Maintaining Human Resources MCQs

Welcome to our comprehensive collection of Multiple Choice Questions (MCQs) on Maintaining 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 Maintaining 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 Maintaining Human Resources mcq questions that explore various aspects of Maintaining Human Resources problems. Each MCQ is crafted to challenge your understanding of Maintaining 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 Maintaining Human Resources MCQs are your pathway to success in mastering this essential IC90 Human Resource Management topic.

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Maintaining Human Resources MCQs | Page 12 of 14

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Q111.
What is the first step in making disciplinary action?

a.

Oral warning

b.

Written warning

c.

Demotion

d.

Salary cut

Discuss
Answer: (a).Oral warning Explanation:The first step in making disciplinary action is an oral warning for the first offence, then written warning and only thereafter take sterner steps like salary cut, decrement, demotion and so on.
Q112.
What is the importance of impartiality in disciplinary action?

a.

It helps in maintaining morale

b.

It helps in making the disciplinary action progressive

c.

It helps in maintaining secrecy

d.

It helps in keeping disciplinary action impersonal

Discuss
Answer: (a).It helps in maintaining morale Explanation:Impartiality means applying disciplinary rules uniformly to all persons without fear or favour. If there is no impartiality, morale will go down.
Q113.
What is the "hot stove rule"?

a.

A rule that requires employees to handle hot stoves.

b.

A rule that requires immediate response to acts of indiscipline.

c.

A rule that requires employees to withdraw from violation.

d.

A rule that requires punishment for acts of indiscipline.

Discuss
Answer: (b).A rule that requires immediate response to acts of indiscipline. Explanation:The "hot stove rule" is a disciplinary rule that emphasizes the need for an immediate, impersonal, and consistent response to acts of indiscipline.
Q114.
What is the Principle of Natural Justice?

a.

The principle that says punishment can only be given after the person being punished is given an opportunity to explain himself.

b.

The principle that says punishment can be given without giving an opportunity to explain oneself.

c.

The principle that says punishment should be given before the person being punished is given an opportunity to explain himself.

d.

The principle that says punishment should not be given at all.

Discuss
Answer: (a).The principle that says punishment can only be given after the person being punished is given an opportunity to explain himself. Explanation:The Principle of Natural Justice states that punishment can only be given after the person being punished is given an opportunity to explain himself. This is a legal principle underlying disciplinary procedures.
Q115.
What is the first step in setting up a proper disciplinary system?

a.

Following the Principle of Natural Justice.

b.

Giving mild punishments.

c.

Writing down detailed rules on the subject.

d.

Providing opportunities to explain oneself.

Discuss
Answer: (c).Writing down detailed rules on the subject. Explanation:The first step in setting up a proper disciplinary system is to frame detailed rules on the subject. Spelling out the rules clearly benefits both employees and employers because they set the norms of behavior and conduct at work and make clear to the employees what is expected of them. Rules should generally be written down so that every employee knows what is required of him and misunderstandings can be avoided.
Q116.
What is the benefit of spelling out the rules clearly?

a.

It makes punishments less severe

b.

It benefits only employers, not employees

c.

It sets the norms of behaviour and conduct at work

d.

It creates misunderstandings among employees

Discuss
Answer: (c).It sets the norms of behaviour and conduct at work Explanation:Spelling out the rules clearly benefits both employees and employers because they set the norms of behaviour and conduct at work and make clear to the employees what is expected of them.
Q117.
What is the most important principle underlying legal procedures?

a.

Impartiality

b.

Principle of Natural Justice

c.

Punishment

d.

Framing of rules

Discuss
Answer: (b).Principle of Natural Justice Explanation:The most important principle underlying legal procedures is the Principle of Natural Justice, which states that punishment can only be given after the person being punished is given an opportunity to explain themselves.
Q118.
What are some important issues that organisational rules should cover?

a.

Productivity

b.

Health and safety

c.

Use of company facilities

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:Organisational rules should cover all important issues relating to discipline, such as attendance, absence from work, health and safety, misconduct, use of company facilities, productivity, sub-standard performance on the job, time keeping, leave arrangements, etc.
Q119.
How should values be imbibed in employees?

a.

Through disciplinary action

b.

Through the rule book

c.

Through parents, teachers, and neighbors

d.

Through senior employees

Discuss
Answer: (c).Through parents, teachers, and neighbors Explanation:Values should be imbibed in employees through parents, teachers, neighbors, and other means, similar to how appropriate behaviors occur in the world outside of organizations. Resorting to the rule book and disciplinary action should be the exception rather than the rule.
Q120.
What are the steps involved in a formal disciplinary procedure?

a.

To issue a charge sheet, peruse the report of the enquiry officer, issue show-cause notice, and issue order of punishment

b.

To hold a domestic enquiry, indicate the proposed punishment, and issue order of punishment

c.

To issue a charge sheet, hold a domestic enquiry, and issue order of punishment

d.

To hold a domestic enquiry, peruse the report of the enquiry officer, and indicate the proposed punishment

Discuss
Answer: (a).To issue a charge sheet, peruse the report of the enquiry officer, issue show-cause notice, and issue order of punishment Explanation:The steps involved in a formal disciplinary procedure are to issue a charge sheet, hold a domestic enquiry if the employee denies the charge, peruse the report of the enquiry officer, issue show-cause notice to the employee if the charges are proved, indicating the proposed punishment, and issue an order of punishment after receiving and perusing the employee's reply to the show-cause notice.
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