Human Resource Management HRM - Qp8

14 Questions | Total Attempts: 304

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Human Resource Management HRM - Qp8

Questions and Answers
  • 1. 
    In an employment situation an employee grievance can be more closely defined as: ‘a personal complaint of dissatisfaction by an employee that management behaviour, or that of another employee, has been unfair and unjust’
    • A. 

      True

    • B. 

      False

  • 2. 
    The overall aims of having a procedure in place to effectively deal with complaints and disagreements are mainly:  (Select three)
    • A. 

      To demonstrate that the organisation takes complaints by employees seriously and deals with them professionally and in a business-like manner

    • B. 

      To deal with complaints quickly in order to prevent them escalating to a serious or widespread conflict

    • C. 

      To prevent disenchanted employees who feel badly or unfairly treated from leaving the organisation

    • D. 

      To encourage possible claims against the organisation to an employment tribunal of unfair treatment or discrimination

  • 3. 
    All grievances are valid, if an employee does not have clear grounds to complain.
    • A. 

      True

    • B. 

      False

  • 4. 
    If complaints and feelings of dissatisfaction are not dealt with they can fester and generally cause serious damage to the employment relationship.
    • A. 

      True

    • B. 

      False

  • 5. 
    Employee discipline is the reverse situation to grievances as it refers to a complaint by management against an employee.
    • A. 

      True

    • B. 

      False

  • 6. 
    The purpose of discipline is to punish or impose sanctions on employees.
    • A. 

      True

    • B. 

      False

  • 7. 
    To comply with fairness and reasonableness in the achieving of standards there are three clear principles that should be maintained, which are:
    • A. 

      Employees should know the standards of behaviour and performance that are expected of them and any rules within these

    • B. 

      To promote orderly employment relations by ensuring issues are handled fairly, reasonably and consistently

    • C. 

      Employees should be given clear indication of where they are falling short of the standards or rules which are being broken

    • D. 

      Employees should be given an opportunity to improve before any disciplinary action is taken against them, except in cases of gross misconduct

  • 8. 
    Informal disciplinary action is where a manager may issue a formal warning to an employee when a minor offence has taken place.
    • A. 

      True

    • B. 

      False

  • 9. 
    A ______ awarded where there has been no marked improvement in behaviour or where an offence is sufficiently serious to justify going straight to this stage.
    • A. 

      Formal written warning

    • B. 

      Final written warning

    • C. 

      Dismissal

  • 10. 
    The compensatory awards for unfair dismissal are reviewed and amended annually.
    • A. 

      True

    • B. 

      False

  • 11. 
    In all situations where an employee’s performance or conduct is an issue, the approach should be a supportive one and the aim of the discipline process should at all times be corrective rather than punitive.
    • A. 

      True

    • B. 

      False

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