Human Resource Management MCQ – Change your future

851. Which of these is a stage while conducting formal orientation?

Correct Answer: Correct answer is: (C) Specific orientation to the department and the job, typically given by the employee's supervisor.

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

Difficulty: Moderate

Concept notes: Employee orientation is a structured process designed to help new hires understand their roles, responsibilities, and the company culture. Specific orientation to the department and the job is a critical stage in this process.

Common Mistakes: Students may mistakenly believe that formal orientation involves only general company information or administrative tasks, overlooking the importance of job-specific training.

Explanations: Specific orientation to the department and the job, typically given by the employee's supervisor, is a key stage in formal orientation. This stage ensures that the new employee receives detailed information about their specific role, departmental procedures, and expectations. It is crucial for the employee's immediate productivity and integration into the team.

Option Analysis:

Option A: This option describes a negative scenario where the employee is given menial tasks that discourage job interest and company loyalty, which is not a stage in formal orientation.
Option B: Overloading the employee with forms to complete is not a stage in formal orientation but rather an administrative task that may occur during the process.
Option C: This option correctly identifies a stage in formal orientation where the employee receives specific job and departmental training from their supervisor.
Option D: This option describes a potential consequence of poor training but is not a stage in formal orientation.

852. Rearrange the following steps involved in the Human resource planning process in proper order.A. HR ProgrammingB. HR Demand ForecastC. Environmental ScanningD. Control and evaluation of programmeE. Surplus - restricted hiringF. HRP implementationG. HR supply forecastH. Organisational objectives and PoliciesI. Shortage - Recruitments and Selection

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

Exam Relevance: HR Management, MBA, HR Certification Exams

Difficulty: Moderate

Concept notes: The Human Resource Planning (HRP) process involves a series of steps that must be followed in a specific order to ensure effective planning and management of human resources.

Common Mistakes: Students often confuse the sequence of steps in the HRP process, particularly the order of forecasting and programming.

Explanations: The correct sequence of steps in the HRP process is as follows: 1. Environmental Scanning (C) - Understanding the external and internal environment. 2. Human Resource Demand Forecast (H) - Estimating future HR needs. 3. Human Resource Supply Forecast (G) - Assessing current and future HR supply. 4. Human Resource Programming (B) - Developing plans to meet HR needs. 5. Implementation (A) - Putting the plans into action. 6. Control and Evaluation of Programme (F) - Monitoring and evaluating the effectiveness of the plans. 7. Surplus - Restricted Hiring (D) - Managing excess staff. 8. Shortage - Recruitment and Selection (E) - Addressing staff shortages.

Option Analysis:

Option A: Incorrect sequence, does not follow the logical order of HRP steps.
Option B: Correct sequence, follows the logical order of HRP steps.
Option C: Incorrect sequence, does not follow the logical order of HRP steps.
Option D: Incorrect sequence, does not follow the logical order of HRP steps.

Mnemonic: EHSR - Environmental Scanning, Human Resource Demand Forecast, Supply Forecast, Programming

853. The standard of Personnel is represented by the job specification, as developed through

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

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

Difficulty: Moderate

Concept notes: Job analysis is the process of gathering and evaluating information about the duties, responsibilities, and requirements of a job. It is used to develop job specifications, which outline the qualifications, skills, and abilities required for a position.

Common Mistakes: Students often confuse job analysis with job evaluation, which focuses on assessing the relative worth of jobs within an organization.

Explanations: Job analysis is the process that leads to the development of job specifications. It involves collecting detailed information about the tasks, duties, and responsibilities of a job, as well as the knowledge, skills, and abilities required to perform the job effectively. This information is then used to create a job specification, which serves as a standard for personnel selection and performance evaluation.

Option Analysis:

Option A: Job evaluation focuses on assessing the relative worth of jobs, not on developing job specifications.
Option B: Job satisfaction is a measure of how content employees are with their jobs, not a process for developing job specifications.
Option C: Job analysis is the process that leads to the development of job specifications, making it the correct answer.
Option D: Job enrichment involves enhancing the content of a job to make it more rewarding, not developing job specifications.

Mnemonic: JAS: Job Analysis Specifications

854. During whose tenure as a union labour minister, the code of Discipline was adopted?

Correct Answer: Correct answer is: (B) G.L. Nanda.

