McqMate
These multiple-choice questions (MCQs) are designed to enhance your knowledge and understanding in the following areas: Bachelor of Business Administration in Human Resource Management (BBA HRM) .
| 151. |
A top manager of a chocolate bar manufacturer asks for a report on how a new competing chocolate bar is being advertised. This is an example of |
| A. | Employee research. |
| B. | Management research. |
| C. | Management consulting. |
| D. | Marketing research |
| Answer» A. Employee research. | |
| 152. |
All of the following are phases of career development except. |
| A. | Performance Phase. |
| B. | Direction Phase. |
| C. | Assessment Phase. |
| D. | Development Phase. |
| Answer» B. Direction Phase. | |
| 153. |
Performance Appraisal is a primary HRM process that links employees and organizations and provides input for other processes through these means |
| A. | Identification, Measurement, Management. |
| B. | Assessment, Direction, Development |
| C. | Recruitment, Selection, Onboarding |
| D. | Skill, Effort, Responsibility. |
| Answer» C. Recruitment, Selection, Onboarding | |
| 154. |
Total compensation is all forms of direct and indirect compensation paid or provided to the employee in recognition of employment status and performance. All of the followingare forms of direct compensation except. |
| A. | Base Pay. |
| B. | Variable Pay. |
| C. | Statutory Benefits. |
| D. | Stock Benefits. |
| Answer» D. Stock Benefits. | |
| 155. |
Groups can be rewarded in a Pay for Peformance plan in all of the following ways except. |
| A. | Gain sharing. |
| B. | Bonus. |
| C. | Awards. |
| D. | Merit |
| Answer» B. Bonus. | |
| 156. |
Benefits that are required by law to provide to all employees are called |
| A. | Medical Benefits. |
| B. | Direct Benefits. |
| C. | Involuntary Benefits. |
| D. | Statutory Benefits. |
| Answer» D. Statutory Benefits. | |
| 157. |
All of the followingare statutory benefits except. |
| A. | Social Security. |
| B. | Unemployment Insurance. |
| C. | Medical Insurance. |
| D. | Workers Compensation. |
| Answer» A. Social Security. | |
| 158. |
. Communicating effectively is very important for organizations and it has been done mostly in these ways except. |
| A. | Information dissemination |
| B. | Employer Feedback. |
| C. | Employee Feedback. |
| D. | EAP |
| Answer» D. EAP | |
| 159. |
Typically, unions negotiate terms and conditions for represented employees in the areas of Wages, Hours, and Employment Conditions. Negotiations for Hours are for. |
| A. | Holidays, Vacation, Shifts, Overtime rates. |
| B. | Flextime, Parental Leave, Vacation, Holidays. |
| C. | Shifts, Flextime, Seniority Positions, Travel Pay. |
| D. | Overtime, Promotions, Parental Leave, Shifts |
| Answer» D. Overtime, Promotions, Parental Leave, Shifts | |
| 160. |
. If a worker gets injured on the job while performing duties of his job, the employer is obligated to pay the expenses of the injured employee who may become unemployed under the statutory benefits of. |
| A. | Unemployment Insurance. |
| B. | Medical Insurance. |
| C. | Workers Compensation Insurance. |
| D. | Employers Compensation Insurance |
| Answer» B. Medical Insurance. | |
| 161. |
The second stage of internationalism where there is a limited need for impact on local HRM practices communications, incentives, and product training is called. |
| A. | Subsidiaries and Joint Ventures. |
| B. | Transnational. |
| C. | Export Operations. |
| D. | Multinational |
| Answer» B. Transnational. | |
| 162. |
Phase of Career Development which is focused on helping employees to identify strengths and weaknesses that may affect future performance. |
| A. | Direction Phase. |
| B. | Assessment Phase |
| C. | Development Phase. |
| D. | TrainingPhase. |
| Answer» C. Development Phase. | |
| 163. |
Measuring Performance is based on a measurement approach that can be broken down to type of judgment and measurement focus. All of the following are ways to appraise performance based on measurement focus except. |
| A. | Trait |
| B. | Behavior. |
