work activities. Power and influence, while related, do not necessarily imply formal or legitimate authority.

Option Analysis:

Option A: Power is the ability to influence or control others, but it is not necessarily formal or legitimate.
Option B: Influence is the ability to affect others' behavior or decisions, but it is not necessarily formal or legitimate.
Option C: Authority is the formal and legitimate power to make decisions, give orders, and direct work activities.
Option D: Command is the act of giving orders, but it does not necessarily imply the formal and legitimate power that authority entails.

Mnemonic: A - Authority, A - Actual, A - Administrative

712. Which of these factors is not included in environmental scanning?

Correct Answer: Correct answer is: (D) Internal SWOT.

Exam Relevance: MBA, CFA, PMP

Difficulty: Moderate

Concept notes: Environmental scanning involves monitoring and evaluating external factors that can impact an organization. Internal SWOT analysis, which focuses on internal strengths, weaknesses, opportunities, and threats, is not part of environmental scanning.

Common Mistakes: Students may confuse internal SWOT with external environmental scanning, as both are strategic tools used in business analysis.

Explanations: Environmental scanning focuses on external factors such as political, economic, and technological changes. Internal SWOT, on the other hand, examines internal factors within the organization. Therefore, internal SWOT is not included in environmental scanning.

Option Analysis:

Option A: Political and legislative issues are external factors and are included in environmental scanning.
Option B: Economic factors are external and are included in environmental scanning.
Option C: Technological changes are external factors and are included in environmental scanning.
Option D: Internal SWOT is an internal analysis tool and is not included in environmental scanning.

713. ..... is when HR Managers develop good relationships, are trustworthy and deal with everyone equitably.

Correct Answer: Correct answer is: (A) Personal credibility.

Exam Relevance: HR certification exams, MBA exams, Management exams

Difficulty: Moderate

Concept notes: Personal credibility refers to the trustworthiness and reliability of an individual, particularly in professional settings. In HR, it involves building good relationships and treating everyone fairly.

Common Mistakes: Students may confuse personal credibility with technical mastery, which focuses on the skills and knowledge required to perform HR tasks effectively.

Explanations: Personal credibility is the correct answer because it encompasses the development of good relationships, trustworthiness, and equitable treatment of all individuals. This aligns with the description provided in the question, which emphasizes the importance of trust and fairness in HR management.

Option Analysis:

Option A: Correct. Personal credibility involves building trust and treating everyone equitably.
Option B: Incorrect. Technical mastery refers to the skills and knowledge required to perform HR tasks, not interpersonal relationships.
Option C: Incorrect. HR mastery is a broader term that includes various aspects of HR management, not specifically interpersonal trust and fairness.
Option D: Incorrect. Business mastery focuses on business acumen and strategic thinking, not interpersonal relationships and trust.

714. Which is NOT the importance of job analysis information to the organization?

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

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

Difficulty: Easy

Concept notes: Job analysis information is crucial for various organizational functions such as training, compensation, and performance appraisal. Observations, however, are not a direct function of job analysis information.

Common Mistakes: Students may mistakenly believe that observations are a direct output of job analysis, but observations are more of a method used to gather job analysis information rather than a function of it.

Explanations: Job analysis information is used to develop training programs, determine compensation structures, and conduct performance appraisals. Observations, on the other hand, are a method used to gather data for job analysis, not a direct function of the information itself.

Option Analysis:

Option A: Observations are a method to gather job analysis data, not a direct function of job analysis information.
Option B: Training programs are developed based on job analysis information to ensure employees have the necessary skills and knowledge.
Option C: Compensation structures are determined using job analysis information to ensure fair and equitable pay based on job requirements.
Option D: Performance appraisals are conducted using job analysis information to evaluate employee performance against job requirements.

715. Which one is true about the important strategic tool of HRM?

Correct Answer: Correct answer is: (A) HRM helps establish an organization sustainable competitive advantage.

Exam Relevance: MBA Exams, HRM Exams, Business Strategy Exams

Difficulty: Moderate

Concept notes: Human Resource Management (HRM) plays a crucial role in establishing a sustainable competitive advantage for an organization by aligning human capital with strategic goals.

Common Mistakes: Students may mistakenly believe that HRM practices are uniform across all countries, ignoring the impact of cultural differences.

Explanations: HRM is a strategic tool that helps organizations achieve a sustainable competitive advantage by effectively managing human capital. This includes talent acquisition, development, and retention, which are critical for long-term success. HRM practices can be tailored to align with the organization's strategic goals, thereby contributing to its competitive edge. Option B is incorrect because HRM must consider cultural differences and adapt practices accordingly, rather than assuming uniformity across countries.

Option Analysis:

Option A: Correct. HRM helps establish a sustainable competitive advantage by aligning human capital with strategic goals.
Option B: Incorrect. HRM should consider cultural differences and adapt practices accordingly, not assume uniformity across countries.
Option C: Incorrect. Only Option A is correct.
Option D: Incorrect. Option A is correct.

