Human Resource Management MCQ – Change your future

781. There are ..... employee training methods.

Correct Answer: Correct answer is: (C) 6.

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Moderate

Concept notes: Employee training methods are categorized into six primary types.

Common Mistakes: Students may confuse the number of training methods with other aspects of human resource management.

Explanations: The six primary methods of employee training include on-the-job training, off-the-job training, e-learning, coaching and mentoring, classroom training, and simulation training. Each method serves a specific purpose and is chosen based on the training objectives and the nature of the job.

Option Analysis:

Option A: Incorrect, as there are more than four methods.
Option B: Incorrect, as there are more than five methods.
Option C: Correct, as there are six primary methods of employee training.
Option D: Incorrect, as there are fewer than seven methods.

Mnemonic: OCEAN: On-the-job, Classroom, E-learning, Apprenticeship, Simulation, Networking

782. Arrange the following staffing procedure in the correct sequence Determining sources of personnel supply Preparing personnel specifications Selection of personnel Determining Personnel Characteristics

Correct Answer: Correct answer is: (A) (ii), (i), (iv) and (iii).

Exam Relevance: HRM exams, Management exams, MBA exams

Difficulty: Moderate

Concept notes: The correct sequence of the staffing procedure involves first preparing personnel specifications, then determining sources of personnel supply, followed by determining personnel characteristics, and finally selecting personnel.

Common Mistakes: Students often confuse the order of determining sources of personnel supply and preparing personnel specifications, leading to incorrect sequences.

Explanations: The staffing procedure begins with preparing personnel specifications, which outlines the qualifications and skills required for the job. Next, sources of personnel supply are determined to identify where potential candidates can be found. After that, the characteristics of the personnel are determined to ensure they meet the job requirements. Finally, the selection of personnel is made based on the criteria established in the previous steps.

Option Analysis:

Option A: Correct sequence: (ii) Preparing personnel specifications, (i) Determining sources of personnel supply, (iv) Determining Personnel Characteristics, (iii) Selection of personnel.
Option B: Incorrect sequence: (i) Determining sources of personnel supply, (ii) Preparing personnel specifications, (iii) Selection of personnel, (iv) Determining Personnel Characteristics.
Option C: Incorrect sequence: (ii) Preparing personnel specifications, (i) Determining sources of personnel supply, (iii) Selection of personnel, (iv) Determining Personnel Characteristics.
Option D: Incorrect sequence: (ii) Preparing personnel specifications, (iii) Selection of personnel, (i) Determining sources of personnel supply, (iv) Determining Personnel Characteristics.

Mnemonic: PDS: Prepare, Determine, Select

783. What are the responsibilities of HR managers? (can choose more than one)

Correct Answer: Correct answer is: (D) Only (A) & (B).

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

Difficulty: Moderate

Concept notes: HR managers are responsible for advising the organization on future plans and providing services to other departments. They do not directly maintain organizational output and product, which are typically the responsibilities of other departments such as production or operations.

Common Mistakes: Students may mistakenly believe that HR managers are directly responsible for maintaining organizational output and product, which is not accurate.

Explanations: HR managers play a crucial role in advising the organization on future plans and providing support services to other departments. This includes strategic planning, policy development, and ensuring compliance with legal and regulatory requirements. Maintaining organizational output and product is generally the responsibility of production or operations departments, not HR.

Option Analysis:

Option A: Advising the organization on future plans is a core responsibility of HR managers.
Option B: Providing service to other departments is also a key responsibility of HR managers.
Option C: Maintaining organizational output and product is not a direct responsibility of HR managers.
Option D: This option correctly identifies that only (A) and (B) are responsibilities of HR managers.

Mnemonic: HR: Help, Resources, Not Production

784. As an HR professional, you need this skill because you are the custodian of all personnel records which hold a lot of individual personal secrets.

Correct Answer: Correct answer is: (D) Trust and Confidence.

Exam Relevance: HR Management Exams, Professional HR Certification Exams

Difficulty: Moderate

Concept notes: HR professionals handle sensitive personal information, requiring a high level of trust and confidence from employees.

