Human Resource Management MCQ – Change your future

821. How Many Main Source Are There For Recruitment ?

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

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

Difficulty: Easy

Concept notes: Recruitment sources are typically categorized into two main types: internal and external.

Common Mistakes: Students may confuse the number of main sources with the various methods within each source.

Explanations: The two main sources of recruitment are internal and external. Internal sources include promotions, transfers, and referrals from current employees. External sources include job advertisements, recruitment agencies, and job fairs. These two categories encompass the primary methods organizations use to find new employees.

Option Analysis:

Option A: Incorrect, as there are not five main sources of recruitment.
Option B: Correct, as the main sources are internal and external.
Option C: Incorrect, as there are not three main sources of recruitment.
Option D: Incorrect, as there are not six main sources of recruitment.

Mnemonic: I-E, Internal-External

822. ..... is the process of deciding what positions the firm will have to fill?

Correct Answer: Correct answer is: (C) Personnel Planning.

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

Difficulty: Moderate

Concept notes: Personnel planning involves forecasting the number and types of employees needed to meet organizational goals. It includes identifying current and future staffing needs, which directly relates to deciding what positions the firm will have to fill.

Common Mistakes: Students may confuse personnel planning with recruitment, which is the process of attracting and selecting qualified candidates for open positions.

Explanations: Personnel planning is the process of determining the number and types of employees needed to achieve organizational goals. This includes analyzing current staffing levels, forecasting future needs, and identifying the positions that need to be filled. Recruitment, on the other hand, is the process of attracting and selecting qualified candidates for these positions. Therefore, personnel planning is the correct answer as it involves deciding what positions the firm will have to fill.

Option Analysis:

Option A: Recruitment is the process of attracting and selecting qualified candidates for open positions, not deciding what positions need to be filled.
Option B: Selection is the process of choosing the most suitable candidate from a pool of applicants, not deciding what positions need to be filled.
Option C: Personnel Planning involves forecasting and identifying the positions that need to be filled, making it the correct answer.
Option D: Interviewing is a part of the selection process, not the process of deciding what positions need to be filled.

Mnemonic: PPF: Personnel Planning Forecasts

823. The critical role of the SHRM Application Tool is to'

Correct Answer: Correct answer is: (B) Develop a better strategic management process to deal with the dynamic changing environment today's organisations face.

Exam Relevance: SHRM Certification Exams, HRM Postgraduate Exams, MBA HRM Exams

Difficulty: Moderate

Concept notes: The SHRM Application Tool is designed to enhance strategic human resource management processes, enabling organizations to adapt to the rapidly changing business environment.

Common Mistakes: Students may confuse the SHRM Application Tool with other change management frameworks that focus more narrowly on specific actions or steps.

Explanations: The SHRM Application Tool is primarily aimed at developing a strategic management process that can effectively address the dynamic and evolving nature of today's organizational environments. This tool helps organizations to align their human resource strategies with broader business goals, ensuring that they can adapt to changes in the market, technology, and other external factors. By focusing on strategic management, the tool provides a comprehensive approach to managing human resources, rather than just addressing specific actions or overcoming resistance to change.

Option Analysis:

Option A: This option is incorrect because the SHRM Application Tool is not specifically about outlining techniques and steps for implementing change. It is more focused on strategic management processes.
Option B: This option is correct as it accurately describes the primary purpose of the SHRM Application Tool, which is to develop a strategic management process to deal with the dynamic environment.
Option C: This option is incorrect because the SHRM Application Tool is not limited to identifying a narrow group of actions or overcoming resistance to change. It is broader in scope and focuses on strategic management.
Option D: This option is incorrect because while the SHRM Application Tool may address issues related to staffing, training, compensation, and job design, its primary focus is on strategic management processes rather than these specific operational concerns.

824. .....is a statement of information about duties and responsibilities of a particular job.