Mnemonic: HRM = Human Resource Management = Competitive Edge

716. Yuna works at a position in his organization where he maintains contacts within the local community and travels to search for qualified job applicants. Yuna's position is best described as .....

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

Exam Relevance: HR Certification Exams, Recruitment Specialist Exams, Management Exams

Difficulty: Easy

Concept notes: A recruiter is responsible for identifying and attracting potential job candidates.

Common Mistakes: Students may confuse the role of a recruiter with that of a labor relations specialist, who focuses on managing relationships between employers and employees.

Explanations: Yuna's role involves maintaining contacts within the local community and traveling to search for qualified job applicants. This aligns with the responsibilities of a recruiter, who is tasked with identifying and attracting potential candidates for job positions.

Option Analysis:

Option A: Correct. A recruiter is responsible for identifying and attracting potential job candidates.
Option B: Incorrect. A manager typically oversees a team or department and is not primarily focused on recruiting.
Option C: Incorrect. A labor relations specialist focuses on managing relationships between employers and employees, not on recruiting.
Option D: Incorrect. A job analyst evaluates job requirements and duties, not on recruiting.

Mnemonic: R - Recruiter, R - Recruitment, R - Reach out

717. The movement to a higher level or position is called.

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

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

Difficulty: Very Easy

Concept notes: Promotion refers to the movement of an individual to a higher level or position within an organization.

Common Mistakes: Students may confuse promotion with other terms like demotion, transfer, or termination, which have different meanings.

Explanations: Promotion is the correct term for the movement to a higher level or position within an organization. It implies an advancement in rank, responsibility, or salary. The other options do not fit the definition provided in the question.

Option Analysis:

Option A: Demotion refers to a decrease in rank or position, which is the opposite of what the question asks.
Option B: Promotion is the correct term for advancement to a higher level or position.
Option C: Transfer refers to a change in position within the same level, not an advancement.
Option D: Termination refers to the end of employment, not a movement to a higher position.

718. All of the following are ways in which an HR manager most likely assists and advises line managers EXCEPT .....

Correct Answer: Correct answer is: (C) Making strategic business planning decisions.

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

Difficulty: Moderate

Concept notes: HR managers typically assist and advise line managers in various operational and administrative tasks related to human resources. Strategic business planning decisions are generally outside the scope of HR managers' direct responsibilities.

Common Mistakes: Students may mistakenly believe that HR managers are involved in strategic business planning, as they often have a broad understanding of organizational operations.

Explanations: HR managers primarily focus on tasks such as administering health and accident insurance programs, representing employees' interests to upper management, and handling hiring, training, and evaluating employees. Strategic business planning decisions are typically made by upper management and the executive team, not by HR managers.

Option Analysis:

Option A: Administering health and accident insurance programs is a typical HR responsibility.
Option B: Representing employees' interests to upper management is a key role of HR managers.
Option C: Making strategic business planning decisions is not a typical HR responsibility.
Option D: Hiring, training, and evaluating employees are core HR functions.

719. Which of the following is the output of improper HRM?

Correct Answer: Correct answer is: (C) Hire wrong person for the job.

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Easy

Concept notes: Improper Human Resource Management (HRM) can lead to various negative outcomes, including hiring the wrong person for a job.

Common Mistakes: Students may confuse the negative outcomes of improper HRM with positive outcomes, such as developing employees for the future or attracting the best candidates.

Explanations: Improper HRM often results in hiring the wrong person for the job because the recruitment and selection processes are not effectively managed. This can lead to poor job performance, high turnover rates, and decreased productivity. The other options are positive outcomes that are typically associated with proper HRM practices.

Option Analysis:

Option A: Developing employees for the future is a positive outcome of proper HRM, not improper HRM.
Option B: Attracting the best candidates is a positive outcome of proper HRM, not improper HRM.
Option C: Hiring the wrong person for the job is a negative outcome of improper HRM.
Option D: Letting good employees stay is a positive outcome of proper HRM, not improper HRM.

720. Standards that decided, what kind of conduct employees of organization should possess

Correct Answer: Correct answer is: (D) Ethics.

Exam Relevance: MBA, HR Management, Business Ethics

Difficulty: Moderate

Concept notes: Ethics are the standards that define what kind of conduct employees of an organization should possess.

Common Mistakes: Students may confuse ethics with other types of justice, such as procedural or distributive justice, which focus on processes and outcomes rather than conduct.

Explanations: Ethics are the principles and standards that guide behavior and decision-making within an organization. They define what is considered acceptable and unacceptable conduct for employees. This makes ethics the correct answer as they directly address the type of conduct expected from employees.

Option Analysis:

Option A: Descriptive justice is about describing how justice is perceived in society, not about defining employee conduct.
Option B: Procedural justice focuses on the fairness of processes, not the conduct of individuals.
Option C: Distributive justice concerns the fair allocation of resources, not the conduct of employees.
Option D: Ethics define the standards of conduct expected from employees, making it the correct answer.

Mnemonic: E - Ethical Conduct

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Human Resource Management MCQ - Set 72

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