Human Resource Management MCQ – Change your future

951. Based on his 14 principles, Edward Deming is a strong proponent of

Correct Answer: Correct answer is: (C) Training and development of employees.

Exam Relevance: MBA exams, Six Sigma exams, Quality Management exams

Difficulty: Moderate

Concept notes: Edward Deming's 14 principles emphasize the importance of continuous improvement and employee development.

Common Mistakes: Students may confuse Deming's principles with other management theories that focus on different aspects such as quotas or slogans.

Explanations: Edward Deming's 14 principles of management stress the importance of continuous improvement and the development of employees. He believed that training and development are crucial for enhancing productivity and quality. This aligns with his principle that emphasizes the need for constant education and self-improvement for all employees. Therefore, training and development of employees is a key aspect of Deming's philosophy.

Option Analysis:

Option A: Deming did not advocate for increasing quotas as a means to enhance productivity. He believed in improving processes and systems to achieve higher productivity.
Option B: Deming was against the idea of relying solely on inspection at the end of the production process. He believed in building quality into the process from the start.
Option C: Deming strongly supported the idea of training and development of employees as a means to improve quality and productivity.
Option D: Creating quality slogans is not a core principle of Deming's philosophy. He focused on practical actions and continuous improvement rather than motivational slogans.

952. An idea of instituting 'HR' policies to support and encourage senior workers is part of

Correct Answer: Correct answer is: (D) Managing retirements.

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

Difficulty: Moderate

Concept notes: HR policies that support and encourage senior workers are part of managing retirements. This involves strategies to retain and utilize the experience of older employees, ensuring a smooth transition as they approach retirement.

Common Mistakes: Students may confuse this with promotions or transfers, which are more about career advancement and job relocation rather than managing the workforce nearing retirement.

Explanations: HR policies aimed at supporting senior workers are directly related to managing retirements. These policies ensure that older employees are valued and their expertise is utilized until they retire. This approach helps in retaining knowledge and experience within the organization and facilitates a smoother transition for both the employees and the company.

Option Analysis:

Option A: Promotions are about advancing employees within the organization, not specifically managing retirements.
Option B: Transfers involve moving employees to different roles or locations, not managing retirements.
Option C: Reality shock is about the initial adjustment period for new employees, not managing retirements.
Option D: Managing retirements involves strategies to support and utilize senior workers as they approach retirement.

953. ..... is the assignment of various functions, like human resource management, accounting, or legal work, to outside firms.

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

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

Difficulty: Easy

Concept notes: Outsourcing refers to the practice of contracting out specific business functions to external firms.

Common Mistakes: Students may confuse outsourcing with other forms of external labor, such as hiring temporary or contract workers.

Explanations: Outsourcing involves assigning various functions, such as human resource management, accounting, or legal work, to outside firms. This is a strategic business decision aimed at leveraging external expertise and potentially reducing costs. The other options do not accurately describe this practice.

Option Analysis:

Option A: Correct. Outsourcing is the assignment of business functions to external firms.
Option B: Incorrect. Contingency workers are temporary or contract employees, not a business function assignment.
Option C: Incorrect. Functional reassignment typically refers to internal reallocation of tasks within an organization, not external assignment.
Option D: Incorrect. Organizational reassignment generally pertains to internal restructuring, not external assignment of functions.

Mnemonic: Outsource: Outside Source

954. Which of the following statement represents 'effectiveness'?

Correct Answer: Correct answer is: (D) Achieve Organisational goals.

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

Difficulty: Moderate

Concept notes: Effectiveness in management and organizational contexts refers to the achievement of desired outcomes or goals. It is about doing the right things to meet the objectives of the organization.

Common Mistakes: Students often confuse effectiveness with efficiency, which is about doing things in the best possible way with minimal waste of resources.

Explanations: Effectiveness is defined as the ability to achieve the desired outcomes or goals. In an organizational context, this means aligning actions and efforts with the overarching objectives of the organization. Therefore, achieving organizational goals is the correct representation of effectiveness.

