MGMT-1017 Chapter 1-4

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Which of the following should be addressed in a job analysis questionnaire? 35) A) job enrichment B) job rotationC) the general purpose of the job D) skill variety E) individual competencies

Many jobs consist of a logical sequence of steps and are best taught step by step. This type of 52) training is called: A) computerized training. B) on-the-job training. C) vestibule training.D) job instruction training. E) process training.

Motor abilities a firm might want to measure include all of the following EXCEPT: 28) A) finger dexterity. B) speed of arm movement. C) reaction time.D) spacial visualization. E) manual dexterity.

Negligent training occurs when an employer: 21) A) does not do a validation process. B) does not do a needs analysis.C) fails to develop an employee for long-term opportunity.D) fails to train adequately and an employee subsequently harms a third party. E) does not evaluate the training.

The globalization of markets and manufacturing has vastly increased: 41) A) employee turnover. B) the quality of products and services. C) the prices of products and services. D) standardization practices. E) international competition.

The following are steps in an ideal training program EXCEPT: 24) A) validation. B) summarize and review. C) instructional design.D) evaluation. E) needs analysis.

An important key to successful executive integration is: 12) A) stressing the importance of listening as well as demonstrating competency and identifying position specifications. B) stressing the importance of listening as well as demonstrating competency. C) norms of the organization must be understood before the first day of work. D) the realization that executives rarely experience reality shock. E) to let executives integrate on their own initiative.

An integrated system that is used to gather, store and analyze information regarding an 10) organizationʹs human resource is known as: A) HRIS.B) an interactive database. C) a relational database. D) a web database. E) HR technology.

Assessment centres are: 39) A) a tool that assesses management potential using a special room with a one-way mirror. B) useful for predicting success in jobs of all levels.C) a better predictor of performance than any other selection tool. D) an inexpensive selection strategy. E) characterized by all of the above.

Before getting in front of a camera for videoconferencing, the instructor should: 55) A) prepare a training manual for learners. B) practice vestibule training.C) arrive just before going on camera. D) participate in computerized training. E) visit other cities where learners will be located.

Highly educated immigrants are the predominant drivers of: A) growth. B) organizational training and development. C) local labour market conditions.D) national labour market conditions. E) competitorsʹ strategies.

Identifying human requirements for a job can be accomplished through: 63) A) a judgmental approach. B) questionnaires.C) supervisorʹs interviews. D) an interview approach. E) none of the above.

In a task analysis record form, the task list defines the jobs: 39) A) main tasks and subtasks. B) supplementary tasks. C) primary tasks.D) secondary tasks. E) supplemental tasks.

It is suggested that training programs are designed to facilitate the transfer of learning from the 25) training site to the: A) job site.B) traineeʹs examination paper. C) vestibule school. D) trainee. E) classroom.

Jim is a new employee. He makes unwelcome sexual remarks and jokes. His behaviour is offensive 34) and intimidating to the female employees. Jimʹs behaviour is an example of: A) sexual harassment.B) permissible behaviour as long as it does not violate a policy. C) sexual annoyance.D) permissible behaviour. E) sexual coercion.

Tech Solutions Inc. is a software development firm that is considering implementing a Web-based 63) training program for experienced software developers who will be working on a new program forthe company. Tech Solutions wishes the training program students to be from its offices located in Toronto, Canada Shang Hai, China, and Kuala Lumpur, Malaysia. This E --learning training technique is ideal for the following reasons:A) it provides these busy professionals with flexibility in scheduling training sessions B) there is no instructional consistency.C) research shows students do not have to be highly motivated to complete the training. D) it is ʺblended learning.ʺ E) it is only slightly less costly than traditional classroom based training.

The prevailing atmosphere or ʹʹinternal weatherʺ that exists in an organization and its impact on 14) employees is A) organizational climate.B) the need for performance appraisals. C) the need for a corporate culture. D) a myth about organizations. E) the importance of having a mission statement.

The primary central storage repository for all data collected by an organizationʹs business systems 17) is known as: A) a data warehouse. B) employee records. C) a data repository. D) a subsystem. E) HRIS.

Which of the following would not be included in the subsection of the job description titled 58) ʺworking conditionsʺ? A) equipment failureB) hazardous conditions C) frequency of interruptions D) noise level E) amount of travel

A common interviewing mistake is to make the interview itself mostly a search for: 64) A) the ideal candidate. B) negative information.C) information about medical history. D) positive information. E) personal information.

Airlines are legally permitted to: 29) A) indicate a hiring preference for women as flight attendants. B) refuse to hire persons as flight attendants who do not possess minimum qualification for the position. C) indicate a hiring preference for single persons as pilots. D) indicate a hiring preference for single persons as flight attendants. E) exclude pregnant women from applying as flight attendants.

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.

Taking a stand on anti-animal testing, human rights protection, and environmental conservation is 61) an example of a firmʹs: A) ethics policy.B) sense of social responsibility. C) mission statement.D) desire for legal compliance. E) code of ethics.

The Hawthorne Studies are closely linked with: 47) A) the human resources movement. B) the human relations movement. C) scientific management.D) Mary Parker Follett. E) Frederick Taylor.

The biggest constraint on recruiting activity at this time is the: 11) A) the recruitment budget. B) emerging labour shortage. C) environmental factors.D) recruiter preferences. E) organizational plans.

The following software, which was initially developed to assess and reduce the risk of back 49) injuries, is now modified to evaluate the risk of repetitive stress injuries to workersʹ hands and arms: A) Halogen. B) Ergowatch. C) Org Plus. D) SAP. E) Deploy.

To deal with a labour shortage, firms often use all of the following strategies EXCEPT: 66) A) recruiting. B) offering generous early retirement and buyout packages. C) scheduling overtime.D) subcontracting work. E) transferring and promoting employees.

To seek out middle- to senior-level professional and managerial employees, firms often retain: 61) A) an employment agency. B) an executive search firm.C) a talent scout.D) a professional or trade association. E) a professional agency.

Trainees learn best when they learn at: 27) A) the pace set by their trainer. B) their own pace.C) the pace set by their supervisor. D) an off-the-job setting. E) a country resort.

52) The job identification section of a job description includes which of the following? 52) A) performance standards B) relationships C) job titleD) job summary E) working conditions

Information typically found in a job posting includes all of the following EXCEPT: 17) A) job title. B) pay range.C) the name of the previous incumbent. D) qualifications required. E) posting date.

Asking an applicant how he or she would handle a situation where his/her manager assigned work 50) with competing deadlines would be an example of which interview technique? A) structured B) behavioural C) situational D) nondirective E) stress

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 consultantB) formulating policies and procedures C) offering adviceD) providing services E) serving as a change agent

Benefits associated with internship, co-op, and field placement programs include all of the 58) following EXCEPT: A) current knowledge and enthusiasm.B) less likelihood of leaving shortly after hire if employed by the firm. C) experienced talentD) the ability of employers to assess the skills and abilities of potential employees. E) low recruitment costs.

Best practices for career Web sites include: 41) A) including a unique application for each functional area. B) using an ASP.C) having a direct link from the homepage to the career page. D) using print along with the Web site. E) embellishing business prospects.

Factors that should be taken into account when determining an appropriate severance package 60) include all of the following EXCEPT: A) age.B) years of service. C) ethnic origin.D) the individualʹs likelihood of obtaining alternative employment. E) salary.

In a recent survey, local newspaper advertising was rated as ʺvery usefulʺ by 54 percent of 27) respondents for which of the following categories of employees? A) technical employees B) managers/supervisors C) other salaried employees D) executives E) professional employees

In column three of a task analysis record form the standards of performance should be: 40) A) randomly selected. B) as loose as possible.C) stated in measurable terms. D) tightly woven. E) estimated.

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.

In general terms, the lower the rate of unemployment: 46) A) the harder it is to fill skills-shortage positions. B) the less competition there is for employees. C) the more difficult it is to recruit employees. D) the easier it is to fill positions. E) the larger the labour supply.

In todayʹs service-based economy, a companyʹs most important assets are often: 17) A) plant facilities. B) machinery.C) highly knowledgeable workers. D) office premises. E) cash.

Talent Management is a subsystem of the HRIS mainly used by: 21) A) HR and managers. B) HR and employees.C) HR, managers and employees. D) HR only. E) employees and managers.

Targus Inc. is a mid-size sports clothing retailer in Canada. Components of an HRIS system that 45) are likely to be cost effective and efficient for it include: A) payroll and benefits administration only. B) employee scheduling only. C) systems which allow for many users such as People Track inc. and Organization Plus. D) generic software applications only like Microsoft Excel. E) an enterprise-wide system which has many HR Modules.

The ratio of an organizationʹs outputs to its inputs is known as: 18) A) the labour market. B) the equity ratio.C) productivity.D) the supply and demand equation. E) competitive ability.

The use of HRIS data to assess the performance of an organizationʹs workforce using statistics and 19) research design techniques is referred to as: A) workforce data. B) tombstone data. C) workforce analytics. D) data warehousing. E) workforce calculations.

To comply with human rights laws an interviewer should not ask questions about any of the 60) following EXCEPT: A) childcare arrangements. B) ethnic background. C) educational qualifications.D) workersʹ compensation history. E) marital status.

Toward the end of the interview, time should be allotted to do all of the following EXCEPT: 73) A) Answer any questions the candidate may have. B) Advocate for the firm, if appropriate. C) Politely advise a candidate if it has been determined that he or she will not be given further consideration. D) Thank the interviewee. E) Advocate for the position, if appropriate.

Training is part of an organizationʹs: 16) A) business plan. B) immediate plan. C) strategic plan. D) business need. E) tactical plan.

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.

Which of the following apply to employers and employees across Canada? 39) A) Employment equity legislation B) Employment Insurance and employment legislationC) Employment Insurance and Canada/Quebec Pension Plan D) Employment Insurance and human rights legislation E) the Canada Labour Code

Which of the following is the first step in human resource planning? 12) A) forecasting future HR needs B) forecasting the availability of external candidatesC) forecasting the availability of internal candidatesD) analyzing the HR implications of the organizationʹs strategic plans E) balancing supply and demand

With a work force that is becoming increasingly diverse, many more firms find they must 65) implement: A) teamwork training programs. B) value training programs. C) diversity training programs.D) experimentation training programs. E) computer-based training.

Collecting job analysis data in a larger organization usually involves: 24) A) the work of the supervisor alone. B) a labour union.C) the work of the HR specialist alone.D) a joint effort by a HR specialist, the incumbent, and the supervisor. E) HR generalists who are not consultants.

A training technique where trainees are presented with integrated computerized simulations and 59) the use of multimedia, including videotapes, to help the trainee learn how to do the job is called: A) coaching or mentoring. B) job instruction training. C) videoconferencing. D) on-the-job training. E) computer-based training.

Each of the following statements about local labour markets is true EXCEPT: 48) A) Chambers of commerce can be excellent sources of local labour market information. B) One reason growing cities are attractive to employers is the promise of large future labour markets. C) They are affected by community growth rates and attitudes. D) Provincial/local development and planning agencies can be excellent sources of local labour market information. E) In communities experiencing population increases, it is often impossible to attract new business.

Effective training needs analysis results in: 47) A) performance analysis. B) excellent job performance. C) performance standards. D) task analysis. E) concrete, measurable training objectives.

To be effective, promotion from within requires using each of the following tools EXCEPT: 15) A) human resources records. B) newspaper advertisements. C) skills inventories.D) interviewing. E) job posting.

A company in the manufacturing sector terminated an employee because she was pregnant and 14) about to go on maternity leave. This is a direct violation of the: A) human rights legislation of the applicable province. B) Charter of Rights and Freedoms. C) employment equity legislation of the applicable province D) health and safety legislation. E) Employment Standards Act.

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.

A decision-making technique that involves a group of experts meeting face to face, which can be 25) used for HR forecasting, is known as: A) the nominal group technique. B) an informal expert forecast. C) a formal expert forecast. D) managerial judgment. E) the Delphi technique.

A network that is interconnected within an organization, using web technologies for sharing 36) information internally, is called: A) an intranet. B) an HRIS. C) a portal.D) a subsystem. E) the internet.

A new employeeʹs 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.

A reality is that Canadaʹs population is aging as the baby boom cohort approaches retirement. 42) Currently, ________ of all Canadian workers retire before the age of 65. A) 67% B) 33% C) 20% D) 50% E)80%

A survey instrument designed to assist managers in identifying potential personality-related traits 64) that may be important in a job is called a: A) PPRF. B) FAQ. C) PAQ. D) SPSS. E) all of the above

A system that supports enterprise-wide or cross-functional requirements, rather than a single 24) department or group within the organization, is known as a(n): A) enterprise-wide system. B) intranet. C) relational database. D) HRIS. E) electronic HR.

A systematic method of training that is used for teaching job skills involving presenting questions 56) or facts, allowing the trainee to respond, and giving the trainee immediate feedback on theaccuracy of his/her answers is known as: A) programmed learning. B) systematic learning. C) responsive learning. D) immediate feedback learning. E) on-the-job training.

A tuition reimbursement program is an example of: 53) A) a supportive measure. B) an employment equity policy.C) an employment equity timetable. D) an accommodation measure. E) a positive measure.

A typical job analysis questionnaire has several: 37) A) open-ended questions. B) non-job-related questions.C) questions regarding biographical data.D) questions about the incumbentʹs educational background. E) closed-ended questions.

A ʺpoisonedʺ work environment is associated with: 33) A) sexual annoyance. B) toxic substances.C) an occupational health and safety violation. D) a direct link to tangible job benefits. E) sexual coercion.

Advantages associated with a transfer include: 67) A) the fact that skills and perspectives may be broadened. B) a pay increase for the employee involved.C) an increase in task significance.D) the fact that new challenges are the inevitable result. E) more employee autonomy.

Advantages of job posting include all of the following EXCEPT: 20) A) employment equity goals are more likely to be met. B) every qualified employee is provided with a chance for a transfer or promotion. C) the organizationʹs policies and guidelines regarding promotions and transfers are communicated. D) the likelihood of special deals and favouritism is reduced. E) the organizationʹs commitment to career growth and development is demonstrated.

Advantages of on-the-job training include the following EXCEPT: 50) A) self-paced training. B) trainees get quick feedback.C) being relatively inexpensive.D) minimal or no use of classrooms or programmed learning devices. E) learning while producing.

Alice is the HR consultant advising Nexus Inc., a small but successful software development firm 36) on how to conduct human resource planning. She is currently explaining the ʺforecasting supplyʺstep in the planning process to the CEO and confirms that projected openings are to be filled byusing two sources. They are: A) internal and external supply.B) overtime and temporary workers. C) contracting-out and outsourcing. D) recruitment and promotion. E) transferring and promotion.

All of the following statements pertaining to the final steps in the selection process are true 80) EXCEPT: A) The immediate supervisor generally handles the offer of employment.B) Candidates should be given a reasonable length of time to think over the job offer. C) The offer specifies the starting salary. D) The initial offer is made by telephone. E) A written offer of employment should always be extended.

