Development of Human Resources MCQs

Welcome to our comprehensive collection of Multiple Choice Questions (MCQs) on Development of Human Resources, a fundamental topic in the field of IC90 Human Resource Management. Whether you're preparing for competitive exams, honing your problem-solving skills, or simply looking to enhance your abilities in this field, our Development of Human Resources MCQs are designed to help you grasp the core concepts and excel in solving problems.

In this section, you'll find a wide range of Development of Human Resources mcq questions that explore various aspects of Development of Human Resources problems. Each MCQ is crafted to challenge your understanding of Development of Human Resources principles, enabling you to refine your problem-solving techniques. Whether you're a student aiming to ace IC90 Human Resource Management tests, a job seeker preparing for interviews, or someone simply interested in sharpening their skills, our Development of Human Resources MCQs are your pathway to success in mastering this essential IC90 Human Resource Management topic.

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Development of Human Resources MCQs | Page 12 of 18

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Q111.
Who has the maximum impact on behavior?

a.

Trainers

b.

Participants

c.

Mentors

d.

Managers

Discuss
Answer: (c).Mentors Explanation:Trainers are unlikely to have much impact on behaviors, while mentors have the maximum impact.
Q112.
Why are evaluations by participants at the end of a training session not entirely reliable?

a.

They tend to reflect the experience during training

b.

They may be indicative of the effectiveness of the trainer or the diligence of the learner

c.

They cannot be related to the learning that may have taken place sufficiently enough to change the behavior at work

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:Evaluations by participants at the end of a training session tend to reflect the experience during training and may be indicative of the effectiveness of the trainer or the diligence of the learner, but they cannot be related to the learning that may have taken place sufficiently enough to change the behavior at work.
Q113.
Of the four stages of learning, which one occurs when the changes during conversion are firmly internalised?

a.

Dissatisfaction

b.

Unfreezing

c.

Conversion

d.

Refreezing

Discuss
Answer: (d).Refreezing Explanation:The four stages of learning are: Unfreezing - where the individual becomes aware of a need for change. Dissatisfaction - where the individual recognises the need for change and experiences dissatisfaction with the status quo. Conversion - where the individual makes the change and learns new behaviours, and Refreezing - where the changes are firmly internalised and become a permanent part of the individual's behaviour.
Q114.
What are the reasons that might lead to dismissal of an employee?

a.

Poor performance

b.

Alcoholism

c.

Theft

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:Employees may be dismissed if their problem is beyond correction (like alcoholism), if they have committed a criminal act (like theft), or if they have displayed unacceptable indiscipline.
Q115.
What is the cost of dismissing an employee?

a.

The cost of acquiring the employee goes waste

b.

It leads to prolonged industrial disputes

c.

It diverts the organization's energies into non-productive channels

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:Managements are not very enthusiastic about dismissing people because the cost of acquiring that employee would go waste, dismissals may lead to prolonged industrial disputes, and it diverts the organization's energies into non-productive channels.
Q116.
Why is it difficult to find a solution to a person's behaviour problem?

a.

The person himself may not know the cause

b.

Behaviour is an outcome of several factors, some of which may be outside the person's control

c.

The causes for a particular behaviour may not be known

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:A person's behaviour is an outcome of several factors, including factors outside the person and in the environment in which that behaviour takes place. It is difficult to know the causes for the particular behaviour which needs to be changed, and the person himself may not know the cause.
Q117.
What is the method to follow while attempting correction of a problem employee?

a.

Inform the employee about the problem and ask them to change.

b.

Help the employee become aware of the problem and then assist them in dealing with it.

c.

Dismiss the employee if the problem is beyond correction.

d.

None of the above.

Discuss
Answer: (b).Help the employee become aware of the problem and then assist them in dealing with it. Explanation:The method to follow while attempting the correction is to make the person aware that there is a problem and then help them deal with it. This process is called counselling.
Q118.
What is clinical counselling?

a.

Counselling done by trained psychiatrists.

b.

Counselling done by managers for employees with psychological problems.

c.

Counselling done by family members to resolve personal issues.

d.

None of the above.

Discuss
Answer: (a).Counselling done by trained psychiatrists. Explanation:Clinical counselling is done for people with psychological problems and is done by trained psychiatrists.
Q119.
What is counselling?

a.

Offering solutions and assurances to someone.

b.

Telling someone what is wrong with them.

c.

Helping people think and analyse their problems themselves and try to come to solutions that are acceptable to them.

d.

None of the above.

Discuss
Answer: (c).Helping people think and analyse their problems themselves and try to come to solutions that are acceptable to them. Explanation:Counselling means helping people think and analyse their problems themselves and try to come to solutions that are acceptable to them.
Q120.
What is the counsellor's ability in counselling?

a.

To offer solutions and assurances.

b.

To tell someone what is wrong with them.

c.

To help the person counseled make a dispassionate analysis of the circumstances.

d.

None of the above.

Discuss
Answer: (c).To help the person counseled make a dispassionate analysis of the circumstances. Explanation:The counsellor's ability lies in helping the person counseled to make a dispassionate analysis of the circumstances.
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