Exam Relevance: UPSC Civil Services, SSC CGL, Banking Exams

Difficulty: Moderate

Concept notes: The Code of Discipline was adopted during the tenure of G.L. Nanda as the union labour minister.

Common Mistakes: Students may confuse the tenure of other labour ministers with the adoption of the Code of Discipline.

Explanations: G.L. Nanda served as the union labour minister during the period when the Code of Discipline was adopted. This code was a significant development in the field of labour relations and industrial disputes in India. It was adopted to promote industrial peace and to provide a framework for resolving disputes between employers and employees.

Option Analysis:

Option A: V.V. Giri was a prominent labour leader and President of India, but he was not the union labour minister during the adoption of the Code of Discipline.
Option B: G.L. Nanda was the union labour minister during the adoption of the Code of Discipline.
Option C: Khandubhai Desai was a labour minister but not during the period when the Code of Discipline was adopted.
Option D: P.A. Sangma served as a labour minister but not during the adoption of the Code of Discipline.

Mnemonic: Nanda's Code, Not Others

855. Networking is defined as

Correct Answer: Correct answer is: (B) Developing and keeping relationships with others.

Exam Relevance: HR Management, Business Administration, MBA Entrance Exams

Difficulty: Easy

Concept notes: Networking is the process of building and maintaining professional relationships to exchange information, resources, and opportunities.

Common Mistakes: Students may confuse networking with merely staying in touch with old friends or having contact information for a former boss.

Explanations: Networking involves actively developing and maintaining professional relationships. It is not limited to having contact information or staying in touch with old friends. The core of networking is about building connections that can lead to professional opportunities and information exchange.

Option Analysis:

Option A: This option is incorrect because having a former boss's phone number is not the essence of networking. It is merely having contact information.
Option B: This option is correct because it accurately describes the core concept of networking, which involves developing and maintaining professional relationships.
Option C: This option is incorrect because staying in touch with college friends, while potentially beneficial, does not encompass the broader professional aspect of networking.
Option D: This option is incorrect because sending an email to a favorite uncle is a personal action and does not represent the professional nature of networking.

856. This form of communication includes interviews, meetings, lectures and presentations.

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

Exam Relevance: SAT, ACT, TOEFL

Difficulty: Easy

Concept notes: Verbal communication involves the use of spoken words to convey information.

Common Mistakes: Students may confuse verbal communication with written communication, which involves the use of written words.

Explanations: Verbal communication includes methods such as interviews, meetings, lectures, and presentations, where information is conveyed through spoken words. This form of communication is distinct from written or visual communication, as it relies on the spoken word to convey messages.

Option Analysis:

Option A: Visual communication involves the use of images, videos, and other visual aids to convey information. This does not include spoken words.
Option B: Written communication involves the use of written words, such as emails, letters, and reports. This does not include spoken words.
Option C: Verbal communication involves the use of spoken words, which includes interviews, meetings, lectures, and presentations.
Option D: Informal visual communication involves the use of informal visual aids, such as sketches or diagrams. This does not include spoken words.

857. An employee's job description is "Recruiter" as of 01-Jan-2015. This job was updated in the system to "Consultant" on 01-Feb-2015. The 01-Feb-2015 assignment record is the latest effective dated employment record in the system. On 01-Mar-2015, the HR specialist wants to view this employee's previous employment details and searches for them on the Person Management page. The HR specialist enters the effective as-of date value as 31-Jan-2015 with the search keyword "Recruiter because the employee was working as a recruiter on 31st Jan 2015. The search returns no rows. What is causing this?

Correct Answer: Correct answer is: (D) The Update Person Search Keyword process has updated the latest effective dated job attribute in the keyword record.

Difficulty: Moderate

Concept notes: The Update Person Search Keyword process updates the latest effective dated job attribute in the keyword record, which can cause discrepancies in searches for historical data.

Common Mistakes: Students may mistakenly believe that the search keyword process retains historical job attributes, leading to confusion when searching for past employment details.

