Human Resource Management MCQ – Change your future

891. An important purpose of a selection interview is to .....

Correct Answer: Correct answer is: (C) Achieve person-organisation fit.

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

Difficulty: Moderate

Concept notes: The purpose of a selection interview is to ensure that the candidate's skills, values, and personality align with the organization's culture and requirements.

Common Mistakes: Students may mistakenly believe that the primary purpose of an interview is to gather basic information or confirm demographic details, rather than assessing compatibility.

Explanations: A selection interview aims to evaluate whether a candidate's personal attributes and professional skills match the organization's needs and culture. This is known as person-organisation fit. It is crucial for long-term employee satisfaction and organizational success. The other options focus on administrative tasks that are typically handled before or after the interview.

Option Analysis:

Option A: Filling up information in an application form is usually done before the interview.
Option B: Getting a list of referees is also a preliminary step, not the main purpose of the interview.
Option C: Achieving person-organisation fit is the primary goal of a selection interview.
Option D: Confirming the age and race of the applicant is not a significant purpose of the interview and can be considered discriminatory.

892. What is it called if an engineer is hired to do a sales job?

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

Exam Relevance: GRE, GMAT, CAT, SAT

Difficulty: Easy

Concept notes: The term "mismatch" refers to a situation where there is a discrepancy or incompatibility between two things or roles.

Common Mistakes: Students may confuse "mismatch" with "strategy" or "recognition," as these terms can also relate to job roles and performance.

Explanations: An engineer hired to do a sales job represents a mismatch because the skills and expertise required for engineering are different from those needed for sales. The term "mismatch" accurately describes this situation where the individual's skills do not align with the job requirements.

Option Analysis:

Option A: Strategy refers to a plan or method for achieving a goal, which does not fit the context of an engineer doing a sales job.
Option B: Mismatch correctly describes the situation where an engineer is hired for a sales job, indicating a misalignment of skills and roles.
Option C: Recognition refers to the act of acknowledging or identifying something, which is not relevant to the context of job roles.
Option D: Satisfaction refers to contentment or fulfillment, which does not describe the situation of an engineer doing a sales job.

893. Determining the number of employees you need and defining a process for hiring them is called .....

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

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Easy

Concept notes: Staffing involves determining the number of employees needed and defining a process for hiring them.

Common Mistakes: Students may confuse staffing with hiring, which is only a part of the staffing process.

Explanations: Staffing is the process of determining the number of employees required and defining a process for hiring them. It encompasses the entire process of recruitment, selection, and placement of employees. Hiring, on the other hand, is just one part of the staffing process, specifically the act of selecting and appointing candidates. Therefore, the correct answer is staffing.

Option Analysis:

Option A: Hiring is only a part of the staffing process, not the entire process.
Option B: Staffing involves the complete process of determining the number of employees needed and defining a process for hiring them.
Option C: Tasking refers to assigning tasks to employees, not the process of determining and hiring them.
Option D: Supervising involves overseeing and managing employees, not the process of determining and hiring them.

Mnemonic: S-T-A-F-F: Staffing Takes All Factors For Hiring

894. Which of the following would best describe the aim of training the staff of a business?

Correct Answer: Correct answer is: (D) Improving an employee's ability for present and future performance.

Exam Relevance: GMAT, GRE, HR Management Exams

Difficulty: Moderate

Concept notes: The aim of staff training in a business context is to enhance employees' current job performance and prepare them for future roles and responsibilities.

Common Mistakes: Students may mistakenly believe that training is solely focused on current job performance, overlooking its role in preparing employees for future roles.

Explanations: Training staff is essential for both immediate and long-term organizational success. It equips employees with the necessary skills and knowledge to perform their current roles effectively while also preparing them for potential future roles within the organization. This dual focus ensures that the business remains adaptable and competitive.

Option Analysis:

Option A: Selecting the most appropriate candidate is a hiring process, not a training aim.
Option B: While improving current job performance is part of training, it does not encompass the full scope of training's objectives.
Option C: Improving an employer's ability is incorrect; the focus should be on the employee's development.
Option D: This option correctly identifies the dual purpose of training: enhancing current performance and preparing for future roles.

895. Recruitment is widely viewed as a ..... process.

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

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

Difficulty: Easy

Concept notes: Recruitment is generally viewed as a positive process because it brings new talent and skills into an organization, which can lead to improved performance and innovation.

Common Mistakes: Students may mistakenly view recruitment as a negative process due to the stress and competition involved in the hiring process.

Explanations: Recruitment is widely viewed as a positive process because it involves bringing in new talent, which can enhance the organization's capabilities and contribute to its growth and success. The influx of new skills and perspectives can lead to increased productivity and innovation, making recruitment a beneficial activity for the organization.

Option Analysis:

Option A: Correct. Recruitment is generally seen as a positive process due to its potential to bring in new talent and skills.
Option B: Incorrect. Recruitment is not typically viewed as a negative process, as it brings benefits to the organization.
Option C: Incorrect. While recruitment can have some negative aspects, it is predominantly viewed as a positive process.
Option D: Incorrect. There is a clear positive view associated with recruitment.

896. Notion that woman and men should collect equal pay for comparable skills, considered as

Correct Answer: Correct answer is: (A) Comparable worth.

Exam Relevance: GRE, GMAT, LSAT, Civil Service Exams

Difficulty: Easy

Concept notes: Comparable worth is the notion that men and women should receive equal pay for jobs that require comparable skills, effort, responsibility, and working conditions.

