Human Resource Management MCQ – Change your future

941. Method in which teams consisting managers compete on solving problems is called

Correct Answer: Correct answer is: (A) Management game.

Exam Relevance: MBA exams, Management certification exams

Difficulty: Moderate

Concept notes: Management games are simulations where teams of managers compete to solve business problems, often in a competitive environment.

Common Mistakes: Students may confuse management games with action learning, which involves solving real business problems but does not necessarily involve competition.

Explanations: Management games involve teams of managers competing to solve business problems in a simulated environment. This method is designed to enhance strategic thinking, decision-making, and teamwork. The competitive aspect is a key feature that distinguishes it from other learning methods like action learning, which focuses on solving real business problems without the competitive element.

Option Analysis:

Option A: Management game is the correct answer as it involves teams of managers competing to solve business problems in a simulated environment.
Option B: Action learning involves solving real business problems but does not necessarily involve competition.
Option C: Lifelong learning is a continuous process of learning throughout one's life and is not a method specifically for team competition.
Option D: Case study method involves analyzing real or hypothetical business scenarios but does not involve competition between teams.

942. "Consistent performers" refers to .....

Correct Answer: Correct answer is: (C) The company's top employees.

Exam Relevance: GMAT, GRE, MBA entrance exams

Difficulty: Easy

Concept notes: "Consistent performers" refers to employees who consistently deliver high-quality work and meet or exceed performance expectations over time.

Common Mistakes: Students may confuse "consistent performers" with other roles such as managers or CEOs, who are not necessarily the top performers in terms of individual contributions.

Explanations: The term "consistent performers" is typically used to describe employees who consistently demonstrate high levels of performance and reliability. These employees are often considered the backbone of the organization, contributing significantly to its success. The CEO and managers, while important, are not necessarily the top performers in terms of individual contributions. Therefore, the correct answer is the company's top employees.

Option Analysis:

Option A: The CEO is a key leader but not necessarily a consistent performer in the context of individual contributions.
Option B: The manager is a leader and facilitator but not necessarily a consistent performer in terms of individual contributions.
Option C: The company's top employees are those who consistently deliver high-quality work and meet performance expectations.
Option D: The company's worst employees are the opposite of consistent performers.

943. Consider the following Statements: A remedial transfer is done to correct a faulty selection in recruitment or placement. The purpose of The Employee Provident Fund Act is to provide protection to workers who may involve in an accident at work or who contract some occupational diseases. HRM process involves three tasks1. employment planning2. recruitment and downsizing3. selection Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (D) Only 1, 3.

Exam Relevance: UPSC, SSC, IBPS, CAT

Difficulty: Moderate

Concept notes: A remedial transfer is indeed used to correct a faulty selection in recruitment or placement. The Employee Provident Fund Act is designed to provide financial security to workers, not to protect them from accidents or occupational diseases. HRM processes typically involve employment planning and selection, but downsizing is not a standard task in HRM.

Common Mistakes: Students may incorrectly assume that the Employee Provident Fund Act is related to worker safety, or they might confuse downsizing with standard HRM tasks.

Explanations: Statement 1 is true because a remedial transfer is used to correct a faulty selection in recruitment or placement. Statement 2 is false because the Employee Provident Fund Act is designed to provide financial security to workers, not to protect them from accidents or occupational diseases. Statement 3 is partially true; HRM processes do involve employment planning and selection, but downsizing is not a standard task in HRM. Therefore, only statements 1 and 3 are true.

Option Analysis:

Option A: Incorrect because statement 2 is false.
Option B: Incorrect because statement 2 is false.
Option C: Incorrect because statement 1 is true, not false.
Option D: Correct because only statements 1 and 3 are true.

Mnemonic: RTP, EPP, HRS

944. Human resource department plays/serves as

Correct Answer: Correct answer is: (A) Advisory role.

