Multiple Choice Questions 1 17 PDF
Multiple Choice Questions 1 17 PDF
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Human resources management refers to: 1)
A) all managerial activities.
B) concepts and techniques used in leading people at work.
C) concepts and techniques for organizing work activities.
D) management techniques for controlling people at work.
E) the management of people in organizations.
2) The knowledge, education, training, skills, and expertise of a firm s workers is known as: 2)
A) physical capital.
B) management s philosophy.
C) production capital.
D) human capital.
E) cultural diversity.
3) Human resources practices that support strategy include: 3)
A) performance management.
B) rewards practices.
C) staffing practices.
D) policies and procedures.
E) production scheduling.
4) A company utilizes a system to measure the impact of Human Resources which balances 4)
measures relating to financial results, customers, internal business processes and human capital
management. This system is knows as the:
A) HRIS.
B) Human Capital Index.
C) balanced strategy.
D) balanced scorecard.
E) none of the above.
5) You have been tasked with building employee engagement at the firm you work for. Strategic 5)
human resources initiatives you would consider implementing include:
A) employee recognition programs.
B) employee recognition programs and management development programs.
C) job design indicators.
D) diversity programs.
E) employee relations activity.
6) HR department staff members are traditionally involved in key operational responsibilities. Which 6)
of the following is an operational responsibility?
A) setting goals and objectives
B) interpreting human right laws
C) collecting metrics
D) analyzing metrics
E) interpreting health and safety legislation
7) Being completely familiar with employment legislation, HR policies and procedures, collective 7)
agreements, and the outcome of recent arbitration hearings and court decisions is most closely
related with which of the following HR activities?
A) serving as a consultant
B) formulating policies and procedures
C) offering advice
D) providing services
E) serving as a change agent
8) The practice of contracting with outside vendors to handle specified functions on a permanent 8)
basis is known as
A) contract administration.
B) payroll and benefits administration.
C) hiring temporary employees.
D) outsourcing.
E) labour-management relations.
9) The company s plan for how it will balance its internal strengths and weaknesses with external 9)
opportunities and threats in order to maintain competitive advantage is known as
A) environmental scanning.
B) HR strategy.
C) policies and procedures.
D) strategy.
E) none of the above.
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
10
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
72) Discuss how the impact of HRM on an organization is measured.
73) Discuss the responsibilities of Human Resource Management.
74) You have been hired as the Director of Human Resources at a telecommunications company. Define
organizational culture and climate and explain the importance of each to the company.
75) Describe key HRM issues related to demographic trends and workforce diversity.
76) Discuss the theories that have contributed to the evolution of HRM and the challenges faced.
77) Describe the role of ethics in HRM and its challenges and benefits.
11
Answer Key
Testname: UNTITLED1
1) E
Topic: Strategic Role of HRM
Skill: Recall
2) D
Topic: Strategic Role of HRM
Skill: Recall
3) E
Topic: Strategic Role of HRM
Skill: Recall
4) D
Topic: Strategic Role of HRM
Skill: Applied
5) B
Topic: Strategic Role of HRM
Skill: Applied
6) C
Topic: Strategic Role of HRM
Skill: Applied
7) C
Topic: Strategic Role of HRM
Skill: Applied
8) D
Topic: Strategic Role of HRM
Skill: Recall
9) D
Topic: Strategic Role of HRM
Skill: Recall
10) A
Topic: Strategic Role of HRM
Skill: Applied
11) C
Topic: Strategic Role of HRM
Skill: Applied
12) B
Topic: Environmental Influences on HRM
Skill: Recall
13) B
Topic: Environmental Influences on HRM
Skill: Applied
14) A
Topic: Environmental Influences on HRM
Skill: Recall
15) B
Topic: Environmental Influences on HRM
Skill: Applied
16) A
Topic: Environmental Influences on HRM
Skill: Applied
12
Answer Key
Testname: UNTITLED1
17) D
Topic: Environmental Influences on HRM
Skill: Recall
18) C
Topic: Environmental Influences on HRM
Skill: Recall
19) A
Topic: Environmental Influences on HRM
Skill: Applied
20) A
Topic: Environmental Influences on HRM
Skill: Recall
21) A
Topic: Environmental Influences on HRM
Skill: Applied
22) B
Topic: Environmental Influences on HRM
Skill: Applied
23) C
Topic: Environmental Influences on HRM
Skill: Recall
24) B
Topic: Environmental Influences on HRM
Skill: Recall
25) D
Topic: Environmental Influences on HRM
Skill: Recall
26) E
Topic: Environmental Influences on HRM
Skill: Recall
27) C
Topic: Environmental Influences on HRM
Skill: Recall
28) C
Topic: Environmental Influences on HRM
Skill: Recall
29) C
Topic: Environmental Influences on HRM
Skill: Applied
30) D
Topic: Environmental Influences on HRM
Skill: Applied
31) A
Topic: Environmental Influences on HRM
Skill: Applied
32) A
Topic: Environmental Influences on HRM
Skill: Recall
13
Answer Key
Testname: UNTITLED1
33) B
Topic: Environmental Influences on HRM
Skill: Applied
34) C
Topic: Environmental Influences on HRM
Skill: Recall
35) B
Topic: Environmental Influences on HRM
Skill: Applied
36) A
Topic: Environmental Influences on HRM
Skill: Recall
37) D
Topic: Environmental Influences on HRM
Skill: Applied
38) A
Topic: Environmental Influences on HRM
Skill: Applied
39) C
Topic: Environmental Influences on HRM
Skill: Recall
40) B
Topic: Environmental Influences on HRM
Skill: Recall
41) E
Topic: Environmental Influences on HRM
Skill: Applied
42) B
Topic: The HR Movement
Skill: Recall
43) B
Topic: The HR Movement
Skill: Recall
44) D
Topic: The HR Movement
Skill: Recall
45) A
Topic: The HR Movement
Skill: Applied
46) A
Topic: The HR Movement
Skill: Recall
47) B
Topic: The HR Movement
Skill: Recall
48) A
Topic: The HR Movement
Skill: Applied
14
Answer Key
Testname: UNTITLED1
49) E
Topic: The HR Movement
Skill: Recall
50) C
Topic: The HR Movement
Skill: Recall
51) A
Topic: The HR Movement
Skill: Applied
52) D
Topic: The HR Movement
Skill: Applied
53) E
Topic: The HR Movement
Skill: Recall
54) C
Topic: The HR Movement
Skill: Applied
55) D
Topic: The HR Movement
Skill: Recall
56) C
Topic: Growing Professionalism in HR
Skill: Applied
57) E
Topic: Growing Professionalism in HR
Skill: Recall
58) B
Topic: Growing Professionalism in HR
Skill: Recall
59) E
Topic: Growing Professionalism in HR
Skill: Recall
60) C
Topic: Growing Professionalism in HR
Skill: Recall
61) B
Topic: Growing Professionalism in HR
Skill: Applied
62) TRUE
Topic: Strategic Role of HRM
Skill: Recall
63) TRUE
Topic: Strategic Role of HRM
Skill: Applied
64) TRUE
Topic: Strategic Role of HRM
Skill: Applied
15
Answer Key
Testname: UNTITLED1
65) FALSE
Topic: Strategic Role of HRM
Skill: Applied
66) TRUE
Topic: Strategic Role of HRM
Skill: Recall
67) FALSE
Topic: Strategic Role of HRM
Skill: Applied
68) TRUE
Topic: Strategic Role of HRM
Skill: Recall
69) FALSE
Topic: Strategic Role of HRM
Skill: Applied
70) TRUE
Topic: Strategic Role of HRM
Skill: Applied
71) TRUE
Topic: Strategic Role of HRM
Skill: Recall
72) HR professionals need to be able to measure the value and impact of their organization s human capital and HRM
practices. Traditional operational measures focused on the size and cost of the HR function such as absenteeism rates
and cost per hire, but today s measures need to reflect the quality of people and the effectiveness of HRM initiatives
that build workforce capability.
Watson Wayatt developed a Human Capital Index which outlines 30 key HR practices and indicates their
contributions to shareholder value. These 30 practices were summarized into 5 categories–recruiting excellence, clear
rewards and accountability, collegial and flexible workplace, communications integrity and prudent use of resources.
Many organizations are using the balanced scorecard approach, which translates into financial results, customers,
internal business process and human capital.
Topic: Strategic Role of HRM
Skill: Applied
73) Human resources management responsibilities and activities fall into two categories: operational responsibilities and
strategic responsibilities. Traditionally HR professionals have focused on operational responsibilities. However, there
is a growing focus on HR taking a more strategic role.
Operational responsibilities include activities such as selection and assimilation into the organization, development
of capabilities and transition out of the organization. Traditional roles of HR professionals include acting as an
in-house consultant, offering advice on HR-related matters, formulating HR policies and procedures and other HR
services. In the recent years most of the administrative/operational activities of HR have been outsourced.
Strategic responsibilities include getting involved in strategy formulation and execution. HR professionals together
with line managers undertake environmental scanning, which helps the organization to identify and analyze internal
strengths and weaknesses and external threats and opportunities. HR professionals can provide information about
such things as the incentive programs used by competitors, pending legislative changes and impending labour
shortages. In terms of executing strategy, HR professionals act as change agents when organizations go through
significant changes such as mergers, acquisitions, and downsizing. HR also is involved in reducing labour costs by
introducing strategies to reduce turnover, absenteeism and occupational injuries and accidents.
Topic: Strategic Role of HRM
Skill: Recall
16
Answer Key
Testname: UNTITLED1
17
Answer Key
Testname: UNTITLED1
76) The evolution of HRM can be discussed through the following theories.
Scientific Management: Concern for Production
The process of scientifically analyzing manufacturing processes, reducing production costs, and compensating
employees based on their performance levels.
Human Relations Movement: Concern for People
A management philosophy based on the belief that the attitudes and feelings of workers are important and deserve
more attention.
The Human Resources Movement: Concern for People and Productivity
A management philosophy focusing on concern for people and productivity.
Arriving at this joint focus on people and productivity involved four evolutionary phases.
The main reason for this evolution has been economic factors such as globalization, intense competition and
deregulation, which have made human capital more important. Many traditional sources of competitive advantage
have become less powerful. Companies are now using human capital to create a competitive advantage. However,
there are number of challenges that slow the progress. HR is still considered a cost-centre by most line and senior
management. Many HR professionals also need to acquire more broad -based business knowledge and skill sets and
be recognized as equal business partners at the decision -making table.
Topic: History of HRM
Skill: Recall
77) The professionalization of HRM has created the need for a uniform code of ethics as one of the requirements of
maintaining professional status. CCHRA Code of Ethics provide guidelines for employees and employers.
Increasingly HR is involved in providing ethics training, and monitoring to ensure compliance with the code of ethics.
Key ethical issues facing Canadian organizations pertain to security of information, employee and client privacy,
environmental issues, governance, and conflicts of interest.
Main reasons for failure to achieve desired outcomes are attributed to lack of leadership and inadequate training.
Advantages of having an ethics program properly implemented include increased confidence among stakeholders,
greater client, customer and employee loyalty, decreased vulnerability to crime, reduced losses due to internal theft
and increased public trust.
Topic: Professionalism in HRM
Skill: Recall
18
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) A company with employees in different provinces/territories must monitor the legislation in each 1)
of the jurisdictions because:
A) legislation changes, and it may vary from one jurisdiction to another.
B) legislation has commonalities across jurisdictions.
C) it is specified under employment law.
D) it is required under the Human Rights Act.
E) it is required under Canada Labour Code.
2) The government in each jurisdiction has created special regulatory bodies to enforce compliance 2)
with the law and aid in its interpretation. Two of such bodies include the:
A) ministry of labour and labour unions.
B) human rights commission and labour unions.
C) human rights commission and ministry of labour.
D) employment equity commission and ministry of labour.
E) ministry of labour and HRSDC.
3) Which of the following covers the joint responsibility shared by workers and employers to 3)
maintain a hazard -free environment and to enhance the health and safety of workers?
A) occupational health and safety legislation
B) employment/labour standards legislation
C) employment equity legislation
D) safety and WHMIS legislation
E) human rights legislation
4) Establishing minimum employee entitlement is most closely associated with: 4)
A) employment equity legislation.
B) the Charter of Rights and Freedoms.
C) human rights legislation.
D) employment/labour standards legislation.
E) pay equity legislation.
5) Which of the following statements about equal pay for equal work legislation is true? 5)
A) The principle equal pay for equal work makes it illegal to pay nurses and fire fighters
differently if their jobs are deemed to be of equal worth to the employer.
B) Every jurisdiction in Canada has legislation incorporating the principle of equal pay for equal
work.
C) Entitlement is found in the employment/labour standards legislation in every Canadian
jurisdiction.
D) In the federal jurisdiction, this principle has been incorporated into the Employment
Standards Act since 1971.
E) The principle equal pay for equal work makes it illegal to discriminate in pay on the basis of
age.
6) Equal pay for equal work specifies that: 6)
A) jobs with similar titles must be paid the same.
B) an employer cannot pay male and female employees differently if they are performing
substantially the same work.
C) there can be no pay discrimination on the basis of race, gender, or age.
D) all people doing the same job should receive an identical pay rate.
E) male-dominated and female -dominated jobs of equal value must be paid the same.
7) If a company classifies male employees as administrators and female employees doing the same 7)
work as clerks and provides different wage rates based on the classifications, the company is
violating the
A) collective agreement.
B) principle of equal pay for equal work.
C) Income Tax Act.
D) gender-based discrimination principle.
E) none of the above.
8) The Charter of Rights and Freedoms: 8)
A) is fairly limited in scope.
B) is part of the Constitution Act of 1992.
C) applies to all Canadian employees and employers.
D) ensures that no laws infringe on Charter rights.
E) takes precedence over all other laws.
9) Which of the following statements describe the Charter of Rights and Freedoms accurately? 9)
A) The Charter allows laws to infringe on Charter rights if they can be demonstrably justified as
reasonable limits in a free and democratic society.
B) Legislation cannot be exempted from challenge under the Charter if a legislative body
invokes the notwithstanding provision.
C) It applies to employees in certain provinces only.
D) The Courts of Appeal are the ultimate interpreters of the Charter.
E) Employment standards legislation supercedes the Charter.
10
11
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
77) Differentiate between intentional and unintentional discrimination.
12
78) What are prohibited grounds of discrimination.
80) Discuss sexual harassment and its impact on employees and the work environment. Provide examples of
sexual coercion and sexual annoyance.
81) Discuss the four designated groups and differential treatment by employers during employment.
82) What steps should an employer use to design an employment equity program and ensure success?
83) Describe diversity management and what factors act as barriers to diversity management programs.
13
Answer Key
Testname: UNTITLED2
1) A
Topic: Legal Framework for Employment Law in Canada
Skill: Applied
2) C
Topic: Legal Framework for Employment Law in Canada
Skill: Recall
3) A
Topic: Legal Framework for Employment Law in Canada
Skill: Recall
4) D
Topic: Employment/Labour Standards
Skill: Applied
5) B
Topic: Employment/Labour Standards
Skill: Applied
6) B
Topic: Employment/Labour Standards
Skill: Applied
7) B
Topic: Employment/Labour Standards
Skill: Applied
8) E
Topic: Legislation Protecting Human Rights
Skill: Recall
9) A
Topic: Legislation Protecting Human Rights
Skill: Applied
10) D
Topic: Legislation Protecting Human Rights
Skill: Recall
11) A
Topic: Legislation Protecting Human Rights
Skill: Applied
12) D
Topic: Legislation Protecting Human Rights
Skill: Recall
13) E
Topic: Legislation Protecting Human Rights
Skill: Recall
14) A
Topic: Legislation Protecting Human Rights
Skill: Applied
15) B
Topic: Legislation Protecting Human Rights
Skill: Applied
16) B
Topic: Legislation Protecting Human Rights
Skill: Applied
14
Answer Key
Testname: UNTITLED2
17) E
Topic: Legislation Protecting Human Rights
Skill: Applied
18) D
Topic: Legislation Protecting Human Rights
Skill: Applied
19) C
Topic: Legislation Protecting Human Rights
Skill: Applied
20) C
Topic: Legislation Protecting Human Rights
Skill: Applied
21) B
Topic: Legislation Protecting Human Rights
Skill: Recall
22) D
Topic: Legislation Protecting Human Rights
Skill: Applied
23) E
Topic: Legislation Protecting Human Rights
Skill: Applied
24) D
Topic: Legislation Protecting Human Rights
Skill: Applied
25) E
Topic: Legislation Protecting Human Rights
Skill: Applied
26) D
Topic: Legislation Protecting Human Rights
Skill: Applied
27) D
Topic: Legislation Protecting Human Rights
Skill: Applied
28) B
Topic: Legislation Protecting Human Rights
Skill: Applied
29) B
Topic: Legislation Protecting Human Rights
Skill: Applied
30) B
Topic: Legislation Protecting Human Rights
Skill: Applied
31) A
Topic: Legislation Protecting Human Rights
Skill: Recall
32) C
Topic: Legislation Protecting Human Rights
Skill: Applied
15
Answer Key
Testname: UNTITLED2
33) A
Topic: Legislation Protecting Human Rights
Skill: Recall
34) A
Topic: Legislation Protecting Human Rights
Skill: Applied
35) D
Topic: Legislation Protecting Human Rights
Skill: Recall
36) A
Topic: Legislation Protecting Human Rights
Skill: Recall
37) C
Topic: Legislation Protecting Human Rights
Skill: Applied
38) B
Topic: Employment Equity Legislation
Skill: Recall
39) A
Topic: Employment Equity Legislation
Skill: Applied
40) C
Topic: Employment Equity Legislation
Skill: Recall
41) D
Topic: Employment Equity Legislation
Skill: Applied
42) C
Topic: Employment Equity
Skill: Applied
43) D
Topic: Employment Equity
Skill: Recall
44) A
Topic: Employment Equity
Skill: Recall
45) E
Topic: Employment Equity
Skill: Recall
46) D
Topic: Employment Equity
Skill: Recall
47) E
Topic: Employment Equity
Skill: Recall
48) E
Topic: Employment Equity
Skill: Recall
16
Answer Key
Testname: UNTITLED2
49) B
Topic: Employment Equity
Skill: Recall
50) D
Topic: Employment Equity
Skill: Recall
51) B
Topic: Employment Equity
Skill: Applied
52) A
Topic: Employment Equity
Skill: Recall
53) A
Topic: Employment Equity
Skill: Applied
54) E
Topic: Employment Equity
Skill: Recall
55) D
Topic: Employment Equity
Skill: Recall
56) A
Topic: Employment Equity
Skill: Recall
57) D
Topic: Employment Equity
Skill: Recall
58) E
Topic: Diversity Management
Skill: Recall
59) D
Topic: Diversity Management
Skill: Recall
60) D
Topic: Diversity Management
Skill: Recall
61) A
Topic: Diversity Management
Skill: Recall
62) A
Topic: Diversity Management
Skill: Recall
63) E
Topic: Diversity Management
Skill: Recall
64) D
Topic: Diversity Management
Skill: Recall
17
Answer Key
Testname: UNTITLED2
65) D
Topic: Diversity Management
Skill: Recall
66) TRUE
Topic: Legal Framework for Employment Law in Canada
Skill: Recall
67) TRUE
Topic: Employment/Labour Standards
Skill: Recall
68) TRUE
Topic: Legislation Protecting Human Rights
Skill: Recall
69) FALSE
Topic: Legislation Protecting Human Rights
Skill: Recall
70) TRUE
Topic: Legislation Protecting Human Rights
Skill: Recall
71) FALSE
Topic: Legislation Protecting Human Rights
Skill: Applied
72) TRUE
Topic: Legislation Protecting Human Rights
Skill: Recall
73) TRUE
Topic: Legislation Protecting Human Rights
Skill: Applied
74) TRUE
Topic: Legislation Protecting Human Rights
Skill: Recall
75) TRUE
Topic: Legislation Protecting Human Rights
Skill: Recall
76) TRUE
Topic: Legislation Protecting Human Rights
Skill: Recall
77) Intentional discrimination involves the deliberate use of criteria such as race, religion, or other prohibited grounds
when making employment decisions. It can be direct, indirect, in the form of differential treatment, or on the basis of
association. Deliberate discrimination does not have to be overt (blatant).
Unintentional discrimination, also known as systemic and constructive discrimination, is difficult to detect and
combat. Typically, it is embedded in policies and practices that, although appearing neutral on the surface and being
implemented impartially, have adverse impact on specific groups of people for reasons that are not job related or
required for the safe and efficient operation of the business.
Topic: Legislation Protecting Human Rights
Skill: Recall
18
Answer Key
Testname: UNTITLED2
78) Human rights legislation prohibits discrimination against all Canadians in a number of areas, including employment.
These areas are known as prohibited grounds of discrimination. These grounds change across provinces and
territories. However, all jurisdictions prohibit discrimination on the grounds of race, colour, religion/creed, sex, marital
status, age, physical and mental disability and sexual orientation. Some but not all jurisdictions prohibit discrimination
on the basis of national or ethnic origin, family status, ancestry or place of origin and various other grounds.
Topic: Legislation Protecting Human Rights
Skill: Recall
79) Reasonable accommodation deals with the adjustment of employment policies and practices so that no individual is
denied benefits, disadvantaged in employment, or prevented from carrying out the essential components of a job on
the basis of prohibited grounds of discrimination. This may involve making adjustments to meet needs based on the
group to which an individual belongs, such as schedule adjustments to accommodate religious beliefs, or on an
individual employee basis, such as work station redesign to enable an individual with a physical disability to perform
a particular task.
Employers are expected to accommodate to the point of undue hardship, a term for which there is no definitive
definition. Generally, however, to claim undue hardship, employers must present evidence that the financial cost of
accommodation (even with outside sources of funding) or health and safety risks to the individual concerned or other
employees would make accommodation impossible. Factors that cannot be taken into consideration include business
inconvenience, customer preference, or disruption to a collective agreement.
Refusing to make every reasonable effort to accommodate employees is a violation of human rights legislation.
An example of reasonable accommodation would be installing an elevator in a government building to accommodate
persons in wheelchairs.
Topic: Legislation Protecting Human Rights
Skill: Applied
80) Sexual harassment is defined as offensive or humiliating behaviour that is related to a person s sex as well as
behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment. Sexual
harassment can be divided into two categories: sexual coercion , which is harassment of a sexual nature that results in
some direct consequence to the worker s employment status or some gain in or loss of tangible job benefits, and sexual
annoyance , which is sexually related conduct that is hostile, intimidating or offensive to the employee but has no
direct link to tangible job benefits or loss thereof.
All types of sexual harassment can have negative impact on employees as well as the work environment. Employees
will feel uncomfortable seeing such work conditions, and employee morale and productivity can be significantly
impacted. Absenteeism can increase amongst staff. They will have less and less trust in management if action is not
taken. The organization can run the risk of facing legal action for condoning such behaviours.
