HRM Tutorial 2 MCQ 6 - 10

6. Which type of compensation includes wages, salaries, and bonuses?

• Indirect financial compensation

• Direct financial compensation

• Nonfinancial compensation

• Social benefits

Answer explanation

Direct financial compensation in human resource management refers to the monetary rewards employees receive in exchange for their work and performance. It includes wages, salaries, commissions, bonuses, and other cash incentives. This type of compensation is typically the most tangible form of reward, designed to motivate employees, enhance job satisfaction, and retain talent by aligning their financial interests with organizational goals. It is often based on factors like the nature of the job, employee performance, and market rates.

7. Which act governs workplace safety in Malaysia?

• Occupational Safety and Health Act 1994

• Companies Act 1965

• Factories Act 2000

• Workplace Act 1980

Answer explanation

The Occupational Safety and Health Act 1994 (OSHA 1994) is a Malaysian law designed to ensure the safety, health, and welfare of workers at the workplace. It outlines the responsibilities of employers, employees, and other stakeholders to maintain a safe working environment by implementing risk assessments, safety procedures, and preventive measures. The act promotes a proactive approach to workplace safety, covering all sectors except the armed forces and domestic services. Its main objective is to reduce workplace accidents, injuries, and illnesses by fostering a safety-conscious culture among organizations.

8. Which of the following is NOT a component of Human Resource Development (HRD)?

• Performance appraisal

• Compensation

• Training

• Career development

Answer explanation

Compensation is not considered a component of human resource development (HRD) because HRD primarily focuses on enhancing employees' skills, knowledge, and abilities through training, career development, performance management, and organizational development. HRD aims to foster professional growth and align employee capabilities with organizational goals. In contrast, compensation relates to rewarding employees for their work, typically involving salaries, bonuses, and benefits. While compensation motivates and retains employees, it does not directly contribute to their skill development or long-term career growth, which are central to HRD.

9. What does career planning focus on?

• Short-term job goals

• Long-term career goals

• Current job improvement

• Project management

Answer explanation

Career planning is a strategic process that involves setting clear objectives and identifying steps to achieve long-term career goals. It helps individuals assess their skills, interests, and values, align them with their desired career path, and make informed decisions about education, training, and job opportunities. By continuously planning and adjusting, individuals can proactively navigate their career trajectory, address potential challenges, and stay focused on achieving their long-term aspirations, such as reaching a specific position, gaining expertise, or building a successful career in a chosen field.

10. What is the role of organizational development in HRD?

• Increase employee pay

• Short-term job training

• Plan and implement changes to improve organizational behavior

• Supervise employees

Answer explanation

Organizational development (OD) and human resource development (HRD) are closely linked in driving change to enhance organizational behavior. OD focuses on planning and implementing strategic, systemic changes to improve an organization’s processes, culture, and overall performance. HRD plays a crucial role by equipping employees with the necessary skills, knowledge, and competencies to adapt to these changes. Together, they align workforce capabilities with organizational goals, fostering an environment that supports effective change management, improved communication, and a positive culture shift, ultimately leading to sustainable growth and productivity.