An examination of human resources records may reveal all of the following EXCEPT: 19) A) occupational segregation. B) people who already have the requisite KSAs.C) persons with the potential to move into the vacant position if given some additional training. D) underemployment. E) employees who are working in jobs below their education or skill levels.

An example of a behavioural question is: 53) A) Tell me about a time when you managed a situation requiring negotiation. B) If a co-worker hurt her back, what would you do?C) What type of work do you want to be doing in five years? D) What are the skill areas you must develop? E) None of the above.

Approximately ________ percent of the Canadian population could be members of visible 32) minorities by 2017. A) 20 B) 50 C) 30 D) 40 E) none of the above

Best practices in evaluation of training involve the following: 72) A) running a pilot study. B) job evaluation. C) evaluating trainees reactions to the program and assessing whether the trainees behaviour on the job has changed. D) evaluating trainees reactions to the program. E) reviewing orientation outcomes.

Canadians who are functionally illiterate are: 31) A) exacting a toll on organizationsʹ productivity levels. B) involved in academic upgrading through their place of employment. C) older Canadians who did not have the opportunity to attend school. D) able to perform routine technical tasks without assistance. E) no longer in the work force.

Community growth rates and attitudes affect: A) local labour markets. B) unemployment rates.C) competitorsʹ strategies.D) occupational market conditions. E) general economic conditions.

Computing the number of employees in the firm at the end of the last five years is associated with 18) which of the following forecasting techniques? A) trend analysis B) a scatter plot C) ratio analysis D) time-series analysis E) regression analysis

Corporate career Web sites: 37) A) provide a platform that promotes the corporate brand. B) educate the applicant about the industry.C) provide details about the human resource planning. D) capture data about the organization. E) provide links to company advertisements.

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 supervisorʹs judgment.

Development is training of a: 15) A) long-term nature. B) technical nature.C) specific strategic nature. D) immediate nature. E) short-term nature.

Direct observation is often combined with which other job analysis method? 39) A) interviewing B) questionnairesC) position analysis questionnaire D) functional job analysis E) participant diary/log

Diversity training programs: 62) A) try to educate employees about specific gender and cultural differences and are designed to provide awareness of diversity issues. B) try to educate employees about specific gender and cultural differences. C) try to educate employees about specific cultural differences. D) are designed to provide awareness of diversity issues. E) should not be on-going.

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.

Evidence of pervasive patterns of differential treatment against the employment equity designated 39) groups includes: A) underemployment. B) sexual harassment. C) discrimination. D) harassment. E) systemic discrimination.

External environmental influences having a direct or indirect influence on HRM include which of 19) the following: A) labour market conditions. B) increasing empowerment. C) organizational climate.D) decreasing work force diversity. E) organizational culture.

Factors that should be considered when forecasting the number and type of people needed to meet 15) organizational objectives include all of the following EXCEPT: A) projected recruitment figures. B) projected turnover. C) decisions to upgrade the quality of products or services or enter into new markets. D) the financial resources available to each department. E) quality and nature of employees.

For an employment equity program to be successful: 44) A) a written policy endorsed by senior management and posted throughout the organization or distributed to every employee, is an essential first step. B) a senior official should be appointed with the authority to discipline those failing to comply. C) senior management should be responsible for the implementation process. D) an employment equity policy statement should be filed in the companyʹs HR policies and procedures manual. E) an employment equity committee should be given ultimate authority.

For executive-level positions, firms normally rely on: 26) A) professional search firms. B) employment agencies. C) employee referrals.D) newspaper ads. E) online recruitment.

Job analysis provides data on job requirements that can be used to develop: 21) A) a job description. B) a staffing table.C) a skills inventory.D) an organization chart. E) HR policies and procedures.

Job enlargement involves: 12) A) horizontal loading. B) multi-skilling.C) systematically moving employees from one job to another. D) vertical loading. E) increased challenge.

Joe Brown was hired by a manufacturing firm as a supervisor. During his first few weeks as a 16) supervisor he realized that employees who report to him expect a lot of direction from him and expect all of the decision making to be done by him. Joe Brown decided to train his employees to take on additional responsibilities and make decisions within a specific scope. Joe Brown is: A) empowering his staff. B) embracing his staff. C) outsourcing his staff. D) reducing his staff.E) none of the above.

Demographic trends have a significant impact on: 47) A) occupational market conditions. B) general economic conditions.C) national labour market conditions. D) unemployment rates. E) local labour market conditions.

Learning Inc. has an HRIS which has a subsystem that includes data on employee skills and 13) competencies, development activities and career planning in terms of which positions might bemost appropriate for an employee based on skills/competencies. Which type of subsystem doesLearning Inc. have? A) training and development B) performance evaluation C) organizational management D) employee administration E) employment equity

Manual or computerized records summarizing employeesʹ education, experience, interests, skills, 38) etc., which are used to identify internal candidates eligible for transfer and/or promotion, areknown as: A) skills inventories. B) Markov analyses. C) replacement charts. D) staffing tables. E) job descriptions.

Mary Parker Follett was a: 45) A) believer in self-management. B) believer in the motivational power of money.C) supporter of the view that workers are a factor of production. D) strong advocate of authoritarian management. E) strong advocate of scientific management.

More and more companies are finding it necessary to compete based on: 68) A) the quality of their service. B) discount prices.C) union problems.D) production bottlenecks. E) unity-of-command principles.

Nonverbal behaviours often account for more than ________ percent of the applicantʹs rating. 67) A) 80 B) 50 C) 40 D) 70 E) 60

Online recruitment: 32) A) does increase hiring speed, and therefore reduces the costs of vacant positions. B) reduces hiring speed but does reduce the costs of vacant positions.C) reduces the use of the Intranet and Internet technology.D) increases hiring speed, and therefore increases the costs of vacant positions. E) reduces hiring speed because of technological complexities.

Organizations that have been most successful in managing diversity tend to share all of the 61) following characteristics EXCEPT: A) no visible minority employees. B) diversity training programs. C) activities to celebrate diversity.D) support groups or mentoring programs. E) top management commitment.

Outplacement is: 63) A) a service offered by an outside agency that can assist terminated employees in finding employment elsewhere. B) a service within a company that provides resume-writing and interview-skill workshops. C) a service offered by an outside agency that provides job opportunities. D) a service offered by an outside agency that is provided to executives only. E) a service within a company facilitated by HR professionals.

Passive job seekers are: 40) A) happily employed in their present job. B) manufacturing employees. C) professional employees. D) looking for a new job. E) managerial employees.

People have three main learning styles. One is: 20) A) visual. B) differences. C) organizing. D) similarities. E) presenting.

Providing specialized training to aid designated group members to break the glass ceiling is an 52) example of: A) a positive measure.B) an accommodation measure. C) illegal preferential treatment. D) a supportive measure. E) a quantitative goal.

Purposes of training needs analysis include the following EXCEPT: 22) A) ensure employment equity goals are met. B) develop specific knowledge objectives.C) identify specific job performance and skills needed. D) develop reasonable performance objectives. E) analyze skills and needs of prospective trainees.

Questions concerning ________ are at the core of a growing controversy brought about by the new 36) information technologies. A) data control, accuracy, right to privacy and ethics B) privacy and social responsibility C) speed, accuracy, and efficiency D) employee stress levels E) job satisfaction

Research has shown that those rated as more physically attractive than other candidates are also 68) rated as: A) more suitable for employment.B) suitable for temporary employment. C) equally suitable for employment. D) less suitable for employment. E) unsuitable for employment.

The characteristics of the work force are known as: A) unionization. B) population trends. C) demographics.D) diversity. E) organizational climate.

Rita is the HR Director of a manufacturing company. She recently undertook research to identify 10) competitor compensation and incentive plans, information about pending legislative changes and availability of talent in the labour market for the upcoming strategic planning meeting. Rita was conducting: A) environmental scanning. B) an external market survey. C) an employee engagement survey. D) an environmental study. E) an external opportunities/threats study.

Selecting and implementing an HRIS can be time consuming as well as costly. Before an 23) organization decides to purchase a system, it is important to ask which of the following questions? A) What type of system does the organization need? B) Does the employee base have the required IT skills? C) What do the employees expect of an HRIS? D) Is the organization ready for an HRIS? E) What do the competitors do?

Suggested guidelines to avoid negative legal consequences include all of the following EXCEPT: 13) A) There are no exceptions listed above. B) keeping careful records documenting each stage of the selection process.C) checking references very carefully.D) adequately assessing each applicantʹs ability to meet performance standards. E) rejecting applicants who make false statements on their application forms.

The Supreme Court of Canada has made it clear that: 31) A) supervisors can be liable for failing to take action against harassment. B) alleged harassers should be severely punished. C) if harassment is occurring, supervisors can ignore it unless an employee reports it to them directly. D) having a harassment policy is sufficient to prevent harassment claims. E) it is an employeeʹs responsibility to prevent and report harassment.

The document that results from an examination of the duties and responsibilities and answering 60) the question, ʺWhat human traits and experience are required to do this job?ʺ is the: A) job specification.B) position description. C) job description. D) job evaluation. E) position analysis questionnaire.

The drawbacks of which forecasting technique include the fact that judgments may not efficiently 29) use objective data? A) the Delphi techniqueB) the nominal group technique C) managerial judgmentD) an informal expert forecast E) a formal expert forecast

The extent to which a selection tool predicts or significantly correlates with important elements of 19) work behaviour is known as: A) criterion-related validity. B) reliability. C) content validity.D) differential validity. E) predictive validity.

The first step in a training program is to determine: 33) A) training needs. B) job instruction training. C) the number of trainees. D) training evaluation. E) on-the-job training.

The following are functions of programmed learning EXCEPT: 57) A) permitting the trainee to perform on-the-job. B) presenting questions or problems to the learner. C) allowing the person to respond.D) presenting facts to the learner. E) providing feedback on the accuracy of his or her answers.

The following data collection method of job analysis can be used structured, unstructured or in 43) combination. When structured, questions are read to job holders and supervisors and/or fixedresponse choices are provided. When unstructured, questions are posed to job holders andsupervisors and/or general response choices are provided. This is called the: A) individual interview method. B) group interview method. C) observation method. D) questionnaire method. E) diary/log method.

The guarantee by the employer to pay specified compensation and benefits in the case of 61) termination due to downsizing or restructuring is known as: A) a golden parachute clause. B) a guaranteed annual wage. C) supplemental unemployment benefits. D) wage protection insurance. E) a severance package.

The interview format that may seem quite mechanical to all concerned is known as: 46) A) structured. B) nondirective.C) mixed.D) stress-producing. E) unstructured.

The job analysis technique that involves 194 items, each of which represents a basic element that 45) may or may not play an important role in the job, is known as: A) a position analysis questionnaire (PAQ). B) the point factor method. C) a structured survey. D) a participant diary/log. E) functional job analysis.

The list of specific duties and skills required on the job, which are used in determining the training 37) required for performing the job, are found in: A) job descriptions and job specifications. B) equal access and affirmative action. C) job instruction and on-the-job training. D) job standards and specialization. E) performance standards.

The management of human capital is critical to be able to attract, retain and develop talent within 44) an organization. The use of e-HR systems including web-based job sites, portals and kiosks toattract job applicants is becoming a necessity. Two technologies that have made e-recruiting areality are: A) internet job boards and applications. B) ESS and MSS. C) internet and job boards. D) HRIS and job boards. E) internet only.

The management philosophy based on the belief that attitudes and feelings of workers are 46) important and deserve more attention is known as: A) the human relations movement. B) psychology. C) socialism.D) the human resources movement. E) scientific management.

The part of the job description in which budgetary limitations are identified is titled: 56) A) authority. B) working conditions.C) duties and responsibilities. D) performance standards. E) relationships.

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.

The ratio of an organizationʹs outputs such as goods and its inputs such as capital is which of the 20) following: A) productivity. B) outsourcing. C) an internal environmental influence. D) workforce diversity. E) the labour market.

The second phase of personnel management arrived in the 1930s with: 51) A) minimum wage legislation. B) health and safety legislation.C) a decrease in unionizing activities.D) a decrease in unionizing activities and minimum wage legislation. E) the decreasing momentum of the scientific management movement.

The selection decision-making technique which involves identifying the most valid predictors and 79) weighting them through statistical methods such as multiple regression is called: A) statistical strategy. B) clinical strategy. C) multiple-evaluation approach. D) multiple-hurdle strategy. E) benchmark approach.

To achieve optimum results from an advertisement, the four -point guide known as AIDA should 65) be used. This stands for: A) attention, interest, desire, action.B) attention, illumination, development, assessment. C) attention, interest, development, action. D) approach, introspection, desire, activity. E) alert, interest, desire, appraisal.

To project the supply of outside candidates, employers generally assess all of the following 45) EXCEPT: A) competitorsʹ strategies.B) general economic conditions. C) local labour market conditions. D) occupational market conditions. E) national labour market conditions.

To successfully fill positions internally, organizations must manage performance and careers. 50) Performance is managed through: A) implementing a suitable reward structure. B) career tracking. C) effective selection and placement strategies. D) training and development. E) effective recruitment policies and systems.

Today, the most significant environmental factor relates to the dramatic demographic changes in: 11) A) labour force composition. B) the technological sector. C) the service sector.D) the small business sector. E) the public sector.

Web-based HR applications have enabled companies to shift responsibility for viewing and 38) updating records onto employees, thus changing the manner in which employees acquireinformation and relate to their departments. Two of the most popular web -based HR applicationsare: A) employee and management self -service. B) HR and management self -service. C) HRIS and management self -service. D) HRIS and employee self -service. E) HR and employee self-service.

When an employee actually learns a job by performing it, it is called: 49) A) on-the-job training. B) vestibule training.C) job instruction training. D) computerized training. E) distance learning.

When an employer fails to train adequately this is referred to as: 31) A) negligent training. B) simulated training.C) job instruction training. D) affirmative action. E) on-the-job training.

When unemployment rates fall: 21) A) training and retention strategies increase in importance. B) there is always a greater demand for services.C) retention strategies increase in importance.D) there is always a greater demand for services and training strategies increase. E) unions are more likely to organize workers.

Which of the following are considered to be ʺhiddenʺ costs of a poor selection process? 1) A) Customer alienation and internal disorganization when an unsuccessful employee is terminated. B) The cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated. C) customer alienation D) Strategic objectives will not be met. E) The cost of beginning the selection process over again when an unsuccessful employee is terminated.

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

Which of the following is a quantitative approach to forecasting? 16) A) trend analysis B) managerial judgmentC) the nominal group technique D) the Delphi technique E) trend analysis and the nominal group technique

Which of the following is true about recruiting members from Generation Y according to recent 76) research? A) They value creativity, diversity, and social responsibility. B) They value job security. C) Work/life balance is their greatest priority in choosing an employer. D) They value job security and diversity. E) They value creativity and social responsibility.