Topic: Legislation Protecting Human Rights
Skill: Applied
81) The four designated groups are: women, visible minorities, aboriginal people and people with disabilities. Differential
treatment by employers include lower pay on average, occupational segregation, higher rates of unemployment,
underemployment and concentration in low-status jobs with little potential for career growth.
For example, women are still not represented adequately in senior management positions, though they make up more
than one-half of the Canadian workforce. Similarly, visible minorities also experience similar issues in terms of
occupational segregation. Many immigrants are highly educated visible minorities. They are typically unable to obtain
employment that makes full use of their knowledge, skills and abilities, which is called underemployment. The income
of people with disabilities is much lower than that of other Canadian workers. Aboriginals are concentrated in three
occupational groups: clerical, skilled crafts and trade, and semi-skilled manual work.
Topic: Legislation Protecting Human Rights
Skill: Recall
19
Answer Key
Testname: UNTITLED2
82) Employment equity programs are designed to achieve a balanced representation of designated group members in the
organization. It is a major management exercise because existing employees must be comfortable with other from
diverse backgrounds, cultures, religions, etc. The following are the key steps to follow when designing a program:
1. Obtaining senior management commitment and support–a written policy endorsed by senior management should
be posted throughout the organization or distributed to all employees.
2. Data collection and analysis–this permits the organization to develop an internal work force profile.
3. Employment systems review–a comprehensive examination of existing policies, procedures, practices, etc., to
determine their impact on designated group members, so that existing intentional and systemic barriers can be
eliminated.
4. Plan development–setting of goals and timetable.
5. Implementation.
6. Monitoring, evaluating and revising.
Topic: Employment Equity
Skill: Recall
83) Diversity management involves a set of activities designed to integrate all members of an organization s multicultural
work force and use their diversity to enhance the firm s effectiveness.
Canada has seen continued immigration from many lands during the last four decades and managers are managing
an increasingly diverse work force. Diversity in the work force can be positive if utilized and channelled properly. As
research shows, diversity can enhance organizational effectiveness and culture. However, there are number of
barriers that should be handled appropriately in order to reap the maximum out of diversity initiatives. It is
recommended that diversity initiatives be taken slowly, since they involve complex change processes. There may be
resistance from the existing workforce which will have to be overcome. Stereotyped beliefs and prejudices can surface,
creating resentment.
Therefore it is important for any organization that is undertaking diversity initiatives to have top management
commitment, training, inclusive representation and communication, support and mentoring programs/groups, regular
audits and defined management responsibilities and accountabilities.
Topic: Diversity Management
Skill: Recall
20
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Technology that is used to attract, hire, retain, and maintain human resources, support HR 1)
administration, and optimize HRM is called:
A) HRIS.
B) HR management.
C) PeopleSoft.
D) HR technology.
E) HR server.
2) HR technology has: 2)
A) made is difficult to have access to information.
B) increased the administrative burden on the HR department.
C) reduced the administrative burden on the HR department.
D) prevented employees from accessing their personnel information.
E) not contributed to any changes in the HR department.
3) HR technology has evolved over the years. The evolution of HR technology is characterized by: 3)
A) 3 stages.
B) 5 stages.
C) 4 stages.
D) 6 stages.
E) none of the above.
4) Nelu is part of the HR department of a production company. The HR department was the sole 4)
custodian of all HR-related data. Therefore Nelu spends most of her time handling employee
queries on personnel questions. The company has:
A) advanced HR technology.
B) one-on-one coaching.
C) a counseling procedure.
D) a paper-based system.
E) PeopleSoft.
5) During the evolution of HR technology, there was a migration of the information resident in the 5)
paper-based system to PCs and local area network systems. These HR databases were able to
produce reports that simply listed what is knows as:
A) personnel data.
B) tombstone information.
C) tombstone data.
D) employee data.
E) personnel information.
6) Company High Tech has three branches across Canada and the US. Both locations are managed 6)
by one HR department. All employee data is fed in from each of the locations and updates a
central database, which can be accessed by each of the locations in return. The HR database is also
linked to their performance management system, payroll/benefits and attendance tracking system.
This is an example of:
A) video conferencing.
B) a paper-based system.
C) an interactive database.
D) a relational database.
E) none of the above.
7) A telephone technology in which a touch-tone phone is used to interact with a database to acquire 7)
information from it or enter data into it is called a(n):
A) client server.
B) interactive voice response.
C) interactive database.
D) web-based application.
E) relational database.
8) In company Smith & Cole, employees can access the applications from any computer with a 8)
connection to the internet. Each person has a password-protected login page. The company has a:
A) interactive voice response.
B) interactive database.
C) web-based application.
D) relational database.
E) all of the above.
9) Deploying highly developed HR technology to manage HR functions will enable members of an 9)
HR department to:
A) increase their efficiency.
B) focus on transforming information to knowledge.
C) relinquish the role of the sole custodian of employee information.
D) delegate to managers and employees the ability to use HR information to solve their
problems.
E) all of the above.
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
10
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
69) Describe the stages in the evolution of HR technology.
70) What is an HRIS? Describe some of its subsystems and key functions.
71) Describe how the role of HR has evolved in an IT-enabled organization.
73) What are the five key competencies for HR as outlined by the Ulrich model?
74) What are the key challenges faced by an organization during the selection and implementation phase of an
HRIS?
75) You are the Director of HR at Targus Inc., a Canadian sportswear retailer with 1000 employees. Discuss reasons
why you would choose to implement a stand-alone system rather than an enterprise -wide system.
76) Identify and describe five key technology trends.
11
Answer Key
Testname: UNTITLED3
1) D
Topic: Strategic Importance of Technology
Skill: Recall
2) C
Topic: Strategic Importance of Technology
Skill: Recall
3) C
Topic: Evolution of HR Technology
Skill: Recall
4) D
Topic: Evolution of HR Technology
Skill: Applied
5) C
Topic: Evolution of HR Technology
Skill: Recall
6) D
Topic: Evolution of HR Technology
Skill: Recall
7) B
Topic: Electronic HR
Skill: Recall
8) C
Topic: Electronic HR
Skill: Recall
9) C
Topic: HRIS
Skill: Recall
10) A
Topic: HRIS
Skill: Recall
11) E
Topic: HRIS
Skill: Recall
12) E
Topic: HRIS
Skill: Recall
13) A
Topic: HRIS
Skill: Recall
14) D
Topic: HRIS
Skill: Applied
15) E
Topic: HRIS
Skill: Recall
16) B
Topic: HRIS
Skill: Recall
12
Answer Key
Testname: UNTITLED3
17) A
Topic: HRIS
Skill: Recall
18) E
Topic: HRIS
Skill: Recall
19) C
Topic: HRIS
Skill: Recall
20) B
Topic: HRIS
Skill: Recall
21) C
Topic: HRIS
Skill: Recall
22) D
Topic: HRIS
Skill: Applied
23) A
Topic: Selecting and Implementing an HRIS
Skill: Recall
24) A
Topic: Selecting and Implementing an HRIS
Skill: Recall
25) B
Topic: Selecting and Implementing an HRIS
Skill: Recall
26) C
Topic: Selecting and Implementing an HRIS
Skill: Applied
27) E
Topic: Selecting and Implementing an HRIS
Skill: Recall
28) B
Topic: Selecting and Implementing an HRIS
Skill: Applied
29) E
Topic: Selecting and Implementing an HRIS
Skill: Recall
30) B
Topic: Selecting and Implementing an HRIS
Skill: Applied
31) C
Topic: Selecting and Implementing an HRIS
Skill: Applied
32) B
Topic: Selecting and Implementing an HRIS
Skill: Recall
13
Answer Key
Testname: UNTITLED3
33) D
Topic: Selecting and Implementing an HRIS
Skill: Applied
34) B
Topic: Selecting and Implementing an HRIS
Skill: Applied
35) E
Topic: Electronic HR
Skill: Recall
36) A
Topic: Electronic HR
Skill: Recall
37) E
Topic: Electronic HR
Skill: Applied
38) A
Topic: Electronic HR
Skill: Recall
39) C
Topic: Electronic HR
Skill: Recall
40) C
Topic: Electronic HR
Skill: Recall
41) C
Topic: Electronic HR
Skill: Applied
42) E
Topic: Electronic HR
Skill: Recall
43) E
Topic: Electronic HR
Skill: Recall
44) A
Topic: Electronic HR
Skill: Recall
45) C
Topic: Selecting and Implementing an HRIS
Skill: Applied
46) C
Topic: Electronic HR
Skill: Applied
47) D
Topic: Selecting and Implementing an HRIS
Skill: Applied
48) C
Topic: HRIS
Skill: Applied
14
Answer Key
Testname: UNTITLED3
49) B
Topic: HRIS
Skill: Applied
50) E
Topic: Electronic HR
Skill: Applied
51) E
Topic: Electronic HR
Skill: Applied
52) D
Topic: Impact of Technology on Role of HR
Skill: Applied
53) B
Topic: Impact of Technology on Role of HR
Skill: Applied
54) C
Topic: Impact of Technology on Role of HR
Skill: Applied
55) E
Topic: Impact of Technology on Role of HR
Skill: Applied
56) E
Topic: Trends in HR and Technology
Skill: Recall
57) C
Topic: Trends in HR and Technology
Skill: Recall
58) TRUE
Topic: Strategic Importance of Technology
Skill: Recall
59) FALSE
Topic: HRIS
Skill: Recall
60) TRUE
Topic: HRIS
Skill: Recall
61) TRUE
Topic: HRIS
Skill: Recall
62) FALSE
Topic: Selecting and Implementing an HRIS
Skill: Recall
63) TRUE
Topic: Selecting and Implementing an HRIS
Skill: Applied
64) TRUE
Topic: Selecting and Implementing an HRIS
Skill: Recall
15
Answer Key
Testname: UNTITLED3
65) TRUE
Topic: Selecting and Implementing an HRIS
Skill: Recall
66) FALSE
Topic: Electronic HR
Skill: Recall
67) FALSE
Topic: Trends in HR and Technology
Skill: Recall
68) TRUE
Topic: Trends in HR and Technology
Skill: Recall
69) There are four stages in the evolution of HR technology: paper-based systems, early personal computer technology,
electronic databases and web -based technology.
Stage 1–Paper-based systems
These systems operated independently from other business -related functions. Data was typically stored on
mainframe computers and HR was the sole custodian of the data. It was common for managers to send employees to
HR to get their personnel questions answered.
Stage 2–Early personal computer technology
In this stage data migrated to PCs and local area network systems. These databases were able to produce reports that
listed basic employee information. HR continued to be the only group who had access to the system and continued to
be the owner of the data.
Stage 3–Electronic database systems
Relational database technology emerged in this stage, which meant that pieces of data could be stored in more than
one file, and they could be connected. With this, HR started to get integrated with other business-related systems.
Stage 4–Web-based technology
The focus has shifted to automating as many transactions as possible to achieve effectiveness and efficiencies.
Web-based applications use a web browser as a user interface. Users can access the applications from any computer
connected to the internet via a secure, password-protected login page. HR still continues to be the owner and
custodian of HR information but others have begun to recognize the value of this information to the business.
Topic: Evolution of HR Technology
Skill: Recall
70) A Human Resources Information System (HRIS) is an integrated system used to gather, store and analyze
information regarding an organization s human resources. There are several components, called subsystems that
make up an HRIS. They are employee administration , recruitment, time and attendance , training and
development, pension administration, employment equity, performance evaluation, compensation and benefits
administration , organizational management, health and safety, labour relations and payroll. The highlighted
subsystems will be discussed.
Employee administration –You would find information such as name, hire date, address, telephone, e mail address,
birth date, sex, position titles, and employment status.
Time and attendance –Included is information necessary to calculate vacation time, such as hire date and any leaves
of absences.
Training and development –Includes data on an employee s skills and competencies, training courses taken, costs of
courses, developmental activities and career-planning activities.
Compensation and benefits administration –Information regarding the company s compensation and benefits plans
and the policies regarding these plans.
Topic: HRIS
Skill: Recall
16
Answer Key
Testname: UNTITLED3
71) The impact of technology has fundamentally changed the role of HR in the organization. It has enabled HR to
decrease its involvement in transactional activities, increase its focus on the customer and increase its delivery of
strategic services.
Self-services such as ESS and MSS have reduced the administrative burden on HR, since the users can have direct
access to HR-related information. HRIS subsystems have reduced the amount of paperwork and coordination that
was previously required of HR. Therefore, HR has more time to spend working with its customers (i.e. internal staff,
management and other departments) in understanding their needs and providing appropriate solutions. This has also
allowed HR to work with senior management developing and implementing organizational strategy.
Topic: Impact of Technology on Role of HR
Skill: Applied
72) Web-based self-service applications include employee self-service systems and management self -service systems.
Employee self-service systems allow employees to update their personal information, such as address, phone
number, emergency contact, etc. It also enables employees to view their individual payroll information, enroll for
benefits programs, and access HR policies and company communications material such as newsletters. Therefore
employees no longer need to speak to HR for routine updates. Management self -service allows managers to access a
range of information not only about themselves but also about the employees who report to them.
These systems have helped the HR to reduce operational costs because basic administrative and transactional
activities have been shifted to employees. This has enabled HR to focus more on strategic issues. Because it is an
automated service, service levels are enhanced, which has led to increased employee satisfaction.
Employees and managers can tend to view this new technology as the work of HR and therefore resist the usage of
it. The usefulness of such technology also depends on whether the content is considered beneficial and relevant to
those who are using it. In addition, factors such as how technology-savvy the users are, user friendliness of the
systems and its culture fit within the organization contribute to the successful implementation and usage of the
system.
Topic: Selecting and Implementing an HRIS
Skill: Recall
73) The five key competencies are:
1. Mastery of HR technology.
2. Strategic contribution.
3. Business knowledge.
4. Personal credibility.
5. HR delivery.
Topic: Impact of Technology on Role of HR
Skill: Recall
74) The first challenge for the organization would be to determine (1) how much customization it requires and (2) what
type of system the organization prefers and needs. Based on this, a company can decide to purchase a system that
brings in best practices, or to customize the software to fit the existing processes. The organization on the other hand
may want a stand -alone system or an enterprise-wide system. Factors such as company size, projected growth,
industry, existing technology, and pricing would be critical areas for consideration. For example, a small company
may not require a comprehensive HRIS. It would be too costly to maintain such a system and therefore would not be
cost effective. Also, if the existing technology of the company does not support a large system, it may be wise to
consider a basic package with the option of adding components as the company grows and as the technology becomes
more advanced.
In the implementation stage the challenge would be to select a suitable project team to move the project forward. The
project team needs to have a balanced composition in terms of representation from within the company, HR, and
outside consultants. It also requires running the system in a controlled environment before the actual launch. Existing
data needs to be converted into the new system and any glitches should be identified as much as possible during the
testing period.
Topic: Selecting and Implementing an HRIS
Skill: Applied
17
Answer Key
Testname: UNTITLED3
18
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) The definition of ________ is the formal relationships among jobs in an organization. 1)
A) job hierarchy
B) organizational structure
C) organizational design
D) organization chart
E) chain-of-command
2) An organization chart is often used to depict the structure of an organization. The chart is also used 2)
to:
A) specify duties and responsibilities.
B) present a snapshot of the firm at a particular point in time.
C) indicate the types of departments established in the firm.
D) clarify the chain of command and show who is accountable to whom.
E) There are no exceptions listed above.
3) Which of the following statements about organizational structures is true? 3)
A) Boundaryless organizations are good for top-down management style.
B) There are four types of organizational structure.
C) Bureaucratic designs are becoming more common.
D) Flat structures are increasingly the norm.
E) Emphasis on teams whose members cross organizational boundaries is a characteristic of flat
structures.
4) Maria is the Vice President of Operations for a company in the retail industry. She has 10 store 4)
managers and 200 associates. The associates report to the store managers and they in turn report to
Maria. Management has a decentralized approach towards individual stores. This company has
the structure of a:
A) hierarchical organization.
B) boundaryless organization.
C) decentralized organization.
D) bureaucratic organization.
E) flat organization.
5) James Martini is the Director of HR for Study Inc. He is working on a project to restructure the 5)
organization. At the moment, the organization has a top-down management approach with many
levels of management. Jobs are highly specified with a narrow focus. It wants to move into a more
decentralized management approach with a high focus on teams and customer service. The
organization is planning to move from a ________ organization to a ________ organization.
A) boundaryless, flat
B) bureaucratic, flat
C) flat, bureaucratic
D) bureaucratic, boundaryless
E) none of the above
6) The process of systematically organizing work into tasks is involved in: 6)
A) job design.
B) writing job descriptions.
C) job analysis.
D) job evaluation.
E) organizational design.
7) The collection of tasks and responsibilities performed by one person is known as: 7)
A) a job specification.
B) a position.
C) a job.
D) a job description.
E) a job analysis.
8) In an office with one supervisor, one assistant, two clerks, and two data-entry operators, there are: 8)
A) four positions and six jobs.
B) four jobs and four positions.
C) four positions and four jobs.
D) four jobs and six positions.
E) six jobs and six positions.
9) Work simplification is an approach to job design. Which of the following statement is true of work 9)
simplification?
A) It is effective in a changing environment.
B) It can be used to motivate highly educated employees.
C) It can sometimes lead to a reduced demand for premium pay.
D) It is based on the premise that work can be broken down into clearly defined tasks.
E) It may be very appropriate in settings employing highly educated persons.
10
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
11
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
76) Discuss types of organizational structures. What would you recommend as an organizational structure for a
company in retail business and why?
77) Job analysis is called the cornerstone of HRM. Discuss.
78) Discuss the changing nature of jobs. What factors are driving the change, and what are its implications for the
future?
79) Discuss the role of industrial engineering.
80) List and describe the steps involved in job analysis.
81) Discuss the advantages and disadvantages of using the observation method versus the questionnaire method
in collecting job analysis information.
82) Discuss human rights legislative requirements pertaining to job descriptions and specifications.
12
Answer Key
Testname: UNTITLED4
1) B
Topic: Organizing Work for Strategic Success
Skill: Recall
2) D
Topic: Organizing Work for Strategic Success
Skill: Recall
3) D
Topic: Organizing Work for Strategic Success
Skill: Recall
4) E
Topic: Organizing Work for Strategic Success
Skill: Applied
5) B
Topic: Organizing Work for Strategic Success
Skill: Applied
6) A
Topic: Job Design
Skill: Recall
7) B
Topic: Job Design
Skill: Recall
8) D
Topic: Job Design
Skill: Applied
9) D
Topic: Job Design
Skill: Recall
10) E
Topic: Job Design
Skill: Recall
11) C
Topic: Job Design
Skill: Applied
12) A
Topic: Job Design
Skill: Recall
13) B
Topic: Job Design
Skill: Applied
14) E
Topic: Job Design
Skill: Applied
15) B
Topic: Job Design
Skill: Applied
16) E
Topic: Job Design
Skill: Recall
13
Answer Key
Testname: UNTITLED4
17) D
Topic: Job Design
Skill: Applied
18) E
Topic: Job Design
Skill: Recall
19) B
Topic: Job Design
Skill: Recall
20) B
Topic: Nature of Job Analysis
Skill: Recall
21) A
Topic: Nature of Job Analysis
Skill: Recall
22) D
Topic: Nature of Job Analysis
Skill: Recall
23) C
Topic: Nature of Job Analysis
Skill: Recall
24) D
Topic: Nature of Job Analysis
Skill: Recall
25) E
Topic: Nature of Job Analysis
Skill: Recall
26) D
Topic: Nature of Job Analysis
Skill: Applied
27) D
Topic: Nature of Job Analysis
Skill: Recall
28) B
Topic: Nature of Job Analysis
Skill: Applied
29) E
Topic: Nature of Job Analysis
Skill: Recall
30) E
Topic: Nature of Job Analysis
Skill: Recall
31) D
Topic: Nature of Job Analysis
Skill: Recall
32) B
Topic: Nature of Job Analysis
Skill: Recall
14
Answer Key
Testname: UNTITLED4
33) D
Topic: Nature of Job Analysis
Skill: Recall
34) E
Topic: Nature of Job Analysis
Skill: Recall
35) C
Topic: Nature of Job Analysis
Skill: Recall
36) D
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
37) A
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
38) A
Topic: Methods of Collecting Job Analysis Information
Skill: Applied
39) A
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
40) D
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
41) B
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
42) E
Topic: Methods of Collecting Job Analysis Information
Skill: Applied
43) A
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
44) C
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
45) A
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
46) C
Topic: Methods of Collecting Job Analysis Information
Skill: Applied
47) E
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
48) B
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
15
Answer Key
Testname: UNTITLED4
49) E
Topic: Methods of Collecting Job Analysis Information
Skill: Applied
50) B
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
51) D
Topic: Writing Job Descriptions and Job Specifications
Skill: Applied
52) C
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
53) D
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
54) C
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
55) C
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
56) A
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
57) D
Topic: Writing Job Descriptions and Job Specifications
Skill: Applied
58) A
Topic: Writing Job Descriptions and Job Specifications
Skill: Applied
59) E
Topic: Writing Job Descriptions and Job Specifications
Skill: Applied
60) A
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
61) C
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
62) B
Topic: Writing Job Descriptions and Job Specifications
Skill: Applied
63) A
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
64) A
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
16
Answer Key
Testname: UNTITLED4
65) D
Topic: Competency Based Job Analysis
Skill: Recall
66) TRUE
Topic: Organizing Work for Strategic Success
Skill: Recall
67) FALSE
Topic: Organizing Work for Strategic Success
Skill: Recall
68) TRUE
Topic: Organizing Work for Strategic Success
Skill: Recall
69) TRUE
Topic: Nature of Job Analysis
Skill: Recall
70) FALSE
Topic: Nature of Job Analysis
Skill: Recall
71) TRUE
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
72) TRUE
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
73) TRUE
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
74) FALSE
Topic: Writing Job Descriptions and Job Specifications
Skill: Recall
75) TRUE
Topic: Competency Based Job Analysis
Skill: Recall
76) Organizational structure refers to the formal relationships among jobs in an organization. There are three types of
organizational structure: bureaucratic, flat and boundaryless. Structure of an organization depends on the company s
strategic goals.
Retail organizations typically have flat organizational structures. This is because the emphasis of a retail organization
would be on teams and customer service. Therefore, more authority and autonomy has to be passed down to teams
and line managers, which depict a decentralized management style. Since the competitive advantage of the company
is based on the quality and speed of customer service, the organization requires a flat structure to make faster
decisions to resolve customer-centred problems. Job are broadly defined with general job descriptions with the goals
of striving for higher levels of customer service rather than specializing in particular tasks and aspects of a job.
Topic: Organizing Work for Strategic Success
Skill: Applied
17
Answer Key
Testname: UNTITLED4
77) Job analysis is the procedure for determining the tasks, duties and responsibilities of each job and the human
attributes required to perform the job. Job analysis information is used to develop job descriptions and job
specifications. In addition, it is also used for a number of interrelated HRM activities such as HR planning, recruitment
and selection, training and development, career management, compensation and performance appraisals.