Common Mistakes: Students may confuse comparable worth with equal pay for equal work, which focuses on the same job rather than comparable skills.

Explanations: Comparable worth is the concept that men and women should receive equal pay for jobs that require comparable skills, effort, responsibility, and working conditions. This notion addresses the issue of gender pay gaps by ensuring that jobs of equal value are compensated equally, regardless of the gender of the workers.

Option Analysis:

Option A: Correct. Comparable worth refers to the idea that jobs requiring similar skills should be compensated equally.
Option B: Incorrect. Incomparable worth does not align with the concept of equal pay for comparable skills.
Option C: Incorrect. Definable worth is not a recognized term in the context of equal pay for comparable skills.
Option D: Incorrect. Indefinable worth does not align with the concept of equal pay for comparable skills.

897. Corporate teams whose members represent various functions of the organization, such as R&D, design, production, marketing, distribution, and customer service.

Correct Answer: Correct answer is: (C) Cross-Functional.

Exam Relevance: MBA, HR Management, Organizational Behavior

Difficulty: Moderate

Concept notes: Cross-functional teams are groups within an organization that include members from different departments or functions, such as R&D, design, production, marketing, distribution, and customer service. These teams are designed to leverage the diverse expertise of their members to solve complex problems or develop new products and services.

Common Mistakes: Students may confuse cross-functional teams with other types of teams, such as project teams or task forces, which may not necessarily include members from various functions.

Explanations: Cross-functional teams are characterized by their composition of members from different functional areas within an organization. This diversity allows for a comprehensive approach to problem-solving and project management, as each member brings unique perspectives and expertise. The correct answer, "Cross-Functional," accurately describes teams that include representatives from various functions such as R&D, design, production, marketing, distribution, and customer service.

Option Analysis:

Option A: Employee Assistance Programs are support services provided by employers to help employees deal with personal issues that may affect their work performance. They are not related to team composition.
Option B: Exit Interviews are conducted with employees who are leaving the organization to gather feedback on their experience. They do not pertain to team composition.
Option C: Cross-Functional teams are groups that include members from different functions within an organization, which matches the description given in the question.
Option D: Discrimination refers to unfair treatment of individuals based on certain characteristics, and is not related to team composition.

898. It is done when the people inside the company are sourced as possible candidates for the open position.

Correct Answer: Correct answer is: (A) Internal Recruitment.

Exam Relevance: HR Management, Organizational Behavior, Business Management

Difficulty: Easy

Concept notes: Internal recruitment involves sourcing candidates for open positions from within the company.

Common Mistakes: Students may confuse internal recruitment with employee referral, where employees recommend external candidates.

Explanations: Internal recruitment is the process of sourcing candidates for open positions from within the company. This method leverages the existing talent pool and can lead to better job fit and reduced recruitment costs. The correct answer is internal recruitment because it specifically refers to the practice of hiring current employees for new roles.

Option Analysis:

Option A: Correct. Internal recruitment involves sourcing candidates from within the company.
Option B: Incorrect. Internet posting refers to advertising job openings online, not sourcing from within the company.
Option C: Incorrect. Headhunting involves recruiting high-level executives or specialized talent from outside the company.
Option D: Incorrect. Employee referral involves current employees recommending external candidates for open positions.

899. Which personality type involves in individualistic activities to make people attracted towards careers?

Correct Answer: Correct answer is: (A) Enterprising orientation.

Exam Relevance: GRE, GMAT, SAT, LSAT

Difficulty: Moderate

Concept notes: Enterprising orientation involves individuals who are ambitious, competitive, and enjoy leadership roles. They are often drawn to careers that allow them to influence others and engage in individualistic activities.

Common Mistakes: Students may confuse enterprising orientation with social orientation, which involves helping others and working in group settings.

Explanations: Enterprising orientation is characterized by a preference for individualistic activities that involve influencing and leading others. This orientation attracts individuals to careers where they can stand out and make an impact, often through personal initiative and leadership. The other orientations do not align as closely with the described activities.

Option Analysis:

Option A: Enterprising orientation involves individualistic activities and leadership roles, making it the correct choice.
Option B: Investigative orientation involves scientific and analytical activities, not individualistic activities to attract others.
Option C: Social orientation involves helping others and working in group settings, not individualistic activities.
Option D: Conventional orientation involves organizing and processing data, not individualistic activities to attract others.

Mnemonic: E for Enterprising, E for Ego-driven, E for Engaging others.

900. Job analysis provides information used for writing

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

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

Difficulty: Easy

Concept notes: Job analysis is a systematic process used to gather information about the duties, responsibilities, and requirements of a job. This information is then used to create a job description.

Common Mistakes: Students may confuse job analysis with other HR processes like job evaluation or organizational chart creation.

Explanations: Job analysis provides detailed information about the tasks, duties, and responsibilities of a job. This information is essential for writing a job description, which outlines the key aspects of the job, including the required skills, qualifications, and responsibilities. Therefore, job analysis directly contributes to the creation of a job description.

Option Analysis:

Option A: An organization chart is a visual representation of the structure of an organization, showing the relationships and relative ranks of its positions. It is not directly derived from job analysis.
Option B: Policies are guidelines or rules that govern the behavior and operations within an organization. They are not directly created from job analysis.
Option C: Job analysis provides detailed information about the job, which is used to write a job description. This is the correct answer.
Option D: Procedures are step-by-step instructions for completing a task. They are not directly derived from job analysis.

Mnemonic: JAD - Job Analysis for Description

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Human Resource Management MCQ - Set 90

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