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.

Which of the following jobs could be analyzed effectively using direct observation? 38) A) accounting clerk B) design engineerC) human resources manager D) lawyer E) Any of the above jobs could be analyzed using direct observation.

Which of the following statements about headhunters is true? 62) A) They often specialize in a particular type of talent. B) Their code of ethics prohibits them from contacting individuals who are currently employed. C) They are used for jobs in the $30,000 plus pay range.D) They are paid a fee by the job seeker. E) The percentage of positions filled by such firms is generally quite large.

Which of the following statements about human rights enforcement procedures is true? 36) A) A human rights commission can initiate a complaint if it has reasonable grounds to believe that a party is engaging in a discriminatory practice. B) Human rights investigators must obtain a court order before entering an employerʹs premises. C) The only human rights cases that can be heard by the Supreme Court of Canada are those involving federally-regulated employers and employees. D) Filing a human rights complaint involves significant employee costs. E) Most human rights complaints are settled by a Board of Inquiry or Tribunal.

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.

Which of the following statements about the Charter of Rights and Freedoms is true? 11) A) It provides for minority language education rights and provides the right to live and work anywhere in Canada. B) The Charter guarantees the right to strike. C) The federal government is the final arbiter of the Charter. D) The overall impact of the Charter on the LR scene has been significant. E) The Charter provides the right to live and work anywhere in Canada.

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 ʺnotwithstandingʺ 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.

Which of the following statements is true of the Hawthorne Studies? 48) A) Worker morale was greatly influenced by such factors as the supervisorʹs leadership style. B) Researchers were not interested in the factors influencing worker morale and productivity. C) Economic incentives were found to be the most closely linked to productivity. D) The conclusions had little impact on management practices. E) Treating workers with dignity and respect was found to have a weak correlation to productivity.

Which of the following statements regarding people with disabilities is true? 56) A) The median employment income of persons with disabilities is 83% of that of other Canadian workers. B) People with disabilities make up only 2.5% of the federal private sector workforce. C) Of all the designated groups, people with disabilities in the private sector have benefited least from the Employment Equity Act. D) People with disabilities still fall short of their estimated labour market availability. E) The representation of persons with disabilities in the federal public sector increased to 5.7% in 2004.

You are a recruiter for a public relations agency and must fill the position of Director of Business 21) Development. The disadvantages of an internal job posting include: A) the decision about which candidate to select may be more difficult if there are two or more equally qualified candidates. B) unsuccessful job candidates are rarely demotivated, understanding feedback may not be communicated in a timely manner. C) it is rare that it is a difficult decision about which candidate to select; even if there are two or more equally qualified candidates. D) every qualified employee does not have a chance for transfer or promotion. E) it does not reduce the likelihood of special deals and favouritism.

You are a recruiter in a telecommunication company. In recruiting for the position of Business 52) Division Sales Manager which of the following would be the advantage of the employee referral method? A) It represents a low recruiting cost.B) It usually leads to higher quality candidates. C) It would assist in managing diversity in the firm.D) It generally attracts a greater pool of applicants than other methods. E) It does not allow inbreeding.

You are a recruiter in a telecommunications company and are hiring for the position of Human 56) Resources Clerk. The position requires some formal training but little work experience. Which of the following recruitment methods is likely to be most effective in generating a pool of qualified candidates at low cost? A) educational institutions B) employment agencies C) newspaper advertisements D) human resource centres E) professional journal advertisements

You are the HR generalist of a national railway. Which employment legislation would you refer to 38) when it comes to employee relations issues within the organization? A) federalB) provincial C) territorialD) provincial/territorial E) none of the above

You have been hired as the Director of HR at Targus Inc., a clothing retailer. Due to a reduction in 53) consumer demand you have been asked to advise management on how to reduce the amount of staff by 5% over the next 2 years. Although a slow method for reducing numbers the option which generally presents the least amount of problems is: A) downsizing through attrition.B) offering attractive buyout packages. C) laying off employees.D) introducing a reduced work week. E) offering attractive early-retirement packages.

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 thatthis 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.

You have just been hired as the Director of Human Resources at a sportswear retailer. The 7) employee handbook states that ʺall employees will have the benefits listed in the handbook for as long as they are employed with the company.ʺ 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.

42) Firms use application service providers to power their career Web sites so that the company: 42) A) can reduce recruitment costs. B) does not have to worry about maintaining or updating the recruiting software. C) can worry about administering recruiting software only.D) can allow the HR department to focus on tactical recruitment efforts. E) can reduce recruitment costs.

52) Behavioural questions describe: 52) A) preset candidate reactions. B) various situations experienced in the past. C) candidate personalityD) hypothetical situations. E) future behaviour.

75) Hints for making reference checking more productive include all of the following EXCEPT: 75) A) Use references provided by the applicant as a source for other references. B) Use an assessment centre.C) Use a structured form.D) Persist in order to obtain information from the references who are difficult to reach. E) Obtain consent for reference checks.

A ________ illustrates the relationship between two factors: a measure of business activity and 21) staffing levels. A) time-series analysis B) scatter plot C) ratio analysis D) trend analysis E) regression analysis

A bank is collecting the following information for an employment equity program: number of 49) designated group members that have applied for jobs with the firm, been interviewed, been hiredand given opportunities for training, promotions and terminations. What type of data is this organization collecting? A) statistical data B) flow data C) stock dataD) utility analysis data E) internal data

A company has concluded its adoption phase and has sent a request to vendors to schedule 30) demonstrations of the various systems available. The company will ultimately choose one thatmost closely aligns with their needs analysis, budget and management requirements. This isknown as: A) the adoption phase. B) request for proposal. C) request for information. D) the implementation phase. E) selecting a proposal.

A company in the banking industry has decided to purchase an HRIS and wants to choose a 28) system. The organization is conducting a review of company background, management and HR considerations, and technical considerations. The company is in the ________ of the selectionprocess. A) implementation phase B) adoption phase C) institutionalization phase D) selection phase E) none of the above

A method of forecasting internal labour supply that involves tracking the pattern of employee 37) movements through various jobs and developing a transitional probability matrix is known as: A) computerized forecasting. B) Markov analysis. C) multiple regression analysis. D) ratio analysis. E) trend analysis.

Collecting job analysis information generally involves: 32) A) a member from senior management. B) the jobholderʹs immediate supervisor. C) peer groups.D) a union representative. E) an external consultant.

Compliance is a subsystem of the HRIS mainly used by: 20) A) HR and managers. B) HR only.C) employees and managers. D) HR and employees. E) HR, managers and employees.

A national railway has a safety rule that all employees working in the rail yard must wear 16) hardhats. Several Sikh employees have refused to follow the rule as their religion forbids themfrom removing their turbans which is what is required in order for them to wear the hardhats.Which of the following is true? A) This is direct discrimination on the basis of religion.B) This is systemic discrimination on the basis of religion. C) This is intentional discrimination. D) There is no discrimination. E) This is systemic discrimination.

A pictorial representation of all jobs within the organization, along with the number of current 33) incumbents and future employment requirements, is known as: A) an organization chart. B) a staffing table. C) a replacement chart. D) a scatter plot. E) a skills inventory.

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.

A technique for determining the training needs of current employees is: 41) A) training analysis. B) performance analysis. C) questionnaires.D) task analysis. E) motivation analysis.

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.

A training method that joins two or more distant groups using a combination of audio and visual 54) equipment is called: A) computer program training. B) videoconferencing. C) job instruction training. D) on-the-job training. E) programmed learning.

A written statement of what the jobholder actually does, how he or she does it, and under what 50) conditions the job is performed, is known as: A) a job specification. B) a job description. C) the job standards. D) a job evaluation. E) a job analysis.

ASP firms provide: 43) A) resume writing workshops. B) standardized application forms.C) a short list of candidates for interviews. D) a long list of candidates for interviews. E) sample resumes.

Advantages associated with the use of headhunters include all of the following EXCEPT: 63) A) they typically know the marketplace. B) their skill in recruiting employees of all levels.C) their skill in reaching individuals who are employed. D) their wide number of business contacts. E) their skill in reaching individuals who are not actively looking to change jobs.

All of the following are common interviewer objectives EXCEPT: 44) A) assessing applicantsʹ qualifications. B) selling their skills. C) promoting the organization. D) observing interpersonal skills. E) providing candidates with information about the job.

All staff of a company that has purchased an HRIS is undergoing systems training. Which phase is 34) the company in? A) implementation phaseB) institutionalization phase C) adoption phase D) training phase E) none of the above

Amal works for a production line. His task is to sew a button to the button hole of winter jackets. 13) Since last month he was also given the task of creating the button hole in addition to attaching thebutton to the hole of the jacket. This is known as: A) job enrichment. B) job enlargement. C) vertical loading. D) job rotation. E) skill variety.

An HR professional who is trying to develop understanding of key drivers of organizational 53) productivity, and to become aware of costs associated with enhancing the efficiency andeffectiveness of the workforce, is fulfilling which of the competencies described in the Ulrichmodel? A) strategic contribution B) business knowledge C) HR deliveryD) mastery of technology E) none of the above

An example of a situational question is: 54) A) Tell me about a time when you had to discipline an employee arriving late for work three days in a row. B) How would you handle an irate boss who was just told that the output in the department was below standard? C) Tell me about a time when you managed numerous priorities in a short period of time. D) What type of computer skills are you proficient in? E) None of the above.

As the HR consultant of a newly formed company, Arun has planned a presentation for the line 13) managers on organizational culture and the purpose it serves. Which of the following points wouldArun have included in his presentation? A) increasing training levels B) fostering employee loyalty and commitment and providing employees with a sense of direction C) fostering employee loyalty and commitment D) succession planning E) creating a worldlier atmosphere

Audiovisual training techniques are useful in the following situations EXCEPT: 53) A) when it is too costly to move trainers from place to place. B) when a training method less expensive than conventional lectures is needed.C) when stop-action, instant-replay, or fast- or slow-motion capabilities are needed.D) when trainees must be exposed to events that are not easily demonstrated in live lectures. E) when training is going to be used organization-wide.

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.

Cultural sensitivity training includes: 67) A) T-groups. B) sensitizing employees to the views of different cultural groups toward work. C) on-the-job training.D) language training. E) audiovisual techniques.

Deliberately refusing to hire, train, or promote an individual on the basis of age is an example of: 15) A) unintentional discrimination. B) intentional/direct discrimination.C) discrimination on the basis of association. D) intentional indirect discrimination. E) systemic discrimination.

Each of the following statements about the legal issues involved in obtaining and providing 76) reference information is true EXCEPT: A) Failure to check references can lead to negligent or wrongful hiring suits. B) The defence of ʺqualified privilegeʺ protects reference givers, regardless of the circumstances. C) Many companies are adopting a ʺno referenceʺ policy. D) Even if negative information is given, if it is imparted in a fair and honest manner, the reference giver is legally protected. E) As long as reference information is honest, fair, and candid, reference givers are legally protected.

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.

Effective pre-training preparation includes: 26) A) a realistic job preview. B) creating a perceived need for training in the mind of participants. C) reality shock.D) employee orientation. E) employee testing.

Employee leasing typically is: 74) A) an arrangement that involves a company transferring specific employees to the payroll of a subsidiary of the organization. B) an arrangement that involves a company transferring specific employees to the payroll of a professional employer organization (PEO) in an explicit joint-employment relationship. C) an contract that involves an organization hiring individuals permanently. D) an arrangement that involves a company transferring specific employees to the payroll of an agency. E) an arrangement to hire that involves an organization hiring individuals from designated groups.

Employers are increasingly being held liable for damages stemming from their: 10) A) discriminatory practices in the selection process. B) ʺnegligent hiringʺ of workers who subsequently commit criminal acts on the job. C) use of unreliable selection tests.D) failure to abide by employment equity legislative requirements. E) use of invalid selection tests.

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.

Ergonomics aims to adapt the entire job system to match human characteristics. Doing so results in 19) eliminating/minimizing: A) negative psychological effects.B) product defects, worker injuries, and negative psychological effects. C) product defects.D) product defects, worker injuries, and task variability. E) worker injuries.

HR professionals and managers utilize information from the recruitment, training and 16) development, and administration subsystems to develop long-term plans for staffing. This is anexample of which of the following benefits of an HRIS? A) complianceB) HR planning and forecasting C) strategic alignmentD) maintenance of employee records E) talent and knowledge management

Harassment: 30) A) includes offensive or humiliating behaviour that is related to a personʹs sex, as well as behaviour of a sexual nature. B) includes unwelcome behaviour that demeans, humiliates, or embarrasses a person, and that a reasonable person should have known would be unwelcome. C) on a prohibited ground is not constituted by directing derogatory remarks about Italians towards an Italian employee. D) directed by clients or customers towards an employee is not the employerʹs responsibility once it has been reported. E) is prohibited on all prescribed grounds in all jurisdictions and is a violation of reasonable accommodation.

Hints for conducting an effective panel interview include all of the following EXCEPT: 71) A) Plan the interview. B) Listen carefully rather than taking notes. C) Evaluate the candidate.D) Build rapport. E) Ask questions.

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.

In contrast to quantitative approaches, qualitative techniques rely solely on: 23) A) a scatter plot. B) expert judgments. C) regression analysis. D) trend analysis. E) multiple regression analysis.

Initial applicant screening is typically performed by: 23) A) computer technology. B) HR professionals.C) an external recruitment agency. D) voice-response technology. E) line managers.

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

Like ________, ratio analysis assumes that productivity remains much the same and is therefore 20) not appropriate in changing environments. A) regression analysis B) trend analysis C) time-series analysisD) the nominal group technique E) a scatter plot

Members of designated groups should have as much chance of successfully completing the 30) training program as do others to prevent any: A) grievance actions. B) discrimination. C) unreliable results. D) on-the-job training. E) job instruction training.

Micro-assessment focuses on: 40) A) verbal questions. B) individual performance. C) group performance.D) paper-based questions. E) computer-based questions.

More employers today are also taking advantage of the fact that training can strengthen employee: 18) A) turnover. B) commitment. C) absenteeism. D) quality. E) complacency.

Mortgage Financial needs to recruit 10 employees for a period of three months to assist its team of 22) underwriters during the busy season. The company does not want to provide these 10 employees regular full-time or part-time status. As the HR manager, what would you suggest the company do in this situation? A) increase the workload of staff B) use contingent employees C) outsource the underwriting function D) do nothing about the situation E) develop a retention plan

One problem with Internet job boards is: 35) A) there are no problems. B) they are vulnerable to privacy breaches.C) job seekers cannot search multiple job boards with one query.D) fake job postings lead to resumes copied onto competing job boards. E) it is difficult to post resumes online.

Permitting a group to critically evaluate a wide range of views is an advantage of which 30) forecasting technique? A) an informal expert forecast B) the Delphi technique C) managerial judgment D) a formal expert forecast E) the nominal group technique

Popularity of Internet job boards among job seekers is high due to: 34) A) the technological requirements of the Internet. B) the number of job postings available on one site. C) they are not popular.D) the types of job postings available. E) the features of the job boards.

