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!

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Maintaining Human Resources MCQs | Page 8 of 14

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Q71.
From amongst the methods of job evaluation, given below _________ which are presents the least difficulty.

a.

Ranking method

b.

Factor comparison method

c.

Point method

d.

Classification method

Discuss
Answer: (d).Classification method Explanation:The Classification method is the simplest and the least complex method of job evaluation. Under this method an attempt is made to find a common denominator like skills, knowledge, responsibility and the jobs are classified accordingly. Example: clerical jobs, shop jobs, sales jobs would be three different classes of jobs.
Q72.
Employee benefits which are not a part of normal pay are sometimes called ___________.

a.

Optional benefits

b.

Supplementary benefits

c.

Fringe benefits

d.

Complimentary benefits

Discuss
Answer: (c).Fringe benefits Explanation:Employee benefits that are not part of an employee's normal salary or wages are known as fringe benefits. They are also referred to as perks or perquisites and are offered in addition to an employee's regular salary or wages. Examples of fringe benefits include health insurance, retirement plans, paid time off, company car, and gym membership. Fringe benefits are designed to enhance an employee's work experience and overall compensation package.
Q73.
Every act of indiscipline should invite an immediate response which conveys the message that there is infringement and compelling withdrawal from the violation. This rule is known as _____________.

a.

Hot stove rule

b.

Instant reaction rule

c.

Proactive action rule

d.

Vigilant rule

Discuss
Answer: (a).Hot stove rule Explanation:The given rule is known as the "Hot stove rule". The hot stove rule is a concept in management and human resources that suggests that when an employee violates a rule or policy, the response should be immediate, consistent, and have negative consequences, much like touching a hot stove. The idea is to create a clear cause-and-effect relationship between actions and consequences, to deter future violations.
Q74.
What did Fayol suggest about wages?

a.

Wages should be the same for all employees.

b.

Wages should be based on the profits of the organization.

c.

Wages should be fair keeping in mind the costs of living and the need to maintain a family.

d.

Wages should be determined based on the expenses per family for food, cloth, and housing.

Discuss
Answer: (c).Wages should be fair keeping in mind the costs of living and the need to maintain a family. Explanation:Fayol suggested that wages should be fair keeping in mind the costs of living and the need to maintain a family.
Q75.
What is the perspective of an organization towards wages?

a.

They want the wages to be as high as possible

b.

They want the wages to be as low as possible

c.

Wages are not important for the organization

d.

The organization has no perspective on wages

Discuss
Answer: (b).They want the wages to be as low as possible Explanation:To the organization, wages are costs and they have to be as low as possible.
Q76.
What is the perspective of an employee towards wages?

a.

They want the wages to be as high as possible

b.

They want the wages to be as low as possible

c.

Wages are not important for the employee

d.

The employee has no perspective on wages

Discuss
Answer: (a).They want the wages to be as high as possible Explanation:To the recipient, the employee, wage is income providing for the needs of his family. He wants the wages to be as high as possible.
Q77.
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.
Q78.
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.
Q79.
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.
Q80.
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.
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