Human Resource Management MCQ – Change your future

811. Which employment model options are available for newly provisioned HCM Cloud environments?

Correct Answer: Correct answer is: (B) 2-tier multiple assignment, 2-tier single assignment.

Exam Relevance: Oracle Certified Professional, Oracle Cloud HCM, Oracle Cloud Certification

Difficulty: Moderate

Concept notes: In HCM Cloud environments, the employment model options are designed to cater to different organizational needs. The 2-tier single assignment and 2-tier multiple assignment models are the primary options available for newly provisioned environments.

Common Mistakes: Students often confuse the various employment models available in HCM Cloud, leading to incorrect selection of options.

Explanations: The 2-tier single assignment model is used when an employee is assigned to a single position within a single organization. The 2-tier multiple assignment model is used when an employee can be assigned to multiple positions within the same or different organizations. These two models are the foundational options available for newly provisioned HCM Cloud environments, making option B the correct answer.

Option Analysis:

Option A: Incorrect because it includes models that are not foundational options for newly provisioned environments.
Option B: Correct as it includes the foundational models for newly provisioned environments.
Option C: Incorrect because it includes models that are not foundational options for newly provisioned environments.
Option D: Incorrect because it includes models that are not foundational options for newly provisioned environments.

Mnemonic: 2-tier single, 2-tier multi - foundational pair.

812. Human Resource Planning is a part of ..... functions of theorganization.

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

Exam Relevance: HR Management Exams, MBA Exams, Management Certification Exams

Difficulty: Moderate

Concept notes: Human Resource Planning is a part of the operational functions of an organization. It involves forecasting the future human resource needs and developing strategies to meet those needs.

Common Mistakes: Students may confuse Human Resource Planning with strategic planning, which is a different function of the organization.

Explanations: Human Resource Planning is an operational function because it directly supports the day-to-day operations of the organization by ensuring that the right number of employees with the right skills are available when needed. It is not a managerial, analytical, or planning function in the broader sense, but rather a specific operational task within the broader HR function.

Option Analysis:

Option A: Correct. Human Resource Planning is an operational function.
Option B: Incorrect. Managerial functions typically involve decision-making and leadership, not the specific task of planning for human resources.
Option C: Incorrect. Analytical functions involve data analysis and interpretation, not the planning of human resources.
Option D: Incorrect. While planning is involved, Human Resource Planning is specifically an operational function.

Mnemonic: HRP is O for Operational.

813. These budget are widely used in the hospitality and tourism industries especially by cost centres.

Correct Answer: Correct answer is: (B) Flexible budgets.

Exam Relevance: CPA, CMA, MBA Finance Exams

Difficulty: Moderate

Concept notes: Flexible budgets adjust to changes in the level of activity, making them suitable for cost centers in the hospitality and tourism industries where demand can fluctuate significantly.

Common Mistakes: Students may confuse flexible budgets with static budgets, which do not adjust for changes in activity levels.

Explanations: Flexible budgets are designed to adjust based on the actual level of activity, such as the number of guests or room nights. This adaptability is crucial in the hospitality and tourism industries, where demand can vary widely. Cost centers in these industries benefit from flexible budgets because they can more accurately predict and manage costs based on actual usage, leading to better financial control and decision-making.

Option Analysis:

Option A: Rolling budgets are not specifically designed to adjust for changes in activity levels, making them less suitable for cost centers in the hospitality and tourism industries.
Option B: Flexible budgets adjust to changes in the level of activity, making them ideal for cost centers in the hospitality and tourism industries.
Option C: Incremental budgeting builds on the previous period's budget, which does not account for changes in activity levels, making it less suitable for fluctuating industries like hospitality and tourism.
Option D: Zero-based budgeting requires justification for every expense, which is not specifically designed to adjust for changes in activity levels, making it less suitable for cost centers in the hospitality and tourism industries.