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.

Recent research indicates that implementing a comprehensive onboarding program in a 3) corporation carries the following additional direct benefit: A) improving employee perceptions of managementʹs leadership abilities. B) improving employee perceptions of managementʹs leadership abilities and reducing employee turnover. C) increasing work-life balance for employees. D) improving managementʹs leadership ability. E) increasing customer loyalty.

Revlex Inc. has decided to allow its front line workers to make decisions regarding the ordering of 15) certain supplies that were formerly made by managers. This initiative is an example of: A) job restructuring.B) employee empowerment. C) management development.D) a change in organizational climate. E) workplace incentives.

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.

Talent Management is a subsystem of the HRIS mainly used by: 25) A) HR and managers. B) HR, managers and employees. C) HR and employees.D) HR only. E) employees and managers.

Tests used to measure knowledge and/or proficiency acquired through education, training and experience are known as: A) aptitude tests.B) achievement tests. C) interest inventories. D) personality tests.E) intelligence tests.

The Canadian national body through which all provincial and specialist HR associations are 58) affiliated is called the: A) International Personnel Management Association-Canada. B) Canadian Council of Human Resources Associations. C) Human Resources Professionals Association of Ontario. D) Society for Human Resource Management. E) Canadian Management Association.

The HR department of a company is engaged in conducting a job analysis. A number of the HR 28) representatives are collecting data on job activities, required employee behaviours, work conditions and human traits and abilities needed to perform the jobs. Which step of the job analysis process is the company in? A) step 5 B) step 4 C) step 1 D) step 2 E) step 3

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.

The core values, beliefs, and assumptions that are widely shared by members of an organization 12) are known as: A) organizational climate. B) organizational culture. C) the pervading atmosphere. D) the mission statement. E) the strategic plan.

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

The first step in performance analysis is to appraise the employeeʹs performance, since to improve 45) it, the firm must first determine the personʹs current performance compared to: A) work group performance. B) what it should be. C) what it really is.D) co-workersʹ performance. E) managerial performance.

The groups identified as having been subjected to pervasive patterns of differential treatment by 38) Canadian employers, referred to in the federal employment equity legislation as designatedgroups, include: A) clergy. B) women. C) men.D) homosexuals. E) none of the above.

The heart of performance analysis is distinguishing between: 46) A) employee training levels. B) ʺcanʹt doʺ and ʺwonʹt doʺ problems. C) experience levels of employees.D) good and bad employees. E) different supervisory practices.

The immediate supervisor is generally responsible for making the final selection decision. Reasons 77) for this include all of the following EXCEPT: A) If he or she is not committed to the selected individual, that person can easily be set up for failure. B) He or she is often highly skilled in the selection process. C) It is important that the individual selected fits in with current department members. D) He or she must provide guidance and assistance to the new hire. E) He or she is generally best qualified to assess job knowledge and skills.

The job analysis method that rates each job in terms of the incumbentʹs responsibilities pertaining 48) to data, people, and things is known as: A) PAQ.B) functional job analysis. C) a structured survey. D) direct observation. E) a participant diary/log.

The most difficult type of discrimination to detect and combat is: 21) A) reverse discrimination. B) systemic discrimination.C) intentional indirect discrimination. D) intentional direct discrimination. E) differential treatment.

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.

The procedure for determining the tasks, duties, and responsibilities of a job and the human 20) attributes required to perform it is known as: A) writing a job specification. B) job analysis. C) job evaluation. D) job design. E) preparing a job description.

The process of analyzing manufacturing processes, reducing production costs, and compensating 42) employees based on their performance levels is found in: A) the human relations movement. B) scientific management. C) the human resources movement. D) the scientific movement. E) none of the above.

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.

The single most important factor governing the size and composition of the labour force is: 24) A) the birth rate. B) population growth. C) diversity.D) immigration patterns. E) the death rate.

The technique used when verifying whether there is a significant performance deficiency, and 44) determining if that deficiency should be rectified through training or by some other means (suchas changing the machinery or transferring the employee), is called: A) motivation analysis. B) performance analysis. C) training analysis. D) employee analysis. E) task analysis.

The tendency of firms to extend their sales or manufacturing to new markets abroad is known as: 40) A) domestication. B) globalization.C) cultural diversity.D) international marketing. E) product diversification.

The two- to three-day strategy used to assess candidatesʹ management potential is known as: 37) A) an in-basket exercise. B) a management assessment centre. C) a leaderless group discussion.D) a supervisory interest inventory. E) a managerial aptitude test.

To achieve optimum results from an ad, the ad should: 48) A) tell people where to apply. B) create desire for the job.C) name whom to call.D) appear in the classified ads. E) none of the above.

When writing job specifications it is important to list all bona fide occupational requirements based 62) on job duties and responsibilities, because: A) job specifications are limited to specific jobs.B) organizations are required to comply with human rights legislation. C) organizations are required to comply with federal employment legislation. D) organizations are required to provide reasonable accommodation. E) none of the above.

Which error is of particular concern from a human rights law perspective? 66) A) telegraphing B) influence of nonverbal behaviour C) playing attorneyD) contrast (candidate-order) error E) too little talking

Which is true of the interview question: ʺHow would you handle an angry customer?ʺ 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.

Which job analysis technique is meaningless for jobs requiring mental effort? 41) A) an individual interview B) direct observationC) a position analysis questionnaire D) a participant diary/log E) a survey questionnaire

Which of the following is an advantage of using advertising as a recruitment method? 50) A) advertising reduces costs associated with recruitment B) advertising allows employers to reach a diverse group of job applicants C) advertising saves time in the processD) there is no advantage E) advertising allows job seekers to respond very quickly

Which of the following is true of work simplification? 15) A) It enhances skill variety. B) Among educated workers it often leads to lower job satisfaction and a demand for premium pay. C) It increases autonomy. D) It often leads to lower job satisfaction. E) Among educated workers it often leads to lower job satisfaction.

Which of the following jobs are likely to increase in the market as a result of technological 35) advances? A) assembly line workB) professional jobs and managerial positions C) blue-collar jobs D) professional jobs E) no types of jobs will increase

Which of the following phases involve activities such as getting the system running in a controlled 32) environment, conversion of existing data into the new system, and establishing security profiles? A) institutionalization phase. B) implementation phase. C) needs analysis phase. D) follow up phase. E) adoption phase.

Which of the following statements about employment equity goals is true? 51) A) In Canada, employment equity goals are often imposed by government. B) Goals and timetables are the core of an employment equity program. C) Only quantitative goals are applicable to employment equity.D) Goals should be tied to firm, fixed timetables. E) Goals are the same as quotas.

Which of the following statements about equal pay for equal work legislation is true? 5) A) The principle ʺequal pay for equal workʺ 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 ʺequal pay for equal workʺ makes it illegal to discriminate in pay on the basis of age.

Which of the following statements is true? 28) A) It is legally permissible for a bus company to require new drivers to be between the ages of 24 and 35 for the business purpose that newly hired drivers will get the least favourable routes and must therefore be young enough to cope with stress. B) The human rights tribunal has the power to order an employer to give a position to an individual who has been discriminated against and also has the power to order financial compensation for pain and suffering. C) The human rights tribunal has the power to order an employer to give a position to an individual who has been discriminated against. D) Evidence is generally readily available to support the position that age is an accurate indication of a personʹs ability to perform a particular type of work. E) Human rights legislation prohibits discrimination against all Canadians only in the area of employment.

Which of the following statements is true? 33) A) Most visible and ethnic minority Canadians are professionals. B) Ethnic diversity is increasing. Currently, more than 200 different ethnic groups are represented among Canadian residents. C) The majority of Canadians are of French or British origin. D) Ethnic diversity is starting to level off in Canada. E) The proportion of visible and ethnic minorities entering the Canadian labour market peaked in the mid-1990s and is gradually decreasing.

Which of the following was given emphasis in Frederick Taylorʹs theory on HRM? 43) A) cross-functional cooperation B) compensation tied to performance C) work conditionsD) job rotation E) empowerment of employees

While ________ interviews ask interviewees to describe how they would react in a given situation, 51) ________ interviews ask candidates to describe how they did react in that situation in the past. A) structured; situational B) situational; behavioural C) nondirective; behavioural D) behavioural,;situational E) stress; situational

With the overabundance of applicants now found on most online job boards, employers now use: 36) A) Monster.ca. B) their own corporate websites to recruit. C) print advertising.D) application service providers. E) workopolis.ca.

Work samples focus on measuring:A) the ʺBig Fiveʺ personality dimensions. B) job performance directly.C) expert appraisersʹ evaluations. D) physical abilities only. E) hypothetical situations.

You are a recruiter for a public relations agency and must fill the position of Director of Business 14) Development. The disadvantages of filling the position with inside candidates includes all of the following EXCEPT: A) difficulty for a newly-chosen leader to gain acceptance. B) less orientation is required C) inbreeding.D) less innovative approaches to decision-making E) a waste of time if all internal candidates must be interviewed.

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.

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 descriptionsB) carefully scrutinizing application forms and checking references C) obtaining consent to check referencesD) ensuring selection criteria are based on job specifications E) adequately assessing the applicantʹs ability to meet performance standards

ʺLearning management systemsʺ are: 61) A) learner support tools. B) focused on the logistics of managing learning. C) able to deliver personalized content in small ʺchunks.ʺ D) ʺblended learning systems.ʺ E) educational strategies.

A decision to purchase an HRIS can vary from one organization to another based on their existing 26) technology, ability to afford technology and the size and culture of the company. However, there is some common ground that all companies can agree on for adopting HR technology. Those reasons are: A) faster processing of information only.B) helping the organization to achieve goals only. C) faster processing of information, cost savings, and helping the organization to achieve goals. D) cost savings only. E) cost savings and faster processing of information.

A hiring manager asks the following question in an interview ʺThis position requires someone 70) skilled in dispute resolution. This is skill you possess isnʹt it?ʺ This is an example of theinterviewing mistake known as: A) contrast error. B) snap judgments. C) telegraphing. D) halo effect. E) similar to me bias.

A list of the knowledge, skills and abilities needed to perform a particular job is known as: 23) A) the human requirements. B) a position analysis. C) a job specification. D) a job description. E) the job standards.

A major Canadian automaker has laid off 20% of its workforce over the course of 2 years. You are 64) the HR professional responsible for surveying the employees remaining with the company todetermine their level of engagement and job satisfaction. The survey responses indicate that many employees are experiencing feelings of guilt and detachment. What these employees are likely experiencing is known as: A) reality shock.B) a negative work ethic. C) survivor sickness. D) employee apathy. E) survivor-guilt syndrome.

A number of tests commonly used in selection can conveniently be classified according to whether 27) they measure each of the following characteristics EXCEPT: A) general intellectual abilities.B) monitoring oneʹs own emotions. C) personal attractiveness and suitability. D) motor and physical abilities. E) memory.

A physical demands analysis identifies: 61) A) senses used and amount of mental effort involved in the job. B) the work environment.C) senses used, and the type, frequency and amount of physical effort involved in the job. D) mental/emotional demands involved in the job. E) type and frequency of motions used.

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

A qualitative approach to job analysis is more suitable when: 46) A) the organization has limited time and financial resources. B) the organization is using external consultants for job analysis purposes. C) the aim is to assign a value to each job for comparisons for pay purposes. D) the aim is to reduce the amount of data collection. E) the organization exceeds 200 in staff strength.

A single site that can be accessed within an existing internet site is called: 39) A) a web site. B) an intranet. C) a portal.D) e-HR. E) none of the above.

A supervisor informing an employee that refusal to grant sexual favours will result in a poor 32) performance rating is an example of: A) sexual annoyance. B) a BFOR. C) sexual coercion.D) executive privilege. E) a job related annoyance.

Active job seekers: 45) A) must have an accessible, prominently positioned link on the homepage leading directly to the career section to make it easier for them to pursue job opportunities. B) are the individuals that visit the career Web sites. C) are not the only type of individuals to visit the career Web site. D) have the best access to the career Web sites. E) are known as ʺpassiveʺ job seekers.

All of the following statements about contract workers are true EXCEPT: 73) A) Many professionals with specialized skills become contract workers. B) Some have found themselves out of a full -time job due to cutbacks. C) Contract workers tend to have high employer commitment. D) Some contractors are individuals who have been unable to obtain full-time work. E) Some have consciously made a decision to work for themselves. 12

All of the following statements about selection interviews are true EXCEPT: 43) A) The interview is used by virtually all organizations for selection purposes. B) Interviews significantly affect job applicantsʹ views of the job and firm. C) Interviews are conducted following testing in a majority of firms. D) Interviews enable the employer to fill in information gaps. E) Interview objectives include providing job applicants with information about expected duties of the position.

Although flexible work arrangements have traditionally been associated with improving work/life 71) balance, they are increasingly seen as part of a ________. A) compressed workweek B) telecommuting plan C) business strategy D) flextime plan E) departmentʹs overhead

An HR professional who engages in environmental scanning together with line managers to 54) develop business goals for an organization is fulfilling which of the competencies described in theUlrich model? A) HR deliveryB) mastery of technology C) strategic contribution D) business knowledge E) all of the above

An enterprise-wide system is defined as a system that supports enterprise-wide or 46) cross-functional requirements rather than a single department or group within the organization.One of the well-recognized enterprise-wide systems is: A) Taleo. B) Deploy. C) SAP.D) People Track. E) none of the above.

Blind ads: 49) A) are always used if the position is still staffed. B) are the same as want ads. C) allow for confidentiality for the hiring firm. D) are favoured by job seekers. E) do not allow a job seeker to unknowingly send a resume to the firm at which they are currently employed.

Canada faces a long-term labour shortage. Many employers are seeking strategies to increase the 69) workforce participation of: A) people with disabilities. B) women. C) older workers.D) aboriginal peoples. E) visible minorities.

Characteristics of Generation X employees include: 27) A) mastering of technology. B) eagerness to make a contribution.C) a desire for work/life balance.D) sense of security linked to corporate loyalty. E) action-orientedness.

Characteristics of a profession include: 56) A) certification of members. B) the existence of a common body of knowledge and certification of members. C) many diverse points of view.D) government regulation. E) competing codes of ethics.

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 ʺsole custodianʺ of employee information. D) delegate to managers and employees the ability to use HR information to solve their problems. E) all of the above.

Differential validity is: 20) A) the extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job well. B) the extent to which a selection tool predicts or significantly correlates with important elements of work behaviour. C) confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males. D) the accuracy with which a predictor measures what it is supposed to measure. E) none of the above.

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 toproduce reports that simply listed what is knows as: A) personnel data.B) tombstone information. C) tombstone data. D) employee data. E) personnel information.

