Human Resource Management MCQ – Change your future

841. Which of the following is NOT an aspect of the function selection?

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

Exam Relevance: HR Management Exams, Recruitment Exams, Competitive Hiring Exams

Difficulty: Moderate

Concept notes: Function selection involves the process of choosing the most suitable candidates for a job role. This includes shortlisting, testing, and interviewing candidates. Training, however, is a subsequent step that occurs after a candidate has been selected.

Common Mistakes: Students may confuse training with the selection process, as both are part of the overall hiring process.

Explanations: Function selection is a process that includes shortlisting, testing, and interviewing candidates to identify the most suitable ones for a job role. Training is a separate phase that occurs after a candidate has been selected and hired. Therefore, training is not an aspect of the function selection process.

Option Analysis:

Option A: Shortlisting is a part of the function selection process as it involves narrowing down the pool of candidates.
Option B: Testing is a part of the function selection process as it helps in evaluating the skills and abilities of the candidates.
Option C: Interviewing is a part of the function selection process as it helps in assessing the suitability of candidates for the job role.
Option D: Training is not a part of the function selection process; it is a subsequent step that occurs after a candidate has been selected.

842. Which of the following have/has proven to be a particularly good predictor for jobs that include cognitively complex tasks?

Correct Answer: Correct answer is: (A) Intelligence tests.

Exam Relevance: Industrial-Organizational Psychology, Human Resource Management, Organizational Behavior

Difficulty: Moderate

Concept notes: Intelligence tests are often used to predict job performance, especially for roles that require complex cognitive tasks.

Common Mistakes: Students may mistakenly believe that integrity evaluations or work sampling are more predictive of job performance for complex tasks.

Explanations: Intelligence tests measure cognitive abilities such as problem-solving, reasoning, and memory, which are crucial for jobs involving complex tasks. These tests have been shown to correlate with job performance in roles that require high levels of cognitive complexity.

Option Analysis:

Option A: Intelligence tests are a well-established predictor of job performance for cognitively complex tasks.
Option B: Integrity evaluations assess moral and ethical behavior, which is important but not as predictive for cognitive tasks.
Option C: Work sampling involves simulating job tasks, which can be useful but is less predictive for cognitive complexity.
Option D: Drug tests assess substance use, which is important for safety but not related to cognitive task performance.

843. SHRM mould the human resource in such a way to attain the.....

Correct Answer: Correct answer is: (C) Organizational Goal.

Exam Relevance: HRM Exams, MBA Exams, Management Exams

Difficulty: Moderate

Concept notes: SHRM (Strategic Human Resource Management) focuses on aligning HR practices with the overall goals of the organization.

Common Mistakes: Students may confuse SHRM with individual goal setting or profit maximization, overlooking its broader strategic role.

Explanations: SHRM aims to ensure that HR strategies and practices support the achievement of the organization's strategic objectives. By aligning HR activities with the organization's goals, SHRM helps in creating a workforce that is capable of delivering the desired outcomes. This strategic alignment is crucial for the overall success of the organization.

Option Analysis:

Option A: Profit is a potential outcome of achieving organizational goals but is not the primary focus of SHRM.
Option B: Individual goals are important but are secondary to the overarching organizational goals in SHRM.
Option C: Organizational goals are the primary focus of SHRM, ensuring that HR strategies support the organization's strategic objectives.
Option D: Market share is a specific business metric and not the overarching goal of SHRM.

844. What is the objective of HRM, according to William and Keith?

Correct Answer: Correct answer is: (D) Provide organizations with an effective workforce.

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

Difficulty: Moderate

Concept notes: The objective of Human Resource Management (HRM) is to ensure that an organization has a competent and efficient workforce.

Common Mistakes: Students may confuse the objective of HRM with providing effective management or stakeholders, which are not the primary focus.

Explanations: According to William and Keith, the primary objective of HRM is to provide organizations with an effective workforce. This means that HRM focuses on ensuring that the organization has the right people with the necessary skills and competencies to achieve its goals. The other options, such as providing effective management or stakeholders, are not the core focus of HRM as defined by these authors.

Option Analysis:

Option A: Providing effective management is a broader concept and not the specific objective of HRM as per William and Keith.
Option B: Providing effective stakeholders is not a direct objective of HRM; stakeholders are external to the workforce.
Option C: Providing effective bystanders is irrelevant to HRM objectives.
Option D: Providing an effective workforce aligns with the core objective of HRM as per William and Keith.

Mnemonic: HRM = Workforce Effectiveness

845. Sufficient justification for taking employment related actions is known as ?

Correct Answer: Correct answer is: (A) Just Cause.

Exam Relevance: HR Certification Exams, Labor Relations Exams, Employment Law Exams

Difficulty: Easy

Concept notes: Just Cause refers to the sufficient justification needed for taking employment-related actions such as termination, demotion, or suspension.

Common Mistakes: Students may confuse Just Cause with other employment terms like Layoff or Wildcat strike, which have different meanings.

Explanations: Just Cause is the legal and ethical requirement for employers to have a valid reason before taking disciplinary actions against employees. This ensures that actions are not arbitrary and are based on fair and reasonable grounds.

Option Analysis:

Option A: Just Cause is the correct term for sufficient justification in employment actions.
Option B: Layoff refers to the temporary or permanent termination of employment, not a justification for actions.
Option C: Wildcat strike is an unauthorized strike by employees, unrelated to justification for employment actions.
Option D: None of the above is incorrect as Just Cause is a valid term.