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

Exam Relevance: HRM exams, Management exams, Employment Law exams

Difficulty: Easy

Concept notes: A job description is a document that outlines the duties, responsibilities, qualifications, and working conditions of a job.

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

Explanations: A job description is a statement of information about the duties and responsibilities of a particular job. It provides a clear and concise overview of what the job entails, including tasks, responsibilities, and reporting structure. This makes it the correct answer as it directly addresses the duties and responsibilities of a job.

Option Analysis:

Option A: Job dimension is not a standard term used in human resources or job analysis.
Option B: Job areas refer to the different sectors or divisions within a job, but do not specifically outline duties and responsibilities.
Option C: Job description is the correct term for a statement of information about duties and responsibilities of a particular job.
Option D: Job specification outlines the qualifications and skills required for the job, not the duties and responsibilities.

825. A small voluntary group of employees doing similar or related work who meet regularly to identify, analyses and solve product quality problems and to improve general operations is known as

Correct Answer: Correct answer is: (B) Quality Circles.

Exam Relevance: GMAT, GRE, MBA Entrance Exams

Difficulty: Moderate

Concept notes: Quality Circles are small groups of employees who meet regularly to identify, analyze, and solve quality problems in their work processes.

Common Mistakes: Students may confuse Quality Circles with other types of work groups, such as Kaizen Groups or Task Groups, which have different focuses and structures.

Explanations: Quality Circles are specifically designed for employees to collaborate on improving product quality and general operations. They meet regularly to identify and solve quality-related issues, making them the correct choice for the given description.

Option Analysis:

Option A: Task Groups are typically formed to complete specific tasks or projects, not to focus on quality improvement.
Option B: Quality Circles are the correct choice as they are small groups of employees who meet regularly to improve product quality and operations.
Option C: Kaizen Groups focus on continuous improvement but are not specifically defined by the regular meetings and quality focus described.
Option D: Informal Groups are not structured or formalized for specific problem-solving activities.

Mnemonic: QC: Quality Circles - Collaborative Quality Improvement

826. By definition off the job training takes place.....

Correct Answer: Correct answer is: (C) Away from the place of work.

Exam Relevance: HR Management Exams, Management Aptitude Tests, Professional Development Exams

Difficulty: Easy

Concept notes: Off-the-job training refers to training that occurs outside the regular work environment.

Common Mistakes: Students may confuse off-the-job training with on-the-job training, which occurs at the workplace.

Explanations: Off-the-job training is conducted away from the place of work, such as in a classroom or training center. This type of training is designed to provide employees with knowledge and skills that can be applied in their work environment, but the actual training itself takes place in a different location.

Option Analysis:

Option A: Online training can be a form of off-the-job training, but it is not the defining characteristic.
Option B: Training before work begins could be off-the-job training, but it is not the defining characteristic.
Option C: This is the correct definition of off-the-job training.
Option D: Training before an employee is recruited is not necessarily off-the-job training.

827. The famous definition of 'personality' as "the dynamic organization within the individual of those psychological systems that determine his unique adjustments to his environment"-is given by

Correct Answer: Correct answer is: (A) Gordon Allport.

Exam Relevance: Psychology exams, Personality Psychology exams, Undergraduate Psychology exams

Difficulty: Moderate

Concept notes: Gordon Allport is known for his definition of personality, which emphasizes the dynamic organization of psychological systems within an individual that determine unique environmental adjustments.

Common Mistakes: Students may confuse Gordon Allport with other psychologists who have contributed to personality theory, such as Sigmund Freud or James Watson.

Explanations: Gordon Allport's definition of personality highlights the dynamic and organized nature of psychological systems within an individual. This definition underscores the unique ways in which individuals adapt to their environment, making it a comprehensive and influential concept in personality psychology.