Option Analysis:

Option A: Achieving most output in less time is more indicative of efficiency rather than effectiveness.
Option B: Achieving mass production is a specific operational goal and does not encompass the broader concept of effectiveness.
Option C: Achieving most output with least input is also a measure of efficiency, not effectiveness.
Option D: Achieving organizational goals directly aligns with the concept of effectiveness.

955. Firms can use the..... as a benchmark for the cost per hire metric.

Correct Answer: Correct answer is: (B) Cost Per Hire Staffing Metrics Survey.

Exam Relevance: HR Management Exams, Business Management Exams, Recruitment and Selection Exams

Difficulty: Moderate

Concept notes: The Cost Per Hire Staffing Metrics Survey provides industry benchmarks for the cost per hire metric, which firms can use to evaluate their own recruitment costs.

Common Mistakes: Students may confuse the Cost Per Hire Staffing Metrics Survey with other government reports or surveys that do not specifically address recruitment costs.

Explanations: The Cost Per Hire Staffing Metrics Survey is specifically designed to provide benchmarks for the cost per hire metric. This survey collects data from various firms and provides an industry standard that firms can use to compare their own recruitment costs. The other options, such as government employment reports or employer costs for employee compensation, do not provide specific benchmarks for the cost per hire metric.

Option Analysis:

Option A: The Government employment report does not provide specific benchmarks for the cost per hire metric.
Option B: The Cost Per Hire Staffing Metrics Survey is the correct benchmark for the cost per hire metric.
Option C: The Employer Costs for Employee Compensation Report focuses on overall compensation costs, not specifically on recruitment costs.
Option D: The Government Job Turnover Report does not provide specific benchmarks for the cost per hire metric.

Mnemonic: COST - Cost Per Hire, Survey, Track

956. Tool used to present manager with performance graphs and charts is

Correct Answer: Correct answer is: (B) Digital dashboard.

Exam Relevance: HR Certification Exams, MBA Exams, Management Competency Tests

Difficulty: Moderate

Concept notes: A digital dashboard is a tool that provides a visual summary of key performance indicators (KPIs) and metrics, often in the form of graphs and charts. It is designed to present complex data in an easily digestible format, making it ideal for managers to quickly understand performance trends and make informed decisions.

Common Mistakes: Students may confuse a digital dashboard with other HR tools like the HR scorecard or strategy map, which are also used for performance evaluation but serve different purposes.

Explanations: A digital dashboard is specifically designed to present data visually through graphs and charts, making it the most appropriate tool for managers to review performance metrics. The HR scorecard and strategy map, while useful for performance evaluation, do not primarily focus on visual data presentation.

Option Analysis:

Option A: HR scorecard is a tool used to measure and report on the performance of HR activities and their impact on business objectives, but it does not primarily focus on visual data presentation.
Option B: Digital dashboard is the correct answer as it is specifically designed to present data visually through graphs and charts, making it ideal for managers to review performance metrics.
Option C: Strategy map is a visual tool that aligns an organization's strategy with its performance measures, but it does not primarily focus on presenting performance data through graphs and charts.
Option D: All of the above is incorrect because while each tool serves a purpose in performance evaluation, only the digital dashboard is specifically designed for visual data presentation.

Mnemonic: DDS: Digital Dashboard for Data Summary

957. Job schedules in which employees can work for fewer days, but, for longer time in each day are classified as

Correct Answer: Correct answer is: (B) Compressed work week.

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

Difficulty: Easy

Concept notes: A compressed work week allows employees to work fewer days but for longer hours each day.

Common Mistakes: Students may confuse this with a flexible work week, which allows employees to choose their own work hours within a set range.

Explanations: A compressed work week is a schedule where employees work fewer days but for longer hours each day. This type of schedule is designed to provide employees with more extended periods of time off while maintaining the same total number of work hours. The term "compressed" refers to the compression of work hours into fewer days, which is why it is the correct answer.

Option Analysis:

Option A: A deferred work week is not a recognized term in standard work schedules.
Option B: A compressed work week is the correct term for a schedule where employees work fewer days but for longer hours each day.
Option C: A flexible work week allows employees to choose their own work hours within a set range, which is different from a compressed work week.
Option D: A stable work week is not a recognized term in standard work schedules.

