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 importance of having a regular procedure for looking into grievances?

a.

It ensures that all grievances are resolved in a timely manner.

b.

It provides a way to ignore invalid grievances.

c.

It can help prevent inefficiency and low productivity in the workplace.

d.

It allows the employer to easily dismiss employee complaints.

Discuss
Answer: (c).It can help prevent inefficiency and low productivity in the workplace. Explanation:When a grievance is looked into seriously, there is satisfaction. It is, therefore, desirable to have a regular procedure for looking into grievances to prevent inefficiency and low productivity in the workplace.
Q42.
What are some causes of grievances in the workplace?

a.

Unfair distribution of rewards, such as promotions or incentives.

b.

Supervisor's attitude and behaviour towards individual workers and the union.

c.

Infringement of employee rights or jeopardizing their interests.

d.

All of the above.

Discuss
Answer: (d).All of the above. Explanation:Grievances may arise from the supervisor's attitude and behaviour towards individual workers and the union, unfair distribution of rewards like promotion or incentives, transfer, amenities, conditions of work, or the perception of an infringement of the employee's rights or the jeopardizing of their interests.
Q43.
What is the future trend for employee benefits in older age groups?

a.

Health insurance

b.

Psychological security

c.

Retirement benefits

d.

Flexible working hours

Discuss
Answer: (b).Psychological security Explanation:In view of increasing longevity of people in the country, the future trend will be in the direction of psychological security for employees in the older age group.
Q44.
What are fringe benefits?

a.

Benefits that are essential to employees

b.

Benefits that are not related to the output or efforts of employees

c.

Benefits that are legally mandatory

d.

Benefits that are related to the length of service

Discuss
Answer: (b).Benefits that are not related to the output or efforts of employees Explanation:Fringe benefits can be defined as employee benefits that are not a part of normal pay and are not related to the output, efforts, or merit of the employee.
Q45.
What is the cafeteria type of benefits?

a.

Benefits that are mandatory

b.

Benefits that are chosen by employees according to their needs

c.

Benefits that are related to the length of service

d.

Benefits that are not essential to employees

Discuss
Answer: (b).Benefits that are chosen by employees according to their needs Explanation:The cafeteria type of benefits is a system in which employees are allowed to choose from a set of available benefits according to their needs.
Q46.
What mistake do managements often make when dealing with grievances?

a.

Ignoring the grievances.

b.

Addressing the grievances too quickly.

c.

Expressing opinions about the grievances based on impressions about the aggrieved person or the person complained about.

d.

Transferring the aggrieved employee to another department.

Discuss
Answer: (c).Expressing opinions about the grievances based on impressions about the aggrieved person or the person complained about. Explanation:Managements often commit the mistake of expressing opinions about a grievance based on impressions about the aggrieved person or the person complained about. This would only aggravate the dissatisfaction.
Q47.
Why is conflict necessary for change and progress to happen?

a.

Because it is in the very nature of organizations where multiple objectives and perspectives exist and resources are limited.

b.

Because conflicts may exist within the individual or between individuals and within the organization.

c.

Because individuals might have conflicting interests in situations such as choosing between better status and money in a new job or shifting to a new place far away from aging parents.

d.

Because managing conflict is as much a priority and responsibility of management as managing performance for results.

Discuss
Answer: (a).Because it is in the very nature of organizations where multiple objectives and perspectives exist and resources are limited. Explanation:Conflict is necessary for change and progress to happen because it is in the very nature of organizations where multiple objectives and perspectives exist and resources are limited.
Q48.
Under the _________ of job evaluation, some key jobs are selected and then the criteria of mental requirements, skill requirement, responsibility and working conditions are identified. Thereafter, the key jobs are ranked according to the criteria chosen.

a.

Ranking method

b.

Classification method

c.

Factor comparison method

d.

Point method

Discuss
Answer: (c).Factor comparison method Explanation:The Factor comparison method of job evaluation involves selecting some key jobs and then identifying the criteria of mental requirements, skill requirement, responsibility and working conditions. These key jobs are then ranked according to the criteria chosen. In this method, each job is evaluated in terms of a series of factors, and a numerical score is assigned to each factor. The sum of these scores is then used to determine the job's overall ranking.
Q49.
What is the definition of discipline in an organization?

a.

A state of orderliness and an atmosphere of smooth functioning of the organization

b.

A set of rules and regulations that employees must follow

c.

A term dealing with the norms, rules, role expectation, duties and behavior

d.

None of the above

Discuss
Answer: (c).A term dealing with the norms, rules, role expectation, duties and behavior Explanation:Discipline can be defined as a broad term dealing with the norms, rules, role expectation, duties, and behavior in an organization.
Q50.
Which of the following is not a requirement of discipline?

a.

Adherence to working hours

b.

Adherence to company policies and procedures

c.

Adherence to quality standards

d.

Adherence to employee preferences

Discuss
Answer: (d).Adherence to employee preferences Explanation:Adherence to employee preferences is not a requirement of discipline. Adherence to working hours is the first requirement of every employee and that employees should follow the rules and regulations to ensure the smooth functioning of the organization.
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