| C. | Outcome. |
| D. | Relative. |
| Answer» C. Outcome. | |
| 164. |
Pay-For-Performance System |
| A. | Seeks to acknowledge differences in employee or group contributions. |
| B. | Responds to the fact that organizational performance is a function of individual or group performance. |
| C. | Uses pay to attract, retain and motivate employees relative to their performance and contribution. |
| D. | All of the Above. |
| Answer» C. Uses pay to attract, retain and motivate employees relative to their performance and contribution. | |
| 165. |
The common law rule that allows either employers or employees to end an employment relationship at any time for any cause is called Employment at Will. There have be exceptions to the Employment at Will made by courts. An exception is |
| A. | Public policy exceptions. |
| B. | Implied contracts. |
| C. | Lack of good faith and fair dealing. |
| D. | All of the above. |
| Answer» A. Public policy exceptions. | |
| 166. |
The National Labors Relations Board is concerned with making sure the Wagner Act is not violated. It is violated when employers. |
| A. | Interfere with the right to form a union and to contract |
| B. | Interfere with the administration and financing of a company. |
| C. | Refuse to bargain collectively in good faith. |
| D. | Refuse to contract collectively with their employees |
| Answer» B. Interfere with the administration and financing of a company. | |
| 167. |
A cultural dimension that affects the success of HRM practices in most countries where relative emphasis is on hierarchical status is called |
| A. | Individualism. |
| B. | Power distance. |
| C. | Uncertainity Avoidance. |
| D. | Masculinity/Feminity |
| Answer» D. Masculinity/Feminity | |
| 168. |
The direction phase focuses the employee on determining the type of career and work that will best leverage strengths and weaknesses and a general plan for achieving those objectives. One of the ways of making a determination is through. |
| A. | Career PlanningWorkshops. |
| B. | Succession Planning |
| C. | Individual Career Counseling. |
| D. | Job Shadowing |
| Answer» C. Individual Career Counseling. | |
| 169. |
A number of potential problem areas may affect the quality of performance measurement results in performance appraisal such as. |
| A. | Rater error and bias |
| B. | Influence of liking. |
| C. | Organizational politics. |
| D. | All of the above. |
| Answer» D. All of the above. | |
| 170. |
__________ approach involves staffing from the host country |
| A. | Polycentric. |
| B. | Monocentr |
| C. | C. Tetra centric. |
| D. | Mega centric. |
| Answer» B. Monocentr | |
| 171. |
A formalized effort that recognizes employees as valuable organizational resources and focuses on developing them to their fullest, practical performance potential is _________. |
| A. | Career development. |
| B. | Training development |
| C. | Potential development. |
| D. | Executive development. |
| Answer» A. Career development. | |
| 172. |
Counseling-based process that encourages employees to assume responsibility for their own behavior is called as_________. |
| A. | Negative discipline. |
| B. | Ulterior discipline |
| C. | Positive discipline |
| D. | Passive discipline. |
| Answer» B. Ulterior discipline | |
| 173. |
Management interventions that give employees multiple opportunities to correct undesirable behavior is called _____. |
| A. | Progressive Discipline. |
| B. | Regressive Discipline. |
| C. | Positive Discipline. |
| D. | Negative Discipline |
| Answer» D. Negative Discipline | |
| 174. |
___________is a corporate-wide pay plan that rewards employees with stock grants or stock options based upon a structured formula. |
| A. | ESOP. |
| B. | MSPP. |
| C. | ESP. |
| D. | EPP |
| Answer» D. EPP | |
| 175. |
Gain sharing may not be viable, when _______tend to work best in larger organizations. |
| A. | Corporate pay plans. |
| B. | Executive pay plans. |
| C. | Bonus pay plans. |
| D. | Compensatory plans. |
| Answer» C. Bonus pay plans. | |
| 176. |