958. Who has advanced the Goal setting theory of Performance Management?

Correct Answer: Correct answer is: (A) Locke & Gary Lutham.

Exam Relevance: MBA, HRM, Organizational Behavior

Difficulty: Moderate

Concept notes: The Goal Setting Theory of Performance Management was developed by Edwin Locke and later expanded by Gary Luthans.

Common Mistakes: Students may confuse the contributors of the Goal Setting Theory with other management theorists.

Explanations: Edwin Locke initially proposed the Goal Setting Theory in the 1960s, which posits that specific and challenging goals lead to higher performance. Gary Luthans further developed this theory by integrating it with other motivational theories and emphasizing the role of feedback and self-efficacy. Therefore, Locke and Luthans are recognized for advancing the Goal Setting Theory of Performance Management.

Option Analysis:

Option A: Correct. Edwin Locke and Gary Luthans are the key contributors to the Goal Setting Theory.
Option B: Incorrect. F. Trompenaars and Charles Hampden-Turner are known for their work on cultural dimensions in international business, not goal setting theory.
Option C: Incorrect. R. Tung and Arthur Anderson are not associated with the development of the Goal Setting Theory.
Option D: Incorrect. J.C. Usunier and P.N. Ghauri are known for their work in international marketing, not goal setting theory.

Mnemonic: LGL: Locke, Goal, Luthans

959. The process of assuming that everyone in the same ethnic, racial or cultural group act the same, share the same beliefs or attitudes: a particular group is the same:

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

Exam Relevance: AP Psychology, SAT, ACT

Difficulty: Easy

Concept notes: Stereotyping is the assumption that all members of a particular group share the same characteristics, beliefs, or attitudes.

Common Mistakes: Students may confuse stereotyping with prejudice, which involves negative attitudes or beliefs about a group, rather than the assumption of uniform characteristics.

Explanations: Stereotyping involves the belief that all members of a specific group are the same, sharing identical traits or behaviors. This aligns with the definition provided in the question, which describes the assumption that everyone in the same ethnic, racial, or cultural group acts the same and shares the same beliefs or attitudes.

Option Analysis:

Option A: Ethnicity refers to a group of people who share a common cultural heritage, not the assumption of uniform characteristics.
Option B: Ethnocentric refers to the belief in the superiority of one's own ethnic group, not the assumption of uniform characteristics.
Option C: Prejudice involves negative attitudes or beliefs about a group, not the assumption of uniform characteristics.
Option D: Stereotyping involves the assumption that all members of a group share the same characteristics, which matches the description in the question.

960. What composes the 'SMART' goals?

Correct Answer: Correct answer is: (B) Specific, Measurable, Attainable, Realistic, Time Bound.

Exam Relevance: Project Management Professional (PMP), Certified ScrumMaster (CSM), Six Sigma

Difficulty: Easy

Concept notes: SMART goals are a framework for setting objectives that are Specific, Measurable, Attainable, Realistic, and Time-bound.

Common Mistakes: Students may confuse the terms within the SMART acronym, such as mistaking "Attainable" for "Achievable" or "Reliable" for "Realistic."

Explanations: The SMART framework is a widely used method for setting clear and achievable goals. Each letter in SMART stands for a specific criterion: - Specific: The goal should be clear and specific. - Measurable: The goal should have measurable outcomes. - Attainable: The goal should be achievable with the available resources. - Realistic: The goal should be practical and feasible. - Time Bound: The goal should have a defined timeline for completion.

Option Analysis:

Option A: Incorrect. The terms "Simple, Monetary, Achieved, Reliable, Total" do not align with the SMART goal criteria.
Option B: Correct. The terms "Specific, Measurable, Attainable, Realistic, Time Bound" accurately represent the SMART goal criteria.
Option C: Incorrect. The terms "Strategic, Measurable, Analytical, Reportable, Technical" do not align with the SMART goal criteria.
Option D: Incorrect. The terms "Strategic, Market oriented, Analytical, Reportable, Technical" do not align with the SMART goal criteria.

Mnemonic: S.M.A.R.T. - Specific, Measurable, Attainable, Realistic, Time Bound

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Human Resource Management MCQ - Set 96

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