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.

Note: Each of the following question comes with multiple answer choices. Select the most appropriate option and test your understanding of Maintaining Human Resources. You can click on an option to test your knowledge before viewing the solution for a MCQ. Happy learning!

So, are you ready to put your Maintaining Human Resources knowledge to the test? Let's get started with our carefully curated MCQs!

Maintaining Human Resources MCQs | Page 7 of 14

Discover more Topics under IC90 Human Resource Management

Q61.
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.
Q62.
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.
Q63.
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.
Q64.
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.
Q65.
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.
Q66.
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.
Q67.
What is the role of organisational rules in managing discipline?

a.

To lay down the values of the organization

b.

To review and update the rules from time to time

c.

To specify the behavioural norms involved in dealing with customers

d.

To provide detailed proof of misconduct

Discuss
Answer: (b).To review and update the rules from time to time Explanation:Organisational rules should cover all important issues relating to discipline and should be reviewed and updated from time to time.
Q68.
What is the purpose of a formal disciplinary procedure?

a.

To punish an employee for misconduct

b.

To issue a charge sheet

c.

To hold a domestic enquiry if the employee denies the charge

d.

To provide detailed proof of misconduct

Discuss
Answer: (a).To punish an employee for misconduct Explanation:The purpose of a formal disciplinary procedure is to issue a charge sheet, hold a domestic enquiry if the employee denies the charge, peruse the report of the enquiry officer, issue a show-cause notice to the employee if the charges are proved, and indicate the proposed punishment.
Q69.
What is the role of departmental managers in managing discipline?

a.

To issue a charge sheet

b.

To be well-versed with organisational rules

c.

To try to correct errors in behaviour

d.

To administer the laws relating to prevention of corruption among public servants

Discuss
Answer: (c).To try to correct errors in behaviour Explanation:Departmental managers need not be well-versed with organisational rules but should try to correct errors in behaviour. They should take the help of the legal department if disciplinary action is unavoidable.
Q70.
What is the role of the vigilance department in public sector organisations?

a.

To check corruption and actions that cause loss to the organisation

b.

To administer the laws relating to prevention of corruption among public servants

c.

To specify the behavioural norms involved in dealing with customers

d.

To examine complaints related to environment protection

Discuss
Answer: (a).To check corruption and actions that cause loss to the organisation Explanation:The vigilance department in public sector organisations works under the supervision of the Central Vigilance Commissioner of the Government of India and was set up with a view to check corruption and actions that cause loss to the organisation.
Page 7 of 14