Employee self-service (ESS) systems have fundamentally changed the way employees relate to 41) their HR departments because: A) HR no longer provides related services.B) ESS has made HR redundant in the organization. C) they are able to access information relevant to themselves. D) they need to visit HR regularly for personnel information. E) line managers and employees have taken over HR.

Employers may use a recruiting yield pyramid for each recruitment method to determine the: 30) A) number of applicants failing the recruiting and selecting process. B) number of applicants rejected.C) number of applicants that must be attracted to hire the required number of new employees. D) amount of lead time needed to hire the required number of new employees. E) projected turnover rate.

Employment equity legislation aims to: 42) A) request employers under provincial jurisdiction to have a better representation of the designated groups at all levels within the organization. B) request employers under federal and provincial jurisdiction to have a better representation of the designated groups at all levels within the organization. C) remove employment barriers and promote equality for the women, visible minorities, aboriginal people and persons with disabilities. D) remedy discrimination on the basis of gender, race, and disability. E) bring the six traditionally disadvantaged groups into the mainstream of Canadaʹs labour force.

Gavin Chen is the VP of HR in Motion.com. It has recently concluded its adoption phase and 31) entered the implementation phase of an HRIS. Gavin is faced with the task of putting together a project team for the implementation phase. He should include the following: A) outside consultants who have change management and legal compliance skills and subject matter experts from HR and payroll. B) outside consultants who have technical skills. C) outside consultants who have technical and change management skills and subject matter experts from HR and payroll. D) a senior project manager to lead the team. E) subject matter experts from HR and payroll.

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.

HR department staff members are traditionally involved in key operational responsibilities. Which 6) of the following is an operational responsibility? A) setting goals and objectivesB) interpreting human right laws C) collecting metrics D) analyzing metrics E) interpreting health and safety legislation

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.

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.

If you were the HR advisor of a company where the majority of the workforce consisted of 29) employees born after 1980, what initiatives would you recommend providing to keep the group challenged? A) job securityB) continuous skill development C) empowerment and challenging work D) flexible work arrangements E) eldercare benefits

Interest inventories are tests that: 36) A) measure job performance directly. B) measure knowledge and/or proficiency.C) compare a candidateʹs interests with those of people in various occupations. D) apply to extroversion and emotional stability. E) measure basic elements of personality.

Interviewers who donʹt know precisely what the job entails and what sort of candidate is best 65) suited for it usually make their decisions based on: A) candidate responses. B) applicant screening. C) incorrect stereotypes. D) letters of reference.E) employment test results.

Literacy training improves bottom-line performance through: 64) A) programmed learning. B) outside professional teachers. C) lower costs.D) employer discipline processes. E) computer-based training.

Making jobs more rewarding or satisfying by adding more meaningful tasks is primarily 11) associated with: A) job rotation.B) industrial democracy. C) job enrichment. D) co-determination. E) job enlargement.

Most interviews are administered: A) on a standard evaluation form. B) simultaneously by a group. C) one on one. D) simultaneously by several candidates. E) by computers.

Nepotism is a problem most closely associated with: 55) A) walk-ins. B) human resource centres. C) employee referrals.D) write-ins. E) educational institutions.

Online job boards are: 33) A) fast, convenient and easy, when the job boards used are large. B) slow but easy to use.C) fast, convenient and easy. D) secure and confidential. E) fast, but not easy.

Online recruiting must be consistent with the companyʹs overall: 39) A) business development strategy. B) sales strategy.C) marketing strategy. D) operations strategy. E) finance strategy.

Personality tests can measure basic aspects of an applicantʹs personality, which include all of the 30) following EXCEPT: A) introversion. B) stability. C) dexterity. D) motivation. E) neurotic tendency.

Quantitative techniques to forecasting include all of the following EXCEPT: 17) A) trend analysis. B) ratio analysis.C) the nominal group technique. D) regression analysis. E) a scatter plot.

Refusing to hire a man convicted and pardoned for a drug -related offence as a counsellor at a 19) federal correctional centre is an example of: A) a permissible employer practice under all human rights legislation. B) systemic discrimination. C) intentional direct discrimination. D) protection against negligent hiring. E) pro-active recruitment.

Refusing to promote a highly qualified white male into senior management because his wife has 20) just been diagnosed with a chronic illness that might interfere with his willingness to work longhours is an example of: A) reverse discrimination. B) systemic discrimination. C) discrimination on the basis of association. D) discrimination on the basis of disability. E) differential treatment.

Remedies for human rights code violations do not include: 37) A) compensation for pain and humiliation. B) a written letter of apology. C) ordering an employer to discriminate on a different prohibited ground than the one complained about. D) implementation of an employment equity program. E) compensation for general damages.

Research findings claim that the interviewer makes up his/her mind about the candidate: 62) A) during the last few minutes of the interview. B) about half-way through the interview. C) before the interview even begins.D) immediately after the interview. E) within the first few minutes of the interview.

SUBS: 59) A) are usually provided to non-union employees. B) are benefits that are paid indefinitely. C) top up employment insurance.D) decrease income levels when on the job. E) increase income levels when on the job.

Short-term and long-range HR demand forecasts provide: 35) A) the full staffing equation. B) external supply forecasts.C) half of the staffing equation.D) present employees who can be transferred or promoted to meet anticipated needs. E) internal supply forecasts.

Significant benefits to hiring and retaining older employees include: 75) A) the opportunity to develop flexible work options. B) their knowledge of history-how things were done. C) their strong work ethic.D) the opportunity to invest in retraining. E) none of the above.

Software can be purchased for any HR-related function in any industry. The software that has 48) been developed to create succession-planning matrices, establish career paths, and createcandidate placement scenarios is known as: A) Peoplesoft. B) Halogen. C) ExecuTRACK software. D) Ergowatch. E) SAP.

Some of the common employee self -service (ESS) applications include allowing employees to: 40) A) make changes to payroll information for themselves. B) update HR and related policies.C) update their own personal information.D) update the information of other employees. E) change salary deductions.

Something that should be avoided in writing a job description is: 55) A) a description of the working conditions. B) a definition of the limits of the jobholderʹs authority.C) a general statement such as ʺperforms other duties as assigned.ʺ D) an indication of which tasks are most important. E) a separate listing of each major duty.

Technological advances in manufacturing have: 34) A) decreased the importance of white-collar jobs. B) resulted in a decline in the impact of workforce diversity. C) eliminated many blue-collar jobs.D) had little impact on service-sector firms. E) led to significant increases in the employment of persons with disabilities.

Tests that measure an individualʹs potential to perform a job, provided he or she is given proper 26) training, are known as: A) intelligence tests. B) interest inventories. C) aptitude tests.D) achievement tests. E) personality tests.

The CFLC is responsible for: 68) A) developing a database of job postings for skilled personnel at no charge. B) conducting reserve force training that develops military skills.C) promoting the hiring of reservists by civilian employers.D) allowing employers to interview for personnel at more than 300 military units. E) requiring civilian employers to give reservists time off for training.

The HR manager of Smith & Yu company was heavily involved in a downsizing exercise of the 11) companyʹs sales force due to an economic downturn. He was also involved in arranging for outplacement services and employee retention programs as well as restructuring of the business following the downsizing. This is an example of HRʹs role in: A) environmental scanning and executing strategy. B) environmental scanning. C) executing strategy. D) operational activities. E) formulating strategy.

The consistency of scores obtained by a person when he or she is retested on the identical test or an 16) equivalent version is an example of: A) criterion-related reliability. B) validity. C) reliability.D) content validity. E) construct validity.

The existence of certain occupations that have traditionally been performed by males and others 40) that have been female dominated is known as: A) the glass ceiling. B) concentration. C) occupational segregation. D) underemployment. E) underutilization.

The first step in the HRP process, after the HR implications of the firmʹs strategic plans have been 14) analyzed, is: A) forecasting availability of internal and external candidates. B) monitoring and evaluating the results. C) forecasting future human resources needs.D) planning and implementing HR programs to balance supply and demand. E) job analysis and design.

The four-point guide should be used to construct an ad. The guide is called: 47) A) PA. B) DA. C) AIDA. D) IDA. E) none of the above.

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.

The implied, enforced, or felt obligation of managers, acting in their official capacities, to serve or 60) protect the interests of groups other than themselves, is known as: A) valuing diversity. B) legal compliance. C) social responsibility. D) professionalism. E) a code of ethics.

The interview format that yields comparable answers and in-depth insights is known as: 47) A) behavioural. B) stress-producing. C) mixed.D) patterned. E) situational.

The screening tool which is most often used by employers in the selection process is: 32) A) personality test. B) working sampling. C) interview.D) assessment centre. E) interview and personality test.

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.

The subcontracting of work that is not considered part of a companyʹs core business is called: 57) A) ESS and MSS. B) RFPs.C) outsourcing. D) outplacement. E) HRIS.

The subsection of the job description that describes contact with others, inside and outside the 54) organization, is titled: A) working conditions. B) authority. C) relationships.D) job identification. E) job summary.

The third phase of personnel management was concerned largely with: 54) A) health and safety legislation compliance. B) payroll.C) corporate contribution and proactive management. D) corporate contribution. E) benefits administration.

Training objectives provide a focus for the efforts of the trainer and the trainees, and: 48) A) orientation topics. B) performance analysis techniques.C) a benchmark for evaluating the success of the training program. D) data for the task analysis record form data. E) input for Markov analysis.

Which of the following is true of preliminary applicant screening? 22) A) It involves eliminating candidates lacking the ʺnice to haveʺ selection criteria. B) It may involve selection testing.C) The use of technology is becoming increasingly popular at this stage of the selection process. D) Initial applicant screening is generally performed by the line managers. E) It may involve candidate interviews.

Which of the following statements about selection testing is true? 24) A) Testing is more prevalent in small organizations. B) The use of tests has been declining in recent years. C) Studies have shown that approximately two-thirds of Canadian organizations use tests for hiring. D) Personality and aptitude tests are not commonly used for selection purposes. E) Selection testing generally involves a demonstration of skills.

Which of the following statements is true? 12) A) The selection ratio is generally unrelated to the quality of recruits. B) A small selection ratio, such as 25:1, means that there are very few applicants from which to select. C) By basing selection criteria on bona fide occupational requirements, defined through job analysis, firms can create a legally defensible hiring system. D) The organizationʹs right to know outweighs an individualʹs right to privacy. E) Accepting gifts from a private employment agency wanting the firmʹs business is an acceptable practice.

Which of the following statements is true? 13) A) Currently, the fastest growing groups in the Canadian labour force are visible minorities and persons with disabilities. B) By 2010, one in two Canadians will be age 50 or older. C) Probably the most significant environmental factor in HRP in Canada today relates to dramatic changes in labour-force composition. D) Effective HRP involves focusing on monitoring trends only. E) The number of young people in the Canadian labour force is now increasing.

You are the Director of Human Resources at a software development firm. With respect to the 44) position of software developer the disadvantage of using the group interview job analysis method is: A) it is a good method when the survey sample is widely scattered. B) it focuses more on reality than on perceptions. C) reliability/validity tends to be high.D) highly detailed information can be collected over the entire job cycle. E) it is relatively inexpensive.

You have been asked by the CEO to advise on how to reduce the workforce by 10% over the next 2 56) years. There is little in the budget for payment of up-front money. Which of the following would you NOT recommend? A) reduced work weeks B) work sharing C) buyouts and early retirement packages D) job sharing E) layoffs based on reverse seniority

You have just been hired as the Director of Human Resources at Greenlight Inc., a mid sized 72) Canadian furniture manufacturer. You are considering implementing compressed workweeks. The following would be a potential advantage of implementing this at Greenlight: A) decreased willingness of workers to work some evenings/weekends. B) reduction in absenteeism. C) improved efficiency, reduction in absenteeism, and reduction in paid overtime. D) reduction in paid overtime. E) improved efficiency and reduction in absenteeism.

he Sandwich Generation refers to: 28) A) Generation Y. B) employees with older and younger coworkers.C) individuals with responsibilities for young dependents and elderly relatives. D) individuals who are caught in the generation gap. E) employees who have to bring their lunch to work because they canʹt afford to eat out.

n the early 1900s, personnel administration, as it was then called: 50) A) was closely tied to union-management relations. B) focussed on trying to improve the human element in organizations. C) played a very subservient role in organizations.D) was highly influenced by laws and regulations. E) served a key advisory role in organizations.

Diversity management initiatives will not receive high priority unless: 65) A) employees are held accountable. B) new hires are held accountable.C) formal assessments are completed.D) supervisors are held accountable for them. E) employees are recognized for them on performance appraisals.

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.

A forecasting technique for determining future staff needs by using ratios between sales volume 19) and the number of employees needed is: A) a scatter plot.B) time-series analysis. C) regression analysis. D) ratio analysis. E) trend analysis.

A hiring freeze is all of the following except: 51) A) a strategy that most employers use initially to balance demand and supply. B) a common response to an employee surplus.C) when openings are filled by reassigning current employees. D) a solution when demand exceeds supply. E) no outsiders are hired.

A list of a jobʹs duties, responsibilities, reporting relationships, and working conditions is known as 22) A) a job specification. B) a position analysis.C) a job analysis questionnaire. D) a job description. E) the job standards.

A local airline refuses to hire as flight attendants any person who is below 5 feet tall. This is an 22) example of: A) a neutral hiring policy.B) discrimination on the basis of age. C) a permissible employer practice.D) discrimination on the basis of race and gender. E) discrimination on the basis of race.

A potential pitfall to using Executive Search Firms includes all of the following EXCEPT: 64) A) they may present unpromising candidates to a client. B) they can be more interested in persuading the employer to hire any candidate. C) they tend to be more salespeople than they are professionals.D) they tend to focus only on persons currently looking for new positions. E) the time that must be spent explaining in detail the type of candidate required.

A statistical technique involving the use of a mathematical formula to project future demands, 22) based on an established relationship between an organizationʹs employment level and some measurable factor of output, is known as: A) a computerized forecast. B) ratio analysis. C) trend analysis.D) regression analysis. E) a scatter plot.

A technique for determining the training needs of newly-hired employees is: 34) A) testing. B) observations.C) performance analysis. D) task analysis. E) personnel records.

A training technique in which trainees learn on the actual or simulated equipment they will use 58) on-the-job, but the trainees are actually trained off-the-job, is known as: A) off-the-job training. B) on-the-job training. C) actual training.D) vestibule or simulated training. E) programmed learning.

According to the 30/70 rule: 69) A) interviewers should remain silent 30 percent of the time. B) the interview should be structured to begin with 30 minutes of questions from the interviewer followed by 70 minutes of questions from the interviewee. C) interviewers should speak 70 percent of the time and interviewees should speak 30 percent of the time. D) interviewers should speak 30 percent of the time and interviewees should speak 70 percent of the time. E) interviewees should remain silent 30 percent of the time.

