Human Resource Management MCQ – Change your future

791. The number of employees who leave an organization and are replaced over time is called .....

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

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

Difficulty: Easy

Concept notes: Turnover refers to the number of employees who leave an organization and are replaced over a specific period.

Common Mistakes: Students may confuse turnover with separation, which only refers to the act of employees leaving, not the replacement aspect.

Explanations: Turnover is the correct term because it encompasses both the departure of employees and their replacement. Separation only refers to the act of employees leaving, transfer involves movement within the organization, and on-the-job training is a method of skill development, not a measure of employee movement.

Option Analysis:

Option A: Separation refers to the act of employees leaving the organization, but does not include the replacement aspect.
Option B: Turnover is the correct term as it includes both the departure and replacement of employees.
Option C: Transfer involves the movement of employees within the organization, not their departure and replacement.
Option D: On-the-job training is a method of skill development and is unrelated to employee departure and replacement.

792. A training that gives employees the opportunity to experience other tasks that require the same skills are called as

Correct Answer: Correct answer is: (B) Job rotation.

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

Difficulty: Easy

Concept notes: Job rotation is a training method where employees are moved through a series of jobs to broaden their experience and skills.

Common Mistakes: Students may confuse job rotation with mentoring or coaching, which involve guidance and skill development but not necessarily job changes.

Explanations: Job rotation allows employees to experience different tasks that require the same skills, thereby enhancing their versatility and understanding of the organization. This method is distinct from mentoring and coaching, which focus more on individual guidance and skill development rather than job changes.

Option Analysis:

Option A: Mentoring involves a more experienced individual guiding a less experienced one, but does not involve job changes.
Option B: Job rotation involves moving employees through different jobs to gain varied experience.
Option C: Coaching focuses on improving specific skills through direct guidance, but does not involve job changes.
Option D: Total quality management is a management approach focused on continuous improvement and quality control, not job changes.

Mnemonic: J.R. = Job Rotation

793. Union become a ………. party when dealing with the company

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

Exam Relevance: Human Resource Management, Labor Law, Industrial Relations

Difficulty: Moderate

Concept notes: In labor relations, a union acts as a third party when negotiating with the company.

Common Mistakes: Students may confuse the union's role with that of a first or second party, not recognizing the distinct third-party status in negotiations.

Explanations: A union represents the employees and negotiates with the company, making it a third party in the relationship between the employer and the employees. This third-party role is crucial for ensuring fair and balanced negotiations.

Option Analysis:

Option A: Incorrect, as the union does not represent the company or the employees directly.
Option B: Correct, as the union acts as a third party in negotiations with the company.
Option C: Incorrect, as the union is not a second party in the negotiation process.
Option D: Incorrect, as there is no fourth party in the typical labor negotiation scenario.

Mnemonic: Union, Third, Negotiate

794. Performance management includes

Correct Answer: Correct answer is: (A) Daily and weekly interactions.

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

Difficulty: Easy

Concept notes: Performance management involves ongoing communication and feedback between managers and employees.

Common Mistakes: Students may mistakenly believe that performance management only occurs during formal, annual reviews.

Explanations: Performance management is an ongoing process that includes regular interactions and feedback. Daily and weekly interactions allow managers to provide timely feedback, address issues promptly, and ensure that employees are aligned with organizational goals. This continuous engagement is crucial for effective performance management.

Option Analysis:

Option A: Correct. Daily and weekly interactions are essential for effective performance management.
Option B: Incorrect. Semiannual meetings are not frequent enough to provide timely feedback and address issues promptly.
Option C: Incorrect. Yearly meetings are too infrequent for effective performance management.
Option D: Incorrect. Never having meetings with subordinates would result in a lack of communication and feedback, which is detrimental to performance management.

795. The main purpose of conducting job analysis is to prepare

Correct Answer: Correct answer is: (D) Job specification and job description.

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

Difficulty: Moderate

Concept notes: Job analysis is a systematic process used to identify and document the specific tasks, duties, responsibilities, and requirements of a job. The primary outputs of job analysis are job descriptions and job specifications.

Common Mistakes: Students often mistakenly believe that job analysis is only used to create job descriptions, overlooking the equally important job specifications.

Explanations: Job analysis is a comprehensive process that results in two key documents: job descriptions and job specifications. A job description outlines the tasks, duties, and responsibilities of a job, while a job specification details the qualifications, skills, and experience required to perform the job effectively. Therefore, the main purpose of conducting job analysis is to prepare both job specification and job description.

Option Analysis:

Option A: Job description alone is not the complete purpose of job analysis.
Option B: This option is incorrect as job analysis does have a purpose.
Option C: Job specification alone is not the complete purpose of job analysis.
Option D: This option correctly identifies both job specification and job description as the outputs of job analysis.

Mnemonic: JAD: Job Analysis Delivers

796. ..... refers to bringing a manager back home after a foreign assignment has been completed.

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

Exam Relevance: HRM exams, Organizational Behavior exams, International Business exams

Difficulty: Easy

Concept notes: Repatriation refers to the process of bringing a manager back to their home country after completing a foreign assignment.

Common Mistakes: Students may confuse repatriation with expatriation, which involves sending a manager to work in a foreign country.

