Human Resource Management MCQ – Change your future

881. The customery method used to handle the activities of the employees is called as .....

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

Exam Relevance: HR Management, Organizational Behavior, Management Principles

Difficulty: Moderate

Concept notes: Procedures are detailed, step-by-step instructions that guide employees on how to perform specific tasks or activities within an organization.

Common Mistakes: Students may confuse procedures with policies, which are broader guidelines rather than specific step-by-step instructions.

Explanations: Procedures are the standard method used to handle the activities of employees. They provide detailed instructions on how tasks should be performed, ensuring consistency and efficiency. Rules and policies are broader in scope and do not provide the specific step-by-step guidance that procedures do. Organizational path is not a recognized term in this context.

Option Analysis:

Option A: Rules are general guidelines that govern behavior but do not provide detailed instructions for specific tasks.
Option B: Policies are broad statements of intent or principle that guide decision-making but do not provide detailed instructions for specific tasks.
Option C: Procedures are detailed, step-by-step instructions that guide employees on how to perform specific tasks or activities.
Option D: Organizational path is not a recognized term in this context and does not refer to a method for handling employee activities.

882. 'psychological counseling' is an example of

Correct Answer: Correct answer is: (B) Preretirement counseling.

Exam Relevance: HRM exams, Organizational Behavior exams, Industrial Psychology exams

Difficulty: Moderate

Concept notes: Preretirement counseling involves providing guidance and support to individuals as they approach retirement. This can include psychological counseling to help individuals adjust to the changes that come with retirement.

Common Mistakes: Students may confuse preretirement counseling with phased retirement, which involves a gradual transition to retirement rather than a sudden change.

Explanations: Preretirement counseling is designed to help individuals prepare for the psychological and emotional changes associated with retirement. Psychological counseling is a key component of this process, as it helps individuals cope with the transition and make the most of their retirement years. Therefore, 'psychological counseling' is an example of preretirement counseling.

Option Analysis:

Option A: Phased retirement involves a gradual reduction in work hours, not psychological support.
Option B: Preretirement counseling includes psychological support to help individuals prepare for retirement.
Option C: Honoring experience refers to recognizing the contributions of older employees, not psychological counseling.
Option D: Modifying selection procedures pertains to hiring practices, not retirement preparation.

883. When a job vacancy is filled from within the existing workforce.

Correct Answer: Correct answer is: (D) Internal recruitment.

Exam Relevance: HR Management, Organizational Behavior, Business Management

Difficulty: Easy

Concept notes: Internal recruitment refers to the process of filling job vacancies with existing employees within the organization.

Common Mistakes: Students may confuse internal recruitment with external recruitment, which involves hiring from outside the organization.

Explanations: Internal recruitment is the process of filling job vacancies with existing employees within the organization. This method leverages the current workforce's skills and knowledge, reducing the time and cost associated with external recruitment.

Option Analysis:

Option A: Shortlisting is the process of selecting a smaller group of candidates from a larger pool for further evaluation, not a method of filling vacancies.
Option B: External recruitment involves hiring from outside the organization, which is the opposite of the described scenario.
Option C: Headhunting involves actively seeking out and recruiting highly skilled or experienced individuals, typically from outside the organization.
Option D: Internal recruitment is the correct term for filling job vacancies with existing employees within the organization.

884. These roles of HR based on Ulrich's Model when done well give an organization a great strategic advantage except:

Correct Answer: Correct answer is: (B) As an administrative expert.

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

Difficulty: Moderate

Concept notes: In Ulrich's Model, HR roles are categorized into four main functions: strategic partner, administrative expert, employee champion, and change agent. The question asks which of these roles, when done well, does not give an organization a great strategic advantage.

Common Mistakes: Students may mistakenly believe that all HR roles contribute equally to strategic advantage, overlooking the distinction between strategic and operational roles.

Explanations: The administrative expert role focuses on the operational and transactional aspects of HR, such as payroll, benefits administration, and compliance. While these functions are essential for the smooth operation of the organization, they do not directly contribute to strategic advantage. In contrast, the strategic partner, change agent, and employee champion roles are more focused on aligning HR activities with the organization's strategic goals, fostering innovation, and enhancing employee engagement, which can provide a strategic advantage.