Explanations: The Update Person Search Keyword process updates the keyword record with the latest effective dated job attribute. This means that the keyword record will reflect the most recent job title, which in this case is "Consultant" as of 01-Feb-2015. When the HR specialist searches for the employee's job description on 31-Jan-2015 using the keyword "Recruiter," the search returns no results because the keyword record has been updated to reflect the latest job title, "Consultant." Therefore, the search does not recognize the historical job title "Recruiter."

Option Analysis:

Option A: The Person Management page search does not support Job attribute keywords. This is incorrect because the search should support job attribute keywords, but the issue lies in the keyword record update.
Option B: The Update Person Search keyword process has failed on 31-Jan-2015 but ran successfully the next day. This is incorrect because the process has not failed; it has updated the keyword record with the latest job attribute.
Option C: The Update Person Search Keyword process has associated the effective dates with the job attributes in the keyword record resulting in search discrepancies. This is incorrect because the process updates the keyword record with the latest job attribute, not the historical ones.
Option D: The Update Person Search Keyword process has updated the latest effective dated job attribute in the keyword record. This is correct because the keyword record reflects the most recent job title, causing the search to return no results for the historical job title.

858. Which of the following is a popular selection method?

Correct Answer: Correct answer is: (A) Personality Test.

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

Difficulty: Moderate

Concept notes: Personality tests are a common method used in the selection process to assess candidates' suitability for a role based on their personality traits.

Common Mistakes: Students may confuse personality tests with other selection methods like interviews or aptitude tests.

Explanations: Personality tests are widely used in the selection process to evaluate candidates' personality traits and how they align with the job requirements. These tests help organizations understand if a candidate's personality is a good fit for the role and the organizational culture. This makes personality tests a popular selection method.

Option Analysis:

Option A: Personality tests are a popular method for assessing candidates' personality traits and suitability for a role.
Option B: Orientation is a process of introducing new employees to the organization, not a selection method.
Option C: Competition is not a specific selection method but can refer to the general process of selecting candidates.
Option D: Internal refers to hiring from within the organization, which is a method but not as popular as personality tests in the broader context of selection methods.

Mnemonic: PAT - Personality Assessment Tool

859. An interview, in which supervisor and subordinate review appraisal, called

Correct Answer: Correct answer is: (C) Appraisal interview.

Exam Relevance: HR Management Exams, Management Aptitude Tests, MBA Entrance Exams

Difficulty: Easy

Concept notes: An appraisal interview is a formal meeting between a supervisor and a subordinate to review the subordinate's performance evaluation.

Common Mistakes: Students may confuse the term "appraisal interview" with other types of interviews, such as structured or unstructured interviews, which do not specifically focus on performance review.

Explanations: The correct answer is "Appraisal interview" because it specifically refers to the process where a supervisor and subordinate discuss the subordinate's performance evaluation. This type of interview is designed to review and discuss the results of a performance appraisal, making it distinct from other types of interviews.

Option Analysis:

Option A: A structured interview follows a predetermined set of questions and is not specifically focused on performance review.
Option B: An unstructured interview is more flexible and open-ended, not specifically designed for performance review.
Option C: An appraisal interview is the correct term for a meeting where a supervisor and subordinate review the performance appraisal.
Option D: A hiring interview is conducted to assess a candidate's suitability for a job, not to review performance.

Mnemonic: A: Appraisal, Assessment, Analysis

860. The business practice of sending jobs to other countries

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

Exam Relevance: MBA exams, Business Management exams, HR Management exams

Difficulty: Moderate

Concept notes: Offshoring refers to the practice of relocating business processes to other countries, often to reduce costs or take advantage of specialized skills.

Common Mistakes: Students may confuse offshoring with outsourcing, which involves contracting a third party to perform a business function, regardless of location.

Explanations: Offshoring specifically involves moving jobs or business processes to another country. This practice is distinct from other business strategies like downsizing or outsourcing. The term "offshoring" directly addresses the relocation aspect to a foreign country, making it the correct answer.

Option Analysis:

Option A: Reactive change involves responding to external pressures, not relocating jobs.
Option B: Offshoring is the correct term for sending jobs to other countries.
Option C: Downsizing involves reducing the size of the workforce, not relocating jobs.
Option D: Outsourcing involves contracting work to a third party, which may or may not be in another country.

Mnemonic: Offshore = Overseas Shift

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Human Resource Management MCQ - Set 86

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