For example, knowing the actual requirements of jobs is essential for planning future staffing needs. Job descriptions
and job specifications are used to decide what sort of person to recruit and hire. Job analysis information is used to
determine the relative value of jobs in the organization and appropriate compensation levels. By comparing the
knowledge, abilities and skills that employees bring to the job with those that are identified by job analysis, managers
can determine the gaps that need to be addressed through training and development.
As you can see, job analysis information is used for a variety of HRM activities and can be called the cornerstone of
HRM.
Topic: Nature of Job Analysis
Skill: Applied
78) The traditional meaning of a job as a set of well-defined responsibilities is changing. This is a result of reduced
hierarchical structure in organizations, work being done in teams, more focus on organizational goals rather than on
rules, and continual change. The focus becomes defining the job at hand for the overall benefit of the organization,
and employees are increasingly expected to adapt to such changes. As a result of these changes work has become
more cognitively complex, more team based, more dependent on social skills and on technological skills. As a result
some organizations are focusing on personal competencies and skills rather than on specific tasks and responsibilities.
More firms are moving toward new organizational structures built around jobs that are broad and that may change on
a daily basis. In such situations workers no longer take their cues from job descriptions or supervisor instructions but
rather from signals coming from the changing demands of the job at hand.
Topic: Competency Based Job Analysis
Skill: Applied
79) Industrial engineering is concerned with analyzing work methods and establishing time standards to improve
efficiency. Industrial engineers systematically identify, analyze, and time the elements of each job s work cycle and
determine which, if any, elements can be modified, combined, rearranged, or eliminated to reduce the time needed to
complete the cycle.
To establish time standards, industrial engineers measure and record the time required to complete each element in
the work cycle, using a stopwatch or work sampling techniques, and then combine these times to determine the total.
Adjustments are then made to compensate for differences in skill level, breaks, and interruptions due to such factors
as machine maintenance or breakdown. The adjusted time becomes the standard time for that particular work cycle,
which serves as an objective basis for evaluating and improving employee performance and determining incentive
pay.
Since jobs are created primarily to enable an organization to achieve its objectives, industrial engineering cannot be
ignored as a disciplined and objective approach to job design. However, too much emphasis on the concerns of
industrial engineering–improving efficiency and simplifying work methods–may result in human considerations
being neglected or downplayed What may be improvements in job design and efficiency from an engineering
standpoint can sometimes prove to be physiologically or psychologically unsound Thus, to be effective, job design
must also provide for the satisfaction of human psychological and physiological needs.
Topic: Organizing Work for Strategic Success
Skill: Applied
18
Answer Key
Testname: UNTITLED4
80) Step One: Identify the use to which the information will be put, since this will determine the types of data that should
be collected and the techniques used.
Step Two: Review relevant background information, such as organization charts, process charts, and job descriptions.
Step Three: Select the representative positions and jobs to be analyzed This is necessary when there are many
incumbents in a single job and when a number of similar jobs are to be analyzed, since it would be too time
consuming to analyze every position and job.
Step Four: Analyze the jobs by collecting data on the job activities, required employee behaviours, working
conditions, and human traits and abilities needed to perform the job.
Step Five: Review the information with the worker(s) performing the job and with the immediate supervisor. This
will help to confirm that the information is factually correct and complete by providing an opportunity for review and
modification, if necessary, this step can also help gain employees acceptance of job analysis data, as well as the
documents derived from this data and subsequent decisions reached.
Step Six: Develop a job description and job specification.
Topic: Nature of Job Analysis
Skill: Recall
81) Direct observation is mostly useful when jobs consist mainly of observable physical activities, e.g., an assembly line
worker. Third parties are used to conduct observations. This gives more credibility to the data gathered through
observations, unlike using job incumbents who may have reasons for distorting information. It s more focused on
reality rather than on perceptions, since observations are done while the incumbent is performing the job. However,
this method is not useful if the job entails a lot of mental activity which cannot be observed. It is also not useful if the
employee engages in key activities that might occur occasionally. Observation can also influence the behaviour of job
incumbents.
The questionnaire method requests employees to fill out questionnaires to describe their job-related duties and
responsibilities. Questionnaires can be structured or unstructured. In a structured questionnaire, job incumbents and
supervisors are asked questions about work performed using fixed responses, whereas unstructured questionnaires
request incumbents and supervisors to write essays to describe work performed. This method is relatively inexpensive
and is very useful if covering large numbers of employees or if the employees are scattered. Structured questionnaires
can be easily analyzed using the computer. However, developing and testing the questionnaires can be time
consuming and costly. It does not allow for probing and tends to focus on perceptions of the job. Responses depend on
the communication skills of the respondents.
Topic: Methods of Collecting Job Analysis Information
Skill: Recall
19
Answer Key
Testname: UNTITLED4
20
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) The process of reviewing human resources requirements to ensure that the organization has the 1)
required number of employees, with the necessary skills to meet its goals, is known as:
A) selection.
B) human resources planning.
C) strategic planning.
D) training and development.
E) recruitment.
2) Each of the following statements about HRP is true EXCEPT: 2)
A) it can lead to significant costs if done poorly.
B) a critical HRP issue is what to do when the labour supply exceeds the anticipated demand.
C) a fundamental HRP decision when demand exceeds supply is whether projected positions
will be filled externally or internally.
D) it is a reactive process.
E) it is also known as employment planning.
3) A potential solution when labour demand exceeds labour supply is: 3)
A) finding employees alternative jobs within the organization.
B) work sharing.
C) hiring temporary workers.
D) job sharing.
E) any of the above
4) Potential solutions when labour supply exceeds labour demand include all of the following 4)
EXCEPT:
A) instituting a hiring freeze.
B) subcontracting.
C) termination of employment.
D) downsizing through attrition.
E) employee layoffs.
5) Effective HRP helps an organization to do all of the following EXCEPT: 5)
A) anticipate and avoid shortages and surpluses of human resources.
B) comply with privacy laws.
C) make major labour market demands more successfully.
D) achieve its goals and objectives.
E) plan and coordinate recruitment, selection, training, and career planning more effectively.
6) When labour demand equals labour supply: 6)
A) occupational health and safety is critical in achieving balance.
B) HR personnel must hire more recruiters.
C) performance management is critical in achieving balance.
D) compensation and benefits are most important.
E) project management skills are critical for achieving balance.
7) Inadequate human resources planning within an organization can result in direct costs when 7)
labour demand decreases significantly for an extended period of time. Which of the following
provides an accurate reason for this:
A) there are project management costs.
B) there is a link to privacy laws.
C) it would cause costs associated with hiring part-time workers.
D) severance pay is required for a large number of staff.
E) it would cause hiring more HR staff.
8) Strategic plans are created and carried out by: 8)
A) Human Resources personnel.
B) a CFO.
C) a Board of Directors.
D) a CEO.
E) people.
9) Each of the following statements about the relationship between HRP and strategic planning is 9)
true EXCEPT:
A) HRP has long been part of the strategic planning process.
B) failure to integrate HRP and strategic planning can have very serious consequences.
C) determining whether or not people will be available is a critical element of strategic planning.
D) environmental scanning is a critical component of both HRP and strategic planning.
E) HRP and strategic planning become effective when there is a reciprocal and interdependent
relationship between them.
10
11
12
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
13
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
95) Explain the importance of Human Resources Planning (HRP).
96) Explain the relationship between human resources planning and strategic planning.
97) What are the factors that should be considered when forecasting the number and type of people needed to
meet the organization s objectives?
98) Differentiate between trend analysis, ratio analysis, and regression analysis.
99) You are the HR professional responsible for Human Resources Planning (HRP) at Dineromucha Inc., a
Canadian credit union. You will be implementing the nominal group technique for forecasting human
resources needs. Cite and explain the steps you will follow.
100) You are the HR professional responsible for Human Resources Planning (HRP) at Dineromucha Inc., a
Canadian credit union. You will be implementing the nominal group technique for forecasting human
resources needs. What should you be aware of regarding the advantages and disadvantages of this technique?
101) Explain what the Delphi Technique is, and what steps are involved in this process.
102) Explain the advantages and disadvantages of the Delphi Technique.
103) You are the HR professional responsible for Human Resources Planning (HRP) at a major Canadian insurance
provider, Bonnvue Inc. Environmental scanning is a critical component of HRP. Which environmental factors
would you monitor as part of your responsibility for HRP?
104) Briefly describe the tools and techniques used to forecast the supply of internal candidates.
105) You are the V.P. Human Resources at a major Canadian automaker which has been significantly impacted by
the recent recession. Briefly describe the major strategies available to you to deal with the labour surplus at the
firm.
14
Answer Key
Testname: UNTITLED5
1) B
Topic: Strategic Importance of HRP
Skill: Recall
2) D
Topic: Strategic Importance of HRP
Skill: Recall
3) C
Topic: Strategic Importance of HRP
Skill: Applied
4) B
Topic: Strategic Importance of HRP
Skill: Applied
5) B
Topic: Strategic Importance of HRP
Skill: Recall
6) C
Topic: Strategic Importance of HRP
Skill: Applied
7) D
Topic: Strategic Importance of HRP
Skill: Applied
8) E
Topic: Strategic Importance of HRP
Skill: Recall
9) A
Topic: Strategic Importance of HRP
Skill: Applied
10) E
Topic: Strategic Importance of HRP
Skill: Applied
11) A
Topic: Strategic Importance of HRP
Skill: Applied
12) C
Topic: Strategic Importance of HRP
Skill: Recall
13) C
Topic: Step 1: Forecasting Demand
Skill: Recall
14) C
Topic: Step 1: Forecasting Demand
Skill: Recall
15) A
Topic: Step 1: Forecasting Demand
Skill: Recall
16) A
Topic: Step 1: Forecasting Demand
Skill: Recall
15
Answer Key
Testname: UNTITLED5
17) C
Topic: Step 1: Forecasting Demand
Skill: Recall
18) A
Topic: Step 1: Forecasting Demand
Skill: Recall
19) D
Topic: Step 1: Forecasting Demand
Skill: Applied
20) B
Topic: Step 1: Forecasting Demand
Skill: Recall
21) B
Topic: Step 1: Forecasting Demand
Skill: Recall
22) D
Topic: Step 1: Forecasting Demand
Skill: Recall
23) B
Topic: Step 1: Forecasting Demand
Skill: Recall
24) E
Topic: Step 1: Forecasting Demand
Skill: Recall
25) A
Topic: Step 1: Forecasting Demand
Skill: Recall
26) E
Topic: Step 1: Forecasting Demand
Skill: Recall
27) E
Topic: Step 1: Forecasting Demand
Skill: Applied
28) E
Topic: Step 1: Forecasting Demand
Skill: Applied
29) A
Topic: Step 1: Forecasting Demand
Skill: Recall
30) B
Topic: Step 1: Forecasting Demand
Skill: Recall
31) D
Topic: Step 1: Forecasting Demand
Skill: Recall
32) D
Topic: Step 1: Forecasting Demand
Skill: Applied
16
Answer Key
Testname: UNTITLED5
33) B
Topic: Step 2: Forecasting Supply
Skill: Recall
34) D
Topic: Step 2: Forecasting Supply
Skill: Recall
35) C
Topic: Step 2: Forecasting Supply
Skill: Recall
36) A
Topic: Step 2: Forecasting Supply
Skill: Applied
37) B
Topic: Step 2: Forecasting Supply
Skill: Recall
38) A
Topic: Step 2: Forecasting Supply
Skill: Recall
39) D
Topic: Step 2: Forecasting Supply
Skill: Recall
40) D
Topic: Step 2: Forecasting Supply
Skill: Applied
41) E
Topic: Step 2: Forecasting Supply
Skill: Applied
42) A
Topic: Step 2: Forecasting Supply
Skill: Recall
43) A
Topic: Step 2: Forecasting Supply
Skill: Applied
44) A
Topic: Step 2: Forecasting Supply
Skill: Applied
45) A
Topic: Step 2: Forecasting Supply
Skill: Recall
46) C
Topic: Step 2: Forecasting Supply
Skill: Applied
47) C
Topic: Step 2: Forecasting Supply
Skill: Recall
48) E
Topic: Step 2: Forecasting Supply
Skill: Recall
17
Answer Key
Testname: UNTITLED5
49) D
Topic: Step 2: Forecasting Supply
Skill: Recall
50) A
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
51) D
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
52) E
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
53) A
Topic: Step 3: Balancing Supply and Demand
Skill: Applied
54) D
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
55) D
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
56) C
Topic: Step 3: Balancing Supply and Demand
Skill: Applied
57) D
Topic: Step 3: Balancing Supply and Demand
Skill: Applied
58) D
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
59) C
Topic: Step 3: Balancing Supply and Demand
Skill: Applied
60) C
Topic: Step 3: Balancing Supply and Demand
Skill: Applied
61) A
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
62) D
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
63) A
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
64) C
Topic: Step 3: Balancing Supply and Demand
Skill: Applied
18
Answer Key
Testname: UNTITLED5
65) E
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
66) B
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
67) A
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
68) D
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
69) C
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
70) E
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
71) C
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
72) C
Topic: Step 3: Balancing Supply and Demand
Skill: Applied
73) E
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
74) TRUE
Topic: Strategic Importance of HRP
Skill: Recall
75) TRUE
Topic: Strategic Importance of HRP
Skill: Recall
76) FALSE
Topic: Strategic Importance of HRP
Skill: Recall
77) TRUE
Topic: Step 1: Forecasting Demand
Skill: Recall
78) FALSE
Topic: Step 1: Forecasting Demand
Skill: Recall
79) TRUE
Topic: Step 1: Forecasting Demand
Skill: Recall
80) FALSE
Topic: Step 1: Forecasting Demand
Skill: Recall
19
Answer Key
Testname: UNTITLED5
81) FALSE
Topic: Step 1: Forecasting Demand
Skill: Recall
82) TRUE
Topic: Step 2: Forecasting Supply
Skill: Recall
83) TRUE
Topic: Step 1: Forecasting Demand
Skill: Recall
84) TRUE
Topic: Step 2: Forecasting Supply
Skill: Recall
85) TRUE
Topic: Step 2: Forecasting Supply
Skill: Recall
86) TRUE
Topic: Step 2: Forecasting Supply
Skill: Recall
87) FALSE
Topic: Step 2: Forecasting Supply
Skill: Recall
88) TRUE
Topic: Step 2: Forecasting Supply
Skill: Recall
89) FALSE
Topic: Step 2: Forecasting Supply
Skill: Applied
90) TRUE
Topic: Step 3: Balancing Supply and Demand
Skill: Applied
91) FALSE
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
92) FALSE
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
93) TRUE
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
94) TRUE
Topic: Step 3: Balancing Supply and Demand
Skill: Recall
20
Answer Key
Testname: UNTITLED5
95) HRP provides a framework for the coordination and integration of HRM policies and practices related to staffing and
development activities, since they affect the requirements for and supply of human resources. Effective HRP helps a
firm to:
· achieve its goals and objectives
· plan and coordinate recruitment, selection, training, career planning, and other staffing and development activities
more effectively
· achieve economies in hiring new workers
· make major labour market demands more successfully
· anticipate and avoid shortages and surpluses of human resources
· control and/or reduce labour costs
· utilize employees capabilities more effectively, thereby increasing performance and productivity, and reducing
dissatisfaction and turnover
· establish employment equity goals and timetables that are realistic and attainable
Topic: Strategic Importance of HRP
Skill: Recall
96) Strategic plans are developed and implemented by people in the organization. Determining whether or not the skills
required will be available is a critical element of the strategic planning process. Although production, financial and
marketing plans have been recognized as important considerations in the strategic planning process, HR plans are also
seen today as another essential component. It is becoming clear that HRP and strategic planning become effective
when a reciprocal and interdependent relationship exists between them.
Topic: Strategic Importance of HRP
Skill: Recall
97) · the demand for the organization s product or service
· projected turnover as a result of resignations or termination
· quality and nature of employees in relation to what management sees as the changing needs of the organization
· decisions to upgrade the quality of products or services or enter into new markets, which might change the required
employee skill mix
· planned technological and administrative changes aimed at increasing productivity and reducing employee
headcount
· the financial resources available to each department.
Topic: Step 1: Forecasting Human Resources Needs (Demand)
Skill: Recall
98) Trend analysis involves studying the firm s employment levels over a period of years to predict future needs. The
purpose is to identify employment trends that might continue into the future. Because employment levels rarely
depend solely on the passage of time, but rather on factors such as changes in sales volume and productivity, trend
analysis can only provide an initial estimate
Ratio analysis involves making estimates based on the ratio between (1) some causal factor (such as sales volume)
and (2) number of employees required. Like trend analysis, ratio analysis assumes that productivity remains about the
same. Thus, ratio analysis can only provide an approximation of future HR needs.
Regression analysis is a more sophisticated statistical technique that involves the use of a mathematical formula to
project future demands based on an established relationship between (1) an organization s employment level
(dependent variable) and (2) some measurable factor of output (independent variable) such as revenue, sales, or
production level. Where there are several dependent and/or independent variables, multiple regression analysis is
used.
Topic: Step 1: Forecasting Human Resources Needs (Demand)
Skill: Recall
21
Answer Key
Testname: UNTITLED5
99) The steps are as follows:
· Each member of the group independently writes down his or her ideas on the problem or issue.
· Going around the table, each member then presents one idea.
· This process continues until all ideas have been presented and recorded, typically on a flipchart.
· No discussion is permitted during this step.
· Clarification is then sought, followed by group discussion and evaluation.
· Finally, each member is asked to rank the ideas.
· This is done independently and in silence.
Topic: Step 1: Forecasting Human Resources Needs (Demand)
Skill: Applied
100) The advantages of this technique include involvement of key decision makers, a future focus, and the fact that the
group discussion can facilitate the exchange of ideas and greater acceptance of results.
Disadvantages include: subjectivity and the potential for group pressure to lead to less accurate assessment than could
be obtained through other ways.
Topic: Step 1: Forecasting Human Resources Needs (Demand)
Skill: Applied
101) · It is useful for long-range forecasting and other strategic planning issues.
· It typically involves outside experts as well as company employees, based on the premise that outsiders may be able
to assess changes and their potential impact more objectively.
· There are several steps involved in the process, including:
1. Problem identification –each group member must submit a potential solution by completing a questionnaire;
direct face-to-face contact is not permitted
2. After the questionnaire is completed independently and anonymously, the results are compiled at a centralized
location.
3. A copy of the results is given to each member of the team.
4. If there are differences in opinion, each individual uses the feedback from other experts to fine-tune his or her
independent assessment.
5. The last 2 steps are repeated as often as necessary until a consensus is reached.
Topic: Step 1: Forecasting Human Resources Needs (Demand)
Skill: Applied
102) The advantages include: involvement of key decision makers and future focus. The technique permits the group to
critically evaluate a wide range of views. Disadvantages include the fact that judgments may not use objective data
efficiently, the time and costs involved, and the potential difficulty in integrating diverse opinions.
Topic: Step 1: Forecasting Human Resources Needs (Demand)
Skill: Recall
103) · economic conditions (general and regional)
· market and competitive trends
· new or revised laws and decisions of courts and quasi-judicial bodies
· social concerns related to health care, childcare, and educational priorities
· technological changes
· demographic trends.
Topic: Strategic Importance of HRP
Skill: Applied
22
Answer Key
Testname: UNTITLED5
23
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Which of the following statements about recruitment is true? 1)
A) The recruitment process begins with the identification of a position that requires staffing, and
is completed when resumes and/or completed application forms are received from an
adequate number of applicants.
B) The recruitment process begins with the identification of a position that requires staffing, and
is completed when a short list of candidates has been compiled.
C) In large organizations, in which recruiting is done on an almost continuous basis, there are
specialists, known as employment managers, whose job it is to find and attract capable
applicants.
D) Recruitment is the process of searching for and selecting the most appropriate individual to
staff job requirements.
E) The HR department staff members have line authority for recruitment.
2) Which of the following is true of employer branding? 2)
A) It is the image of the organization as an employer held by persons external to the
organization as well as current employees.
B) It is the image of the organization as an employer held by persons external to the
organization only.
C) It is the image of the organization as an employer held by current employees only.
D) It is the image of the organization as an employer held by applicants for a position with the
organization only.
E) It is important only for persons who are eventually hired by the organization.
3) The first step in employer branding includes: 3)
A) HR planning.
B) defining the target audience in terms of where to find them.
C) building a pool of candidates.
D) developing the employee value proposition.
E) defining the target audience in terms of where to find them and what they would want from
an employer.
4) The second step in employer branding includes: 4)
A) defining the target audience in terms of where to find them.
B) defining the reasons why the organization is a unique place to work.
C) defining the reasons why the organization is a unique place to work and would be an
attractive employer to the desired audience.
D) building a pool of candidates.
E) defining the target audience in terms of where to find them and what they would want from
an employer.
5) Identifying which job requirements should be filled internally and which externally is most closely 5)
associated with:
A) building a pool of candidates.
B) choosing the appropriate recruitment method(s).
C) a human resources requisition form.
D) determining the job requirements.
E) HR planning.
6) When job openings arise unexpectedly these openings are identified by: 6)
A) determining the job requirements.
B) building a pool of candidates.
C) human resources planning.
D) manager request.
E) choosing the appropriate recruitment source(s) and method(s).
7) Determining the job requirements involves: 7)
A) reviewing the job description and job specification and updating them, if necessary.
B) perusing the human resources plan.
C) reviewing the employment equity plan.
D) relying on the human resources requisition form.
E) relying on the supervisor s judgment.
8) Constraints affecting the recruitment process arise from: 8)
A) emerging labour shortages and inducements offered by competitors.
B) emerging labour shortages, inducements offered by competitors, and employment equity
plans.
C) there are no constraints.
D) inducements offered by competitors.
E) employment equity plans and emerging labour shortages.
9) An engineering consulting company operating across Canada has launched an initiative to recruit 9)
engineers from England. Which of the constraints on the recruitment process is this most likely
primarily designed to address?
A) employment equity plans
B) employment status policies
C) inducements offered by competitors
D) compensation policies
E) the labour shortage for certain occupations in Canada
10
11
12
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
13
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
97) Recruiting a diverse workforce is a necessity. Compare and contrast the benefits of attracting older workers
versus younger employees.
98) A well established advertising firm wishes to employ more younger workers in order to bring new perspectives
and creativity to the firm. What benefits should the firm put in place for existing workers in order to entice this
target group to join the firm.
99) Even when detailed resumes have been submitted, most firms also request that a standardized company
application form be completed by every job applicant. Why?
14
100) Describe the steps in the recruitment process.
102) What are the advantages and disadvantages of filling open positions with internal candidates?
103) What are the advantages of external recruitment?
104) You are a human resources Consultant hired by a client to advise on developing a career Web site. What are
the best practices of career website development that you would discuss with the client?