Option Analysis:

Option A: The strategic partner role involves aligning HR activities with the organization's strategic goals, which can provide a strategic advantage.
Option B: The administrative expert role focuses on operational and transactional tasks, which do not directly contribute to strategic advantage.
Option C: The change agent role involves driving organizational change and innovation, which can provide a strategic advantage.
Option D: This option is incorrect as one of the roles does not provide a strategic advantage.

885. AB Corp streamlined its annual benefits package enrollments by digitizing and aggregating the former paper benefits reports, electronic spreadsheets, and benefit summaries and providing the materials at a single location on the company intranet. AB Corp is using a(n).....

Correct Answer: Correct answer is: (B) HR portal.

Exam Relevance: SHRM-CP, SHRM-SCP, PHR, SPHR

Difficulty: Moderate

Concept notes: An HR portal is a digital platform that provides employees with access to various HR-related information and services, such as benefits enrollment, in a centralized location.

Common Mistakes: Students may confuse an HR portal with a database or data warehouse, which are more focused on storing and managing large volumes of data rather than providing a user interface for employees.

Explanations: AB Corp digitized and aggregated various benefits materials and provided them at a single location on the company intranet. This describes the functionality of an HR portal, which centralizes HR information and services for employees. A database or data warehouse would not provide the user interface and access features needed for employee self-service.

Option Analysis:

Option A: A database is a structured collection of data, but it does not provide the user interface and access features needed for employee self-service.
Option B: An HR portal is a digital platform that provides employees with access to various HR-related information and services, such as benefits enrollment, in a centralized location.
Option C: A data warehouse is a system used for reporting and data analysis, but it does not provide the user interface and access features needed for employee self-service.
Option D: A customer relationship management system is designed to manage interactions with customers, not to provide HR-related services to employees.

Mnemonic: HR Portal: "Helps Resources, Provides Online Tools and Access"

886. Which option represents the basis on which approval routing policies can be defined?

Correct Answer: Correct answer is: (B) Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, Approval Groups.

Exam Relevance: CPA, CFA, PMP, HR Certification Exams

Difficulty: Moderate

Concept notes: Approval routing policies in organizational settings are defined based on various hierarchical and group structures to ensure proper authorization and workflow management.

Common Mistakes: Students may overlook the inclusion of Approval Groups, assuming that only hierarchical structures are considered in defining approval routing policies.

Explanations: Approval routing policies can be defined based on Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, and Approval Groups. These elements ensure that the approval process is aligned with the organizational structure and roles, facilitating efficient and controlled decision-making. Employee Supervisor Hierarchy ensures that approvals follow the direct reporting lines. Position Hierarchy and Job Levels ensure that approvals are based on the level of authority and responsibility within the organization. Approval Groups allow for collective decision-making by a predefined set of individuals, enhancing the robustness of the approval process.

Option Analysis:

Option A: This option is incorrect because it does not include Approval Groups, which are a critical component in defining approval routing policies.
Option B: This option is correct as it includes all the necessary components for defining approval routing policies: Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, and Approval Groups.
Option C: This option is incorrect because it includes Grades, which are not typically used in defining approval routing policies. The correct components are Employee Supervisor Hierarchy, Position Hierarchy, Job Levels, and Approval Groups.
Option D: This option is incorrect because it only includes Employee Supervisor Hierarchy, which is insufficient for defining comprehensive approval routing policies.

887. A detailed list of qualities, skills and qualifications that a successfu applicant should have is.....

Correct Answer: Correct answer is: (B) Person Specification.

Exam Relevance: HR Management, Recruitment Exams, Management Exams

Difficulty: Moderate

Concept notes: A person specification outlines the qualities, skills, and qualifications required for a job role.

Common Mistakes: Students may confuse person specification with job description, which focuses on the duties and responsibilities of the role rather than the candidate's attributes.

Explanations: A person specification details the necessary attributes, skills, and qualifications a successful applicant should possess. This includes personal qualities, professional skills, and educational background. It is distinct from a job description, which focuses on the role's responsibilities and tasks.