Mnemonic: Just Cause: Justified, Correct, Appropriate

846. Job posting is..... .

Correct Answer: Correct answer is: (B) A method of Recruitment.

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

Difficulty: Easy

Concept notes: Job posting is a method used by organizations to advertise job openings to potential candidates.

Common Mistakes: Students may confuse job posting with other HR processes like employee appraisal or internet recruitment.

Explanations: Job posting is a recruitment method where organizations advertise job openings to attract potential candidates. This method involves creating and distributing job descriptions to various platforms, such as job boards, company websites, and social media, to reach a wide audience of potential applicants. It is a fundamental step in the recruitment process, aimed at sourcing qualified candidates for specific roles.

Option Analysis:

Option A: Job posting is not related to the posting of an employee, which is a different HR activity.
Option B: This is the correct answer as job posting is a method used in the recruitment process to advertise job openings.
Option C: Job posting is not an appraisal technique, which is used to evaluate employee performance.
Option D: While job posting can be done online, it is not limited to internet recruitment and can include other methods as well.

Mnemonic: JPA: Job Posting Attracts

847. What does it mean to be a 21st Century Mentor to a beginning teacher?

Correct Answer: Correct answer is: (D) An opportunity to share the wisdom, knowledge and passion I have for teaching with someone new to the profession.

Exam Relevance: Teacher Certification Exams, Education Theory Exams

Difficulty: Easy

Concept notes: Being a 21st Century Mentor to a beginning teacher involves sharing expertise and experience to support professional growth.

Common Mistakes: Students may mistakenly view mentoring as an additional burden or a way to delegate tasks.

Explanations: The correct answer highlights the essence of mentoring, which is to share one's wisdom, knowledge, and passion with a new teacher. This approach fosters professional development and helps the new teacher navigate the challenges of the teaching profession.

Option Analysis:

Option A: This option misinterprets mentoring as a way to offload responsibilities, which is not the purpose of mentoring.
Option B: This option reflects a negative attitude towards mentoring, viewing it as an additional task rather than an opportunity for growth.
Option C: This option focuses on financial gain, which is not the primary goal of mentoring.
Option D: This option correctly identifies mentoring as an opportunity to share knowledge and support a new teacher's development.

848. What are the Core HRM processes to support sustainable business strategy?

Correct Answer: Correct answer is: (D) All of the Above.

Exam Relevance: MBA, HR Certification Exams, Business Strategy Exams

Difficulty: Moderate

Concept notes: Core HRM processes are essential for supporting a sustainable business strategy. These processes include creating a sustainable organizational climate, ensuring management support and communication, and attracting and selecting the right employees.

Common Mistakes: Students may overlook the interconnectedness of these HRM processes and their collective impact on business sustainability.

Explanations: Creating a sustainable organizational climate involves fostering a work environment that supports long-term business goals. Management support and communication ensure that HR initiatives are aligned with the overall strategy and that employees are informed and engaged. Employee attraction and selection are crucial for bringing in talent that aligns with the company's values and strategic objectives. All these processes together contribute to a sustainable business strategy.

Option Analysis:

Option A: Creating a sustainable organizational climate is a key HRM process that supports business sustainability.
Option B: Management support and communication are essential for aligning HR initiatives with business strategy.
Option C: Employee attraction and selection are critical for ensuring the right talent is brought into the organization.
Option D: All of the above processes are necessary for supporting a sustainable business strategy.

849. Which of the following is not an action of classical change programme?

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

Exam Relevance: MBA, Organizational Behavior, HR Management

Difficulty: Moderate

Concept notes: The classical change programme in organizational behavior involves three stages: unfreezing, changing (or moving), and refreezing. The action of "removing" is not part of this model.

Common Mistakes: Students may confuse "removing" with "unfreezing," as both involve dismantling existing structures or behaviors. However, unfreezing is about preparing for change, not removing elements.

Explanations: The classical change programme, developed by Kurt Lewin, consists of three stages: unfreezing, moving (changing), and refreezing. Unfreezing involves preparing the organization for change by creating a sense of dissatisfaction with the current state. Moving involves implementing the change and transitioning to the new state. Refreezing involves stabilizing the new state and making the change permanent. The action of "removing" is not part of this model, as it does not align with the stages of unfreezing, moving, and refreezing.

Option Analysis:

Option A: Refreezing is a stage in the classical change programme where the new state is stabilized.
Option B: Removing is not a stage in the classical change programme.
Option C: Moving is synonymous with the "changing" stage in the classical change programme.
Option D: Unfreezing is the first stage in the classical change programme, where the organization is prepared for change.

850. In 'job classification' group that contains jobs with similar difficulty level is called

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

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

Difficulty: Easy

Concept notes: In job classification, a group of jobs with similar difficulty levels is referred to as grades.

Common Mistakes: Students may confuse grades with classes, which are broader categories of jobs.

Explanations: Grades are used in job classification to group jobs that have similar levels of difficulty, responsibility, and required skills. This system helps in establishing a fair compensation structure and career progression paths within an organization.

Option Analysis:

Option A: Classes are broader categories of jobs and do not specifically refer to similar difficulty levels.
Option B: Grades are the correct term for grouping jobs with similar difficulty levels.
Option C: Rank jobs refer to hierarchical positions within an organization, not difficulty levels.
Option D: Combine ratings is not a standard term used in job classification.

Mnemonic: G-R-A-D-E: Grouping Related Abilities and Difficulties Equally

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Human Resource Management MCQ - Set 85

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