Alice is the HR consultant advising Nexus Inc., a small but successful software development firm 32) on how to conduct human resource planning. In forecasting future demand for human resources what step should she advise management to take first? A) create a replacement chart B) project the sales for each of the firmʹs products and estimate quality and nature of employees needed C) project turnover D) project the sales for each of the firmʹs products and calculate the volume of production needed to meet sales requirements E) develop a staffing table

All of the following are reasons that employers may include a medical examination as a step in the 41) selection process EXCEPT: A) to determine that the applicant qualifies for the physical requirements of the position. B) to reduce absenteeism and accidents. C) to establish a baseline for future insurance or compensation claims. D) to provide documentation to justify not hiring a qualified individual with a physical disability that would prevent him or her from performing the essential job duties. E) There are no exceptions listed above.

All of the following statements are true EXCEPT: 21) A) Selection testing is a common screening device to assess specific job-related skills. B) Completing an application form is often part of the online application process. C) Initial applicant screening involves eliminating candidates lacking the ʺmust haveʺ selection criteria. D) The selection process is a one-way street. E) Initial applicant screening is generally performed by the HR Dept.

An effective way of spreading the word about job opportunities to current employees is: 16) A) radio advertising. B) preparing a job description.C) placing a classified advertisement in the newspaper. D) job posting. E) preparing a job specification.

An employment equity program is designed to: 43) A) reduce harassment and related complaints. B) increase occupational segregation.C) increase representation of men in corporate board.D) achieve a balanced representation of designated group members. E) reduce effects of a poisoned environment.

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 ʺsnapshotʺ 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.

Any attribute that humans are likely to use to tell them, ʺthat person is different from me,ʺ and 25) thus includes such factors such as race, gender, age, values and cultural norms, is known as A) differences.B) characteristics. C) minorities. D) diversity. E) perceptions.

Asking young female factory-position applicants to demonstrate their lifting skills and not asking 18) older female candidates or any male candidates to do so is an example of: A) discrimination on the basis of age.B) discrimination on the basis of age and race. C) unintentional direct discrimination.D) discrimination on the basis of age and gender. E) a permissible employer practice.

By comparing the knowledge, skills and abilities that employees bring to the job with those that are 26) identified through job analysis, managers can determine the gap that exists. This is particularly useful for: A) establishing recruitment criteria. B) designing the job. C) determining a jobʹs pay range. D) training and development. E) union negotiations.

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 acentral 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.

Corporate Web sites can help the company create a pool of candidates who have: 38) A) already worked with the company. B) already been prescreened.C) already filled out an application form.D) already expressed interest in the organization. E) replied to a specific ad in print.

Diversity initiatives: 60) A) never involve overcoming resistance to prejudices. B) usually do not involve overcoming resistance to change. C) should be undertaken quickly.D) involve a complex change process. E) should be undertaken quickly and involve a complex change process.

Drawbacks of attrition include the following: 54) A) It takes a short period of time. B) It is hard to implement.C) It costs large sums of money.D) The organization has no control over who goes and who stays. E) Employees do not accept this strategy.

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.

Each of the following statements about occupational market conditions is true EXCEPT: 49) A) Organizations generally want to forecast the availability of potential candidates in specific occupations. B) HRDC is a good source of information on occupational demand and supply. C) In recent years, there has been an undersupply of nurses. D) In recent years, there has been an oversupply of IT specialists. E) HRDC forecasts are useful for determining whether any projected imbalances will be self-correcting.

Economic downturns are generally associated with: 17) A) high turnover. B) lower unemployment rates.C) more competition for qualified employees.D) an overwhelming number of job applicants for vacancies. E) skills shortages.

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.

Employers may use time-lapse data for each recruitment method to determine the: 31) A) number of applicants rejected. B) number of applicants failing the recruiting and selecting process.C) projected turnover rate.D) amount of lead time needed to hire the required number of new employees. E) number of applicants that must be attracted to hire the required number of new employees.

Employment systems typically reviewed during an employment equity audit include: 50) A) profitability analysis. B) regression charts.C) stock data and flow data.D) examination of internal policies and procedures. E) employee opinion survey.

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.

Examples of strategies used in a typical assessment centre include all of the following EXCEPT: 38) A) objective tests. B) a leaderless group discussion. C) an in-basket exercise.D) on-the-job training. E) individual presentations.

Guidelines for implementing a harassment policy do not include: 35) A) requiring each employee to sign a document indicating that he or she has received harassment training. B) ensuring that a copy of the charge is placed in the file of the alleged harasser. C) developing a policy that prohibits harassment on all grounds listed in the Canadian Human Rights Act. D) applying harsh discipline without a proper investigation. E) all of the above.

HRIS can be stand-alone because not all organizations require sophisticated systems, and there 47) are many different vendors who offer different sizes and types of products. This is because: A) organizations prefer to use paper-based systems. B) most sophisticated systems are not user-friendly. C) HR departments donʹt support the use of such systems. D) organizations have to consider the cost aspect. E) not all systems provide all features.

The section of the job description in which the major functions or activities are briefly identified is 53) the: A) job duties.B) job identification. C) working conditions. D) job summary. E) relationships.

Human resource centres are used primarily to help: 59) A) technical employees. B) union employees.C) supervisory employees. D) unemployed individuals. E) skilled tradespersons.

Human rights legislation: 12) A) is critically important to HR specialists, but has a relatively insignificant impact on supervisors and managers throughout the firm. B) prohibits intentional discrimination only. C) primarily affects compensation and selection. D) affects every employer in Canada. E) is quite limited in scope.

If you were an HR professional in the 1940s or 1950s you would likely have had the following 52) activities added onto your portfolio of existing responsibilities: A) focusing on proactive management. B) administering benefits. C) running the payroll department.D) handling orientation and performance appraisals. E) hiring and firing.

If you were the HR advisor of a company where the majority of the workforce consisted of 30) employees born before 1965 what initiatives would you recommend providing to keep the group challenged? A) flexible work arrangements B) job security C) independent workD) eldercare and pension benefits E) onsite gym facilities

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.

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 followingprovides 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.

Integration at senior levels in the organization requires an ongoing process that can continue for 13) months as the new executive learns about: A) performance appraisals.B) the organizational structure. C) socialization.D) how decisions are made and who holds what type of power. E) senior management.

Jim was recently hired as an HR assistant. As his first project his immediate supervisor requested 51) that he put forward a proposal to develop job descriptions for some of the key positions within the organization. What do you think Jim would have identified in the proposal as most common areasto be included in a job description? A) job holderʹs name B) company name C) summary of performance evaluations D) duties and responsibilities E) work culture

Job analysis information should be verified by: 31) A) speaking to co-workers. B) HR department staff members.C) a comparison with the procedures manual. D) jobholder(s). E) a comparison with the previous job description.

Management inventories: 39) A) are visual representations of who will replace whom in the event of a job opening. B) are a method of forecasting labour supply that involves tracking the pattern of employee movements. C) are used to keep track of employeesʹ qualifications. D) record information about managerial responsibilities and management training used to identify internal candidates eligible for promotion. E) are a method used to arrive at a group decision involving outside experts.

Management practices in the late 1800s and early 1900s emphasized: 44) A) workplace harmony. B) higher wages.C) empowerment.D) task simplification and performance-based pay. E) self-management.

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.

Nepotism: 54) A) is a disadvantage as associated with hiring on an on-line job board. B) is a preference for hiring past colleagues of current employees; this is associated with employee referrals. C) is associated with recruiting at schools. D) is a preference for hiring relatives of current employees. E) can cause morale problems associated with hiring for executive positions.

No matter what training needs assessment technique is used to assess training effectiveness, it is 35) wise to seek input from: A) training journals.B) professional trainers. C) other companies. D) employees. E) managers and supervisors.

One approach to the evaluation of orientation programs is: 11) A) Markov analysis. B) regression analysis. C) quality circles.D) cost-benefit analysis. E) case studies.

Perhaps the biggest drawback associated with employee referrals is the: 53) A) dissatisfaction of employees whose referral is not hired. B) potential for morale problems.C) unrealistic expectations newly-hired employees have about the firm. D) potential for systemic discrimination. E) costs involved in providing cash awards.

Projected openings are filled by using the following sources of supply: 34) A) promoted employees. B) employees who are transferred. C) unemployed individuals.D) external and internal sources. E) individuals employed at other firms.

Reasons for embracing diversity include: 59) A) the spending power of Canadaʹs visible minorities and it is required by legislation. B) the fact that employees with different ethnic backgrounds often possess foreign -language skills. C) it is required by legislation. D) ethical and social responsibility concerns, the spending power of Canadaʹs visible minorities, and the fact that employees with different ethnic backgrounds often possess foreign-language skills. E) ethical and social responsibility concerns only.

Regardless of the forecasting method utilized, modifications are made based on: 31) A) changing market conditions. B) HRIS data.C) management control systems. D) managerial judgment. E) changing economic conditions.

Renu, a recruiter at a sportswear retailer, has developed a job application form on which applicant 77) responses have been weighted, based on their statistical relationship to measures of job success.The form she developed is known as a: A) weighted application form. B) statistical application form. C) biographical information blank. D) weighted application blank. E) selection test.

Renuensuring that the firmʹs selection process adheres with the firmʹs 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, aboriginalʹs 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.

Reverse discrimination: 55) A) results when preferential treatment is given to a designated group member in the case of two equally-qualified candidates. B) is an inevitable result of equal opportunity and equity legislation. C) is a major problem in Canada that needs immediate action. D) can be avoided if realistic goals and timetables are established. E) is caused by the fact that Canadaʹs employment equity legislation involves government-imposed quotas.

Saleem is a new immigrant with a masterʹs degree in management. Despite his qualifications, 41) Saleem has worked as a clerk in the shipping department of a company for the last year. This is an example of: A) a BFOR.B) indirect discrimination. C) occupational segregation. D) underutilization. E) underemployment.

Sheila is an HR generalist of a newly formed organization. It has 50 employees and is expected to 14) grow up to about 100 during the upcoming year. The company is thinking of purchasing an HRsystem. As the HR specialist, Sheilaʹs recommendation will be to: A) not purchase an HRIS.B) purchase employment equity and health and safety subsystems. C) use a paper-based system since the employee base is small.D) purchase employee administration and time/attendance subsystems. E) purchase a comprehensive HRIS with all subsystems.

Skills inventories are: 18) A) not useful unless there is a unique job being applied for. B) only computerized.C) used for employee training.D) often used as a supplement to job postings. E) always used instead of job postings.

Specific diversity management strategies include: 64) A) a mentoring program. B) broad based recruitment practices.C) diversity audits.D) diversity audits and a mentoring program. E) a harassment policy.

Steps in the employment equity process typically include: 46) A) obtaining senior-management commitment and support; employment systems review; implementation; and follow up. B) obtaining senior-management commitment and support; employment systems review; diversity training; and systems review. C) obtaining senior-management commitment and support; data collection and analysis; employment systems review; and diversity training. D) obtaining senior-management commitment and support; data collection and analysis; employment systems review; plan development; implementation; and monitoring. E) obtaining senior-management commitment and support; data collection; employment systems review; training; and follow-up.

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.

Summer internship programs: 57) A) hire college and/or university students to complete summer projects before they graduate. B) produce win-win results, but students benefit more. C) have one objective only: to allow students to obtain business experience. D) frequently offer permanent positions following graduation if interns have excellent performance. E) are expensive to assess students.

Survivor sickness is: 62) A) an illness causing errors in work and reduced performance. B) a sickness found among production workers.C) a physical illness caused by a toxic building.D) a range of emotions that can include feelings of betrayal or violation, guilt, and detachment. E) a sickness found among white—collar workers.

Targus Inc. is a sports equipment retailer with 500 employees that has just implemented a HRIS. 22) One would expect the decision making subsystem of the HRIS to be mainly used by: A) HR and managers. B) HR only. C) employees and managers.D) HR, managers and employees. E) HR and employees.

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.

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.

The Charter of Rights and Freedoms and the rights it contains such as freedom of association 10) apply to: A) private sector employers only.B) actions of the federal government only. C) actions of all governments and all employers.D) actions of the federal, provincial and municipal governments. E) public and private sector employers.

The Royal Canadian Mounted Police has a requirement that guards be of the same sex as prisoners 27) being guarded. This is an example of: A) intentional and indirect discrimination. B) systemic discrimination. C) reasonable accommodation.D) a bona fide occupational requirement. E) a violation of bona fide occupational requirement.

The best strategy for creating appropriate expectations about the job is: 78) A) using simulations. B) providing an in-depth interview.C) giving each applicant a copy of the job description. D) providing a realistic job preview. E) using realistic testing.

The companyʹs 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.

The first step in the job analysis process is: 27) A) selecting the representative jobs and positions to be analyzed. B) reviewing relevant background information about positions and jobs. C) developing a job description and job specification.D) identifying the use to which the information will be put. E) designing a job analysis questionnaire.

The following are steps in an employeeʹs training program EXCEPT: 23) A) validating the training program. B) designing the training program. C) evaluating the training.D) attending the orientation program. E) assessing training needs.

The fourth phase of HRM is ongoing. Current management thinking holds that: 55) A) employees are quite similar in terms of the rewards they seek. B) the goals and aims of management must be achieved at all costs. C) social influences are no longer important to most employees.D) employees are often the firmʹs best competitive advantage. E) employees are motivated primarily by compensation and benefits.

The halo effect related to selection is a: 63) A) negative impression made at the end of the interview that will distort an interviewerʹs rating.B) positive impression made at the end of the interview that will distort an interviewerʹs rating. C) negative initial impression that distorts an interviewerʹs rating. D) positive initial impression that distorts an interviewerʹs rating. E) None of the above.

The interviewing method in which the applicant is interviewed by a number of people at once is 57) known as: A) behavioural. B) sequential. C) mass. D) panel. E) serialized.

The job analyst and supervisor should work together to: 36) A) identify the top-performing employee, since he or she should be involved. B) answer the questionnaire.C) analyze the data collected from job analysis techniques.D) identify the employees who know the most about the job and are likely to be objective. E) prepare the job analysis questionnaire.

The knowledge, education, training, skills, and expertise of a firmʹs workers is known as: 2) A) physical capital. B) managementʹs philosophy. C) production capital.D) human capital. E) cultural diversity.

The last column of the task analysis record form indicates whether the task is best learned from: 43) A) job instruction training. B) simulated training.C) on-the-job training.D) on- or off-the-job training. E) vestibule training.

The layoff-avoidance strategy introduced by the federal government is known as: 58) A) the early leave package. B) the reduced work week. C) job sharing.D) work sharing. E) supplemental unemployment benefits.

The legal aspects of training may require showing that the admissions procedures are: 29) A) external. B) reviewed regularly. C) invalid.D) valid. E) reliable.

The most widely used method for determining the duties and responsibilities of a job is: 33) A) a participant diary/log. B) direct observation.C) a position analysis questionnaire. D) an interview. E) a survey questionnaire.

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.