Common Mistakes: Students may confuse trust and confidence with multitasking or dedication to continuous improvement, which are also important but not the primary focus in this context.

Explanations: HR professionals are responsible for managing personnel records that contain confidential information. This role demands a high level of trust and confidence from employees, as they must feel secure that their personal data is handled with care and confidentiality. Trust and confidence are essential for maintaining a positive and secure work environment.

Option Analysis:

Option A: Ability for a dual focus is important but not the primary requirement for handling confidential information.
Option B: Dedication to continuous improvement is valuable for professional growth but not the key aspect when dealing with sensitive data.
Option C: Multitasking is a useful skill but not the primary requirement for maintaining trust and confidentiality in HR.
Option D: Trust and Confidence are essential for HR professionals to handle sensitive information effectively.

785. Which among of the following is not correct with reference to work sample ?

Correct Answer: Correct answer is: (B) Takes a few days to test the applicant.

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

Difficulty: Easy

Concept notes: Work samples are typically short-term assessments designed to evaluate an applicant's ability to perform specific job tasks. They are not intended to take several days.

Common Mistakes: Students may mistakenly believe that work samples are lengthy processes, similar to internships or probationary periods.

Explanations: Work samples are designed to be brief and focused, allowing for a quick evaluation of an applicant's skills. They are usually completed within a short timeframe, often a few hours, rather than taking several days. This makes them suitable for routine, repetitive jobs where the outcomes are visible and can be assessed quickly.

Option Analysis:

Option A: Correct. Work samples are indeed suitable for routine, repetitive jobs with visible outcomes.
Option B: Incorrect. Work samples do not typically take a few days to test the applicant.
Option C: Correct. Work samples are often evaluated by one supervisor to maintain consistency in the assessment.
Option D: Correct. Work samples can be conducted on location where the applicant performs a small segment of the job, providing a realistic assessment of their skills.

786. Which one of the following is not a characteristic feature of Indian labour force?

Correct Answer: Correct answer is: (B) Homogeneous in nature.

Exam Relevance: UPSC, SSC, Banking Exams

Difficulty: Moderate

Concept notes: The Indian labour force is characterized by its diversity in terms of skills, education, and regional backgrounds.

Common Mistakes: Students may mistakenly believe that the Indian labour force is homogeneous due to the large population size and cultural diversity.

Explanations: The Indian labour force is not homogeneous in nature. It is diverse in terms of skills, education levels, and regional backgrounds. This diversity is a result of the vast geographical spread, varied economic activities, and different levels of industrialization across regions. The other options (lack of mobility, low degree of unionization rate, and high rate of absenteeism and labour turnover) are indeed characteristic features of the Indian labour force.

Option Analysis:

Option A: Lack of mobility is a characteristic feature of the Indian labour force due to socio-economic and cultural factors.
Option B: Homogeneous in nature is not a characteristic feature of the Indian labour force, as it is diverse in terms of skills, education, and regional backgrounds.
Option C: Low degree of unionization rate is a characteristic feature of the Indian labour force, reflecting the fragmented nature of labour unions.
Option D: High rate of absenteeism and labour turnover is a characteristic feature of the Indian labour force, often due to poor working conditions and lack of job security.

Mnemonic: Diverse India, Not Homogeneous

787. People belongs to profession of chemist is best classified as

Correct Answer: Correct answer is: (B) Investigative orientation.

Exam Relevance: GRE, MCAT, DAT

Difficulty: Moderate

Concept notes: Chemists are typically classified under the investigative orientation due to their focus on research, experimentation, and analysis.

Common Mistakes: Students may confuse investigative orientation with realistic orientation, which is more associated with hands-on, practical work.

Explanations: Chemists engage in activities that involve research, experimentation, and analysis, which align with the investigative orientation. This orientation is characterized by a strong interest in understanding and solving complex problems through systematic inquiry and scientific methods. Chemists often work in laboratory settings, conducting experiments and analyzing data, which are key aspects of the investigative orientation.

