Human Resource Management MCQ – Change your future

931. "Work-Diversity" by nature, does not go against Ethics. But an executive assistant while getting transferred from "stores" to "dispatch" section created turmoil in the office. He is

Correct Answer: Correct answer is: (B) Fully against work ethics.

Exam Relevance: CAT, GRE, GMAT

Difficulty: Moderate

Concept notes: Work ethics involve behaving in a manner that is professional, respectful, and conducive to a positive work environment. An executive assistant who creates turmoil during a transfer is not adhering to these principles.

Common Mistakes: Students may mistakenly believe that the assistant's actions are justified due to the nature of the transfer, overlooking the impact on workplace harmony.

Explanations: The assistant's actions of creating turmoil during a transfer from "stores" to "dispatch" section indicate a lack of professionalism and respect for colleagues and the work environment. This behavior is contrary to the principles of work ethics, which emphasize maintaining a harmonious and productive workplace. Therefore, the assistant is fully against work ethics.

Option Analysis:

Option A: This option is incorrect because the assistant's actions do not demonstrate ethical behavior.
Option B: This option is correct as the assistant's actions are disruptive and unprofessional, violating work ethics.
Option C: This option is incorrect because the assistant's behavior is not indicative of a workaholic but rather a lack of professionalism.
Option D: This option is incorrect because the assistant's behavior does not align with being a rigid employer or a hard nut to crack; it is simply unprofessional.

932. Consider the following Statements: Engagement is not about the commitment of employees to reach challenging goals, finding ways to change the way the company works and reach personal satisfaction from the job being done. A small business owner should never share his or her values and plans for the business with a job applicant. That information is classified. WORKFORCE AUDIT is a check on the skills and qualifications of all the existing employees of a company, and it MUST be the start point for Human Resource Planning. Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (C) Only 3.

Exam Relevance: HRM exams, MBA exams, Competitive recruitment exams

Difficulty: Moderate

Concept notes: The correct answer is based on the definition and importance of a workforce audit in human resource planning.

Common Mistakes: Students may incorrectly believe that engagement is solely about reaching challenging goals or that sharing business values with applicants is inappropriate.

Explanations: A workforce audit is a systematic evaluation of the skills and qualifications of all existing employees. It is a critical starting point for human resource planning as it helps identify gaps and aligns the workforce with the company's strategic goals. The other statements are incorrect: engagement involves commitment to goals, finding ways to improve, and personal satisfaction; sharing values and plans with applicants is beneficial for transparency and alignment.

Option Analysis:

Option A: Incorrect because engagement involves more than just reaching goals.
Option B: Incorrect because sharing values and plans is not classified information and is beneficial.
Option C: Correct because a workforce audit is essential for HR planning.
Option D: Incorrect because engagement involves more than just reaching goals.

Mnemonic: W.A.R. - Workforce Audit Required

933. As a line manager, you often use voluntary termination and performance predictions to be aware of worker dynamics and take corrective action. You are aware that these predictions are based on specific attributes from an employee record.At which level are the attributes that are required for the analysis held?

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

Exam Relevance: HR Management Exams, Organizational Behavior Exams, Human Resource Information Systems (HRIS) Exams

Difficulty: Moderate

Concept notes: The attributes required for analyzing voluntary termination and performance predictions are typically held at the assignment level. This level includes specific details about an employee's role, responsibilities, and performance within a particular job or project.

Common Mistakes: Students may mistakenly believe that such attributes are held at the job or payroll level, overlooking the specific context of an employee's assignment.

Explanations: The assignment level captures detailed information about an employee's specific role and performance within a particular job or project. This level is crucial for analyzing voluntary termination and performance predictions as it includes data on the employee's responsibilities, performance metrics, and other relevant attributes that are specific to their current assignment.

Option Analysis:

Option A: The job level typically includes general information about the role, but not specific performance or assignment details.
Option B: The payroll level includes financial information but lacks the specific performance and assignment details needed for analysis.
Option C: The assignment level includes specific details about an employee's role, responsibilities, and performance within a particular job or project, making it the correct choice.
Option D: The setup level is more about configuration and does not contain the specific employee performance and assignment data required for analysis.