A staff management strategy that hires management from home country to manage a non-home country operation is known as the. |
| A. | Geocentric Approach. |
| B. | Ethnocentric Approach. |
| C. | Polycentric Approach. |
| D. | Nationalistic Approach |
| Answer» C. Polycentric Approach. | |
| 177. |
Many professional, career-minded people marry, or have close relationships with, another person with a similar commitment to meeting career objectives. They are said to face challenges based on a. |
| A. | Individualistic career. |
| B. | Professional career. |
| C. | Dual career. |
| D. | Family-based career. |
| Answer» A. Individualistic career. | |
| 178. |
Effective __________ of the most appropriate employee performance dimensions is a key to the success of the performance appraisal process. |
| A. | Identification |
| B. | Management |
| C. | Measurement |
| D. | Appraisal |
| Answer» B. Management | |
| 179. |
__________is a pay concept that calls for comparable pay for jobs that require comparable levels of skill, effort, responsibility and have comparable working condition seven if the job content is different. |
| A. | Comparable worth. |
| B. | Potential worth. |
| C. | Compensable worth. |
| D. | Preferable worth. |
| Answer» C. Compensable worth. | |
| 180. |
___________is a corporate-wide pay plan that rewards employees with stock grants or stock options based upon a structured formula. |
| A. | Employers Stock Option plan |
| B. | Management stock preference plan |
| C. | Employee stockownership plan. |
| D. | Environmental preference plan. |
| Answer» C. Employee stockownership plan. | |
| 181. |
_______________are structured processes that allow an employee to voice disagreement over a management decision or action and to work with management toward resolution. |
| A. | Disapproval procedure. |
| B. | Advanced procedure. |
| C. | Appeals procedure |
| D. | Disappeal procedure. |
| Answer» D. Disappeal procedure. | |
| 182. |
. ________is a counseling-based process that encourages employees to assume responsibility for their own behavior. |
| A. | Negative discipline. |
| B. | Ulterior discipline. |
| C. | Positive discipline. |
| D. | Passive discipline |
| Answer» B. Ulterior discipline. | |
| 183. |
______is an ongoing and formalized effort that recognizes employees as valuable organizational resources and focuses on developing them to their fullest, practical performance potential. |
| A. | Career development. |
| B. | Training development. |
| C. | Potential development. |
| D. | Executive development. |
| Answer» A. Career development. | |
| 184. |
Staffing approach that takes management staff from host country is _________in its approach to staffing. |
| A. | Polycentric |
| B. | Monocentr |
| C. | C. Tetra centric. |
| D. | Mega centric. |
| Answer» B. Monocentr | |
| 185. |
______is all forms of direct and indirect compensation paid or provided to the employee in recognition of employment status and performance. |
| A. | Part compensation. |
| B. | Total compensation. |
| C. | Partial compensation. |
| D. | Deviated compensation. |
| Answer» D. Deviated compensation. | |
| 186. |
_______tend to work best in larger organizations where gain sharing may not be viable. |
| A. | Corporate pay plans. |
| B. | Executive pay plans. |
| C. | Bonus pay plans. |
| D. | Compensatory plans |
| Answer» C. Bonus pay plans. | |
| 187. |
The solution to many so-called 'people problems' is often associated with improving the effectiveness of the recruitment process by: |
| A. | Having a robust HR department to carry out the process |
| B. | Outsourcing the HR department |
| C. | Careful selection of the right people for the job. |
| D. | Devolving to line managers |
| Answer» B. Outsourcing the HR department | |
| 188. |
Are the best and most productive employees likely to be_____. |
| A. | The least costly in terms of recruitment and employment costs. |
| B. | A matter of 'pot luck' in terms of recruitment decisions. |
| C. | The most costly to employ. |
| D. | Have no bearing on recruitment and selection costs. |