Option Analysis:

Option A: Realistic orientation is more suited to hands-on, practical work, such as mechanics or construction, rather than the analytical and research-focused work of chemists.
Option B: Investigative orientation is the correct classification for chemists due to their focus on research, experimentation, and analysis.
Option C: Social orientation is more appropriate for careers involving direct interaction with people, such as teaching or counseling, rather than the solitary, research-focused work of chemists.
Option D: Artistic orientation is more suited to careers involving creativity and self-expression, such as painting or music, rather than the analytical and methodical work of chemists.

788. The three important components in aligning business strategy with HR practice:

Correct Answer: Correct answer is: (A) Business Strategy, Human Resource Practices, Organisational Capabilities.

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

Difficulty: Moderate

Concept notes: The alignment of business strategy with HR practices is crucial for organizational success. This alignment ensures that HR practices support the strategic goals of the organization, enhancing its capabilities to achieve its objectives.

Common Mistakes: Students often confuse the role of marketing strategy with business strategy, leading to incorrect selection of options.

Explanations: The correct answer is A because business strategy, human resource practices, and organizational capabilities are the three key components that need to be aligned for effective strategic HR management. Business strategy outlines the overall direction and goals of the organization. Human resource practices are the policies and procedures that HR implements to support these goals. Organizational capabilities refer to the collective skills and resources that enable the organization to execute its strategy effectively. Together, these components ensure that HR practices are aligned with the strategic objectives of the organization, thereby enhancing its overall performance.

Option Analysis:

Option A: Correct. Business Strategy, Human Resource Practices, and Organisational Capabilities are the three important components in aligning business strategy with HR practice.
Option B: Incorrect. Marketing Strategy is not a component of aligning business strategy with HR practice.
Option C: Incorrect. Organisational structure is not the correct term; Organisational Capabilities are the relevant component.
Option D: Incorrect. Marketing Strategy is not a component of aligning business strategy with HR practice, and Organisational structure is not the correct term.

Mnemonic: B-HR-C: Business, Human Resources, Capabilities

789. Pettigrew & Whipp identified..... central factors for managing change successfully.

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

Exam Relevance: MBA, HRM, Organizational Behavior, Strategic Management

Difficulty: Moderate

Concept notes: Pettigrew & Whipp's model identifies five central factors for managing change successfully.

Common Mistakes: Students may confuse the number of factors with other models or theories that have different numbers of factors.

Explanations: Pettigrew & Whipp's model for managing change successfully includes five central factors: 1. The nature of the change. 2. The context of the change. 3. The process of change. 4. The outcomes of change. 5. The evaluation of change. These factors are essential for understanding and implementing effective change management strategies.

Option Analysis:

Option A: Incorrect, as Pettigrew & Whipp identified more than three factors.
Option B: Incorrect, as Pettigrew & Whipp identified more than four factors.
Option C: Correct, as Pettigrew & Whipp identified five factors.
Option D: Incorrect, as Pettigrew & Whipp identified fewer than six factors.

Mnemonic: N-C-P-O-E (Nature, Context, Process, Outcomes, Evaluation)

790. Non-citizen employees of a country in which they are working is classified as

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

Exam Relevance: GMAT, GRE, IELTS, TOEFL

Difficulty: Easy

Concept notes: Expatriates are individuals who work in a country other than their home country.

Common Mistakes: Students may confuse expatriates with other terms like immigrants or temporary workers.

Explanations: Expatriates are non-citizen employees who work in a country other than their home country. This term specifically refers to individuals who are employed and temporarily residing in a foreign country for work purposes.

Option Analysis:

Option A: Correct. Expatriates are non-citizen employees working in a foreign country.
Option B: Incorrect. Subordinates refer to employees who report to a higher authority within the same organization, not specifically to non-citizen employees.
Option C: Incorrect. Coordinates is not a term used to describe employees working in a foreign country.
Option D: Incorrect. The correct term is expatriates, not none of the above.

Mnemonic: E for Expatriates, E for Employees in a foreign land.

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Human Resource Management MCQ - Set 79

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