814. What does Industrial tribunal mean?

Correct Answer: Correct answer is: (C) A one-man adhoc body court appointed by the government.

Exam Relevance: UPSC, SSC, Banking Exams

Difficulty: Moderate

Concept notes: An Industrial tribunal is a quasi-judicial body that resolves disputes between employers and employees. It is typically appointed by the government to handle specific cases.

Common Mistakes: Students may confuse the role of an Industrial tribunal with other labor dispute resolution mechanisms, such as labor unions or arbitration panels.

Explanations: An Industrial tribunal is a one-man adhoc body court appointed by the government to resolve labor disputes. It is a temporary and specialized court that addresses specific issues related to employment and labor laws. This body is distinct from other forms of dispute resolution, such as strikes or positive features offered by organizations.

Option Analysis:

Option A: This describes actions taken by employees in protest, not the definition of an Industrial tribunal.
Option B: This refers to benefits offered by organizations, which is unrelated to the definition of an Industrial tribunal.
Option C: This correctly defines an Industrial tribunal as a one-man adhoc body court appointed by the government.
Option D: This describes job analysis, which is unrelated to the definition of an Industrial tribunal.

815. When internal recruitment is done by offering the vacant position to present employees. It is called as

Correct Answer: Correct answer is: (B) Company initiated.

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

Difficulty: Easy

Concept notes: When a company offers a vacant position to its current employees, it is referred to as a company-initiated internal recruitment process.

Common Mistakes: Students may confuse this with employee-initiated internal recruitment, where employees apply for open positions on their own.

Explanations: In company-initiated internal recruitment, the company actively offers the vacant position to its existing employees. This approach is often used to promote from within, reward loyalty, and retain talent. The company takes the initiative to identify suitable candidates from within the organization, making it a company-driven process.

Option Analysis:

Option A: Employee initiated refers to when employees themselves apply for open positions, not when the company offers the position.
Option B: Company initiated is correct as the company actively offers the position to its current employees.
Option C: Internal Hiring is a broader term that includes both company-initiated and employee-initiated processes.
Option D: Selection Process is a general term for the steps taken to choose candidates, not specific to internal recruitment.

816. Providing personal development opportunities, shifting of an employee from one job to another, without altering their job designation, considered as a

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

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

Difficulty: Moderate

Concept notes: Transfer refers to the movement of an employee from one job to another within the same organization, without changing their job designation or level of responsibility.

Common Mistakes: Students often confuse transfer with promotion, as both involve a change in the employee's position. However, a promotion involves an increase in job level or responsibility, whereas a transfer does not.

Explanations: The correct answer is transfer because it specifically refers to the movement of an employee from one job to another within the same organization without altering their job designation. This aligns with the description provided in the question, which mentions shifting an employee from one job to another without changing their job designation.

Option Analysis:

Option A: Promotion involves an increase in job level or responsibility, which is not mentioned in the question.
Option B: Transfer is the correct term for moving an employee to a different job without changing their job designation.
Option C: Reality shock is a psychological term and does not relate to job movement within an organization.
Option D: Formal training is a process of learning new skills or knowledge, not a job movement.

817. An enterprise operates in a country where contract information is required for employees.What type of employment model can the enterprise use?

Correct Answer: Correct answer is: (C) Single assignment with contracts.

Exam Relevance: HR Management Exams, Employment Law Exams, Business Management Exams

Difficulty: Moderate

Concept notes: In countries where contract information is required for employees, the enterprise must ensure that each employee has a formal contract. The "Single assignment with contracts" model ensures that each employee is assigned to a single role with a formal contract, meeting the legal requirements.

Common Mistakes: Students may confuse "Single assignment" with "Single assignment with contracts," overlooking the necessity of formal contracts in certain jurisdictions.

Explanations: The "Single assignment with contracts" model is the correct choice because it ensures that each employee is assigned to a single role and has a formal contract, which is required in the country where the enterprise operates. This model aligns with the legal requirement for contract information, ensuring compliance with local employment laws.