The problem of exaggeration of some activities and underplaying of others is minimized by the 40) detailed, chronological nature of: A) a position analysis questionnaire. B) a survey questionnaire. C) an individual interview. D) a participant diary/log. E) functional job analysis.

The process of teaching new employees the basic skills they need to perform their jobs is: 14) A) orientation. B) recruiting. C) coaching. D) training. E) affirmative action.

The traditional meaning of a ʺjobʺ as a set of well-defined responsibilities is changing. This is 65) because: A) of reduced hierarchical structures. B) work is becoming more team based. C) employees are expected to adapt to changes infrequently. D) employees are expected to adapt to changes frequently. E) all of the above.

To reduce the risk of negligent training accusations, an employer should: 32) A) accept all applicants for training programs. B) hire consultants to do training.C) never change the training program content.D) train all employees who work with dangerous equipment, materials, or processes. E) offer basic training programs only.

Training is essentially a (n): 19) A) technical process. B) assessment process. C) testing process.D) learning process. E) memorizing process.

Under Canadian human rights legislation, several aspects of training programs must be assessed 28) with an eye toward the programʹs impact on: A) white males.B) reverse discrimination. C) highly educated workers. D) designated group members. E) company profits.

Visible minority group members also made some progress in their representation in the federal 57) private sector. Their representation: A) more than doubled from 8% in 1987 to 15% in 2001. B) more than tripled from 8% in 1987 to 15% in 2001. C) is higher than their estimated availability.D) more than doubled from 4.9% in 1987 to 13.3% in 2004. E) more than tripled from 4.9% in 1987 to 11.7% in 2001.

What are the five key competencies in the HR model introduced by David Ulrich? 52) A) mastery of technology, strategic contribution, HR knowledge, business knowledge, integrity B) mastery of technology, transactional contribution, customer service, credibility, HR knowledge C) strategic contribution, HR delivery, business knowledge, personal credibility, HR knowledge D) mastery of technology, strategic contribution, HR delivery, personal credibility, business knowledge E) strategic contribution, HR mastery, HR delivery, mastery of technology, personal credibility

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).

When several candidates are interviewed simultaneously by a panel, this is referred to as a 59) ________ interview. A) patterned B) panel C) sequential D) mass E) stress

When the internal supply of employees exceeds the organizationʹs demand, strategies used by 55) employers include all of the following EXCEPT: A) offering attractive buyout packages. B) laying off employees. C) initiating job-share positions.D) making early retirement mandatory. E) downsizing through attrition.

Which of the following is a limitation of recruiting from within the organization? 23) A) If there is a job posting policy, external candidates can only be considered if there are no qualified internal candidates. B) In firms with a promote-from-within policy, positions are rarely filled externally. C) Most entry-level jobs are filled with current employees. D) If positions are vacated unexpectedly, there may be no qualified internal candidates. E) All of the above are limitations of recruiting from within.

Which of the following is considered an inexpensive recruitment method? 51) A) employee referrals B) educational institutions C) walk-insD) walk-ins and write-ins E) write-ins

Which of the following statements about merit-based promotions is true? 68) A) Unions often prefer that merit be the deciding factor. B) Using seniority, the employee who is promoted is always the most competent. C) Promotions involve the movement of an employee from one job to another that is the same level in responsibility. D) A promotion is sometimes based on an assessment of future potential. E) When promotions are based on seniority, objectivity is a problem.

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.

Which of the following statements about reference checking is true? 74) A) Women are more likely to lie on resumes than men. B) Only about 10 percent of resumes contain inaccurate information that will be discovered when checking references. C) Reference checking is generally not worthwhile. D) Firms are increasingly using reference-checking services to thoroughly check references. E) Letters of reference from former employers are viewed very positively.

Which of the following statements are accurate? 26) A) Imposing rigid physical standards for certain jobs is not systemic discrimination. B) It is not legally permissible to refuse to hire a blind person to drive a truck. C) Accommodating the needs of an employee with depression to the point of undue hardship is not required in certain Canadian jurisdictions. D) Organizations must be able to show that any physical standards used for selecting employees for a particular job are truly necessary. E) Accommodating work schedules around religious holidays is generally not required by human rights legislation.

Which of the following statements is accurate about reasonable accommodation? 24) A) Accommodation short of the point of undue hardship to the employer is acceptable in certain circumstances. B) An employer is only required to accommodate in the case of discrimination on the basis of gender. C) Employers are not expected to adjust work schedules to accommodate religious beliefs. D) Employers are expected to redesign a work station to enable an individual with a physical disability to do a job. E) Employers are not expected to adjust employment policies and practices if discrimination is found.

Which of the following statements is true? 17) A) Job redesign efforts can correct almost all job dissatisfaction problems. B) Unions are generally very supportive of job enrichment.C) Managers tend to be very supportive of job enrichment because it makes their jobs easier. D) Job enrichment programs are more successful in some jobs and settings than others. E) Most employees today want additional responsibilities.

With which of the following strategies for handling a labour surplus is the potential for a human 57) rights violation most closely associated? A) reduced work weeksB) termination of employment C) job sharingD) early retirement packages E) work sharing

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.

You are a recruiter for a public relations agency and must fill the position of Director of Business 13) Development. The advantages of filling the position with inside candidates includes: A) insiders are less likely to require training and are more likely to have an innovative approach. B) managers are provided with a longer-term perspective when making business decisions. C) there would be no advantages. D) managers are provided with a longer-term perspective when making business decisions and insiders may be more committed to company goals and less likely to leave. E) insiders are likely to have an innovative approach.

You are a recruiter for a telecommunications company. When recruiting for the position of Director 22) of Customer Service which of the following is most helpful as a supplement to job postings toensure that qualified internal candidates are identified and considered when vacancies arise? A) a telephone hot-line B) a succession plan C) a replacement chart D) skills inventories E) replacement summaries

You are the Director HR at an accounting firm and as such are responsible for overseeing 33) implementation of the HRIS. To address privacy and security risks what should you have the security profile of the HRIS determine? A) No security profile is necessary. B) Who can view information. C) Who has access to the system and who can view the information.D) Who can enter, view, and change information and who can access the system. E) Who can enter information.

You are the Director of Human Resources at a real estate development company based in Toronto. 37) To attract and retain employees born after 1981 which of the following would be the most strategic to implement? A) more opportunity to work independently B) greater job security C) a comprehensive pension planD) an environmental stewardship program E) eldercare

You have been hired as the Director of HR at Targus Inc., a clothing retailer. To project the supply 40) of outside candidates in the HRP process for the firm you will need to assess: A) succession plans. B) staffing tables. C) skills inventories.D) national labour market conditions. E) management inventories.

A recent study of 92 real employment interviews found that the interviewers using ________ of 49) structure in the interview process evaluated applicantʹs ________ than those who usedunstructured interviews. A) high levels; more favourably B) low levels; less favourably C) mixed levels; less favourably D) mixed levels; more favourably E) high levels; less favourably

You have chosen the instructional design for the new training program you are responsible for. In 70) order to ensure that the training program will meet its objectives it is important to do the following before implementing the program company -wide: A) decide whether computer-based training is appropriate. B) assess employee socialization. C) conduct a job analysis.D) conduct a pilot study with a small group of employees and assess the results. E) do a needs assessment.

ʺNo more than three posting errors per month occur on average.ʺ Which component of the job 57) description would this statement belong to? A) job identification B) relationships C) job summaryD) performance standards E) responsibilities and duties

12) HRIS has several components called subsystems. Which of the following is a subsystem of HR? 12) A) performance evaluation. B) pension administration. C) labour relations.D) time and attendance. E) all of the above.

A form of technology that enables HR professionals to integrate an organizationʹs HR strategies, 35) processes, and human capital to improve overall HR service delivery is known as: A) an HRIS.B) enterprise-wide HR. C) stand-alone HR. D) HR technology. E) electronic HR.

A justifiable reason for discrimination based on business necessity is known as: 25) A) a business necessity requirement. B) reasonable accommodation. C) permissible discrimination. D) reverse discrimination. E) a bona fide occupational requirement.

A selection ratio is: 14) A) the ratio of the number of interviews successfully completed to the total number of applicants. B) the cost per hire. C) the ratio of the number of offers extended to the total number of applicants. D) the ratio of the total number of applicants to the number of applicants hired. E) the ratio of the total number of applicants hired to the total number of applicants.

A serialized interview occurs when: 55) A) a panel simultaneously interviews several candidates. B) a candidateʹs oral and/or computerized responses are obtained in response to computerized oral and written questions. C) each interviewer evaluates the applicant from his or her own point of view. D) each interviewee only attends one interview. E) each interviewer rates the candidate on a standard evaluation form, and the ratings are compared before the hiring decision is made.

A structured process by which individuals become skilled workers through a combination of 51) classroom instruction and on-the-job training is referred to as: A) job instruction training. B) computerized training. C) vestibule training.D) special assignment training. E) apprenticeship training.

A test in which an ambiguous stimulus is presented and the person taking the test is expected to 31) interpret or react to it is a common type of: A) aptitude test.B) achievement test. C) intelligence test. D) interest inventory. E) personality test.

Advantages of a panel interview include all of the following EXCEPT: 58) A) they require less time, overall. B) the likelihood of human rights/employment equity violations is greatly reduced. C) they include varied questions pertaining to each interviewerʹs area of expertise. D) there is less likelihood of interviewer error. E) there are no exceptions listed above.

All jurisdictions in Canada prohibit discrimination on the grounds of: 13) A) criminal history. B) length of employment C) national or ethnic origin. D) sexual orientation. E) race.

All of the following are common interviewing mistakes EXCEPT: 61) A) poor knowledge of job. B) too little talking.C) making snap judgments. D) poor planning. E) asking discriminatory questions.

All of the following statements about temporary help agencies are true EXCEPT: 72) A) Temps cost much less than permanent employees. B) Firms may use temporary employees to handle special projects for which there are no current employees with time and/or expertise. C) Temporary agencies provide supplemental workers. D) If a temp performs unsatisfactorily, a substitute can generally be sent within one business day. E) Temps are generally well paid.

An HR department engaged in a job analysis exercise is conducting interviews with employees 34) who hold the same job. Which type of interview is the HR department using? A) checklist interviewB) supervisory interview C) structured interview D) individual interview E) group interview

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

An individual preparing a job description for the first time would find it helpful to refer to the: 49) A) Dictionary of Occupational Titles . B) Canadian Classification and Dictionary of Occupations. C) Standard Occupational Classification.D) HRDC Job Classification Dictionary. E) National Occupational Classification.

Answering the question, ʺDoes this predictor measure what itʹs supposed to measure?ʺ is an 18) assessment of: A) differential validity. B) reliability. C) personality and behaviour. D) aptitude and achievement. E) validity.

As outlined in the text, sources of nonpermanent staff are: 71) A) older workers. B) younger workers. C) contract workers and temporary help agencies. D) temporary help agencies. E) temporary help agencies, contract workers, and employee leasing.

Baby boomers: 26) A) have had very high fertility rates. B) will be increasing rapidly in numbers over the next few decades.C) resulted in a focus on recruitment and selection in organizations in the past. D) are currently causing a great deal of competition for advancement. E) were born between 1946 and 1965.

Best practices for career Web sites include: 46) A) flashy design. B) focusing on easy navigation but not allowing fast download times. C) allowing no third-party sources of information.D) presenting material in large blocks of text. E) trying to personalize each job seekerʹs experience.

Comparison data must also be collected on the number of designated group members available in 47) the labour markets from which the organization recruits. This data may be obtained from: A) womenʹs directorates. B) provincial legislatures. C) workers compensation boards. D) Statistics Canada. E) Statistics Canada and womenʹs directorates.

Computer-based training programs (CBT) are beneficial in the following ways: 60) A) instructional consistency. B) increased auditory learning. C) decreased content complexity. D) increased trainee motivation. E) instructional consistency and flexibility of scheduling for the trainee.

Corporate Web sites: 44) A) create different types of applications and help recruiters manage relationships with candidates. B) improve recruitment through online screening tools for communicating with candidates, thereby saving time. C) are using career Web sites to advertise products or services sold. D) are allowing streamlining of data to use in the application. E) are using career Web sites to position corporate brands to advertise career opportunities.

Cross-cultural communications training covers: 66) A) literacy training. B) computer-based simulations. C) history of other nations.D) T-groups. E) workplace cultural etiquette and interpersonal skills.

Diversity management is: 58) A) another term for employment equity. B) targeted at the four designated groups.C) a voluntarily-initiated employment equity initiative.D) encompassed in legal compliance with human rights and employment equity legislation. E) broader and more inclusive in scope than employment equity.

During a job analysis process it is important to consider the following: 30) A) reviewing the organization chart, process charts and existing job descriptions. B) collecting data on identified jobs using job analysis techniques.C) reviewing information with job holders and immediate supervisors. D) selecting representative positions and jobs to be analyzed. E) all of the above.

Each of the following is a potential source of unreliability EXCEPT: 17) A) changes within the applicant. B) chance response tendencies.C) the conditions under which the instrument is administered. D) tiredness of the applicant. E) There are no exceptions listed above.

Examples of systemic discrimination include: 23) A) refusing to hire persons of Asian origin. B) job-related employment tests. C) refusing to hire persons convicted of a crime in Canada. D) internal or word-of-mouth hiring policies in work places that have not embraced diversity. E) lack of explicit anti-harassment guidelines and internal or word-of-mouth hiring policies in work places that have not embraced diversity.

External environmental factors that are most frequently monitored in HR and strategic planning 10) include all of the following EXCEPT: A) economic conditions.B) market and competitive trends. C) new or revised laws. D) demographic trends. E) international trade patterns.

External recruitment often results in: 25) A) the generation of a homogeneous pool of applicants. B) rivalry and competition among employees.C) problems in meeting employment equity goals. D) higher costs due to extensive training. E) cost savings due to less extensive training.

HR needs to work closely with IT in the IT-enabled organization. In order to do this, HR must gain 55) credibility with IT staff and work well with them. This knowledge can be acquired through: A) meeting with software vendors. B) formal IT courses. C) reading about technological trends D) trade shows. E) all of the above.

Having an HRIS enables managers to make a more informed decision. It also provides information 18) that is relevant, useful, timely and accurate. Reports are generated to facilitate this process. One of the most commonly requested reports from an HRIS includes: A) number of vacation days taken. B) performance evaluations. C) basic information such as name and address. D) compensation reports. E) all of the above.

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.

Human resources practices that support strategy include: 3) A) performance management. B) rewards practices.C) staffing practices.D) policies and procedures. E) production scheduling.

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.

In general terms, the lower the rate of unemployment: 41) A) the smaller the labour demand. B) the larger the labour demand. C) the easier it will be to recruit. D) the larger the labour supply. E) the smaller the labour supply.

Intelligence tests measure all of the following traits EXCEPT: 25) A) memory. B) verbal fluency. C) vocabulary.D) numerical ability. E) extrasensory perception.