Option Analysis:

Option A: Person Description is not a standard term used in recruitment and does not specifically refer to the qualities, skills, and qualifications needed for a job.
Option B: Person Specification correctly refers to the detailed list of qualities, skills, and qualifications required for a job role.
Option C: Applicant refers to the individual applying for the job, not the list of required attributes.
Option D: Job Description outlines the duties and responsibilities of the role, not the candidate's qualifications.

888. BELOW ARE THE PROCESS BASED TOOLS OF HRM TO EMBED SUSTAINABILITY STRATEGY IN AN ORGANIZATION'S CULTURE AND PRACTICES, EXCEPT.

Correct Answer: Correct answer is: (D) Routing Analysis.

Exam Relevance: MBA, HRM Certification, Sustainability Management Exams

Difficulty: Moderate

Concept notes: HRM tools for embedding sustainability strategy focus on aligning organizational culture and practices with sustainability goals. These tools include values-based, strategic, and defensive routes, which are process-based approaches. Routing analysis, however, is not a process-based tool for embedding sustainability strategy.

Common Mistakes: Students may confuse routing analysis with strategic planning tools, as both involve analysis and planning processes. However, routing analysis is more related to logistics and supply chain management rather than HRM and sustainability strategy.

Explanations: Values-based, strategic, and defensive routes are process-based tools used in HRM to embed sustainability strategies. These routes involve aligning organizational values, developing strategic plans, and addressing potential risks and challenges, respectively. Routing analysis, on the other hand, is a logistics tool used to optimize transportation and supply chain routes, which is not directly related to embedding sustainability strategies in an organization's culture and practices.

Option Analysis:

Option A: Values-based route is a process-based tool used to align organizational values with sustainability goals.
Option B: Strategic route is a process-based tool used to develop and implement strategic plans for sustainability.
Option C: Defensive route is a process-based tool used to address and mitigate risks and challenges related to sustainability.
Option D: Routing analysis is not a process-based tool for embedding sustainability strategy; it is a logistics tool.

889. In career development focus, providing information about career path is futile part of

Correct Answer: Correct answer is: (A) Training and development.

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

Difficulty: Moderate

Concept notes: Training and development focuses on enhancing skills and knowledge for current roles, rather than providing information about career paths.

Common Mistakes: Students may confuse training and development with career counseling, which often involves discussing career paths.

Explanations: Training and development is primarily concerned with improving the current job performance and skills of employees. It does not typically include information about career paths, which is more relevant to other HR functions such as recruiting, placement, or performance appraisal.

Option Analysis:

Option A: Training and development focuses on current job skills and performance, not career path information.
Option B: Performance appraisal involves evaluating job performance and can include career path discussions.
Option C: Recruiting and placement involve providing information about career paths to attract and place employees.
Option D: Compensation and benefits can be part of career path discussions but are not the primary focus.

Mnemonic: TAD - Training and Development: Today's Abilities, not Tomorrow's Paths

890. Use of handwriting to determine basic personality traits of writer is known as

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

Exam Relevance: GRE, GMAT, Psychology exams

Difficulty: Easy

Concept notes: Graphology is the study of handwriting to determine personality traits of the writer.

Common Mistakes: Students may confuse graphology with other handwriting analysis techniques or projective personality tests.

Explanations: Graphology specifically refers to the analysis of handwriting to infer personality traits. It is distinct from other handwriting tests that may focus on legibility or other aspects of writing. Projective personality tests, on the other hand, involve interpreting responses to ambiguous stimuli, not handwriting.

Option Analysis:

Option A: Correct. Graphology is the study of handwriting to determine personality traits.
Option B: Incorrect. Handwriting test generally refers to assessments of writing legibility, not personality traits.
Option C: Incorrect. Projective personality tests involve ambiguous stimuli, not handwriting analysis.
Option D: Incorrect. The correct answer is explicitly identified as Graphology.

Mnemonic: GrapHOLogy: Handwriting HOLds secrets.

⬅ Previous SetSet 89Next Set ➡

Human Resource Management MCQ - Set 89

Leave a Reply