15
Answer Key
Testname: UNTITLED6
1) A
Topic: Strategic Importance of Recruitment
Skill: Recall
2) A
Topic: Strategic Importance of Recruitment
Skill: Applied
3) E
Topic: Strategic Importance of Recruitment
Skill: Recall
4) C
Topic: Strategic Importance of Recruitment
Skill: Recall
5) E
Topic: The Recruitment Process
Skill: Recall
6) D
Topic: The Recruitment Process
Skill: Recall
7) A
Topic: The Recruitment Process
Skill: Recall
8) B
Topic: The Recruitment Process
Skill: Recall
9) E
Topic: The Recruitment Process
Skill: Applied
10) E
Topic: The Recruitment Process
Skill: Recall
11) B
Topic: The Recruitment Process
Skill: Recall
12) E
Topic: The Recruitment Process
Skill: Recall
13) D
Topic: Recruiting Within the Organization
Skill: Applied
14) B
Topic: Recruiting Within the Organization
Skill: Applied
15) B
Topic: Recruiting Within the Organization
Skill: Applied
16) D
Topic: Recruiting Within the Organization
Skill: Recall
16
Answer Key
Testname: UNTITLED6
17) C
Topic: Recruiting Within the Organization
Skill: Recall
18) D
Topic: Recruiting Within the Organization
Skill: Recall
19) A
Topic: Recruiting Within the Organization
Skill: Applied
20) A
Topic: Recruiting Within the Organization
Skill: Recall
21) A
Topic: Recruiting Within the Organization
Skill: Applied
22) D
Topic: Recruiting Within the Organization
Skill: Applied
23) D
Topic: Recruiting Within the Organization
Skill: Recall
24) E
Topic: Recruiting Outside the Organization
Skill: Applied
25) E
Topic: Recruiting Outside the Organization
Skill: Applied
26) A
Topic: Recruiting Outside the Organization
Skill: Recall
27) C
Topic: Recruiting Outside the Organization
Skill: Applied
28) E
Topic: Recruiting Outside the Organization
Skill: Recall
29) E
Topic: Recruiting Outside the Organization
Skill: Recall
30) C
Topic: Recruiting Outside the Organization
Skill: Recall
31) D
Topic: Recruiting Outside the Organization
Skill: Recall
32) A
Topic: Recruiting Outside the Organization
Skill: Applied
17
Answer Key
Testname: UNTITLED6
33) C
Topic: Recruiting Outside the Organization
Skill: Applied
34) B
Topic: Recruiting Outside the Organization
Skill: Recall
35) B
Topic: Recruiting Outside the Organization
Skill: Recall
36) B
Topic: Recruiting Outside the Organization
Skill: Recall
37) A
Topic: Recruiting Outside the Organization
Skill: Recall
38) D
Topic: Recruiting Outside the Organization
Skill: Applied
39) C
Topic: Recruiting Outside the Organization
Skill: Recall
40) A
Topic: Recruiting Outside the Organization
Skill: Recall
41) C
Topic: Recruiting Outside the Organization
Skill: Recall
42) B
Topic: Recruiting Outside the Organization
Skill: Applied
43) B
Topic: Recruiting Outside the Organization
Skill: Recall
44) E
Topic: Recruiting Outside the Organization
Skill: Applied
45) C
Topic: Recruiting Outside the Organization
Skill: Recall
46) E
Topic: Recruiting Outside the Organization
Skill: Applied
47) C
Topic: Recruiting Outside the Organization
Skill: Recall
48) B
Topic: Recruiting Outside the Organization
Skill: Recall
18
Answer Key
Testname: UNTITLED6
49) C
Topic: Recruiting Outside the Organization
Skill: Recall
50) B
Topic: Recruiting Outside the Organization
Skill: Recall
51) D
Topic: Recruiting Outside the Organization
Skill: Recall
52) A
Topic: Recruiting Outside the Organization
Skill: Applied
53) D
Topic: Recruiting Outside the Organization
Skill: Applied
54) D
Topic: Recruiting Outside the Organization
Skill: Recall
55) C
Topic: Recruiting Outside the Organization
Skill: Recall
56) A
Topic: Recruiting Outside the Organization
Skill: Applied
57) D
Topic: Recruiting Outside the Organization
Skill: Applied
58) C
Topic: Recruiting Outside the Organization
Skill: Applied
59) D
Topic: Recruiting Outside the Organization
Skill: Recall
60) E
Topic: Recruiting Outside the Organization
Skill: Applied
61) B
Topic: Recruiting Outside the Organization
Skill: Recall
62) A
Topic: Recruiting Outside the Organization
Skill: Applied
63) B
Topic: Recruiting Outside the Organization
Skill: Applied
64) D
Topic: Recruiting Outside the Organization
Skill: Applied
19
Answer Key
Testname: UNTITLED6
65) A
Topic: Recruiting Outside the Organization
Skill: Recall
66) E
Topic: Recruiting Outside the Organization
Skill: Applied
67) E
Topic: Recruiting Outside the Organization
Skill: Recall
68) C
Topic: Recruiting Outside the Organization
Skill: Recall
69) E
Topic: Recruiting Outside the Organization
Skill: Recall
70) E
Topic: Recruiting Outside the Organization
Skill: Applied
71) E
Topic: Recruiting Outside the Organization
Skill: Recall
72) E
Topic: Recruiting Outside the Organization
Skill: Recall
73) C
Topic: Recruiting Outside the Organization
Skill: Recall
74) B
Topic: Recruiting Outside the Organization
Skill: Recall
75) C
Topic: Recruiting a More Diverse Workforce
Skill: Recall
76) A
Topic: Recruiting a More Diverse Workforce
Skill: Recall
77) D
Topic: Developing and Using Application Forms
Skill: Applied
78) TRUE
Topic: Strategic Importance of Recruitment
Skill: Recall
79) TRUE
Topic: Strategic Importance of Recruitment
Skill: Recall
80) TRUE
Topic: Recruiting Within the Organization
Skill: Applied
20
Answer Key
Testname: UNTITLED6
81) TRUE
Topic: Recruiting Within the Organization
Skill: Recall
82) TRUE
Topic: Recruiting Within the Organization
Skill: Recall
83) TRUE
Topic: Recruiting Within the Organization
Skill: Recall
84) TRUE
Topic: Recruiting Within the Organization
Skill: Applied
85) FALSE
Topic: Recruiting Outside the Organization
Skill: Applied
86) TRUE
Topic: Recruiting Outside the Organization
Skill: Recall
87) TRUE
Topic: Recruiting Outside the Organization
Skill: Recall
88) TRUE
Topic: Recruiting Outside the Organization
Skill: Recall
89) TRUE
Topic: Recruiting Outside the Organization
Skill: Recall
90) TRUE
Topic: Recruiting a More Diverse Workforce
Skill: Recall
91) TRUE
Topic: Recruiting a More Diverse Workforce
Skill: Recall
92) FALSE
Topic: Recruiting a More Diverse Workforce
Skill: Recall
93) TRUE
Topic: Developing and Using Application Forms
Skill: Recall
94) TRUE
Topic: Developing and Using Application Forms
Skill: Recall
95) FALSE
Topic: Developing and Using Application Forms
Skill: Recall
96) FALSE
Topic: Developing and Using Application Forms
Skill: Recall
21
Answer Key
Testname: UNTITLED6
97) Benefits of recruiting older workers: high job satisfaction; a strong sense of loyalty and organizational commitment; a
strong work ethic; good people skills; and willingness to work in a variety of roles, including part- time
Benefits of recruiting younger workers: they bring energy, enthusiasm, and physical strength to their positions
Topic: Recruiting a More Diverse Workforce
Skill: Recall
98) Recent research indicates that the top 3 benefits for enticing generation Y members are salary, casual wok
environment and growth development opportunities. Other enticements include:
• Opportunities to volunteer in the community
• Regular feedback
• Tuition reimbursement programs
• Strong reward and recognition programs
• A connection to the vision and mission of the organization.
Topic: Recruiting a More Diverse Workforce
Skill: Applied
99) · Candidate comparison is facilitated because information is collected in a uniform manner.
· The information that the company requires is requested; it is not simply left to the candidate to include that which he
or she wishes to reveal. By asking for work history in reverse chronological order and insisting that dates be provided,
for example, gaps in work history may be revealed that are concealed on the candidate s resume.
· Candidates are typically asked to complete an application form while on the company premises, which means that
the application form is more likely to be a sample of the candidate s own work.
· Application forms typically ask the candidate to provide written authorization for reference checking. A photocopy
of this section of the application form can be faxed or mailed to individuals being asked for references, if so requested.
Candidates are asked to acknowledge that the information provided is true and accurate, which protects the company
from applicants who falsify their credentials.
· Many application forms today have an optional section regarding designated group member status. This information
is used for employment equity tracking purposes.
Topic: Developing and Using Application Forms
Skill: Recall
100) Job openings are identified through HR planning or manager request. HR plans play a vital role in the identification
process, because they indicate present and future openings and specify which should be filled internally and which
externally. When openings arise unexpectedly, the immediate supervisor may have to complete a human resources
requisition form or a business plan to obtain authorization to proceed with recruitment and selection.
The job requirements are determined. This involves reviewing the job description and the job specification and
updating them, if necessary. Manager comments may also prove helpful in identifying requirements, particularly
pertaining to personality and fit.
Appropriate recruiting source(s) and method(s) are chosen. There is no single best recruiting technique, and the
most appropriate for any given position depend(s) on a number of factors, including type of position, recruitment
budget, and compensation policies.
A pool of qualified recruits is generated.
Topic: The Recruitment Process
Skill: Recall
101) There are 3 steps in employer branding.
The employer should first define the target audience, where to find them, and what they want from an employer.
The second step is to develop the employee value proposition. In this step the employer should identify the specific
reasons that make the organization a unique place to work and a more attractive employer for the target audience.
The third step is to communicate the brand by incorporating the value proposition in to all recruitment efforts.
Topic: Strategic Importance of Recruitment
Skill: Recall
22
Answer Key
Testname: UNTITLED6
102) There are at least five advantages of recruiting within the organization:
· Employees see that competence is rewarded, thus enhancing commitment, morale and performance.
· Having already been with the firm for some time, inside candidates may be more committed to company goals and
less likely to leave.
· Managers are provided with a longer-term perspective when making business decisions.
· It is generally safer to promote employees from within, since the firm is likely to have a more accurate assessment of
the person s skills and performance level than would otherwise be the case.
· Inside candidates require less orientation than outsiders.
Hiring from within also has a number of disadvantages:
· Employees who apply for jobs and don t get them may become discontented.
· Managers may be required to post all job openings and interview all inside candidates, even when they already
know whom they wish to hire, thus wasting considerable time and creating false hope on the part of those employees
not genuinely being considered.
· Employees may be less satisfied with and accepting of a new boss appointed from within their own ranks than they
would a newcomer.
· It is sometimes difficult for a newly-chosen leader to adjust to no longer being one of the gang.
· There is a possibility of inbreeding. When an entire management team has been brought up through the ranks,
there may be a tendency to make decisions by the book and to maintain the status quo, when a new and innovative
direction is needed.
Topic: Recruiting Within the Organization
Skill: Recall
103) External recruitment may result in:
· generation of a larger pool of qualified candidates, which may have a positive impact on the quality of the selection
decision
· availability of a more diverse pool of applicants, which can assist in meeting employment equity goals and timetables
· acquisition of skills or knowledge not currently available within the organization and/or new ideas and creative
problem-solving techniques
· elimination of rivalry and competition caused by employees jockeying for transfers and promotions, which can
hinder interpersonal and interdepartmental cooperation
· potential cost savings resulting from hiring individuals who already have the skills, rather than providing extensive
training.
Topic: Recruiting Outside the Organization
Skill: Recall
104) · Include candid information about the culture, career paths, and business prospects. Some online applicants also want
to view virtual tours of the workplace.
· Design separate sections for different types of job seekers, such as students.
· Have a direct link from the home page to the career page.
· Have a job search tool that allows applicants to search open job position by location and job category.
· Have a standardized application or resume builder to allow for easy applicant screening.
· Utilize e-mail to a friend options for visitor referrals.
Topic: Recruiting Outside the Organization
Skill: Applied
23
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
2) Renu is the human resources professional at a telecommunications company who is tasked with 2)
ensuring that the firm s selection process adheres with the firm s employment equity plan
mandated by legislation. Which of the following must she ensure?
A) The process does not have an adverse effect on women or persons with disabilities.
B) The process does not have an adverse effect on women, persons with disabilities, aboriginal s
persons or visible minorities.
C) No employees with unsuitable backgrounds are hired.
D) The process does not have an adverse effect on women or members of certain religious
groups.
E) Written authorization is obtained for reference checking.
3) Yung is the manager of human resources at a credit union. Following an incident where a former 3)
employee was convicted for theft of customer account information she has become increasingly
concerned about negligent hiring lawsuits. Which of the following steps would be the most helpful
in addressing her concern?
A) ensuring selection criteria are based on job descriptions
B) carefully scrutinizing application forms and checking references
C) obtaining consent to check references
D) ensuring selection criteria are based on job specifications
E) adequately assessing the applicant s ability to meet performance standards
4) A selection ratio of 1:3 generally means the following: 4)
A) there are high quality recruits and many applicants from which to select.
B) there are a limited number of applicants from which to select and likely low quality recruits.
C) there are a limited number of applicants from which to select.
D) there are many applicants from which to select.
E) there are low quality recruits but many applicants from which to select.
5) The multiple hurdle strategy is an approach to selection involving a(n): 5)
A) series of interviews.
B) series of successive steps or hurdles.
C) selection of instruments for selection purposes.
D) reliability and validity analysis.
E) none of the above.
6) Girish is the owner of a software development firm with 60 employees. He wishes to implement a 6)
formal testing program which measures work related traits and behaviours. Which of the
following do you recommend he implement?
A) the Wonderlic Personnel Text
B) a computerized testing program
C) The Predictive Index
D) panel interviews
E) There is no such tool.
7) Which is true of the interview question: How would you handle an angry customer? 7)
A) It is a situational question.
B) It is a situational question which tests knowledge and experience.
C) It tests knowledge and experience.
D) It tests intellectual capacity.
E) It is an example of behavioural interviewing.
8) Selection is a strategic activity in that the ideal individual will possess the: 8)
A) required KSAs, with the right experience.
B) ability to fit with the strategic direction of the organization.
C) required KSAs, perform well, and fit the organizational culture.
D) required skills, technical ability and knowledge.
E) required skills, and fit the organizational culture.
9) Strategic selection is important for the following reasons: 9)
A) the time and costs involved.
B) the budget required and legal implications.
C) the employment equity plan.
D) the costs involved, impact on performance, and legal implications.
E) ethical reasons.
10
11
12
13
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
96) Discuss the legal implications associated with ineffective or incompetent selection.
14
97) You are the Director of Human Resources in an accounting firm and are preparing to advise the hiring
manager in interviewing candidates for articling positions with the firm. You ve already identified key selection
criteria for the position, which include: excellent analytical skills, ability to work under pressure and the ability
to interact well with clients and coworkers. Generate one situational interview question and one behavioural
interview question for the positions. Be sure to explain how each of the questions is relevant to any of the
selection criteria identified.
98) Selection tools must be both reliable and valid. Explain these terms.
99) Differentiate between structured, semi-structured/mixed, and unstructured interviews.
100) List and discuss five common interviewing mistakes:
101) Describe the legal issues involved in obtaining and providing reference information.
15
Answer Key
Testname: UNTITLED7
1) A
Topic: Strategic Importance of Employee Selection
Skill: Applied
2) D
Topic: Strategic Importance of Employee Selection
Skill: Applied
3) B
Topic: Strategic Importance of Employee Selection
Skill: Applied
4) B
Topic: Strategic Importance of Employee Selection
Skill: Applied
5) B
Topic: Strategic Importance of Employee Selection
Skill: Recall
6) C
Topic: Strategic Importance of Employee Selection
Skill: Applied
7) B
Topic: Strategic Importance of Employee Selection
Skill: Applied
8) B
Topic: Strategic Importance of Employee Selection
Skill: Recall
9) D
Topic: Strategic Importance of Employee Selection
Skill: Recall
10) B
Topic: Strategic Importance of Employee Selection
Skill: Applied
11) E
Topic: Strategic Importance of Employee Selection
Skill: Recall
12) C
Topic: Strategic Importance of Employee Selection
Skill: Applied
13) A
Topic: Strategic Importance of Employee Selection
Skill: Recall
14) E
Topic: Strategic Importance of Employee Selection
Skill: Recall
15) E
Topic: Step 2: Selection Testing
Skill: Applied
16) C
Topic: Step 2: Selection Testing
Skill: Recall
16
Answer Key
Testname: UNTITLED7
17) E
Topic: Step 2: Selection Testing
Skill: Recall
18) E
Topic: Step 2: Selection Testing
Skill: Applied
19) A
Topic: Step 2: Selection Testing
Skill: Recall
20) C
Topic: Step 2: Selection Testing
Skill: Recall
21) D
Topic: Step 1: Preliminary Applicant Screening
Skill: Recall
22) C
Topic: Step 1: Preliminary Applicant Screening
Skill: Recall
23) B
Topic: Step 1: Preliminary Applicant Screening
Skill: Recall
24) C
Topic: Step 2: Selection Testing
Skill: Recall
25) E
Topic: Step 2: Selection Testing
Skill: Recall
26) C
Topic: Step 2: Selection Testing
Skill: Recall
27) C
Topic: Step 2: Selection Testing
Skill: Recall
28) D
Topic: Step 2: Selection Testing
Skill: Recall
29) E
Topic: Step 2: Selection Testing
Skill: Applied
30) C
Topic: Step 2: Selection Testing
Skill: Applied
31) E
Topic: Step 2: Selection Testing
Skill: Recall
32) C
Topic: Step 3: The Selection Interview
Skill: Applied
17
Answer Key
Testname: UNTITLED7
33) E
Topic: Step 2: Selection Testing
Skill: Recall
34) B
Topic: Step 2: Selection Testing
Skill: Recall
35) B
Topic: Step 2: Selection Testing
Skill: Recall
36) C
Topic: Step 2: Selection Testing
Skill: Recall
37) B
Topic: Step 2: Selection Testing
Skill: Recall
38) D
Topic: Step 2: Selection Testing
Skill: Applied
39) A
Topic: Step 2: Selection Testing
Skill: Recall
40) B
Topic: Step 2: Selection Testing
Skill: Recall
41) D
Topic: Step 2: Selection Testing
Skill: Recall
42) E
Topic: Step 2: Selection Testing
Skill: Applied
43) C
Topic: Step 3: The Selection Interview
Skill: Applied
44) B
Topic: Step 3: The Selection Interview
Skill: Recall
45) E
Topic: Step 3: The Selection Interview
Skill: Recall
46) A
Topic: Step 3: The Selection Interview
Skill: Recall
47) C
Topic: Step 3: The Selection Interview
Skill: Recall
48) E
Topic: Step 3: The Selection Interview
Skill: Recall
18
Answer Key
Testname: UNTITLED7
49) E
Topic: Step 3: The Selection Interview
Skill: Recall
50) C
Topic: Step 3: The Selection Interview
Skill: Applied
51) B
Topic: Step 3: The Selection Interview
Skill: Recall
52) B
Topic: Step 3: The Selection Interview
Skill: Recall
53) A
Topic: Step 3: The Selection Interview
Skill: Applied
54) B
Topic: Step 3: The Selection Interview
Skill: Applied
55) E
Topic: Step 3: The Selection Interview
Skill: Applied
56) C
Topic: Step 3: The Selection Interview
Skill: Recall
57) D
Topic: Step 3: The Selection Interview
Skill: Recall
58) E
Topic: Step 3: The Selection Interview
Skill: Recall
59) D
Topic: Step 3: The Selection Interview
Skill: Recall
60) C
Topic: Step 3: The Selection Interview
Skill: Applied
61) E
Topic: Step 3: The Selection Interview
Skill: Recall
62) C
Topic: Step 3: The Selection Interview
Skill: Recall
63) D
Topic: Step 3: The Selection Interview
Skill: Recall
64) B
Topic: Step 3: The Selection Interview
Skill: Recall
19
Answer Key
Testname: UNTITLED7
65) C
Topic: Step 3: The Selection Interview
Skill: Recall
66) B
Topic: Step 3: The Selection Interview
Skill: Applied
67) A
Topic: Step 3: The Selection Interview
Skill: Recall
68) A
Topic: Step 3: The Selection Interview
Skill: Recall
69) D
Topic: Step 3: The Selection Interview
Skill: Recall
70) C
Topic: Step 3: The Selection Interview
Skill: Applied
71) B
Topic: Step 3: The Selection Interview
Skill: Recall
72) E
Topic: Step 3: The Selection Interview
Skill: Recall
73) C
Topic: Step 3: The Selection Interview
Skill: Recall
74) D
Topic: Step 4: Background Investigation/Reference Checking
Skill: Recall
75) B
Topic: Step 4: Background Investigation/Reference Checking
Skill: Recall
76) B
Topic: Step 4: Background Investigation/Reference Checking
Skill: Applied
77) B
Topic: Step 5: Supervisory Interview
Skill: Recall
78) D
Topic: Step 5: Supervisory Interview
Skill: Recall
79) A
Topic: Step 6: Hiring Decision and Candidate Notification
Skill: Recall
80) A
Topic: Step 6: Hiring Decision and Candidate Notification
Skill: Recall
20
Answer Key
Testname: UNTITLED7
81) TRUE
Topic: Strategic Importance of Employee Selection
Skill: Recall
82) TRUE
Topic: Strategic Importance of Employee Selection
Skill: Recall
83) FALSE
Topic: Step 2: Selection Testing
Skill: Recall
84) FALSE
Topic: Step 2: Selection Testing
Skill: Applied
85) TRUE
Topic: Step 2: Selection Testing
Skill: Recall
86) TRUE
Topic: Step 2: Selection Testing
Skill: Recall
87) TRUE
Topic: Step 2: Selection Testing
Skill: Recall
88) TRUE
Topic: Step 2: Selection Testing
Skill: Recall
89) TRUE
Topic: Step 2: Selection Testing
Skill: Recall
90) TRUE
Topic: Step 2: Selection Testing
Skill: Recall
91) TRUE
Topic: Step 3: The Selection Interview
Skill: Recall
92) TRUE
Topic: Step 3: The Selection Interview
Skill: Recall
93) TRUE
Topic: Step 2: Selection Testing
Skill: Recall
94) TRUE
Topic: Step 4: Background Investigation/Reference Checking
Skill: Recall
95) TRUE
Topic: Step 6: Hiring Decision and Candidate Notification
Skill: Recall
21
Answer Key
Testname: UNTITLED7
22
Answer Key
Testname: UNTITLED7
100) Poor planning - conducted without planning and without prepared written questions in advance.
Snap judgments - jump to conclusions during the first few minutes of the interview or before it begins, based on
candidate s test scores or resume.