Option Analysis:

Option A: Multiple assignments do not ensure that each employee has a formal contract, which is required in the country.
Option B: Single assignment without contracts does not meet the legal requirement for contract information.
Option C: Single assignment with contracts ensures that each employee is assigned to a single role and has a formal contract, meeting the legal requirement.
Option D: Contract assignment is not a standard term and does not clearly indicate the requirement for formal contracts in a single assignment model.

818. Which one of the following is a written statement that describes the activities, responsibilities, working conditions, and supervisory responsibilities of a job?

Correct Answer: Correct answer is: (C) Job description.

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Easy

Concept notes: A job description is a written statement that outlines the activities, responsibilities, working conditions, and supervisory responsibilities of a job.

Common Mistakes: Students may confuse job description with job specification, which focuses on the qualifications and skills required for the job.

Explanations: A job description provides a detailed overview of what the job entails, including the tasks, duties, and conditions under which the job is performed. It is a formal document used in human resources to define the role and responsibilities of a position. Job specification, on the other hand, details the qualifications, skills, and experience needed to perform the job.

Option Analysis:

Option A: Job specification focuses on the qualifications and skills required for the job, not the activities and responsibilities.
Option B: Job analysis is the process of gathering information about a job to create a job description and job specification, not the document itself.
Option C: Job description is the correct answer as it is the written statement that describes the activities, responsibilities, working conditions, and supervisory responsibilities of a job.
Option D: Job context refers to the environment or setting in which a job is performed, not the detailed description of the job itself.

819. Following are the characteristics of HRM except-

Correct Answer: Correct answer is: (D) Job oriented.

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

Difficulty: Moderate

Concept notes: Human Resource Management (HRM) is characterized by its pervasive, interdisciplinary, and integrating nature. It is not specifically job-oriented.

Common Mistakes: Students may mistakenly believe that HRM is primarily job-oriented because they associate HR with specific job roles and tasks.

Explanations: HRM is pervasive because it affects all areas of an organization. It is interdisciplinary as it draws from various fields such as psychology, sociology, and management. HRM also serves as an integrating mechanism by aligning the goals of employees with the organization's objectives. However, HRM is not job-oriented, as it focuses on the overall management of human resources rather than specific job roles.

Option Analysis:

Option A: HRM is pervasive because it influences all aspects of an organization.
Option B: HRM is interdisciplinary as it incorporates knowledge from multiple disciplines.
Option C: HRM acts as an integrating mechanism by aligning employee and organizational goals.
Option D: HRM is not job-oriented; it focuses on the broader management of human resources.

Mnemonic: P.I.I. - Pervasive, Interdisciplinary, Integrating

820. Choose the wrong groups that covered under the Employment Act 1955

Correct Answer: Correct answer is: (A) Earn less than RM3000 a month.

Exam Relevance: Malaysian Labor Law Exams, Employment Law Exams

Difficulty: Moderate

Concept notes: The Employment Act 1955 in Malaysia covers certain groups of employees, but not all. The act does not cover employees who earn less than RM3000 a month.

Common Mistakes: Students may mistakenly believe that all employees are covered under the Employment Act 1955, regardless of their salary.

Explanations: The Employment Act 1955 in Malaysia does not cover employees who earn less than RM3000 a month. This is a specific exclusion under the act. The other options (engaged in manual labor, operates/maintains transport vehicles, and supervises manual labor) are groups that are typically covered under the act.

Option Analysis:

Option A: This is the correct answer as employees earning less than RM3000 a month are not covered under the Employment Act 1955.
Option B: Employees engaged in manual labor more than half of their working hours are covered under the act.
Option C: Employees who operate or maintain vehicles for the transport of passengers or goods are covered under the act.
Option D: Employees who supervise other employees engaged in manual labor are covered under the act.

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Human Resource Management MCQ - Set 82

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