HRM (Human Resource Management) MCQ Questions and Solutions with Explanations | Management

In the context of Human Resource Management (HRM), selection refers to the process of choosing the right candidates with the required qualifications and skills to fill job vacancies within an organization.

Objective (Option B) means that the selection process is based on measurable criteria and standardized methods, aiming to assess candidates fairly and impartially.

Subjective (Option A) implies that the selection process relies on personal opinions or judgments, which may introduce bias.

Normative (Option C) refers to establishing norms or standards and is not directly related to the selection process.

Positive (Option D) typically refers to optimistic attitudes or outcomes and does not describe the nature of the selection process.

Therefore, the correct answer is Objective.

Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

Manpower inventory is to prepare inventory for scheduling manpower. In manpower inventory, the items are intangible. It involves cataloguing the characteristics of personnel in the organisation, besides counting their number.

E-recruitment includes those practices and activities carried on by the organisation through internet with the primary purpose of identifying and attracting potential employees. The growth in the internet has led both employers and employees to use internet recruiting tools. Of the many recruiting sites using special software, the most common ones are internet job boards, professional / career websites and employer websites.

The Job Characteristics Model (also know as Jobs Characteristic Theory) enables you to improve employee performance and job satisfaction by means of adjusting the job itself. The model states that if you do this successfully you can create the conditions for an employee to thrive in their role. By thrive, we mean that the employee will be motivated, perform to a high level, and be satisfied by their role. High job satisfaction is the outcome of task identity core dimensions described by the Job Characteristics Model. Jobs having embedded features of feedback and autonomy can cause high job satisfaction among employees.

Low absenteeism and turnover is the outcome of Task Significance core dimensions described by the Job Characteristics Model. Job Characteristics Theory states that a job having more variety and thus requiring more skills and talents will result in an employee feeling that they are doing more meaningful work.

Autonomy and feedback factors is one of the environmental factors affecting job description. Autonomy is the power to shape your work and environment in ways that allow you to perform at your best. Some people feel stifled in their jobs. Feedback, autonomy, and meaningful work also are all associated with higher performance appraisal ratings.

A broad, general and written statement of a specific job based on the findings of an analysis is called as Job Analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports.

The Michigan Model emphasis the Selection, appraisal, rewards and human resource development and their inter-relates. The Michigan model is 'hard' HRM because it is based on strategic control, organisational structure, and systems for managing people. It acknowledges the central importance of motivating and rewarding people, but concentrates most on managing human assets to achieve strategic goals.

The Integrated system model is also known as Warwick System Model. The Integrated Systems Model has evolved from 40 years of collaborative clinical and education experience. It is a framework to help clinicians organize their knowledge and provide the best possible treatment for the individual patient.