Negative emphasis - interviewers may be more influenced by unfavourable than favourable information
Poor knowledge of job - interviewers may not know what the job entails, and what type of candidate is best suited for
job
Contrast error - order in which applicants are seen can affect how they are rated
Topic: Step 3: The Selection Interview
Skill: Recall
101) Failure to check references can lead to negligent or wrongful hiring suits that may involve significant damages. In
providing reference information, the concept of qualified privilege is important. Generally speaking, if comments are
made in confidence for a public purpose, without malice, and are honestly believed, the defence of qualified
privilege exists. Thus, if honest, fair and candid references are given, then this doctrine generally protects the
reference giver, even if negative information is imparted about the candidate. Nevertheless, with the fear of civil
litigation increasing, more Canadian companies are adopting a no reference policy regarding previous employees or
are only willing to confirm the position held and dates of employment especially in the case of discharged employees.
Topic: Step 4: Background Investigation/Reference Checking
Skill: Recall
23
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Once employees have been recruited and selected, the next step would be: 1)
A) affirmative action and equal access to a job.
B) orientation and training.
C) interviews by coworkers.
D) rules and procedures.
E) discipline and counselling.
2) You have been hired as the new Executive Director of a child and family services agency and are 2)
considering implementing an employee orientation program at this organization. The benefits that
this new program will likely bring to the organization include:
A) making employees more productive more quickly and establishing a foundation for ongoing
performance management.
B) making employees more productive more quickly.
C) promoting workforce diversity.
D) legal compliance.
E) affirmative action.
3) Recent research indicates that implementing a comprehensive onboarding program in a 3)
corporation carries the following additional direct benefit:
A) improving employee perceptions of management s leadership abilities.
B) improving employee perceptions of management s leadership abilities and reducing
employee turnover.
C) increasing work-life balance for employees.
D) improving management s leadership ability.
E) increasing customer loyalty.
4) The on-going process of instilling in all employees the prevailing attitudes, standards, values, and 4)
patterns of behaviour that are expected by the organization and its departments is:
A) performance appraisal.
B) affirmative action.
C) job evaluation.
D) culture.
E) socialization.
5) The state which results from the discrepancy between what the new employee expected from his 5)
or her new job and the realities of it is:
A) job instruction training.
B) affirmative action.
C) socialization.
D) mentoring.
E) reality shock.
6) Effective means to connect the firm to employees who have been hired but have not yet started in 6)
the workplace include:
A) performance management.
B) voicemail training.
C) invitations to meet with mentors.
D) communications through newsletters and invitations to meet with mentors.
E) no means are recommended.
7) You have just been hired as the Director of Human Resources at a sportswear retailer. The 7)
employee handbook states that all employees will have the benefits listed in the handbook for as
long as they are employed with the company. In revising the contents of the employee handbook
it is an important component of your role to be aware of the following;
A) courts have found certain terms in employee handbooks to constitute terms of the
employment contract. The company is at legal risk if it decides to alter the benefits package
in the future.
B) employee handbooks should not form part of the orientation process.
C) it is a best practice to keep benefits static over time.
D) in employee dismissal situations courts rarely review handbooks.
E) it should not be a job requirement that employees review the handbook.
8) A new employee s supervisor orients the employee by: 8)
A) explaining the exact nature of the job.
B) taking the entire work group out to lunch.
C) explaining the retirement plan.
D) conducting an exit interview.
E) conducting an appraisal session.
9) Targus, an engineering consulting company based in Vancouver, Canada, has opened new offices 9)
in Hong Kong and Singapore. Targus wishes to hire Asian-born staff for these new offices and
would also like to increase the percentage of aboriginal persons it hires as engineering consultants
in British Columbia and Saskatchewan. Given this shift in hiring practices, designing the
orientation program for the company will present the following challenge:
A) the main leaning style of new employees will be auditory.
B) the challenge of union vs non-union employees.
C) hiring a diverse workforce creates a new corporate culture.
D) orienting employees from a different background poses a special challenge. The values of the
organization may be new to them.
E) there is no challenge.
C) other companies.
D) employees.
E) managers and supervisors.
C) able to deliver personalized content in small chunks.
D) blended learning systems.
E) educational strategies.
10
11
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
12
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
92) Identify the five steps in the training and development process.
93) You have recently been hired as the Human Resources Director of a retailer operating across Canada. Discuss
the legal aspects of training that you should consider prior to designing the firm s new training program.
94) You have recently been hired as the Human Resources Director of a retailer operating across Canada. Discuss
the main techniques for determining training requirements that you should consider prior to designing the
firm s new training program.
95) You are responsible for designing the training program for the organization you have just joined. You have
determined the training needs of the employees. Identify and explain what you must do next, prior to
considering instructional design.
96) Briefly discuss the three major types of e-learning.
97) Identify and explain the basic categories of training outcomes or effects that can be measured.
98) Identify common problems that arise with orientation programs. What should the organization do to assess
whether these problems are occurring with its program?:
99) Research has shown that the effectiveness of training is enhanced by considering different learning styles.
Identify three main learning styles and discuss what research has shown to be best practice in incorporating
learning styles in to the training process.
13
Answer Key
Testname: UNTITLED8
1) B
Topic: Orienting Employees
Skill: Recall
2) A
Topic: Orienting Employees
Skill: Applied
3) B
Topic: Orienting Employees
Skill: Applied
4) E
Topic: Orienting Employees
Skill: Recall
5) E
Topic: Orienting Employees
Skill: Recall
6) D
Topic: Orienting Employees
Skill: Applied
7) A
Topic: Orienting Employees
Skill: Applied
8) A
Topic: Orienting Employees
Skill: Recall
9) D
Topic: Orienting Employees
Skill: Applied
10) E
Topic: Orienting Employees
Skill: Recall
11) D
Topic: Orienting Employees
Skill: Applied
12) A
Topic: Orienting Employees
Skill: Applied
13) D
Topic: Orienting Employees
Skill: Applied
14) D
Topic: The Training Process
Skill: Recall
15) A
Topic: The Training Process
Skill: Recall
16) C
Topic: The Training Process
Skill: Recall
14
Answer Key
Testname: UNTITLED8
17) C
Topic: The Training Process
Skill: Recall
18) B
Topic: The Training Process
Skill: Applied
19) D
Topic: The Training Process
Skill: Recall
20) A
Topic: The Training Process
Skill: Recall
21) D
Topic: The Training Process
Skill: Applied
22) A
Topic: The Training Process
Skill: Applied
23) D
Topic: The Training Process
Skill: Applied
24) B
Topic: The Training Process
Skill: Applied
25) A
Topic: The Training Process
Skill: Recall
26) B
Topic: The Training Process
Skill: Recall
27) B
Topic: The Training Process
Skill: Applied
28) D
Topic: The Training Process
Skill: Applied
29) D
Topic: The Training Process
Skill: Applied
30) B
Topic: The Training Process
Skill: Recall
31) A
Topic: The Training Process
Skill: Recall
32) D
Topic: The Training Process
Skill: Applied
15
Answer Key
Testname: UNTITLED8
33) A
Topic: The Training Process
Skill: Recall
34) D
Topic: The Training Process
Skill: Recall
35) D
Topic: The Training Process
Skill: Recall
36) E
Topic: The Training Process
Skill: Applied
37) A
Topic: The Training Process
Skill: Recall
38) E
Topic: The Training Process
Skill: Recall
39) A
Topic: The Training Process
Skill: Recall
40) C
Topic: The Training Process
Skill: Applied
41) B
Topic: The Training Process
Skill: Recall
42) E
Topic: The Training Process
Skill: Recall
43) D
Topic: The Training Process
Skill: Recall
44) B
Topic: The Training Process
Skill: Applied
45) B
Topic: The Training Process
Skill: Applied
46) B
Topic: The Training Process
Skill: Recall
47) E
Topic: The Training Process
Skill: Recall
48) C
Topic: The Training Process
Skill: Recall
16
Answer Key
Testname: UNTITLED8
49) A
Topic: The Training Process
Skill: Recall
50) A
Topic: The Training Process
Skill: Applied
51) E
Topic: The Training Process
Skill: Recall
52) D
Topic: The Training Process
Skill: Recall
53) B
Topic: The Training Process
Skill: Applied
54) B
Topic: The Training Process
Skill: Recall
55) A
Topic: The Training Process
Skill: Applied
56) A
Topic: The Training Process
Skill: Recall
57) A
Topic: The Training Process
Skill: Applied
58) D
Topic: The Training Process
Skill: Recall
59) E
Topic: The Training Process
Skill: Recall
60) E
Topic: The Training Process
Skill: Recall
61) B
Topic: The Training Process
Skill: Recall
62) E
Topic: The Training Process
Skill: Recall
63) A
Topic: The Training Process
Skill: Applied
64) C
Topic: The Training Process
Skill: Recall
17
Answer Key
Testname: UNTITLED8
65) C
Topic: Training for Special Purposes
Skill: Recall
66) E
Topic: Training for Special Purposes
Skill: Applied
67) B
Topic: Training for Special Purposes
Skill: Applied
68) A
Topic: Training for Special Purposes
Skill: Applied
69) E
Topic: Training for Special Purposes
Skill: Recall
70) D
Topic: The Training Process
Skill: Applied
71) E
Topic: Training for Special Purposes
Skill: Applied
72) A
Topic: The Training Process
Skill: Applied
73) FALSE
Topic: Orienting Employees
Skill: Applied
74) TRUE
Topic: Orienting Employees
Skill: Recall
75) FALSE
Topic: Orienting Employees
Skill: Applied
76) TRUE
Topic: Orienting Employees
Skill: Recall
77) TRUE
Topic: The Training Process
Skill: Recall
78) TRUE
Topic: Orienting Employees
Skill: Recall
79) TRUE
Topic: The Training Process
Skill: Applied
80) TRUE
Topic: The Training Process
Skill: Recall
18
Answer Key
Testname: UNTITLED8
81) TRUE
Topic: The Training Process
Skill: Recall
82) FALSE
Topic: The Training Process
Skill: Applied
83) TRUE
Topic: The Training Process
Skill: Applied
84) TRUE
Topic: The Training Process
Skill: Applied
85) FALSE
Topic: The Training Process
Skill: Applied
86) FALSE
Topic: The Training Process
Skill: Applied
87) TRUE
Topic: The Training Process
Skill: Applied
88) TRUE
Topic: The Training Process
Skill: Recall
89) FALSE
Topic: The Training Process
Skill: Applied
90) FALSE
Topic: Training for Special Purposes
Skill: Applied
91) FALSE
Topic: Training for Special Purposes
Skill: Recall
92) Needs analysis; instructional design; validation; implementation; and evaluation and follow-up.
Topic: The Training Process
Skill: Recall
93) It is illegal to discriminate against employees on a number of grounds, including a person s age, race, sex, religion, or
national origin. Training programs must be assessed regarding their admission and completion requirements to
ensure that no discrimination is present. The impact of the program s admission and completion requirements on
designated groups under employment equity legislation must also be assessed.
Negligent training occurs when an employer fails to train properly, and an employee subsequently harms a third
party. Employees can also claim that an employer was negligent when inadequate training results in discipline for
safety infractions or dismissal for poor job performance.
Topic: The Training Process
Skill: Applied
19
Answer Key
Testname: UNTITLED8
20
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) The deliberate process through which an employee becomes aware of personal career -related 1)
attributes and the lifelong series of activities that contribute to his or her career fulfillment is known
as:
A) the growth stage of the career cycle.
B) a career cycle.
C) empowerment.
D) career planning and development.
E) the exploration stage of the career cycle.
2) Young is the new Director of Human resources at a consulting engineering company. She wishes 2)
to implement career management initiatives and has been asked by the CEO why this would be of
benefit to the business. She should respond as follows:
A) this increases employee commitment.
B) this assists directly in human resource planning.
C) this reduces turnover and increases employee commitment.
D) this reduces turnover.
E) this promotes compliance with employment equity laws.
3) Your colleague wishes to find a position with another employer and has asked you to define what 3)
is meant by networking as a career development tool. You advise her as follows:
A) personal networking involves speaking to external professional contacts about career goals
but not to colleagues within the organization.
B) the objective is to let people know about background and career goals and to share
information so the job seeker benefits.
C) the objective is to provide information so the employer can decide if the job seeker is the
right candidate.
D) it involves asking a contact for a job.
E) the objective is to let people know about background and career goals and to share
information so both parties benefit.
4) Developmental activities are: 4)
A) providing educational and training resources required to help employees identify
job-sharing opportunities.
B) providing educational and training resources required to help employees identify their career
potential.
C) providing educational and training resources required to help managers identify job
rotations.
D) providing on the job training.
E) providing educational and training resources required to help employees identify
career-related progress.
5) Career-oriented firms stress career-oriented appraisals that link past performance and: 5)
A) the internal job posting system.
B) training resources.
C) fundamental skills.
D) career preferences and developmental needs.
E) teamwork skills.
6) A series of work-related positions, paid or unpaid, that help a person grow in job skills, success, 6)
and fulfillment is:
A) a job.
B) a position.
C) a career.
D) a profession.
E) work.
7) A lifelong series of activities (such as workshops) that contributes to a person s career exploration, 7)
establishment, success, and fulfillment is:
A) career development.
B) retraining.
C) empowerment.
D) product life-cycles.
E) a job seminar.
8) You are a consultant that has been hired by a large retailer to lead a workshop for management 8)
trainees on the topic of career planning and development. Which of the following do you advise
the trainees are the required skills for an employee accepting responsibility for his or her career?
A) career planning, self-assessment
B) self motivation, independent learning, effective time and money management,
self-promotion
C) entrepreneurialism, networking, money management
D) goal orientation, networking
E) self-motivation, effective time management
9) The employer performs the following career development functions: 9)
A) offers career information.
B) manages employees careers.
C) provides a formal career path.
D) is altruistic.
E) acts as coach and appraiser.
10
11
12
13
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
14
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
94) Identify and explain career anchors for an employee.
95) Amy is the new Director of Learning and Development at a pharmaceutical company, Medica Inc. She is
designing the new on the job management development program and is considering implementing
developmental job rotation. What are the advantages and disadvantages of developmental job rotation that she
should consider?
96) Identify the main features of behaviour modeling.
15
Answer Key
Testname: UNTITLED9
1) D
Topic: Career Planning and Development
Skill: Recall
2) C
Topic: Career Planning and Development
Skill: Applied
3) E
Topic: Career Planning and Development
Skill: Applied
4) B
Topic: Career Planning and Development
Skill: Recall
5) D
Topic: Career Planning and Development
Skill: Applied
6) C
Topic: Career Planning and Development
Skill: Recall
7) A
Topic: Career Planning and Development
Skill: Recall
8) B
Topic: Career Planning and Development
Skill: Applied
9) A
Topic: Career Planning and Development
Skill: Applied
10) B
Topic: Career Planning and Development
Skill: Applied
11) C
Topic: Career Planning and Development
Skill: Applied
12) A
Topic: Career Planning and Development
Skill: Recall
13) C
Topic: Career Planning and Development
Skill: Recall
14) C
Topic: Career Planning and Development
Skill: Recall
15) E
Topic: Career Planning and Development
Skill: Recall
16) B
Topic: Career Planning and Development
Skill: Recall
16
Answer Key
Testname: UNTITLED9
17) B
Topic: Career Planning and Development
Skill: Recall
18) E
Topic: Career Planning and Development
Skill: Applied
19) C
Topic: Career Planning and Development
Skill: Recall
20) B
Topic: Career Planning and Development
Skill: Recall
21) D
Topic: Career Planning and Development
Skill: Applied
22) D
Topic: Career Planning and Development
Skill: Recall
23) B
Topic: Career Planning and Development
Skill: Applied
24) D
Topic: Career Planning and Development
Skill: Recall
25) E
Topic: Career Planning and Development
Skill: Applied
26) A
Topic: Career Planning and Development
Skill: Applied
27) C
Topic: Career Planning and Development
Skill: Recall
28) E
Topic: Career Planning and Development
Skill: Recall
29) E
Topic: Career Planning and Development
Skill: Applied
30) D
Topic: Career Planning and Development
Skill: Recall
31) E
Topic: Career Planning and Development
Skill: Recall
32) C
Topic: Career Planning and Development
Skill: Recall
17
Answer Key
Testname: UNTITLED9
33) E
Topic: Career Planning and Development
Skill: Applied
34) D
Topic: Career Planning and Development
Skill: Applied
35) C
Topic: Career Planning and Development
Skill: Recall
36) D
Topic: Career Planning and Development
Skill: Recall
37) B
Topic: Career Planning and Development
Skill: Recall
38) C
Topic: Career Planning and Development
Skill: Recall
39) B
Topic: Career Planning and Development
Skill: Recall
40) C
Topic: Career Planning and Development
Skill: Recall
41) B
Topic: Career Planning and Development
Skill: Applied
42) C
Topic: Career Planning and Development
Skill: Recall
43) C
Topic: Career Planning and Development
Skill: Recall
44) C
Topic: Career Planning and Development
Skill: Recall
45) E
Topic: Managing Transfers and Promotions
Skill: Recall
46) C
Topic: Managing Transfers and Promotions
Skill: Applied
47) B
Topic: Managing Transfers and Promotions
Skill: Applied
48) E
Topic: Managing Transfers and Promotions
Skill: Applied
18
Answer Key
Testname: UNTITLED9
49) D
Topic: Managing Transfers and Promotions
Skill: Applied
50) C
Topic: Managing Transfers and Promotions
Skill: Applied
51) C
Topic: Management Development
Skill: Applied
52) D
Topic: Managing Transfers and Promotions
Skill: Applied
53) B
Topic: Management Development
Skill: Applied
54) D
Topic: Management Development
Skill: Recall
55) D
Topic: Managing Transfers and Promotions
Skill: Applied
56) D
Topic: Management Development
Skill: Recall
57) A
Topic: Management Development
Skill: Recall
58) B
Topic: Management Development
Skill: Recall
59) C
Topic: Management Development
Skill: Recall
60) A
Topic: Management Development
Skill: Applied
61) A
Topic: Management Development
Skill: Recall
62) B
Topic: Management Development
Skill: Recall
63) E
Topic: Management Development
Skill: Applied
64) D
Topic: Management Development
Skill: Recall
19
Answer Key
Testname: UNTITLED9
65) E
Topic: Management Development
Skill: Recall
66) C
Topic: Management Development
Skill: Recall
67) C
Topic: Management Development
Skill: Recall
68) D
Topic: Management Development
Skill: Applied
69) E
Topic: Management Development
Skill: Recall
70) C
Topic: Management Development
Skill: Applied
71) B
Topic: Management Development
Skill: Applied
72) B
Topic: Management Development
Skill: Recall
73) A
Topic: Management Development
Skill: Recall
74) A
Topic: Management Development
Skill: Applied
75) B
Topic: Management Development
Skill: Applied
76) FALSE
Topic: Career Planning and Development
Skill: Recall
77) TRUE
Topic: Career Planning and Development
Skill: Recall
78) TRUE
Topic: Career Planning and Development
Skill: Recall
79) FALSE
Topic: Career Planning and Development
Skill: Applied
80) TRUE
Topic: Career Planning and Development
Skill: Recall
20
Answer Key
Testname: UNTITLED9
81) FALSE
Topic: Career Planning and Development
Skill: Recall
82) TRUE
Topic: Career Planning and Development
Skill: Recall
83) TRUE
Topic: Career Planning and Development
Skill: Recall
84) FALSE
Topic: Career Planning and Development
Skill: Applied
85) TRUE
Topic: Management Development
Skill: Recall
86) FALSE
Topic: Management Development
Skill: Recall
87) TRUE
Topic: Management Development
Skill: Recall
88) TRUE
Topic: Management Development
Skill: Recall
89) TRUE
Topic: Management Development
Skill: Recall
90) TRUE
Topic: Management Development
Skill: Applied
91) FALSE
Topic: Management Development
Skill: Recall
92) TRUE
Topic: Career Planning and Development
Skill: Applied
93) Growth (birth to age 14) develops self-concept by interacting with family, friends, and teachers.
Exploration (15 to 24) explores various alternatives for occupations.
Establishment (24 to 44) work life.
Maintenance (45 to 65) securing work.
Decline (retirement age) giving up responsibilities and passing it on to younger workers.
Topic: Career Planning and Development
Skill: Recall
94) Technical/functional - avoid decisions.
Managerial competence - high responsibility.
Creativity - successful entrepreneurs.
Autonomy and independence - work either alone or with a small firm.
Security - geographic or organizational.
Topic: Career Planning and Development
Skill: Recall
21
Answer Key
Testname: UNTITLED9
22
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Which of the following is true about performance management? 1)
A) The process does not involve coaching.
B) Research indicates that most companies manage performance well.
C) Better performance management represents a largely untapped opportunity to improve
company profitability.
D) It is indirectly related to achieving strategic objectives.
E) The process contains 3 steps.
2) The critical step in employees understanding of how their work makes a contribution is: 2)
A) the promotion decision.
B) defining performance expectations.
C) the career planning session.
D) the pay decision.
E) the appraisal session.
3) To clarify performance expectations, ________ should be developed. 3)
A) an HR strategy
B) a business plan
C) strategic objectives
D) measurable standards
E) a list of traits
4) The following are reasons for the failure of a performance appraisal EXCEPT: 4)
A) clearly defining performance standards.
B) arguing and poor communications which arise as problems during feedback sessions.
C) not telling employees ahead of time exactly what is expected of them.
D) a lenient supervisor.
E) having poor measures of performance.
5) The job description often is not sufficient to clarify what employees are to do. This lack of clarity is 5)
because:
A) managers may ask individual employees to take on additional tasks.
B) it is written only for benchmark jobs.
C) it is the same for groups of employees.
D) it is written for specific departments.
E) it is written for specific employees.
6) The simplest and most popular technique for appraising employees is the: 6)
A) alternation ranking method.
B) forced distribution method.
C) critical incident method.
D) graphic rating scale.
E) paired comparison method.
7) A scale that lists a number of traits and a range of performance for each is called a(n): 7)
A) alternation ranking method.
B) behaviourally anchored rating scale.
C) graphic rating scale.
D) paired comparison scale.
E) forced distribution method.
8) Renu has been hired as the first human resources professional at a growing landscape architecture 8)
firm, Terrastyle Inc. The firm is currently using a formal appraisal method which lists traits such as
teamwork and performance values ranging from needs improvement to outstanding.
Terrastyle is using the following appraisal method:
A) paired comparison method.
B) graphic rating scale.
C) forced distribution method.
D) behaviourally anchored rating scale.
E) critical incident method.
9) A common method for appraising performance which involves evaluating employees by ranking 9)
them from best to worst on some trait is called the:
A) paired comparison method.
B) graphic rating scale.
C) alternation ranking method.
D) behaviourally anchored rating scale.
E) forced distribution method.
10
11
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
12
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
88) Discuss several options as to who should conduct performance appraisals, and discuss one strength of each
option.
89) Identify the steps required to develop a behaviourally anchored rating scale.
90) Define MBO, describe the steps in the MBO appraisal program and explain three problems to avoid.