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

Difficulty: Moderate

Concept notes: The human resource (HR) department plays an advisory role in many organizational functions, providing guidance and support to other departments.

Common Mistakes: Students may mistakenly believe the HR department has line authority or is solely responsible for hiring or training.

Explanations: The HR department serves as an advisory body, offering expertise and guidance on various human resource-related matters such as recruitment, training, employee relations, and policy implementation. This advisory role ensures that HR can influence and support other departments without direct line authority.

Option Analysis:

Option A: Correct. HR provides guidance and support to other departments, fulfilling an advisory role.
Option B: Incorrect. HR does not have line authority over other departments.
Option C: Incorrect. HR is involved in more than just hiring.
Option D: Incorrect. HR is involved in more than just training.

Mnemonic: HR = Help and Recommend

945. ..... effect is considering the most recent performance of subordinates.

Correct Answer: Correct answer is: (B) Recency effect.

Exam Relevance: GRE, GMAT, HR Management Exams

Difficulty: Moderate

Concept notes: The recency effect is a cognitive bias where recent events or information have a greater impact on decision-making or evaluation than older information.

Common Mistakes: Students may confuse the recency effect with the halo effect, which is based on the overall impression of an individual rather than recent performance.

Explanations: The recency effect focuses on the most recent performance or behavior of subordinates, making it the correct choice. This effect is particularly relevant in performance evaluations where recent actions can overshadow past performance.

Option Analysis:

Option A: The halo effect is based on the overall impression of an individual, not just recent performance.
Option B: The recency effect considers the most recent performance of subordinates, aligning with the question's context.
Option C: Central effect is not a recognized term in this context.
Option D: Stereotyping involves making assumptions based on group characteristics, not recent performance.

Mnemonic: Recent = Recency

946. HRM deals with both extrinsic and intrinsic motivation of employees

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

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

Difficulty: Moderate

Concept notes: Human Resource Management (HRM) involves strategies and practices to motivate employees, both intrinsically and extrinsically.

Common Mistakes: Students may mistakenly believe HRM only focuses on extrinsic motivation, such as compensation and benefits.

Explanations: HRM encompasses a wide range of practices to enhance employee motivation. Extrinsic motivation includes tangible rewards like salary, bonuses, and benefits. Intrinsic motivation involves internal factors such as job satisfaction, personal growth, and a sense of accomplishment. HRM strategies often aim to balance both types of motivation to improve overall employee performance and job satisfaction.

Option Analysis:

Option A: Correct. HRM addresses both intrinsic and extrinsic motivation.
Option B: Incorrect. HRM does address both types of motivation.
Option C: Incorrect. The relevance of HRM to motivation is well-established.
Option D: Incorrect. The answer is clear and not uncertain.

947. Utility of job analysis includes

Correct Answer: Correct answer is: (D) All of these.

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

Difficulty: Moderate

Concept notes: Job analysis is a process used to identify the tasks, duties, and responsibilities of a job. It is used to gather information about the job's requirements and the skills needed to perform the job effectively. The utility of job analysis includes various applications such as employee selection, work study, and performance evaluation methods like Behaviorally Anchored Rating Scales (BARS).

Common Mistakes: Students may overlook the comprehensive nature of job analysis and its multiple applications, focusing only on one aspect such as employee selection.

Explanations: Job analysis is a multifaceted process that serves multiple purposes. It is used for the selection of employees by identifying the necessary qualifications and skills. It also aids in work study by analyzing the tasks and processes involved in a job. Additionally, job analysis is used in performance evaluation methods like BARS, which assesses job performance based on specific behaviors. Therefore, all the options provided are valid applications of job analysis, making "All of these" the correct answer.

Option Analysis:

Option A: Job analysis is used to identify the necessary qualifications and skills for employee selection.
Option B: Job analysis helps in work study by analyzing the tasks and processes involved in a job.
Option C: Job analysis is used in performance evaluation methods like BARS, which assesses job performance based on specific behaviors.
Option D: Since all the above options are valid applications of job analysis, "All of these" is the correct answer.