Explanations: Repatriation is the correct term for the process of bringing a manager back to their home country after a foreign assignment. This term is used in the context of international human resource management and organizational behavior.

Option Analysis:

Option A: Expatriation refers to sending a manager to work in a foreign country, not bringing them back.
Option B: Repatriation is the correct term for bringing a manager back to their home country after a foreign assignment.
Option C: Expatriate failure refers to the unsuccessful completion of a foreign assignment, not the process of returning home.
Option D: Acculturation refers to the process of adapting to a new culture, not the act of returning home.

Mnemonic: R for Return, R for Repatriation

797. The process of using the present and past conditions for analyzing future aspects is

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

Exam Relevance: GMAT, GRE, CFA, FRM

Difficulty: Easy

Concept notes: Forecasting involves using past and present data to predict future outcomes.

Common Mistakes: Students may confuse forecasting with other forms of analysis that do not specifically focus on predicting future conditions.

Explanations: Forecasting is the process of using historical and current data to make predictions about future events or conditions. This aligns with the description given in the question, making it the correct answer.

Option Analysis:

Option A: Correct, as forecasting involves predicting future aspects based on present and past conditions.
Option B: Incorrect, as term analysis typically refers to the examination of terms or definitions, not future predictions.
Option C: Incorrect, as expectation analysis is not a standard term and does not specifically refer to the process of predicting future outcomes.
Option D: Incorrect, as not all options are correct.

798. Career in Human Resource Management means

Correct Answer: Correct answer is: (D) The progression of a person in his occupation over the years.

Exam Relevance: CAT, GMAT, GRE, HR Management Exams

Difficulty: Moderate

Concept notes: A career in Human Resource Management is best described as the progression of a person in his occupation over the years. This reflects the long-term development and advancement within the field.

Common Mistakes: Students may mistakenly believe that a career in Human Resource Management is solely about earning a livelihood or maintaining a status job, overlooking the long-term development aspect.

Explanations: The correct answer is (D) because a career in Human Resource Management involves not just the current job but also the long-term progression and advancement within the field. It encompasses the growth and development of an individual's skills and responsibilities over time, which is a key aspect of a career.

Option Analysis:

Option A: A status job does not capture the long-term development aspect of a career.
Option B: A respectable consistent occupation is a part of a career but does not fully encompass the progression aspect.
Option C: A job where a person can earn livelihood is a basic aspect of employment but does not reflect the career progression.
Option D: The progression of a person in his occupation over the years accurately describes the long-term development and advancement in a career.

799. Whom does Human relation approach refer to?

Correct Answer: Correct answer is: (C) Integration of people into a work situation that motivates them to work together to achieve productivity and also economic, psychological and social satisfaction.

Exam Relevance: MBA, HR Management, Organizational Behavior

Difficulty: Moderate

Concept notes: The Human Relations Approach emphasizes the importance of integrating employees into a work environment that fosters motivation, productivity, and overall satisfaction.

Common Mistakes: Students may mistakenly believe that the Human Relations Approach only focuses on the treatment of workers or mutual cooperation, overlooking the broader integration and motivation aspects.

Explanations: The Human Relations Approach is a management theory that focuses on the integration of people into a work environment that motivates them to work together. This approach aims to achieve productivity while also ensuring economic, psychological, and social satisfaction for the employees. It goes beyond just treating workers humanely or fostering mutual cooperation; it encompasses a holistic view of the work environment and its impact on employee motivation and satisfaction.

Option Analysis:

Option A: This option only addresses the humane treatment of workers, which is a part of the Human Relations Approach but not the complete concept.
Option B: This option focuses on mutual cooperation, which is also a part of the approach but does not cover the full scope of integrating people into a motivating work environment.
Option C: This option correctly describes the comprehensive integration of people into a work situation that motivates them to work together and achieve productivity and satisfaction.
Option D: While this option includes all the aspects mentioned, the correct answer is more specifically described in Option C.

800. The multiple-input approach to performance feedback is sometimes called..... degree assessment.

Correct Answer: Correct answer is: (D) 360.

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

Difficulty: Moderate

Concept notes: The 360-degree feedback approach involves collecting performance feedback from multiple sources, including peers, subordinates, supervisors, and sometimes even customers or external stakeholders.

Common Mistakes: Students may confuse the 360-degree feedback with other feedback methods, such as 180-degree feedback, which only includes feedback from supervisors and peers.

Explanations: The 360-degree feedback approach is a comprehensive method that gathers input from all relevant parties to provide a holistic view of an individual's performance. This approach is called 360-degree because it aims to capture feedback from all directions, similar to a full circle. The term "360" signifies the inclusion of multiple perspectives, making it a robust tool for performance assessment.

Option Analysis:

Option A: 90 is incorrect because it does not represent a full circle of feedback.
Option B: 180 is incorrect because it only represents feedback from supervisors and peers, not a full 360-degree view.
Option C: 270 is incorrect because it still does not represent a full circle of feedback.
Option D: 360 is correct because it represents a full circle of feedback from all relevant sources.

Mnemonic: 360 for a full circle of feedback.

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Human Resource Management MCQ - Set 80

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