91) Identify and discuss seven rating scale appraisal problems.
92) Grace is the manager of a team in a management consulting firm. She is preparing for her performance
appraisal interview with her direct report, Ming. She has rated Ming as above average on all performance
traits. Grace is unable to promote Ming in the foreseeable future as there is unlikely to be a vacancy that she
could move in to. Describe what the goals would be for Grace s performance appraisal meeting with Ming and
what recommendations you have for Grace in preparing for the meeting.
13
Answer Key
Testname: UNTITLED10
1) C
Topic: Strategic Importance of Performance Management
Skill: Recall
2) B
Topic: Step 1: Defining Performance Expectations
Skill: Recall
3) D
Topic: Step 1: Defining Performance Expectations
Skill: Applied
4) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
5) A
Topic: Step 1: Defining Performance Expectations
Skill: Applied
6) D
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
7) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
8) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
9) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
10) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
11) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
12) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
13) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
14) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
15) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
16) E
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
14
Answer Key
Testname: UNTITLED10
17) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
18) E
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
19) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
20) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
21) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
22) E
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
23) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
24) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
25) D
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
26) D
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
27) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
28) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
29) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
30) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
31) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
32) E
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
15
Answer Key
Testname: UNTITLED10
33) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
34) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
35) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
36) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
37) E
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
38) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
39) E
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
40) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
41) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
42) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
43) D
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
44) E
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
45) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
46) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
47) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
48) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
16
Answer Key
Testname: UNTITLED10
49) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
50) D
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
51) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
52) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
53) E
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
54) E
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
55) D
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
56) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
57) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
58) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
59) C
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
60) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
61) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
62) A
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
63) D
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
64) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
17
Answer Key
Testname: UNTITLED10
65) D
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
66) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
67) B
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
68) E
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
69) D
Topic: Future of Performance Management
Skill: Recall
70) A
Topic: Future of Performance Management
Skill: Applied
71) TRUE
Topic: Strategic Importance of Performance Management
Skill: Recall
72) TRUE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
73) TRUE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
74) FALSE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
75) TRUE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
76) TRUE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
77) FALSE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
78) TRUE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
79) TRUE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
80) FALSE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
18
Answer Key
Testname: UNTITLED10
81) TRUE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
82) FALSE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
83) TRUE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
84) TRUE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
85) FALSE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
86) TRUE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Applied
87) FALSE
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
88) Supervisors ratings are relatively easy to prepare and he/she should be in a good position to observe and evaluate.
Peers are effective in predicting future management success.
- ratings tend to be more reliable, fair, and valid.
- ratings are used in conjunction with those from supervisors but studies show employees rate themselves high.
- ratings of their managers are valuable when used for developmental rather than evaluative purposes.
360-degree appraisals support the activities of performance feedback, coaching, leadership development, succession
planning, and rewards and recognition.
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
89) Generate critical incidents; develop performance dimensions; reallocate incidents; scale the incidents; develop the final
instrument.
Topic: Step 3: Performance Appraisal and Evaluation Discussion
Skill: Recall
19
Answer Key
Testname: UNTITLED10
20
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Popularized by Frederick Taylor in the late 1800s, financial rewards paid to workers whose 1)
production exceeds some predetermined standard came into use. These financial rewards are
commonly referred to as:
A) financial incentives.
B) perquisites.
C) group incentive plans.
D) Taylor bonuses.
E) piecework plans.
2) Today, any plan that ties pay to productivity or profitability is called: 2)
A) competency-based pay.
B) variable pay.
C) pay-for-performance.
D) profit-sharing.
E) job-based pay.
3) Aziz is the human resources professional at a consulting engineering company. He has been asked 3)
by the executive team to suggest incentives that would most likely motivate the junior engineers
who have recently graduated from university and are generally in their mid to late 20 s. Which of
the following should Aziz suggest?
A) paid time off to volunteer for charitable organizations
B) a luxury cruise
C) on-site elder care
D) high-end fitness equipment
E) on-site day care
4) Aziz is the human resources professional at a consulting engineering company. He has been asked 4)
by the executive team to suggest incentives that would most likely motivate the senior engineers
who have worked in their professional capacity for at least 20 years and are generally in their early
50 s. Which of the following should Aziz suggest?
A) a recognition program and adventure travel
B) a luxury cruise
C) on-site day care
D) paid time off to volunteer for charitable organizations
E) adventure travel
5) A term plan that refers to any plan that ties pay to productivity or to some other measure of the 5)
firm s profitability is called:
A) variable pay.
B) a quality circle.
C) a profit-sharing plan.
D) a fringe benefit.
E) a supplemental pay benefit.
6) Accurate ________ are a precondition for effective variable pay plans. 6)
A) job evaluation
B) performance appraisals
C) salary curves
D) job specifications
E) job descriptions
7) The following are types of incentive plans EXCEPT: 7)
A) individual incentive programs.
B) group incentive programs.
C) spot bonuses.
D) profit-sharing plans.
E) straight salary and commission.
8) A type of incentive plan that gives income over and above base salary to individual employees 8)
who meet a specific individual performance standard is a(n):
A) individual incentive program.
B) straight commission.
C) spot bonuses.
D) cash bonus system.
E) profit-sharing plan.
9) Amy received $2000 from her employer last week in order to recognize the extra hours. beyond 9)
normal work hours, that she had worked in the past month. Which of the following did Amy
receive?
A) retirement income plan
B) profit-sharing plan
C) spot bonus
D) variable pay plan
E) individual incentive program
10
11
12
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
13
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
94) Explain the incentive piecework plan and note some of its advantages and disadvantages.
95) Identify and explain different ways of using team or group incentive plans.
96) Helen is the Director of Human Resources at a management consulting firm. She has been tasked with
designing an annual bonus plan aimed at motivating the short-term performance of managers and executives.
Discuss the issues she should consider in designing this plan.
97) Define and discuss the most popular long-term incentive for executives.
98) Compare the salary plan to the commission plan for salespeople.
14
99) Amir is the Director of Human Resources at a management consulting firm. He has been asked to implement
an organization wide incentive plan aimed at increasing employee commitment. Identify and discuss three
different organization wide incentive plans Amir should consider.
15
Answer Key
Testname: UNTITLED12
1) A
Topic: Money and Motivation
Skill: Recall
2) B
Topic: Money and Motivation
Skill: Recall
3) A
Topic: Money and Motivation
Skill: Applied
4) A
Topic: Money and Motivation
Skill: Applied
5) A
Topic: Money and Motivation
Skill: Recall
6) B
Topic: Money and Motivation
Skill: Recall
7) E
Topic: Money and Motivation
Skill: Recall
8) A
Topic: Money and Motivation
Skill: Recall
9) C
Topic: Money and Motivation
Skill: Applied
10) C
Topic: Money and Motivation
Skill: Recall
11) C
Topic: Money and Motivation
Skill: Recall
12) B
Topic: Money and Motivation
Skill: Recall
13) E
Topic: Incentives for Operations Employees
Skill: Recall
14) D
Topic: Incentives for Operations Employees
Skill: Applied
15) C
Topic: Incentives for Operations Employees
Skill: Applied
16) C
Topic: Incentives for Operations Employees
Skill: Applied
16
Answer Key
Testname: UNTITLED12
17) B
Topic: Incentives for Operations Employees
Skill: Recall
18) D
Topic: Incentives for Operations Employees
Skill: Applied
19) E
Topic: Incentives for Operations Employees
Skill: Applied
20) C
Topic: Incentives for Operations Employees
Skill: Recall
21) C
Topic: Incentives for Operations Employees
Skill: Recall
22) E
Topic: Incentives for Operations Employees
Skill: Recall
23) C
Topic: Incentives for Operations Employees
Skill: Recall
24) C
Topic: Incentives for Senior Managers and Executives
Skill: Recall
25) D
Topic: Incentives for Senior Managers and Executives
Skill: Recall
26) B
Topic: Incentives for Senior Managers and Executives
Skill: Applied
27) E
Topic: Incentives for Senior Managers and Executives
Skill: Recall
28) B
Topic: Incentives for Senior Managers and Executives
Skill: Recall
29) C
Topic: Incentives for Senior Managers and Executives
Skill: Recall
30) B
Topic: Incentives for Senior Managers and Executives
Skill: Applied
31) C
Topic: Incentives for Senior Managers and Executives
Skill: Recall
32) E
Topic: Incentives for Senior Managers and Executives
Skill: Recall
17
Answer Key
Testname: UNTITLED12
33) B
Topic: Incentives for Senior Managers and Executives
Skill: Recall
34) D
Topic: Incentives for Senior Managers and Executives
Skill: Recall
35) C
Topic: Incentives for Senior Managers and Executives
Skill: Recall
36) A
Topic: Incentives for Senior Managers and Executives
Skill: Applied
37) A
Topic: Incentives for Senior Managers and Executives
Skill: Recall
38) D
Topic: Incentives for Senior Managers and Executives
Skill: Applied
39) B
Topic: Incentives for Senior Managers and Executives
Skill: Recall
40) D
Topic: Incentives for Senior Managers and Executives
Skill: Recall
41) E
Topic: Incentives for Senior Managers and Executives
Skill: Recall
42) D
Topic: Incentives for Senior Managers and Executives
Skill: Recall
43) B
Topic: Incentives for Senior Managers and Executives
Skill: Recall
44) C
Topic: Incentives for Senior Managers and Executives
Skill: Recall
45) E
Topic: Incentives for Senior Managers and Executives
Skill: Recall
46) D
Topic: Incentives for Salespeople
Skill: Recall
47) E
Topic: Incentives for Salespeople
Skill: Recall
48) C
Topic: Incentives for Salespeople
Skill: Recall
18
Answer Key
Testname: UNTITLED12
49) B
Topic: Incentives for Salespeople
Skill: Applied
50) A
Topic: Incentives for Salespeople
Skill: Recall
51) B
Topic: Incentives for Salespeople
Skill: Recall
52) B
Topic: Incentives for Other Managers and Professionals
Skill: Recall
53) D
Topic: Incentives for Other Managers and Professionals
Skill: Applied
54) A
Topic: Incentives for Other Managers and Professionals
Skill: Applied
55) D
Topic: Incentives for Other Managers and Professionals
Skill: Recall
56) A
Topic: Incentives for Other Managers and Professionals
Skill: Recall
57) C
Topic: Incentives for Other Managers and Professionals
Skill: Recall
58) D
Topic: Incentives for Other Managers and Professionals
Skill: Recall
59) E
Topic: Incentives for Other Managers and Professionals
Skill: Recall
60) E
Topic: Incentives for Other Managers and Professionals
Skill: Recall
61) B
Topic: Organization-Wide Incentive Plans
Skill: Recall
62) C
Topic: Organization-Wide Incentive Plans
Skill: Applied
63) B
Topic: Organization-Wide Incentive Plans
Skill: Recall
64) E
Topic: Organization-Wide Incentive Plans
Skill: Recall
19
Answer Key
Testname: UNTITLED12
65) A
Topic: Organization-Wide Incentive Plans
Skill: Recall
66) D
Topic: Organization-Wide Incentive Plans
Skill: Recall
67) E
Topic: Organization-Wide Incentive Plans
Skill: Recall
68) C
Topic: Organization-Wide Incentive Plans
Skill: Recall
69) C
Topic: Organization-Wide Incentive Plans
Skill: Recall
70) E
Topic: Organization-Wide Incentive Plans
Skill: Applied
71) A
Topic: Developing Effective Incentive Plans
Skill: Recall
72) D
Topic: Developing Effective Incentive Plans
Skill: Applied
73) D
Topic: Employee Recognition Programs
Skill: Applied
74) B
Topic: Employee Recognition Programs
Skill: Recall
75) B
Topic: Employee Recognition Programs
Skill: Recall
76) TRUE
Topic: Money and Motivation
Skill: Recall
77) FALSE
Topic: Money and Motivation
Skill: Recall
78) TRUE
Topic: Money and Motivation
Skill: Applied
79) FALSE
Topic: Incentives for Operations Employees
Skill: Recall
80) TRUE
Topic: Incentives for Operations Employees
Skill: Recall
20
Answer Key
Testname: UNTITLED12
81) FALSE
Topic: Incentives for Operations Employees
Skill: Recall
82) TRUE
Topic: Incentives for Operations Employees
Skill: Recall
83) TRUE
Topic: Incentives for Operations Employees
Skill: Recall
84) FALSE
Topic: Incentives for Operations Employees
Skill: Recall
85) FALSE
Topic: Incentives for Senior Managers and Executives
Skill: Recall
86) TRUE
Topic: Incentives for Senior Managers and Executives
Skill: Recall
87) TRUE
Topic: Incentives for Senior Managers and Executives
Skill: Recall
88) TRUE
Topic: Incentives for Senior Managers and Executives
Skill: Recall
89) TRUE
Topic: Incentives for Salespeople
Skill: Recall
90) TRUE
Topic: Incentives for Other Managers and Professionals
Skill: Recall
91) FALSE
Topic: Incentives for Other Managers and Professionals
Skill: Recall
92) TRUE
Topic: Incentives for Other Managers and Professionals
Skill: Applied
93) TRUE
Topic: Employee Recognition Programs
Skill: Recall
94) The piecework incentive plan is a system where pay is based on the number of items processed by each worker in a
unit of time.
Advantages: simple to calculate; equitable in principle; incentive value can be powerful since rewards are tied to
performance.
Disadvantages: unsavoury reputation among employees; piece rates are stated in monetary terms; tailor -made for
specialized jobs; fosters rigidity.
Topic: Incentives for Operations Employees
Skill: Recall
21
Answer Key
Testname: UNTITLED12
95) Set work standards for each member of a group and maintain a count of the output of each member. Set a production
standard based on the final output of the group as a whole. Simply choose a measurable definition of group
performance or productivity that the group can control.
Topic: Organization-Wide Incentive Plans
Skill: Recall
96) Eligibility conduct job-by-job reviews to identify key jobs that have impact on profitability; set salary level cutoff
point, and select salary grade (which assumes all employees at a certain grade or above should be eligible for incentive
programs).
Fund determination amount of bonus money available.
Individual awards decide on the individual awards to be paid.
Topic: Incentives for Senior Managers and Executives
Skill: Applied
97) The stock option is the most popular. A stock option is the right to purchase a specific number of shares of company
stock at a specific price during a period of time. The assumption is that the price of the stock will go up, rather than go
down or stay the same. It is the wisest choice for providing long-term incentives for top executives.
Topic: Incentives for Senior Managers and Executives
Skill: Applied
98) Salary plans salespeople are given a fixed salary with occasional incentives in the form of bonuses, sales contest
prizes, etc. The main objective is finding new clients. The firm has fixed expenses; and salespeople know their income.
Commission plans pays salespeople in proportion to sales; has greatest incentive; attracts high-performing people;
sales costs are proportional to sales; and company s selling investment is reduced.
Topic: Incentives for Salespeople
Skill: Recall
99) Profit-sharing plans, employee share purchase/stock ownership plans, and gainsharing plans, such
as the Scanlon plan, are examples of organization wide incentive plans.
Profit-sharing plans provide a share of company profits to all employees in the organization. The problem with such
plans is that sometimes the link between a person s efforts and rewards is unclear.
Stock purchase plans provide a vehicle for employees to purchase company stock with their own and sometimes
employer contributions.
Gainsharing plans engage employees in a common effort to achieve a company s productivity objectives, and
incremental cost-savings are shared among employees and the company.
All these plans are intended to increase employee commitment to the organization.
Topic: Organization-Wide Incentive Plans
Skill: Applied
22
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Any indirect financial payments given to employees are known as: 1)
A) commissions.
B) stock options.
C) employee benefits.
D) financial incentives.
E) perquisites.
2) Outsourcing benefits administration to a third-party expert has the following advantage(s): 2)
A) reduced cost and enhanced service.
B) increased employee understanding of benefits.
C) reduced cost.
D) fewer benefit claims.
E) greater efficiency and consistency, and enhanced service.
3) The following factor(s) is/are expected to increase the cost of benefits: 3)
A) employee services.
B) looming labour shortage.
C) baby boomers.
D) advances in dental care.
E) pension plans.
4) The average cost of benefits, as a percentage of payroll, is approximately: 4)
A) 50%. B) 25%. C) 10%. D) 30%. E) 37%.
5) A government-sponsored program that provides weekly income benefits if a person is unable to 5)
work through no fault of his/her own is usually called:
A) employment insurance.
B) strike pay.
C) severance pay.
D) sick pay.
E) termination pay.
6) The EI benefit is generally 55% of average earnings during the last 14 to 26 weeks of the: 6)
A) benefit period.
B) qualifying period.
C) previous 52 weeks.
D) previous calendar year.
E) probationary period.
7) The purpose of an SUB plan is: 7)
A) to supplement maternity leave.
B) to facilitate an agreement between an employer and the employees.
C) the result of collective bargaining.
D) to supplement EI benefits by receiving a combined benefit closer to the actual working wage.
E) to provide benefits separate from EI so that employees can better maintain their standard of
living during periods of unemployment.
8) The three types of benefits provided under the Canada/Quebec Pension Plan are: 8)
A) disability, survivor, old age security.
B) retirement, disability, survivor.
C) retirement, survivor, health care.
D) retirement, vacation, disability.
E) retirement, survivor, old age security.
9) Workers compensation is in effect a ________ insurance plan to help employees with 9)
work-related injuries or illnesses get well and return to work.
A) pension
B) bureaucratic
C) guaranteed
D) no fault
E) no cost
10
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
11
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
86) List some of the employee benefits that an employer may offer.
87) Explain the key policy issues to be considered when an employer develops a pension plan to meet his/her own
unique needs.
88) Briefly outline the various types of executive perquisites.
89) Explain the advantages and disadvantages of flexible benefits plans.
90) Explain three strategies for reducing health-benefit costs.
91) Discuss the differences between a defined benefit and a defined contribution pension plan.
92) Explain what an EAP offers employees.
12
Answer Key
Testname: UNTITLED13
1) C
Topic: The Strategic Role of Employee Benefits
Skill: Recall
2) E
Topic: Benefits Administration
Skill: Applied
3) B
Topic: The Strategic Role of Employee Benefits
Skill: Applied
4) E
Topic: The Strategic Role of Employee Benefits
Skill: Recall
5) A
Topic: Government-Sponsored Benefits
Skill: Recall
6) B
Topic: Government-Sponsored Benefits
Skill: Recall
7) D
Topic: Government-Sponsored Benefits
Skill: Recall
8) B
Topic: Government-Sponsored Benefits
Skill: Recall
9) D
Topic: Government-Sponsored Benefits
Skill: Recall
10) C
Topic: Government-Sponsored Benefits
Skill: Recall
11) C
Topic: Government-Sponsored Benefits
Skill: Applied
12) C
Topic: Flexible Benefits Programs
Skill: Recall
13) A
Topic: Voluntary Employee-Based Benefits
Skill: Recall
14) A
Topic: Voluntary Employee-Based Benefits
Skill: Recall
15) A
Topic: Government-Sponsored Benefits
Skill: Recall
16) C
Topic: Government-Sponsored Benefits
Skill: Recall
13
Answer Key
Testname: UNTITLED13
17) B
Topic: Government-Sponsored Benefits
Skill: Recall
18) C
Topic: Government-Sponsored Benefits
Skill: Recall
19) E
Topic: Government-Sponsored Benefits
Skill: Recall
20) D
Topic: Voluntary Employee-Based Benefits
Skill: Recall
21) B
Topic: Voluntary Employee-Based Benefits
Skill: Recall
22) C
Topic: Voluntary Employee-Based Benefits
Skill: Recall
23) E
Topic: Voluntary Employee-Based Benefits
Skill: Recall
24) E
Topic: Voluntary Employee-Based Benefits
Skill: Recall
25) A
Topic: Voluntary Employee-Based Benefits
Skill: Recall
26) A
Topic: Voluntary Employee-Based Benefits
Skill: Recall
27) E
Topic: Voluntary Employee-Based Benefits
Skill: Recall
28) D
Topic: Voluntary Employee-Based Benefits
Skill: Recall
29) C
Topic: Voluntary Employee-Based Benefits
Skill: Recall
30) B
Topic: Voluntary Employee-Based Benefits
Skill: Recall
31) B
Topic: Employee Services
Skill: Recall
32) D
Topic: Voluntary Employee-Based Benefits
Skill: Recall
14
Answer Key
Testname: UNTITLED13
33) A
Topic: Voluntary Employee-Based Benefits
Skill: Applied
34) B
Topic: Voluntary Employee-Based Benefits
Skill: Recall
35) D
Topic: Voluntary Employee-Based Benefits
Skill: Applied
36) B
Topic: Employee Services
Skill: Recall
37) E
Topic: Voluntary Employee-Based Benefits
Skill: Recall
38) E
Topic: Voluntary Employee-Based Benefits
Skill: Recall
39) C
Topic: Voluntary Employee-Based Benefits
Skill: Recall
40) C
Topic: Voluntary Employee-Based Benefits
Skill: Recall
41) D
Topic: Voluntary Employee-Based Benefits
Skill: Recall
42) C
Topic: Voluntary Employee-Based Benefits
Skill: Recall
43) C
Topic: Voluntary Employee-Based Benefits
Skill: Recall
44) B
Topic: Voluntary Employee-Based Benefits
Skill: Recall
45) B
Topic: Voluntary Employee-Based Benefits
Skill: Recall
46) C
Topic: Voluntary Employee-Based Benefits
Skill: Recall
47) B
Topic: Voluntary Employee-Based Benefits
Skill: Recall
48) B
Topic: Voluntary Employee-Based Benefits
Skill: Recall
15
Answer Key
Testname: UNTITLED13
49) D
Topic: Voluntary Employee-Based Benefits
Skill: Recall
50) C
Topic: Voluntary Employee-Based Benefits
Skill: Applied
51) A
Topic: Voluntary Employee-Based Benefits
Skill: Recall
52) D
Topic: Voluntary Employee-Based Benefits
Skill: Recall
53) D
Topic: Voluntary Employee-Based Benefits
Skill: Recall
54) C
Topic: Voluntary Employee-Based Benefits
Skill: Recall
55) A
Topic: Voluntary Employee-Based Benefits
Skill: Recall
56) E
Topic: Voluntary Employee-Based Benefits
Skill: Recall
57) B
Topic: Employee Services
Skill: Recall
58) B
Topic: Voluntary Employee-Based Benefits
Skill: Recall
59) B
Topic: Voluntary Employee-Based Benefits
Skill: Recall
60) B
Topic: Voluntary Employee-Based Benefits
Skill: Recall
61) E
Topic: Employee Services
Skill: Recall
62) B
Topic: Employee Services
Skill: Recall
63) C
Topic: Employee Services
Skill: Recall
64) C
Topic: Employee Services
Skill: Recall
16
Answer Key
Testname: UNTITLED13
65) E
Topic: Employee Services
Skill: Recall
66) C
Topic: Employee Services
Skill: Recall
67) B
Topic: Employee Services
Skill: Recall
68) A
Topic: Employee Services
Skill: Recall
69) FALSE
Topic: The Strategic Role of Employee Benefits
Skill: Recall
70) FALSE
Topic: Government-Sponsored Benefits
Skill: Recall
71) TRUE
Topic: Government-Sponsored Benefits
Skill: Recall
72) TRUE
Topic: Government-Sponsored Benefits
Skill: Recall
73) FALSE
Topic: Government-Sponsored Benefits
Skill: Recall
74) TRUE
Topic: Government-Sponsored Benefits
Skill: Recall
75) FALSE
Topic: Government-Sponsored Benefits
Skill: Recall
76) FALSE
Topic: Government-Sponsored Benefits
Skill: Recall
77) TRUE
Topic: Voluntary Employer-Sponsored Benefits
Skill: Recall
78) FALSE
Topic: Voluntary Employer-Sponsored Benefits
Skill: Recall
79) FALSE
Topic: Voluntary Employer-Sponsored Benefits
Skill: Recall
80) TRUE
Topic: Voluntary Employer-Sponsored Benefits
Skill: Recall
17
Answer Key
Testname: UNTITLED13
81) FALSE
Topic: Voluntary Employer-Sponsored Benefits
Skill: Recall
82) FALSE
Topic: Employee Services
Skill: Recall
83) TRUE
Topic: Employee Services
Skill: Recall
84) TRUE
Topic: Flexible Benefits Programs
Skill: Recall
85) Employment Insurance (EI): provides income benefits if a person is unable to work through no fault of his or her
own.