| Answer» B. A matter of 'pot luck' in terms of recruitment decisions. | |
| 189. |
Too great a reliance on internal recruitment can result in |
| A. | Reduced job performance |
| B. | High labour turnover. |
| C. | Internal conflict. |
| D. | Poor group dynamics. |
| Answer» B. High labour turnover. | |
| 190. |
What strategies deployed by HR for attracting potential candidates to apply for vacancies might be seen to result in indirect discrimination? |
| A. | Advert in local press. |
| B. | Word of mouth. |
| C. | Now recruiting banners/notices. |
| D. | Agency or job centre. |
| Answer» B. Word of mouth. | |
| 191. |
What does discipline mean in the context of the workplace? |
| A. | Enforcing compliance and order. |
| B. | A system of rules designed to improve and correct behaviour through teachingor training. |
| C. | Punishment. |
| D. | Exercising control. |
| Answer» D. Exercising control. | |
| 192. |
Why can altruism as an approach to discipline be regarded as an essential element? |
| A. | It is an essential requirement for survival. |
| B. | To maintain good employee relations. |
| C. | To demonstrate whose boss. |
| D. | To re-establish a welfare approach to HR. |
| Answer» C. To demonstrate whose boss. | |
| 193. |
What might be the reason for why HR are not often informed of incidents that could result in a disciplinary action being taken? |
| A. | Those involved often agree to contain the incident. |
| B. | Those involved would be concerned about reprisals. |
| C. | Due to lenient managers. |
| D. | It would impact on the relationships between subordinates and superiors. |
| Answer» D. It would impact on the relationships between subordinates and superiors. | |
| 194. |
Which organization provides established guidelines for disciplinary procedures? |
| A. | TUC. |
| B. | ACAS. |
| C. | CI |
| D. | D. Employers. |
| Answer» B. ACAS. | |
| 195. |
What is the meaning of the term 'gross misconduct' in the context of a company's disciplinary procedures? |
| A. | Breaches of standards and rules that are serious and unacceptable in any circumstances. |
| B. | Stealing company property. |
| C. | Being repeatedly late for work |
| D. | Absence without leave. |
| Answer» D. Absence without leave. | |
| 196. |
Should confidentiality be guaranteed to people who report breaches of rules which could lead to disciplinary action taken on a fellow employee? |
| A. | Depends on the circumstances. |
| B. | It should not be guaranteed. |
| C. | Management should attempt to guarantee confidentiality |
| D. | It should be guaranteed. |
| Answer» C. Management should attempt to guarantee confidentiality | |
| 197. |
Is it important to have two managers responsible for leading a disciplinary investigation because |
| A. | Provides support for each other when dealing with stressful situations |
| B. | It ensures a degree of impartiality. |
| C. | It a requirement by tribunals |
| D. | Provides cover in the event of absence through ill health. |
| Answer» D. Provides cover in the event of absence through ill health. | |
| 198. |
What expresses the commitment management have made to embrace the concepts of equality and diversity? |
| A. | Investors in people. |
| B. | Strategic HRM. |
| C. | An 'equal opportunity employer'. |
| D. | Diversity management |
| Answer» B. Strategic HRM. | |
| 199. |
An equal opportunities approach to fairness at work is essentially about: |
| A. | Taking a business perspective. |
| B. | Taking a more strategic approach |
| C. | Having a diverse workforce. |
| D. | Compliance and maintaining minimum standard |
| Answer» B. Taking a more strategic approach | |
| 200. |
A stereotype is a fixed idea or misconception about an individual or group of people. The basis of stereo typingis: |
| A. | Based on objective and rational considerations. |
| B. | Seeing people as a group with similar characteristics rather than recognizing differences between people. |
| C. | Gut reaction |
| D. | Formed from personal experience of different groups of people. |
| Answer» C. Gut reaction | |
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