934. Human Resource refers to the ..... in an organisation

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

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

Difficulty: Easy

Concept notes: Human resources refer to the individuals who work for an organization, including their skills, knowledge, and abilities.

Common Mistakes: Students may confuse human resources with other organizational assets like raw materials or fixed assets.

Explanations: Human resources specifically refer to the personnel or employees within an organization. They are the human capital that contributes to the organization's operations and success. Raw materials and fixed assets are physical resources, not human resources.

Option Analysis:

Option A: Raw materials are not human resources; they are physical inputs used in production.
Option B: Personnel are the individuals who work for an organization, which is the correct definition of human resources.
Option C: Fixed assets are physical resources like buildings and equipment, not human resources.
Option D: This option is incorrect as the correct answer is provided in option B.

935. Which of the following factors connected with working conditions?

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

Exam Relevance: GRE, GMAT, Civil Services Exam

Difficulty: Easy

Concept notes: Working conditions encompass various factors that affect an employee's job environment and satisfaction.

Common Mistakes: Students may overlook the comprehensive nature of working conditions and choose only one or two factors.

Explanations: Working conditions include the work environment, which refers to the physical and social surroundings of the workplace. Security and opportunity to rise refer to the job stability and potential for career advancement, which are also critical components of working conditions. Fair wages are another essential aspect, as compensation directly impacts an employee's financial well-being and job satisfaction. Therefore, all these factors are interconnected and contribute to the overall working conditions.

Option Analysis:

Option A: Work environment is a key component of working conditions.
Option B: Security and opportunity to rise are also important aspects of working conditions.
Option C: Fair wages are a crucial element of working conditions.
Option D: All of the above factors are interconnected and contribute to the overall working conditions.

936. The competencies or skills that a firm employs to transform inputs into outputs are

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

Exam Relevance: MBA exams, Business Strategy exams, Organizational Behavior exams

Difficulty: Moderate

Concept notes: Organizational capabilities refer to the collective skills and competencies that a firm uses to transform inputs into outputs. These capabilities are often intangible and can include processes, knowledge, and skills that are unique to the organization.

Common Mistakes: Students may confuse organizational capabilities with tangible resources, which are physical assets like machinery or buildings, rather than the skills and processes that enable a firm to operate effectively.

Explanations: Organizational capabilities encompass the competencies and skills that a firm employs to transform inputs into outputs. These capabilities are intangible and include processes, knowledge, and skills that are unique to the organization. Tangible resources (Option A) are physical assets, intangible resources (Option B) are non-physical assets like patents, and reputational resources (Option D) are related to the firm's reputation and brand. Therefore, the correct answer is organizational capabilities.

Option Analysis:

Option A: Tangible resources are physical assets and do not encompass the competencies and skills needed to transform inputs into outputs.
Option B: Intangible resources are non-physical assets but do not specifically refer to the competencies and skills used in transforming inputs into outputs.
Option C: Organizational capabilities are the competencies and skills that a firm uses to transform inputs into outputs, making this the correct answer.
Option D: Reputational resources are related to the firm's reputation and brand, not the competencies and skills used in transforming inputs into outputs.

937. The method of collecting money for Corporate Social Responsibility (CSR) by raising prices or following many other unethical ways is often described as:

Correct Answer: Correct answer is: (B) Reverse Robinhood effect.

Exam Relevance: CAT, GMAT, GRE, MBA entrance exams

Difficulty: Moderate

Concept notes: The Reverse Robinhood effect refers to a situation where instead of helping the less fortunate, a company exploits its customers or stakeholders to fund its Corporate Social Responsibility (CSR) initiatives. This unethical practice involves raising prices or using other unfair methods to collect money for CSR activities.

Common Mistakes: Students may confuse the Reverse Robinhood effect with other economic or social phenomena, such as the Robinhood effect itself, which involves helping the less fortunate.

Explanations: The Reverse Robinhood effect is the correct term because it accurately describes the unethical practice of companies exploiting their customers or stakeholders to fund CSR initiatives. This term highlights the irony of using unfair methods to support supposedly benevolent causes.