Canada/Quebec Pension Plan (C/QPP): programs that provide three types of benefits– retirement income,
survivor/death benefits, and disability benefits. Benefits are payable only to workers who make contributions to the
plans and/or their family members.
Workersʹ Compensation: provides income and medical benefits to victims of work-related accidents or illnesses
and/or their dependents, regardless of fault.
Vacations & Holidays: provides minimum amount of paid vacation, usually 2 weeks per year.
Topic: Government-Sponsored Benefits
Skill: Recall
86) Vacations and holidays; short-term disability/sick leave; pay on termination of employment; life insurance;
supplementary health care/medical insurance; long-term disability insurance; dental insurance; retirement benefits.
Topic: Government-Sponsored Benefits + Voluntary Employer-Sponsored Benefits
Skill: Recall
87) Membership requirements - what age or years of service do employees need to become eligible?
Benefit formula - ties pension to employee s final earnings.
Retirement requirements - standard or early retirement options.
Funding - whether the plan will be contributory or noncontributory.
Vesting - at what time will employer money placed in the pension fund not be forfeited for any reason.
Portability - transfer money to another employer s pension plan or to a locked -in RRSP upon termination of
employment.
Topic: Voluntary Employer-Sponsored Benefits
Skill: Applied
88) management loans; salary guarantees/golden parachutes; financial counseling; relocation benefits; outplacement
assistance; chauffeur-driven limousines; company jets and yachts; club memberships; fitness programs; company
cars; concierge service; Caribbean vacation property; executive dining room; tax assistance; expense accounts; season
tickets; credit cards; subsidized children s education.
Topic: Employee Services
Skill: Recall
89) Advantages: employees choose benefits packages that best satisfy their unique needs; flexible benefits help firms meet
the changing needs of a changing workforce; increased involvement of employees and families improves
understanding of benefits; flexible plans make introduction of new benefits less costly; cost containment (the
organization sets a dollar maximum and the employees choose within that constraint).
Disadvantages: employees make bad choices and find themselves not covered for predictable emergencies;
administrative burdens and expenses increase; adverse selection (employee s only pick benefits they will use, and the
high benefit utilization increases costs).
Topic: Flexible Benefits Programs
Skill: Recall
18
Answer Key
Testname: UNTITLED13
19
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Safety and accident prevention concerns managers because: 1)
A) of global competition.
B) customer service is extremely important.
C) work-related accidents figures are staggering.
D) cutting costs is essential.
E) employees need to be motivated.
2) A 2005 IPSO-Reid poll conducted for WorkSafe BC and the Association of Workers Compensation 2)
Boards of Canada found that ________ percent of Canadians believe that workplace accidents are
inevitable.
A) 64 B) 52 C) 50 D) 75 E) 61
3) Occupational health and safety legislation is based on the principle of: 3)
A) due diligence.
B) education.
C) joint responsibility.
D) complexity.
E) participation.
4) Occupational health and safety legislation falls into three categories. One of the categories is: 4)
A) safety inspections.
B) workplace injuries.
C) rules for specific industries.
D) protective clothing.
E) WHMIS.
7) A supervisor at a mine site sent employees reporting to him into the mine even though he had 7)
read a report stating that underground tremors were likely to occur during the time that the
employees were in the mine. Three hours into the employees work shift a significant tremor
occurred causing part of the mine to collapse. One employee was killed and three others were
seriously injured. Under what law could the supervisor be charged with a criminal offense?
A) Occupational Health and Safety Act
B) Human Rights legislation
C) The Criminal Code
D) Employment standards Legislation
E) Employment Standards Act
8) The function of joint health and safety committees is to provide a ________ atmosphere where 8)
management and labour can work together to ensure a safe and healthy workplace.
A) collegial
B) non-adversarial
C) supportive
D) directive
E) structured
9) Most occupational health and safety legislation in Canada has the following features in common 9)
EXCEPT:
A) joint health and safety committees.
B) responsibilities and rights of employers and employees.
C) employee drug testing.
D) enforcement of occupational health and safety laws.
E) control of toxic substances.
10
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
11
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
87) Describe the three categories of occupational health and safety laws in Canada.
88) List and describe the three basic rights of employees under the joint responsibility model of occupational health
and safety.
89) Briefly discuss the three basic causes of accidents in the workplace.
90) Identify and discuss how personal factors influence employee accident behaviour.
91) Amin is the manager of an auto parts manufacturing plant in Oakville, Ontario. The plant has experienced a
rise in workplace injuries over the past year. Discuss what Amin should focus on to prevent accidents in the
workplace.
12
92) Identify the traditional methods for dealing with alcohol and drug problems at work.
93) Discuss several methods employers can use to prevent and control workplace violence.
13
Answer Key
Testname: UNTITLED14
1) C
Topic: Strategic Importance of Occupational Health and Safety
Skill: Recall
2) E
Topic: Strategic Importance of Occupational Health and Safety
Skill: Recall
3) C
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
4) C
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
5) A
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
6) B
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Applied
7) C
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Applied
8) B
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
9) C
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
10) B
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
11) B
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
12) B
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
13) D
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Applied
14) B
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
15) A
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
16) C
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
14
Answer Key
Testname: UNTITLED14
17) E
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
18) B
Topic: What Causes Accidents?
Skill: Recall
19) E
Topic: What Causes Accidents?
Skill: Recall
20) E
Topic: What Causes Accidents?
Skill: Applied
21) A
Topic: What Causes Accidents?
Skill: Applied
22) B
Topic: What Causes Accidents?
Skill: Applied
23) C
Topic: Strategic Importance of Occupational Health and Safety
Skill: Recall
24) A
Topic: What Causes Accidents?
Skill: Recall
25) C
Topic: What Causes Accidents?
Skill: Recall
26) E
Topic: What Causes Accidents?
Skill: Recall
27) E
Topic: What Causes Accidents?
Skill: Recall
28) D
Topic: What Causes Accidents?
Skill: Applied
29) D
Topic: What Causes Accidents?
Skill: Recall
30) C
Topic: What Causes Accidents?
Skill: Recall
31) B
Topic: How to Prevent Accidents
Skill: Applied
32) E
Topic: How to Prevent Accidents
Skill: Recall
15
Answer Key
Testname: UNTITLED14
33) B
Topic: How to Prevent Accidents
Skill: Applied
34) C
Topic: How to Prevent Accidents
Skill: Applied
35) A
Topic: How to Prevent Accidents
Skill: Recall
36) B
Topic: How to Prevent Accidents
Skill: Recall
37) D
Topic: How to Prevent Accidents
Skill: Recall
38) C
Topic: How to Prevent Accidents
Skill: Recall
39) B
Topic: How to Prevent Accidents
Skill: Recall
40) E
Topic: How to Prevent Accidents
Skill: Recall
41) A
Topic: Employee Wellness Programs
Skill: Recall
42) B
Topic: Employee Wellness Programs
Skill: Recall
43) C
Topic: Employee Wellness Programs
Skill: Applied
44) A
Topic: Occupational Health and Safety Issues and Challenges
Skill: Applied
45) E
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
46) E
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
47) B
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
48) C
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
16
Answer Key
Testname: UNTITLED14
49) E
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
50) E
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
51) A
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
52) A
Topic: Occupational Health and Safety Issues and Challenges
Skill: Applied
53) D
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
54) B
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
55) C
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
56) A
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
57) C
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
58) E
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
59) E
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
60) C
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
61) C
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
62) E
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
63) D
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
64) B
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
17
Answer Key
Testname: UNTITLED14
65) D
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
66) B
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
67) TRUE
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
68) FALSE
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
69) TRUE
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
70) FALSE
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
71) TRUE
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
72) FALSE
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
73) FALSE
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
74) TRUE
Topic: What Causes Accidents?
Skill: Recall
75) FALSE
Topic: What Causes Accidents?
Skill: Recall
76) TRUE
Topic: What Causes Accidents?
Skill: Recall
77) TRUE
Topic: How to Prevent Accidents
Skill: Recall
78) TRUE
Topic: How to Prevent Accidents
Skill: Recall
79) FALSE
Topic: How to Prevent Accidents
Skill: Recall
80) TRUE
Topic: How to Prevent Accidents
Skill: Recall
18
Answer Key
Testname: UNTITLED14
81) FALSE
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
82) FALSE
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
83) TRUE
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
84) FALSE
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
85) TRUE
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
86) TRUE
Topic: How to Prevent Accidents
Skill: Recall
87) General health and safety rules; rules for specific industries (such as mining); rules related to specific hazards (such as
asbestos).
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
88) 1. The right to know about workplace hazards.
2. The right to participate in the occupational health and safety process.
3. The right to refuse unsafe work if there is reasonable cause to believe that the work is dangerous.
Topic: Basic Facts About Occupational Health and Safety Legislation
Skill: Recall
89) Chance occurrences (such as walking past a plate-glass window just as someone hits a ball); unsafe conditions (such
as defective equipment); acts on the part of employees (such as horseplay).
Topic: What Causes Accidents?
Skill: Recall
90) Personality traits may distinguish accident-prone workers on jobs involving risk. Lack of motor skills may distinguish
accident-prone workers on jobs involving coordination.
Many human traits have been found to be related to accident repetition in specific situations.
Topic: What Causes Accidents?
Skill: Recall
91) Reduce unsafe conditions ;
Reduce unsafe acts ;
Training and education (train employees to be safety conscious);
Positive reinforcement ;
Top-management commitment (enforce safety rules);
Monitor work overload and stress .
Topic: How to Prevent Accidents
Skill: Applied
92) Discipline used for alcoholics; discharge used for alcoholics and persons with drug problems; in-house counselling for
emotional disorders; referral to outside agency.
Topic: Occupational Health and Safety Issues and Challenges
Skill: Recall
19
Answer Key
Testname: UNTITLED14
93) Institute a workplace violence policy; heighten security measures; improve employee screening; provide workplace
violence training; learn guidelines for dealing with angry employees.
Topic: How to Prevent Accidents
Skill: Recall
20
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Management of employee relations has shifted away from a focus on employee discipline to a 1)
focus on:
A) protecting employees privacy.
B) health and safety.
C) one-way communication.
D) managing dismissals and layoffs.
E) employee engagement.
2) Helena feels that her employer s process for deciding on pay increases is not fair. Helena is 2)
concerned with which of the following components of organizational justice:
A) distributive justice.
B) procedural justice.
C) pay equity.
D) allocational justice.
E) interactional justice.
3) Suggestion programs have several benefits. The net effect is: 3)
A) they let management continually monitor employees concerns.
B) they make it clear that employees have several channels through which to get responses.
C) they let management continually monitor employees feelings.
D) they make it clear that employees have several channels through which to communicate.
E) there is less likelihood that small problems will grow into big ones.
4) Questionnaires that regularly ask employees their opinions about the company, management and 4)
work life are called:
A) employee training programs.
B) employee development programs.
C) employee sampling surveys.
D) employee participation programs.
E) employee opinion surveys.
5) The Employee Feedback System is an employee satisfaction survey covering the following 5)
EXCEPT:
A) coworker cohesion.
B) recruitment policies.
C) quality focus.
D) job satisfaction.
E) employee commitment.
6) Traditional employee communication media such as newsletters are being replaced with the 6)
following EXCEPT:
A) email.
B) intranets.
C) videos.
D) electronic bulletin boards.
E) verbal presentations.
7) Which of the following is NOT considered to be personal information about an employee and 7)
therefore NOT protected under privacy legislation?
A) ergonomic assessment information.
B) home address.
C) bank account number.
D) employee job title.
E) performance review rating.
8) The ________ governs the collection, use, and disclosure of personal information across Canada, 8)
including employers collection and dissemination of personal information about employees.
A) Personal Video Surveillance and Electronics Documents Act (PVSEDA)
B) Personal Information Protection and Electronic Documents Act (PIPEDA)
C) Canadian Privacy Legislation Act (CPLA)
D) Employee Privacy and Dignity in the Workplace Act (EPDWA)
E) There is no such legislation in Canada.
9) With respect to employee relations, experts generally define organizational justice in terms of three 9)
components. One component is:
A) top-down communication justice.
B) inter justice.
C) fair treatment justice.
D) distributive justice.
E) constructive justice.
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
68) Identify and briefly describe three foundations of a fair and just discipline process.
69) Identify and discuss the four bases for employee dismissal.
70) Identify and discuss the steps to be followed in a termination interview.
71) Identify the three conditions that may be present when a layoff occurs.
72) Explain the alternatives to layoffs.
73) Identify common topics covered in pre-retirement counselling.
10
Answer Key
Testname: UNTITLED15
1) E
Topic: Strategic Importance of Effective Employee Relations
Skill: Recall
2) B
Topic: Strategic Importance of Effective Employee Relations
Skill: Applied
3) E
Topic: Effective Employee Communication
Skill: Recall
4) E
Topic: Effective Employee Communication
Skill: Recall
5) B
Topic: Effective Employee Communication
Skill: Recall
6) E
Topic: Effective Employee Communication
Skill: Recall
7) D
Topic: Respecting Employee Privacy
Skill: Recall
8) B
Topic: Respecting Employee Privacy
Skill: Applied
9) D
Topic: Strategic Importance of Effective Employee Relations
Skill: Recall
10) D
Topic: Strategic Importance of Effective Employee Relations
Skill: Recall
11) B
Topic: Preserving Dignity in the Retirement Process
Skill: Applied
12) C
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Applied
13) A
Topic: Respecting Employee Privacy
Skill: Recall
14) A
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Applied
15) C
Topic: Fairness in Discipline and Dismissals
Skill: Recall
16) D
Topic: Fairness in Discipline and Dismissals
Skill: Recall
11
Answer Key
Testname: UNTITLED15
17) A
Topic: Fairness in Discipline and Dismissals
Skill: Recall
18) E
Topic: Fairness in Discipline and Dismissals
Skill: Recall
19) B
Topic: Fairness in Discipline and Dismissals
Skill: Recall
20) E
Topic: Fairness in Discipline and Dismissals
Skill: Recall
21) A
Topic: Fairness in Discipline and Dismissals
Skill: Recall
22) B
Topic: Fairness in Discipline and Dismissals
Skill: Applied
23) A
Topic: Fairness in Discipline and Dismissals
Skill: Recall
24) C
Topic: Fairness in Discipline and Dismissals
Skill: Applied
25) B
Topic: Fairness in Discipline and Dismissals
Skill: Applied
26) D
Topic: Fairness in Discipline and Dismissals
Skill: Recall
27) C
Topic: Fairness in Discipline and Dismissals
Skill: Recall
28) E
Topic: Fairness in Discipline and Dismissals
Skill: Recall
29) A
Topic: Fairness in Discipline and Dismissals
Skill: Recall
30) E
Topic: Fairness in Discipline and Dismissals
Skill: Recall
31) E
Topic: Fairness in Discipline and Dismissals
Skill: Recall
32) D
Topic: Fairness in Discipline and Dismissals
Skill: Recall
12
Answer Key
Testname: UNTITLED15
33) B
Topic: Fairness in Discipline and Dismissals
Skill: Recall
34) A
Topic: Fairness in Discipline and Dismissals
Skill: Recall
35) E
Topic: Fairness in Discipline and Dismissals
Skill: Recall
36) C
Topic: Fairness in Discipline and Dismissals
Skill: Recall
37) E
Topic: Fairness in Discipline and Dismissals
Skill: Recall
38) A
Topic: Fairness in Discipline and Dismissals
Skill: Recall
39) A
Topic: Fairness in Discipline and Dismissals
Skill: Recall
40) B
Topic: Fairness in Discipline and Dismissals
Skill: Recall
41) E
Topic: Fairness in Discipline and Dismissals
Skill: Recall
42) C
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
43) C
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
44) E
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
45) E
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
46) E
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
47) E
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
48) C
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
13
Answer Key
Testname: UNTITLED15
49) B
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
50) D
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
51) D
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
52) E
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
53) B
Topic: Preserving Dignity in the Retirement Process
Skill: Recall
54) A
Topic: Preserving Dignity in the Retirement Process
Skill: Recall
55) A
Topic: Preserving Dignity in the Retirement Process
Skill: Recall
56) TRUE
Topic: Employee Engagement
Skill: Recall
57) TRUE
Topic: Fairness in Discipline and Dismissals
Skill: Recall
58) FALSE
Topic: Fairness in Discipline and Dismissals
Skill: Recall
59) FALSE
Topic: Fairness in Discipline and Dismissals
Skill: Recall
60) FALSE
Topic: Fairness in Discipline and Dismissals
Skill: Recall
61) FALSE
Topic: Fairness in Discipline and Dismissals
Skill: Recall
62) FALSE
Topic: Fairness in Discipline and Dismissals
Skill: Recall
63) TRUE
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
64) FALSE
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
14
Answer Key
Testname: UNTITLED15
65) TRUE
Topic: Fair Treatment in Layoffs and Downsizing
Skill: Recall
66) TRUE
Topic: Preserving Dignity in the Retirement Process
Skill: Recall
67) TRUE
Topic: Preserving Dignity in the Retirement Process
Skill: Recall
68) A clear set of rules and regulations addressing theft, destruction of company property, drinking, and
insubordination.
A system of progressive penalties , usually consisting of warnings (verbal and written), suspensions (paid and/or
unpaid) and discharge.
The appeals process.
Topic: Fairness in Discipline and Dismissals
Skill: Recall
69) Unsatisfactory performance -failure to perform or meet prescribed standards of job.
Misconduct-willful violation of rules, including stealing, rowdyism, or insubordination.
Lack of qualifications -incapable of doing the work.
Changed requirements of the job , or job elimination.
Topic: Fairness in Discipline and Dismissals
Skill: Recall
70) Step 1: Plan the Interview
• Carefully schedule the meeting on a day early in the week, and try to avoid Fridays, pre -holidays, and vacation
times
• Have the employee agreement, human resources file, and release announcement (internal and
external) prepared in advance
• Be available at a time after the interview in case questions or problems arise, and have phone numbers ready for
medical or securityemergencies
Step 2: Get to the Point
• As soon as the employee arrives, give the person a moment to get comfortable and then inform him or her of the
decision.
Step 3: Describe the Situation Briefly
• In three or four sentences, explain why the person is being let go.
• For instance, Production in your area is down 4 percent, and we are continuing to have quality problems. We have
talked about these problems several times in the past three months, and the solutions are not being followed through.
We have to make a change.
• Remember to describe the situation rather than attacking the employee personally.
Step 4: Listen
• It is important to continue the interview until the person appears to be talking freely and reasonably calmly about
the reasons for his or her termination and the severance package that he or she is to receive.
Step 5: Review All Elements of the Severance Package
• Describe severance payments, benefits, and the way in which references will be handled. However, under no
conditions should any promises or benefits beyond those already in the severance package be implied
• The termination should be complete when the person leaves.
Step 6: Identify the Next Step
• The terminated employee may be disoriented, so explain where he or she should go on leaving the interview.
• Remind the person whom to contact at the company regarding questions about the severance package or references.
Topic: Fairness in Discipline and Dismissals
Skill: Recall
15
Answer Key
Testname: UNTITLED15
16
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) The term labour-management relations refers to: 1)
A) the process of contract negotiations.
B) the process of administering a collective agreement.
C) relations between union members.
D) the process of labour- management contract negotiations and the process of administering a
collective agreement.
E) relations between front line managers and employees only.
2) The negotiations that take place between a labour union and an employer to arrive at a 2)
mutually-acceptable collective agreement are known as:
A) contract administration.
B) contract bargaining.
C) collective bargaining.
D) contract ratification.
E) union organizing.
3) In a ________, collective bargaining is accepted as an appropriate mechanism for establishing 3)
workplace rules.
A) union substitution approach
B) union acceptance strategy
C) proactive human resources approach
D) union avoidance strategy
E) union suppression approach
4) Bargaining has commenced at the Airport Authority in Vancouver. The management bargaining 4)
team has as its mandate to strive for a mutually acceptable collective agreement. This is an
example of:
A) union avoidance strategy.
B) labour relations strategy.
C) union acceptance strategy.
D) proactive human resources approach.
E) union substitution approach.
5) Specific strategies adopted by organizations using the union substitution approach include: 5)
A) avoiding a union at all costs.
B) pay, benefits and working conditions equal to or better than those in unionized firms.
C) viewing the union as the legitimate representative of the firm s employees.
D) accepting collective bargaining as an appropriate mechanism for establishing terms and
conditions of employment.
E) preventing a union from gaining a foothold.
6) Becoming so responsive to employees needs that there is no incentive for unionization is 6)
associated with which approach to labour relations?
A) positive labour relations.
B) union avoidance.
C) union suppression.
D) union acceptance.
E) union substitution.
7) An organizing drive has begun at a busy branch of a bank. The managers wish to avoid a union at 7)
all costs. This approach to labour relations is:
A) tough bargaining.
B) union avoidance.
C) union suppression.
D) union substitution.
E) union acceptance.
8) Canada s labour laws have two key purposes, which are: 8)
A) providing a common set of rules for fair negotiations and protecting public interest.
B) ensuring the right to unionize or remain union-free.
C) specifying management rights and union rights.
D) protecting union rights and management rights.
E) balancing the rights of the public and protection of public welfare.
9) Common characteristics among labour relations legislation in all Canadian jurisdictions include all 9)
of the following EXCEPT:
A) establishment of a labour relations board or the equivalent.
B) procedures that must be followed by one or both parties before a strike or lockout is legal.
C) a minimum term of six months for all collective agreements.
D) prohibition of strikes or lockouts during the life of a collective agreement.