Mnemonic: JAS: Job Analysis Supports

948. What is overtime work?

Correct Answer: Correct answer is: (D) Work done outside normal hours is permitted up to a maximum of 104 hours per month.

Exam Relevance: Civil Services Exam, Banking Exams, Management Exams

Difficulty: Moderate

Concept notes: Overtime work refers to the additional hours worked beyond the standard working hours. The legal limit for overtime work varies by jurisdiction, but in many places, it is capped at 104 hours per month.

Common Mistakes: Students often confuse the maximum hours of overtime with the total working hours, which can include regular and overtime hours combined.

Explanations: Overtime work is defined as work performed outside the normal working hours. The correct answer states that work done outside normal hours is permitted up to a maximum of 104 hours per month. This is a legal limit in many jurisdictions to ensure that employees are not overworked and to maintain a balance between work and personal life.

Option Analysis:

Option A: Incorrect because overtime work is not typically defined as more than 12 hours per day, but rather as work done beyond the standard working hours.
Option B: Incorrect because overtime work cannot be made compulsory for all employees; it is subject to legal limits and employee consent.
Option C: Incorrect because the maximum permitted overtime is 104 hours per month, not 106 hours.
Option D: Correct because it accurately states the legal limit for overtime work in many jurisdictions.

949. Locating the sources of Potential Applicants and encouraging them To Apply For Job Is Called .....

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

Exam Relevance: HRM exams, Management exams, Recruitment and Selection exams

Difficulty: Easy

Concept notes: Recruitment is the process of identifying and attracting potential candidates to apply for job openings.

Common Mistakes: Students may confuse recruitment with selection, which is the process of choosing the best candidate from the pool of applicants.

Explanations: Recruitment involves locating potential applicants and encouraging them to apply for job openings. This process is distinct from employment, which is the act of hiring someone, selection, which is the process of choosing the best candidate, and placement, which is the process of assigning a candidate to a specific job role.

Option Analysis:

Option A: Employment refers to the act of hiring someone, not the process of attracting candidates.
Option B: Selection is the process of choosing the best candidate from the pool of applicants, not attracting them.
Option C: Placement is the process of assigning a candidate to a specific job role, not attracting them.
Option D: Recruitment is the process of locating potential applicants and encouraging them to apply for job openings.

Mnemonic: R - Recruitment: Reach out, Recruit, and Retain.

950. As an employee within an organization you access your Public Information/Spotlight page within the Directory.What updates are you allowed to directly make on this page that all users with access to your Public Spotlight will be ableto view?

Correct Answer: Correct answer is: (A) Update area of expertise, area of interest, contact information, profile photo, public message, and HR Representative Information.

Exam Relevance: HR Management Exams, IT Security Exams, Organizational Management Exams

Difficulty: Moderate

Concept notes: The correct answer identifies the specific elements that an employee can update on their Public Information/Spotlight page within the Directory. These updates are visible to all users with access to the page.

Common Mistakes: Students may mistakenly believe that they can update all fields on their Public Spotlight page, including personal information like home address or peer information, which are not typically allowed.

Explanations: The correct answer includes updates to the area of expertise, area of interest, contact information, profile photo, public message, and HR Representative Information. These fields are commonly allowed for employees to update as they provide relevant professional information that can be useful for colleagues and other users within the organization. Home addresses and peer information are generally not included in public profiles for privacy and security reasons.

Option Analysis:

Option A: Correct. This option lists the fields that an employee can update on their Public Spotlight page.
Option B: Incorrect. This option includes "peer information," which is not typically allowed for updates.
Option C: Incorrect. This option includes "background photo," which is not listed as an updateable field in the correct answer.
Option D: Incorrect. This option includes "home address," which is not typically allowed for updates.

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Human Resource Management MCQ - Set 95

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