Option Analysis:

Option A: Reverse effect is not a specific term used in the context of CSR funding methods.
Option B: Reverse Robinhood effect correctly describes the unethical practice of exploiting customers for CSR funding.
Option C: Boomerang does not relate to the specific context of CSR funding methods.
Option D: Roosevelt effect is not a recognized term in the context of CSR funding.

Mnemonic: Reverse Robinhood: Reverse the good, take from the poor.

938. Consider the following Statements: Line managers have a wide span of control in tall hierarchical structures. " HRIS refers to the systems and processes at the intersection between human resources management and information technology." An employee should never be surprised by a poor performance review. Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (D) Only 2, 3.

Exam Relevance: MBA, HR Certification Exams, Management Exams

Difficulty: Moderate

Concept notes: The correct answer is based on the understanding of organizational structures, HRIS, and performance management principles.

Common Mistakes: Students may incorrectly assume that line managers in tall hierarchical structures have a wide span of control, which is not accurate.

Explanations: In tall hierarchical structures, line managers typically have a narrow span of control, meaning they manage fewer subordinates. HRIS (Human Resource Information Systems) is accurately defined as the systems and processes at the intersection between human resources management and information technology. Effective performance management ensures that employees are not surprised by poor performance reviews, as feedback should be ongoing and transparent.

Option Analysis:

Option A: Incorrect because statement 1 is false. In tall hierarchical structures, line managers have a narrow span of control.
Option B: Incorrect because statement 1 is false. In tall hierarchical structures, line managers have a narrow span of control.
Option C: Incorrect because statement 1 is false. In tall hierarchical structures, line managers have a narrow span of control.
Option D: Correct because statements 2 and 3 are true. HRIS is correctly defined, and effective performance management ensures employees are not surprised by poor reviews.

939. What are the three players for sustainable development?

Correct Answer: Correct answer is: (C) Government, Business Sector, Civil Society.

Exam Relevance: Sustainability Studies, Environmental Science, Public Policy

Difficulty: Moderate

Concept notes: Sustainable development involves collaboration among three key players: government, business sector, and civil society. Each plays a unique role in ensuring environmental, social, and economic sustainability.

Common Mistakes: Students may confuse the roles of government, business, and civil society, or they might not recognize the importance of all three in sustainable development.

Explanations: Government sets policies and regulations to ensure sustainable practices. The business sector implements these policies and contributes to economic growth while minimizing environmental impact. Civil society, including NGOs and community groups, advocates for sustainable practices and holds both government and businesses accountable. Together, these three players form a comprehensive approach to sustainable development.

Option Analysis:

Option A: The Father, The Son, Holy Spirit are religious figures and not related to sustainable development.
Option B: President, Vice President, Secretary are political roles and do not encompass the full range of actors needed for sustainable development.
Option C: Government, Business Sector, Civil Society are the correct players for sustainable development as they each contribute uniquely to environmental, social, and economic sustainability.
Option D: Legislative, Executive, Judiciary are branches of government and do not include the business sector and civil society, which are also crucial for sustainable development.

Mnemonic: GBC: Government, Business, Civil

940. Speed of hiring is an advantage of .....

Correct Answer: Correct answer is: (B) Internal source of recruitement.

Exam Relevance: HR Management, Organizational Behavior, Business Management

Difficulty: Easy

Concept notes: Internal recruitment involves hiring employees from within the organization, which can be faster than external recruitment because the candidates are already familiar with the company culture and processes.

Common Mistakes: Students may confuse internal recruitment with external recruitment, thinking that external recruitment is faster due to a larger pool of candidates.

Explanations: Internal recruitment is faster because the candidates are already familiar with the company's culture, policies, and work environment. This reduces the time needed for orientation and training, making the hiring process quicker compared to external recruitment where candidates need to be screened, interviewed, and onboarded from scratch.

Option Analysis:

Option A: External recruitment involves a longer process due to the need to screen and onboard new candidates from outside the organization.
Option B: Internal recruitment is faster because the candidates are already familiar with the company's culture and processes.
Option C: Psycho motor tests are unrelated to the speed of hiring and are used to assess physical skills.
Option D: Mental ability tests are also unrelated to the speed of hiring and are used to assess cognitive skills.

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Human Resource Management MCQ - Set 94

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