E) the requirement that disputes over matters arising from interpretation of the collective
agreement be settled by binding arbitration.
10
11
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
12
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
88) Differentiate between business and social unionism.
89) Describe the current challenges to the Canadian labour movement and explain how unions are dealing with
them.
90) Discuss the impact of unionization on HRM.
91) Differentiate between interest arbitration and rights arbitration and explain the use of each.
92) Describe the purposes of a grievance procedure.
93) Amin is the new VP of Labour Relations at a telecomminications company which has a history of poor
labour-management relations. Describe the strategies you recommend he use to assist in building an effective
and more positive labour-management relationship.
13
Answer Key
Testname: UNTITLED16
1) D
Topic: Introduction to Labour Relations
Skill: Applied
2) C
Topic: Introduction to Labour Relations
Skill: Recall
3) B
Topic: Introduction to Labour Relations
Skill: Applied
4) C
Topic: Introduction to Labour Relations
Skill: Applied
5) B
Topic: Introduction to Labour Relations
Skill: Applied
6) E
Topic: Introduction to Labour Relations
Skill: Applied
7) C
Topic: Introduction to Labour Relations
Skill: Applied
8) A
Topic: Introduction to Labour Relations
Skill: Recall
9) C
Topic: Introduction to Labour Relations
Skill: Applied
10) E
Topic: Introduction to Labour Relations
Skill: Applied
11) D
Topic: Introduction to Labour Relations
Skill: Applied
12) E
Topic: Introduction to Labour Relations
Skill: Recall
13) C
Topic: Introduction to Labour Relations
Skill: Recall
14) C
Topic: Introduction to Labour Relations
Skill: Recall
15) C
Topic: Introduction to Labour Relations
Skill: Recall
16) D
Topic: Introduction to Labour Relations
Skill: Recall
14
Answer Key
Testname: UNTITLED16
17) B
Topic: Introduction to Labour Relations
Skill: Recall
18) A
Topic: Introduction to Labour Relations
Skill: Recall
19) A
Topic: Introduction to Labour Relations
Skill: Recall
20) E
Topic: Introduction to Labour Relations
Skill: Applied
21) E
Topic: Introduction to Labour Relations
Skill: Applied
22) E
Topic: Labour Relations Process
Skill: Recall
23) C
Topic: Labour Relations Process
Skill: Recall
24) D
Topic: Labour Relations Process
Skill: Applied
25) A
Topic: Labour Relations Process
Skill: Recall
26) B
Topic: Labour Relations Process
Skill: Applied
27) D
Topic: Labour Relations Process
Skill: Recall
28) D
Topic: Labour Relations Process
Skill: Recall
29) E
Topic: Labour Relations Process
Skill: Recall
30) D
Topic: Labour Relations Process
Skill: Recall
31) A
Topic: Labour Relations Process
Skill: Recall
32) C
Topic: Labour Relations Process
Skill: Recall
15
Answer Key
Testname: UNTITLED16
33) E
Topic: Labour Relations Process
Skill: Recall
34) C
Topic: Labour Relations Process
Skill: Recall
35) E
Topic: Labour Relations Process
Skill: Applied
36) B
Topic: Labour Relations Process
Skill: Recall
37) B
Topic: Labour Relations Process
Skill: Recall
38) D
Topic: Labour Relations Process
Skill: Recall
39) E
Topic: Labour Relations Process
Skill: Recall
40) E
Topic: Labour Relations Process
Skill: Applied
41) E
Topic: Labour Relations Process
Skill: Recall
42) E
Topic: Labour Relations Process
Skill: Recall
43) B
Topic: Labour Relations Process
Skill: Recall
44) E
Topic: Labour Relations Process
Skill: Recall
45) D
Topic: Labour Relations Process
Skill: Applied
46) C
Topic: Labour Relations Process
Skill: Recall
47) E
Topic: Labour Relations Process
Skill: Recall
48) A
Topic: Labour Relations Process
Skill: Applied
16
Answer Key
Testname: UNTITLED16
49) A
Topic: Labour Relations Process
Skill: Recall
50) D
Topic: Labour Relations Process
Skill: Recall
51) A
Topic: Labour Relations Process
Skill: Applied
52) B
Topic: Labour Relations Process
Skill: Applied
53) D
Topic: Labour Relations Process
Skill: Recall
54) D
Topic: Labour Relations Process
Skill: Recall
55) E
Topic: Labour Relations Process
Skill: Recall
56) C
Topic: Labour Relations Process
Skill: Recall
57) D
Topic: Labour Relations Process
Skill: Recall
58) E
Topic: Labour Relations Process
Skill: Recall
59) A
Topic: Labour Relations Process
Skill: Recall
60) A
Topic: Labour Relations Process
Skill: Recall
61) A
Topic: Labour Relations Process
Skill: Applied
62) E
Topic: Labour Relations Process
Skill: Recall
63) B
Topic: Labour Relations Process
Skill: Recall
64) C
Topic: Labour Relations Process
Skill: Recall
17
Answer Key
Testname: UNTITLED16
65) C
Topic: Labour Relations Process
Skill: Recall
66) E
Topic: Labour Relations Process
Skill: Recall
67) A
Topic: Impact of Unionization on HRM
Skill: Applied
68) D
Topic: Impact of Unionization on HRM
Skill: Applied
69) B
Topic: Impact of Unionization on HRM
Skill: Recall
70) TRUE
Topic: Introduction to Labour Relations
Skill: Recall
71) FALSE
Topic: Introduction to Labour Relations
Skill: Recall
72) TRUE
Topic: Introduction to Labour Relations
Skill: Recall
73) FALSE
Topic: Introduction to Labour Relations
Skill: Recall
74) FALSE
Topic: Introduction to Labour Relations
Skill: Recall
75) TRUE
Topic: Introduction to Labour Relations
Skill: Recall
76) TRUE
Topic: Introduction to Labour Relations
Skill: Recall
77) FALSE
Topic: Introduction to Labour Relations
Skill: Recall
78) TRUE
Topic: Labour Relations Process
Skill: Recall
79) TRUE
Topic: Labour Relations Process
Skill: Recall
80) TRUE
Topic: Labour Relations Process
Skill: Recall
18
Answer Key
Testname: UNTITLED16
81) FALSE
Topic: Labour Relations Process
Skill: Recall
82) TRUE
Topic: Labour Relations Process
Skill: Recall
83) TRUE
Topic: Labour Relations Process
Skill: Recall
84) TRUE
Topic: Labour Relations Process
Skill: Recall
85) TRUE
Topic: Labour Relations Process
Skill: Recall
86) TRUE
Topic: Labour Relations Process
Skill: Recall
87) FALSE
Topic: Labour Relations Process
Skill: Recall
88) Business unionism refers to the activities of labour unions focusing on economic and welfare issues, including pay
and benefits, job security, and working conditions. Included in business unionism is negotiating for greater job
security, improved economic conditions, and better working conditions.
Social unionism refers to the activities of unions directed at furthering the interests of their members by influencing
the social and economic policies of governments at all levels. The objectives of social unionism are often accomplished
by lobbying and speaking out on proposed legislative reforms, such as the introduction of employment equity
legislation or amendments to LR acts.
Topic: Introduction to Labour Relations
Skill: Recall
89) Global Competition –Increased global competition and massive importation of consumer electronics, cars, clothing,
textiles, and shoes has led to job losses for Canadian union members. Canadian unions were highly opposed to
NAFTA, claiming Canadian jobs would be lost to low-wage Mexican workers, as well as to the anti-union
environment that exists in many U.S. states. Some unions have taken more direct action. The United Electrical
Workers, for example, subsidized organizers at Mexican plants of the U.S. -owned General Electric company.
Technological Change –Technological advances have decreased the effectiveness of strikes in some sectors, because
highly automated organizations can remain fully operational with minimal staffing levels during work stoppages.
Even more significant is the fact that improvements in computer technology have lowered the demand for many
blue-collar workers, and resulted in a decline in union membership in the auto, steel, and other manufacturing
industries. E-commerce work (such as processing credit card claims) is highly portable, and can be shifted, almost
literally, at the touch of a button from one centre to another–even overseas. To deal with such threats, some unions
have negotiated collective agreement protection for workers whose skills are threatened by technological
obsolescence.
Privatization and the Unionization of White -collar Employees, Managers, and Professionals –In the past, many
white-collar employees tended to identify more with owners or managers than with their blue -collar colleagues,
often enjoying certain privileges and status symbols available to salaried employees only. Because the improvements
in pay, benefits, and working conditions that were negotiated by the union representing their blue-collar coworkers
were often extended to them as a matter of course, there was little perceived need to unionize. In recent years,
however, the growth in the size of many public- and private-sector organizations has tended to distance them from
management, which has made unionization more attractive. Increasing difficulties in attempting to resolve grievances,
19
Answer Key
Testname: UNTITLED16
combined with a lack of job security related to downsizing in all sectors, as well as the privatization of services ranging
from hydro to home care, has also led to increased interest in unionization among white -collar workers.
In response to the threats to job security posed by downsizing, privatization, and public-private partnerships, and the
decrease in membership numbers associated with the decline in blue -collar jobs, unions started to increase their
efforts to organize white-collar employees. Service-oriented organizations, such as insurance agencies, banks, retail
stores, fast-food chains, and government agencies, have been targeted for organizing campaigns. Even small
businesses are being organized. To attract white-collar employees, unions have changed their focus and bargaining
priorities. In addition to focussing more on equity and family issues, unions are also capitalizing on the health and
safety risks associated with white-collar jobs, such as the effects of working at video display terminals for long periods
of time, and the potential for repetitive strain injury associated with the jobs of clerical workers and cashiers.
Another group that has been targeted for unionization includes managers and professionals. Of particular appeal to
these employees is the unions desire to protect the job security of those represented, something that has been
seriously threatened due to extensive downsizing in both public- and private-sector organizations.
Innovative Workplace Practices –In workplaces in which employees participate in decision making, have a high
degree of autonomy and little supervision, and are paid based on their performance or the knowledge/skills they have
attained, there may be less perceived need for a union. Some individuals argue that such innovative workplace
practices as semi-autonomous work teams, skill-based pay, profit sharing and employee stock ownership plans
undermine union power by coopting employees and aligning employee interests with those of management. On the
other hand, in workplaces in which the unions have supported such changes, the end result may be better
communication and more cooperation, a win-win situation.
Topic: Introduction to Labour Relations
Skill: Recall
90) Organizational Structure –Once an organization is unionized, the HR department is typically expanded by the
addition of an LR specialist or section. In a large firm with a number of bargaining units, human resources and labour
relations may form two divisions within a broader department, often called industrial relations or labour relations.
Management Decision Making –Union leaders are typically involved in decisions pertaining to any issues that will
affect bargaining unit members, such as subcontracting of work, productivity standards, and job content. While
management continues to claim exclusive rights over certain matters, union leaders may challenge these rights.
Centralization of Record Keeping and Standardization of Decision Making –Unionization generally results in
greater centralization of employee record keeping and standardization of decision making to ensure equity,
consistency, and uniformity. More centralized coordination is typically required in the enforcement of HR policies and
procedures, for example, which creates an expanded role for members of the LR department, as does the increased
need for documentation to support decisions.
Supervisory Authority and Responsibility –The major impact of unionization is at the first-line level, since it is the
supervisors who are responsible for day-to-day contract administration. Greater standardization of decision making
and centralization of record keeping may lead supervisors to feel they have lost some of their authority, which can
cause resentment, especially since they inevitably find that unionization results in an increase in their responsibilities.
Supervisors are often required to produce more written records than ever before, since documentation is critical at
grievance and arbitration hearings. They must ensure that all of their decisions and actions are in accordance with the
terms of the collective agreement. Even decisions that abide by the agreement may be challenged by the union.
Topic: Impact of Unionization on HRM
Skill: Recall
20
Answer Key
Testname: UNTITLED16
21
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) One of the most important business functions for executing global strategy is: 1)
A) marketing.
B) manufacturing.
C) human resources.
D) research and development.
E) finance.
2) As a result of internationalization, companies must increasingly be managed: 2)
A) top-down.
B) globally.
C) in a decentralized manner.
D) from head office.
E) through teamwork.
3) When sending employees abroad, employers must address such practical issues as: 3)
A) knowledge dissemination.
B) assignment letters.
C) developing talent on a global basis.
D) naturalization.
E) deployment.
4) The number one concern when it comes to employee relocations is: 4)
A) relocation assistance.
B) family issues.
C) candidate selection.
D) candidate assessment.
E) cost projections.
5) Brian is the Director of HR for a global software development company. He is advising the 5)
Director of Sales as to which of the sales managers to send to lead the sales department in India.
Which of the following are key traits Brian should consider in advising on the best candidate for
the expatriate assignment?
A) interpersonal skills and cultural sensitivity
B) interpersonal skills, cultural sensitivity, and flexibility
C) agreeableness
D) cultural sensitivity only
E) There are no specific traits that are helpful to consider.
6) Expatriate failure is: 6)
A) re-assimilating the expatriate.
B) repatriation.
C) rare.
D) failure to recover cost of investment on an expatriate.
E) early return from an expatriate assignment.
7) The most likely destination for a foreign assignment today is: 7)
A) Russia.
B) Brazil.
C) Mexico.
D) Singapore.
E) People s Republic of China.
8) Wide-ranging customs that vary from country to country demanding corresponding differences in 8)
HR practices among a company s foreign subsidiary are:
A) balance of payments.
B) cultural differences.
C) trade deficits.
D) foreign trade.
E) trade surpluses.
9) In a well-known study by Professor Geert Hofstede on international cultural differences, the 9)
extent to which the less influential members of institutions accept and expect that power will be
distributed unequally is referred to as:
A) political differences.
B) power distance.
C) religious practices.
D) need for power.
E) legal distinctions.
10
11
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.
12
ESSAY. Write your answer in the space provided or on a separate sheet of paper.
88) Identify and explain the different classifications of international managers.
89) Describe the different international staffing policies that a multinational corporation may emphasize with top
executives.
90) Graciella is the new Director of HR for a soft drink manufacturer with offices in 7 countries. After the last
performance appraisal process she heard from expatriate managers that questioned the fairness of the process.
Discuss what steps Graciella should take to improve the expatriate performance appraisal process.
91) Discuss important differences between labour relations practices in Europe and North America when
organizations open subsidiaries abroad.
92) Discuss steps that can be taken to protect the security of business people abroad.
93) Discuss steps that can be taken to assist in the repatriation process.
13
Answer Key
Testname: UNTITLED17
1) C
Topic: The Globalization of Business and Strategic HR
Skill: Recall
2) B
Topic: The Globalization of Business and Strategic HR
Skill: Recall
3) B
Topic: The Globalization of Business and Strategic HR
Skill: Recall
4) B
Topic: The Globalization of Business and Strategic HR
Skill: Recall
5) B
Topic: The Globalization of Business and Strategic HR
Skill: Applied
6) E
Topic: Why Expatriate Assignments Fail
Skill: Recall
7) E
Topic: The Globalization of Business and Strategic HR
Skill: Recall
8) B
Topic: How Intercountry Differences Affect HRM
Skill: Recall
9) B
Topic: How Intercountry Differences Affect HRM
Skill: Recall
10) C
Topic: How Intercountry Differences Affect HRM
Skill: Recall
11) C
Topic: How Intercountry Differences Affect HRM
Skill: Recall
12) C
Topic: How Intercountry Differences Affect HRM
Skill: Recall
13) D
Topic: How Intercountry Differences Affect HRM
Skill: Recall
14) E
Topic: How Intercountry Differences Affect HRM
Skill: Applied
15) E
Topic: How Intercountry Differences Affect HRM
Skill: Recall
16) B
Topic: How Intercountry Differences Affect HRM
Skill: Recall
14
Answer Key
Testname: UNTITLED17
17) C
Topic: Selection for Global Assignments
Skill: Applied
18) E
Topic: How Intercountry Differences Affect HRM
Skill: Recall
19) E
Topic: Selection for Global Assignments
Skill: Recall
20) A
Topic: Selection for Global Assignments
Skill: Recall
21) D
Topic: Why Expatriate Assignments Fail
Skill: Recall
22) C
Topic: Why Expatriate Assignments Fail
Skill: Recall
23) A
Topic: Selection for Global Assignments
Skill: Recall
24) E
Topic: Selection for Global Assignments
Skill: Recall
25) A
Topic: Selection for Global Assignments
Skill: Recall
26) E
Topic: Selection for Global Assignments
Skill: Recall
27) E
Topic: Selection for Global Assignments
Skill: Recall
28) D
Topic: Selection for Global Assignments
Skill: Recall
29) B
Topic: Selection for Global Assignments
Skill: Recall
30) B
Topic: Selection for Global Assignments
Skill: Recall
31) B
Topic: Selection for Global Assignments
Skill: Recall
32) B
Topic: Selection for Global Assignments
Skill: Recall
15
Answer Key
Testname: UNTITLED17
33) B
Topic: Selection for Global Assignments
Skill: Recall
34) D
Topic: Selection for Global Assignments
Skill: Recall
35) A
Topic: Selection for Global Assignments
Skill: Recall
36) D
Topic: Selection for Global Assignments
Skill: Recall
37) A
Topic: Selection for Global Assignments
Skill: Recall
38) C
Topic: Selection for Global Assignments
Skill: Applied
39) A
Topic: Selection for Global Assignments
Skill: Recall
40) D
Topic: Selection for Global Assignments
Skill: Recall
41) D
Topic: Selection for Global Assignments
Skill: Recall
42) D
Topic: Selection for Global Assignments
Skill: Recall
43) D
Topic: Selection for Global Assignments
Skill: Recall
44) E
Topic: Selection for Global Assignments
Skill: Recall
45) A
Topic: Selection for Global Assignments
Skill: Recall
46) E
Topic: Selection for Global Assignments
Skill: Recall
47) A
Topic: Selection for Global Assignments
Skill: Recall
48) D
Topic: Selection for Global Assignments
Skill: Recall
16
Answer Key
Testname: UNTITLED17
49) C
Topic: Selection for Global Assignments
Skill: Recall
50) B
Topic: Selection for Global Assignments
Skill: Recall
51) D
Topic: Maintaining Global Employees
Skill: Recall
52) B
Topic: Maintaining Global Employees
Skill: Recall
53) D
Topic: Maintaining Global Employees
Skill: Recall
54) D
Topic: Maintaining Global Employees
Skill: Recall
55) B
Topic: Maintaining Global Employees
Skill: Recall
56) C
Topic: Maintaining Global Employees
Skill: Recall
57) E
Topic: Maintaining Global Employees
Skill: Recall
58) C
Topic: Maintaining Global Employees
Skill: Recall
59) D
Topic: Managing Global Employees
Skill: Recall
60) B
Topic: Maintaining Global Employees
Skill: Recall
61) D
Topic: Maintaining Global Employees
Skill: Recall
62) A
Topic: Maintaining Global Employees
Skill: Recall
63) D
Topic: How Intercountry Differences Affect HRM
Skill: Recall
64) A
Topic: Maintaining Global Employees
Skill: Recall
17
Answer Key
Testname: UNTITLED17
65) E
Topic: Maintaining Global Employees
Skill: Recall
66) A
Topic: Maintaining Global Employees
Skill: Recall
67) B
Topic: Repatriation
Skill: Recall
68) C
Topic: Repatriation
Skill: Recall
69) B
Topic: Repatriation
Skill: Recall
70) TRUE
Topic: The Globalization of Business and Strategic HR
Skill: Recall
71) TRUE
Topic: How Intercountry Differences Affect HRM
Skill: Recall
72) TRUE
Topic: How Intercountry Differences Affect HRM
Skill: Recall
73) FALSE
Topic: How Intercountry Differences Affect HRM
Skill: Recall
74) TRUE
Topic: How Intercountry Differences Affect HRM
Skill: Recall
75) FALSE
Topic: Why Expatriate Assignments Fail
Skill: Recall
76) TRUE
Topic: The Globalization of Business and Strategic HR
Skill: Recall
77) TRUE
Topic: Selection for Global Assignments
Skill: Recall
78) FALSE
Topic: Selection for Global Assignments
Skill: Recall
79) FALSE
Topic: Selection for Global Assignments
Skill: Recall
80) TRUE
Topic: Selection for Global Assignments
Skill: Recall
18
Answer Key
Testname: UNTITLED17
81) TRUE
Topic: Selection for Global Assignments
Skill: Recall
82) TRUE
Topic: Selection for Global Assignments
Skill: Recall
83) TRUE
Topic: Selection for Global Assignments
Skill: Recall
84) FALSE
Topic: Maintaining Global Employees
Skill: Recall
85) TRUE
Topic: Maintaining Global Employees
Skill: Recall
86) FALSE
Topic: Maintaining Global Employees
Skill: Recall
87) TRUE
Topic: Repatriation
Skill: Recall
88) Locals are citizens of the countries where they are working.
Expatriates are noncitizens of the countries in which they are working.
Home-country nationals are citizens of the country in which the multinational company s headquarters is based.
Third-country nationals are citizens of a country other than the parent company or host country.
Topic: Selection for Global Assignments
Skill: Recall
89) Ethnocentric staffing policy is one in which all key management positions are filled by parent-country nationals.
Polycentric -oriented firms would staff foreign subsidiaries with host-country nationals and its home-office
headquarters with parent-country nationals.
Geocentric staffing policy seeks the best people for key jobs throughout the organization, regardless of nationality.
Topic: Selection for Global Assignments
Skill: Recall
90) Stipulate the assignment s difficulty level.
Weight the evaluation more toward the on-site manager s appraisal than toward the home -site manager s distant
perceptions of the employee s performance.
The home-site manager does the actual written appraisal; have him or her use a former expatriate from the same
overseas location to provide background advice during the appraisal process.
Adapt the normal performance criteria used for that particular position to fit the overseas position and characteristics
of that particular locale.to give the expatriate manager credit for relevant insights into the functioning of the operation
and specifically the interdependencies of the domestic and foreign operations.
Topic: Maintaining Global Employees
Skill: Recall
91) Important differences include centralization; union structure; employer organization; union recognition; union
security; labour-management contracts; content and scope of bargaining; grievance handling; strikes; government s
role; and worker participation.
Topic: Maintaining Global Employees
Skill: Recall
19
Answer Key
Testname: UNTITLED17
92) Provide expatriates with general training about travelling and living abroad.
Have travellers arrive at airports as close to departure time as possible.
Equip the expatriates car and home with adequate security system.
Have employees vary their departure and arrival times and take different routes to and from work.
Keep employees current on crime and other problems.
Train employees to remain confident at all times: body language can attract perpetrators.
Topic: Maintaining Global Employees
Skill: Recall
93) · Writing repatriation agreements
· Assigning a sponsor - employee should be assigned a sponsor/mentor (e.g. a senior manager at the parent firm s
home office)
· Providing career counselling
· Keeping communication open
· Offering financial support
· Developing reorientation programs
· Building in return trips.
Topic: Repatriation
Skill: Recall
20