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 5 of 14

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Q41.
What is the Industrial Relations Act, 1945?

a.

A law that allows workers to form unions and negotiate with managements

b.

A law that provides for conciliation in the event of disputes

c.

A law that has elaborate provisions as to how and when the workers can go on strike or when and how the management can order a lockout

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:The Industrial Relations Act, 1945 lays down the legal framework under which workers are allowed to form unions which may negotiate with managements for matters concerning the workers. It also provides for conciliation in the event of disputes arising because the management and the union fail to arrive at an agreement. The law has elaborate provisions as to how and when the workers can go on strike or when and how the management can order a lockout.
Q42.
What is collective bargaining?

a.

A process by which the terms and conditions of employment of workers are unilaterally determined by either party

b.

A process by which the terms and conditions of employment of workers are regulated by agreements between the representatives of the employees and the employers

c.

A process by which a third party determines the terms and conditions of employment of workers

d.

None of the above

Discuss
Answer: (b).A process by which the terms and conditions of employment of workers are regulated by agreements between the representatives of the employees and the employers Explanation:Collective bargaining is the process by which the terms and conditions of employment of workers are negotiated and regulated by agreements between the representatives of the employees (unions) and the employers.
Q43.
What is the underlying idea of collective bargaining?

a.

The relationship between employers and employees should be determined unilaterally by either party

b.

A third party should be allowed to interfere in the relationship between employers and employees

c.

Agreements arrived at by the process of negotiation and collective bargaining are likely to be more acceptable than those imposed by third parties

d.

None of the above

Discuss
Answer: (c).Agreements arrived at by the process of negotiation and collective bargaining are likely to be more acceptable than those imposed by third parties Explanation:The underlying idea of collective bargaining is that the relationship between employers and employees should not be determined unilaterally by either party. Nor should a third party be allowed to interfere. It is expected that agreements arrived at by the process of negotiation and collective bargaining are likely to be more acceptable than those imposed by third parties (by government, for example) and therefore longer lasting.
Q44.
What is the purpose of the Industrial Relations Act?

a.

To ensure the smooth functioning of industrial units and eliminate stoppage of the industrial unit

b.

To allow workers to form unions which may negotiate with managements for matters concerning the workers

c.

To provide for conciliation in the event of disputes arising because the management and the union fail to arrive at an agreement

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:The purpose of the law is to ensure smooth functioning of industrial units and eliminate stoppage of the industrial unit. The Industrial Relations Act also lays down the legal framework under which workers are allowed to form unions which may negotiate with managements for matters concerning the workers. It also provides for conciliation in the event of disputes arising because the management and the union fail to arrive at an agreement.
Q45.
Why are negotiations between unions and managements difficult?

a.

They take place without notice

b.

Unions and managements tend to take rigid positions

c.

Agreements are finally reached after agitations, including hartals and strikes

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:Negotiations between unions and managements are difficult because unions and managements tend to take rigid positions, agreements are finally reached after agitations, including hartals and strikes and negotiations may take place without notice.
Q46.
How do wages differ for different categories of employees?

a.

There is no difference in wages for comparable jobs

b.

Wages are uniform in society for comparable jobs

c.

Wages differ substantially between different sectors of society for comparable jobs

d.

None of the above

Discuss
Answer: (c).Wages differ substantially between different sectors of society for comparable jobs Explanation:For comparable jobs, like drivers and sweepers or typists and cashiers, the wages are not at all uniform in society. They differ substantially between the central government offices, the state government offices, and the municipalities.
Q47.
What is job evaluation?

a.

The process of evaluating the value of various jobs in relation to all other jobs

b.

The process of evaluating the work done by an employee

c.

The process of evaluating the costs associated with a job

d.

None of the above

Discuss
Answer: (a).The process of evaluating the value of various jobs in relation to all other jobs Explanation:The theoretical background to fixing wages lies in what is known as the process of job evaluation. In this process, every job is evaluated in terms of tasks, responsibility, knowledge and skills required, span of control, extent of discretion to be used, etc. The information available from job evaluation is used to determine the value of various jobs in relation to all other jobs. This is job evaluation method.
Q48.
Which of the following is NOT a method of job evaluation?

a.

Ranking method

b.

Classification method

c.

Factor comparison method

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:All of the mentioned methods are methods of job evaluation.
Q49.
In which method of job evaluation is the difficulty of performance used to rank jobs?

a.

Ranking method

b.

Classification method

c.

Factor comparison method

d.

Point method

Discuss
Answer: (a).Ranking method Explanation:In the ranking method, jobs are ranked in the order of their importance or the difficulty of performance.
Q50.
In which method of job evaluation are jobs classified based on a common denominator such as skills, knowledge, and responsibility?

a.

Ranking method

b.

Classification method

c.

Factor comparison method

d.

Point method

Discuss
Answer: (b).Classification method Explanation:In the classification method, jobs are classified based on a common denominator such as skills, knowledge, and responsibility.
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