Option Analysis:

Option A: Correct. Gordon Allport is the psychologist who provided this definition of personality.
Option B: Incorrect. James Watson is known for his work in behaviorism, not for defining personality in this manner.
Option C: Incorrect. Sigmund Freud is known for his psychoanalytic theory, which focuses on unconscious processes and conflicts, not the dynamic organization of psychological systems.
Option D: Incorrect. Theodore T. Herbert is not known for this definition of personality.

828. Terminating employees, establishing career movement, records keeping are fall into which function of HR?

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

Exam Relevance: SHRM Certification Exam, CIPD Professional Qualifications, HRM Exams

Difficulty: Moderate

Concept notes: The function of employment in Human Resources (HR) encompasses activities related to hiring, managing, and terminating employees. This includes career movement and record keeping.

Common Mistakes: Students may confuse the employment function with training, which focuses on developing employee skills, or with benefits and rewards, which deal with compensation and perks.

Explanations: Terminating employees, establishing career movement, and record keeping are all part of the employment function in HR. This function is responsible for managing the lifecycle of employees within an organization, from hiring to termination. It includes activities such as recruitment, onboarding, performance management, and maintaining employee records.

Option Analysis:

Option A: Training focuses on developing employee skills and competencies, not on managing the lifecycle of employment.
Option B: Employment covers the full range of activities related to managing employees, including hiring, performance management, and termination.
Option C: Health and safety focuses on ensuring a safe and healthy work environment, not on employment lifecycle management.
Option D: Benefits and reward systems deal with compensation and perks, not with the management of employee lifecycle.

Mnemonic: E-T-C: Employment Terminates Careers

829. Which training has the best potential for networking and developing contacts in the industry?

Correct Answer: Correct answer is: (C) Off-site Training.

Exam Relevance: HR Management Exams, Organizational Behavior Exams, Management Development Programs

Difficulty: Moderate

Concept notes: Off-site training often involves bringing together individuals from different organizations or departments, which can facilitate networking and the development of industry contacts.

Common Mistakes: Students may mistakenly believe that on-site training or mentoring provides the best networking opportunities, as these are often more focused on internal company relationships.

Explanations: Off-site training typically involves participants from various organizations, which creates a diverse environment conducive to networking. This setting allows individuals to meet and interact with professionals from different backgrounds and companies, thereby expanding their industry contacts. In contrast, induction training and on-site training are more focused on internal company processes and relationships, while mentoring is a more personalized and one-on-one interaction.

Option Analysis:

Option A: Induction training is primarily focused on introducing new employees to the company and its processes, limiting networking opportunities to internal contacts.
Option B: Mentoring involves a one-on-one relationship, which is beneficial for personal development but does not provide broad networking opportunities.
Option C: Off-site training brings together individuals from different organizations, creating a diverse environment that is ideal for networking and developing industry contacts.
Option D: On-site training is typically conducted within the company and focuses on internal processes, limiting networking to internal contacts.

830. A written summary of the minimum qualifications required of workers to do a particular job.

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

Exam Relevance: HR Management, Organizational Behavior, Employment Law

Difficulty: Moderate

Concept notes: Job specifications outline the minimum qualifications and requirements necessary for a job.

Common Mistakes: Students may confuse job specifications with job descriptions, which detail the duties and responsibilities of a job rather than the qualifications.

Explanations: Job specifications provide a written summary of the minimum qualifications, skills, and abilities required for a particular job. This includes educational background, experience, physical requirements, and other necessary attributes. The term "job specifications" directly aligns with the definition provided in the question.

Option Analysis:

Option A: Work Placement refers to the process of assigning a worker to a specific job or position, not the qualifications required for the job.
Option B: Job Credentials refer to the documents or certifications that prove a worker's qualifications, but do not summarize the minimum requirements.
Option C: Work Demands refer to the tasks and responsibilities of a job, not the qualifications required to perform the job.
Option D: Job Specifications correctly describe the written summary of the minimum qualifications required for a job.

⬅ Previous SetSet 83Next Set ➡

Human Resource Management MCQ - Set 83

Leave a Reply