It is common for organizations to hire and train entry-level workers who are: 36) A) very intelligent. B) highly motivated. C) highly experienced. D) highly educated. E) inexperienced.

Job fair events would not allow: 70) A) top prospects to be invited to visit the firm at a later date. B) recruiters to share information about the organization.C) computer technology can be used; some job fairs are held on-line. D) recruiters to share job opportunities in an informal, relaxed setting. E) in-depth assessment of candidates.

Lee has been with a financial institution for over a year now as a call centre specialist. During his 14) time he has had the opportunity to work in two other departments. The organization adopts asimilar technique with other employees in the call centre. This is known as: A) job enlargement. B) job enrichment. C) skill variety.D) vertical loading. E) job rotation.

Many employers are seeking strategies to set aside stereotypes and prejudice that older workers: 70) A) do not want to try new things. B) are less productive.C) are resistant to change. D) are difficult to work with. E) all of the above.

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 hasthe structure of a: A) hierarchical organization. B) boundaryless organization. C) decentralized organization. D) bureaucratic organization. E) flat organization.

Open houses are: 69) A) common in government organizations. B) the most popular recruitment method. C) not used today.D) none of the above E) the choice when there are many jobs for candidates.

Payoffs associated with properly implemented ethics programs include: 59) A) increased stakeholder confidence. B) greater client/customer and employee loyalty. C) increased profits.D) decreased vulnerability to legal liability issues. E) all of the above.

Recent research has identified critical competencies required to succeed in the global economy. 71) They are: A) business literacy.B) understanding and valuing oneself. C) engaging and challenging other people. D) focusing and mobilizing the business. E) all of the above.

Recent surveys of ESS and MSS systems users indicate that, though 80% of respondents agree that 43) web-based self-service systems can lower HR operational costs, only 40% believe that theircompany is actually achieving this result. This discrepancy may be due to: A) lack of motivation to use such systems.B) systems requiring frequent updates from vendors. C) systems not providing adequate features. D) frequent systems malfunctions. E) technology not being user-friendly.

Recruiters must try to meet the prevailing standards while dealing with: 12) A) organizational policies. B) environmental factors. C) the job specifications. D) recruiter preferences. E) inducements of competitors.

Requesting that an employment agency refer only male candidates for consideration as 17) management trainees is an example of: A) discrimination on the basis of association. B) reverse discrimination. C) systemic discrimination.D) a permissible employer practice. E) discrimination on the basis of gender.

Sandeep Gill is the manager of a busy local branch of a provincial credit union, Envirobank. The 15) branch recently had to hire 5 new tellers to meet the rise in demand for branch services. Thebranch relied mainly on candidate interviews as a selection ʺtool.ʺ Although Sandeep thought hehad planned the candidate interviewing process well and had designed effective questions for assessing the candidates, the 3 candidates who were rated the highest in the interview did not meet basic performance expectations following their hire. The primary problem with the selection ʺtoolʺ chosen and designed by Sandeep is one of: A) reliability.B) impression management. C) integrity.D) There is no problem with this selection ʺtool.ʺ E) validity.

Seeking to integrate and accommodate the physical needs of workers into the design of jobs is 18) known as: A) scientific management. B) industrial engineering. C) job enrichment. D) job enlargement. E) ergonomics.

Situations in which an employer may use an employment agency for candidate recruitment 60) include all of the following EXCEPT: A) difficulty in generating a pool of qualified job candidates for this type of position in the past. B) the need to fill an open position quickly. C) the organization does not have an HR department. D) lack of an internal HR department. E) a perceived need to attract a more homogeneous pool of applicants.

Specific strategies must be formulated to balance supply and demand. Possible scenarios are: 52) A) expected demand matches supply. B) there is a shortage of labour.C) supply matches expected demand. D) labour supply exceeds demand. E) all of the above.

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.

Suggestions to ensure that questioning is effective include all of the following EXCEPT: 72) A) Listen to the candidate and encourage the full expression of his or her thoughts. B) Prepare questions in advance.C) Ask questions in order.D) Record the candidateʹs answers briefly but thoroughly. E) Interrogate the applicant.

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.

The HRIS is made up of a number of systems that can store data. This data can be used to create 15) information that will serve different purposes for many different stakeholders. One of the keyfunctions of an HRIS is to: A) define organizational climate. B) provide information to HR. C) provide information to managers. D) discipline employees. E) provide information to HR and managers.

The PAQ rates jobs on the following dimension: 47) A) safety risks. B) job context.C) processing information and incumbent performance. D) incumbent performance. E) mental processes and job context.

The basic aim of customer service training is to: 69) A) use online training. B) use CBT training.C) train all employees to have excellent knowledge of the organization. D) train in teams. E) emphasize that ʺthe customer is always right.ʺ

The blueprint that shows how the flow of inputs to outputs for the job under study is known as: 29) A) a pay grade. B) a job specification.C) a job description.D) an organization chart. E) a process chart.

The broad objectives of HR associations across the country include: 57) A) assisting in the provision of training in the field of HR. B) providing opportunities for information exchange. C) serving as a voice for HR practitioners.D) skills updating. E) all of the above.

The comparison of an employerʹs internal work force profile with external work force availability 48) data is known as: A) stock data. B) flow data. C) a transactional analysis.D) an employment systems review. E) a utilization analysis.

The drawbacks of which forecasting technique include subjectivity and the potential for group 26) pressure to lead to less accurate assessments than could be obtained through other means? A) a formal expert forecast. B) managerial judgment. C) the Delphi technique.D) an informal expert forecast. E) the nominal group technique.

The field of study concerned with analyzing work methods and establishing time standards is 10) known as: A) ergonomics. B) job evaluation. C) job design. D) job analysis. E) industrial engineering.

The final step in job analysis involves the following: 25) A) developing a compensation policy. B) collecting data on job activities.C) performance management.D) reviewing the information collected with job incumbents. E) developing a job description and a job specification.

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.

The following are physical abilities that an employer might want to measure EXCEPT: 29) A) pulling/pushing strength. B) lifting strength. C) climbing.D) stamina. E) verbal abilities.

The following is a major trend in technology that will influence HR management: 56) A) greater access to technology. B) increased use of portals.C) increased focus on reducing costs.D) enhanced focus on work force analytics. E) all of the above.

The following may be problems with an orientation program EXCEPT: 10) A) Orientation provided by the HR department is too broad to be meaningful. B) Too much information is provided in a short time. C) Little or no orientation is provided.D) New employees are inundated with forms to fill out. E) The immediate supervisor provides a few details at a time.

The heart of the task analysis record form is the column in which: 42) A) the jobʹs main tasks and subtasks are listed. B) the task is listed. C) the standards of performance for each task and subtask are listed. D) there is an indication of whether the task is learned best on- or off-the-job. E) the competencies and specific skills or knowledge required for each of the tasks and subtasks are listed.

The impact of technology has fundamentally changed the role of HR. It has enabled HR to: 50) A) increase time spent on administrative tasks. B) decrease the time spent with employees and line staff. C) increase its involvement in transactional services.D) decrease focus on the customer. E) decrease its involvement in transactional activities.

The initial response to a labour shortage is often: 65) A) layoffs. B) retraining. C) promotion. D) transfer. E) scheduling overtime.

The internet has enabled organizations to do which of the following? 37) A) harness web-based technology and applications to assist strategy development B) outsource HR functions to HR technology companiesC) assist the adoption and implementation stages of an HRIS D) reduce the number of HR staff for increased effectiveness E) harness web-based technology and applications to enhance HR services

The interview technique that involves questions being asked as they come to mind is known as: 45) A) sequential. B) mixed.C) directive. D) structured. E) unstructured.

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.

The purpose of pre-employment substance abuse testing is to: 42) A) determine that the applicant qualifies for the physical requirements of the position. B) address absenteeism. C) test mental abilities. D) reduce accidents. E) avoid hiring employees who would pose unnecessary risks to themselves or others.

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.

The term that applies to data-tracking designated group members by employment transactions 45) and outcomes is: A) utilization data.B) an employment systems review. C) stock data.D) transactional analysis. E) flow data.

The third major phase in personnel management was a direct result of: 53) A) government intervention following the depression. B) a desire for professionalism.C) the impact of the human relations movement. D) an increase in unionizing activities. E) the increasing amount of government legislation.

The type of information that is found on an employer task analysis record form includes the 38) following EXCEPT: A) quantity, quality standards. B) performance conditions. C) task list.D) how often performed. E) skills not required to learn.

The types of positions commonly filled through union hiring halls include all of the following 67) EXCEPT: A) welders.B) pipe fitters. C) plumbers. D) carpenters. E) security guards.

Time-lapse data: 29) A) can not be used for every recruitment method. B) is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work and has completed the orientation process. C) does not take into account the amount of lead time available. D) is not a useful tool in the recruitment process. E) is the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work.

To ensure that no one experiences feelings of alienation, firms have established: 63) A) policies. B) diversity training for management. C) diversity audits.D) publications. E) support groups.

Today there are more than 140 HRI systems being offered by Canadian vendors. Having a human 11) resource information system can help the HR department because: A) it can act as an internal consultant to line managers.B) it can substitute for HR professionals in the decision-making process. C) it can reduce the time spent coaching line staff.D) it can reduce administration and record keeping for HR. E) none of the above.

Two approaches used to gather qualitative data in order to forecast HR demand (or supply) are: 24) A) scatter plot and Delphi technique. B) regression analysis and nominal group technique. C) ratio analysis and nominal group technique.D) trend analysis and scatter plot. E) nominal group and Delphi technique.

Typically organizations follow a process to select an HRIS. Which of the following states the three 27) phases accurately and in proper order? A) adoption, implementation and follow-upB) adoption, institutionalization and follow-up C) needs analysis, adoption and implementationD) needs analysis, implementation and institutionalization E) adoption, implementation and institutionalization

Wayne Brockbank and David Ulrich of the University of Michigan Business School have identified 51) five key competencies for HR. This new competency model has emerged because: A) HR is moving towards outsourcing of services. B) the businesses have demanded that HR have a new competency model. C) line managers and employees no longer see HR to be credible. D) HR has decided to play a key role in transactional activities. E) technology has fundamentally changed the role of HR.

Web-based training costs about ________ less than traditional classroom -based training. 62) A) 40% B) 5% C) 20% D) 80% E) 50%

What are some of the areas factored in to pricing during the adoption phase? 29) A) additional hardware requirements B) ongoing support requirements C) training costsD) additional staffing needs E) all of the above

Which interview format involves a series of preset questions asked of all candidates and a series of 48) preset candidate-specific questions? A) situational B) behavioural C) structured D) nondirective E) mixed

Which of the following activities was part of the the traditional role of personnel management in 49) the early 1900s? A) coaching and mentoringB) handling union-management relations C) being part of the strategy planning discussions D) environmental scanning E) hiring and firing employees

Which of the following is true of industrial engineering? 16) A) It is a field of study focused on worker autonomy. B) It is about control and autonomy. C) It is a field of study concerned with analyzing work methods. D) It is a field of study focused on satisfying psychological needs. E) It is a field of study emerging with scientific management which is concerned with analyzing work methods and making them more efficient.

Which of the following statements about personality testing is true? 33) A) The predictive power of personality tests is generally quite low. B) Extroversion is a valid predictor of performance for all occupations. C) Personality tests are not very useful for hiring purposes. D) Attainment of the full potential of personality testing relates primarily to the careful analysis of test results. E) The ʺBig Fiveʺ personality dimensions include extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.

You have just been hired as the Director of Human Resources at a mid sized engineering 28) company. The CEO has asked you to assist her in forecasting future human resources needs and tofirst use a qualitative technique which is useful for long-range forecasting. Which technique doyou choose? A) the nominal group technique B) an informal expert forecast C) a formal expert forecast D) managerial judgment E) the Delphi technique

Which of the following statements is true? 11) A) Selection plays a relatively minor role in the achievement of employment equity goals. B) The types of selection instruments and screening devices used are fairly standardized. C) Selection strategies should be continually refined, regardless of cost. D) The HR department staff members generally screen and test applicants, perform reference checking, and make the final selection decision. E) The organizationʹs strategic plan places major constraints on selection decisions.

Which of the following statements related to legal compliance is true? 59) A) Canadian employers are legally obligated to have job descriptions. B) When assessing suitability for employment, employers can assess factors other than those related to the knowledge, skills and abilities required for the essential job duties. C) If a candidate is unable to perform one or more of the essential job duties due to a physical disability, it is legally permissible for an employer to refuse to hire that individual. D) If a candidate is unable to work on Friday evenings due to religious beliefs, and rotating shifts are a job requirement specified in the working conditions subsection of the job description, the reasonable accommodation provisions of human rights legislation do not apply. E) Indicating the percentage of time spent on each duty can help to differentiate between essential and nonessential tasks and responsibilities.

Which of the systems allow managers to access a range of information not only about themselves 42) but also about the employees who report to them? A) HRISB) the internet C) ESS D) MIS E) MSS

Which types of employment equity initiatives are designed to enable all employees to achieve a 54) better balance between work and other responsibilities? A) qualitative goals. B) quantitative goals. C) accommodation measures. D) positive measures. E) supportive measures.

Yield ratio is: 28) A) applicants who perform well in the hiring process. B) the percentage of applicants that will not proceed to the next stage of the process. C) applicants that do not continue in the hiring process.D) applicants who perform poorly in the hiring process. E) the percentage of applicants that proceed to the next stage of the process.

You are a recruiter for a telecommunications company. When recruiting for the position of Director 24) of Customer Service which of the following would not account for why you would recruitexternally? A) Creative problem-solving techniques may be acquired.B) Rivalry and competition between employees may be eliminated. C) Employment equity goals and timetables may be met. D) The quality of the selection decision may be better.E) Qualified employees have a chance for promotion.

You are a recruiter with a software development firm and are seeking to fill positions requiring 66) specific computer programming knowledge and work experience. Which of the followingrecruitment sources or methods would be particularly useful to you? A) educational institutions B) a labour organization C) newspaper advertising D) write-ins E) professional and trade associations

You are the Director of Human Resources at a software development firm. With respect to the 42) position of software developer the disadvantage of using the questionnaire method of job analysisis: A) the amount of double-checking required.B) the fact that it is more costly than interviewing hundreds of workers. C) the length of time involved.D) the fact that it is labour-intensive. E) the time and expense involved in development and testing.

You have just been hired as the Director of Human Resources at a mid sized engineering 27) company. The CEO has asked you to assist her in forecasting future human resources needs and tofirst use a forecasting technique which would generate an exchange of ideas among Directors ofeach division. She is concerned that you use a technique which will lead to greater acceptance of results among Directors. Which technique do you use? A) an informal expert forecast B) nominal group technique C) a formal expert forecast D) regression analysis E) the nominal group technique

________ influence the attractiveness of the job to potential applicants. 10) A) Human resources plans B) Recruitment budgetsC) Promote-from-within policies D) Employment status policies E) Compensation policies

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