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When you are dealing with someone else, it's their problem, not yours, if they have an audience that is watching. A. True B. False

You should discuss candidates between interviews to make sure everyone is on the same page. A. True B. False

______ identifies the major tasks, duties, and responsibilities that are components of a job. A. Job analysis B. Job description C. Job design D. Job specification

QN=20 Select the factors that affect global markets a. education-human capital b. culture c. political-legal system d. US unemployment rate

abc

32) The point method of job evaluation identifies several compensable factors, each having several degrees, in addition to: A) degrees to which each of these factors is present in the job. B) identifying behavioural anchors. C) establishing points in ranking jobs. D) ranking jobs. E) degrees within a present job.

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

In this type of comparative system, employees are rated according on a normal curve with only percentage of performers at the top, middle and bottom. A. Forced distribution. B. Paired comparison. C. Simple rank order.

What are examples of trends in the workforce? A. Workforce Skills Gap B. Lack of Workforce Diversity C. National Competition

What is a pro of job observation? A. Actual exposure to the job B. Good for jobs done mentally C. Requires some training time

What is the definition of disparate treatment? A. An intentional act that discriminates against an individual based on protected class B. Neutral policies and practices that adversely affect protected classes (that could not be justified by business necessity). C. Accidentally making minorities feel excluded

10) The manager performs the following career development functions EXCEPT: A) offering organizational support. B) shielding the employee from organizational resources and career options. C) listening to and clarifying the individualʹs career plans. D) giving feedback. E) generating career options.

12) The performance appraisal method that would use a ʺ+ʺ to denote ʺbetter thanʺ and a ʺ-ʺ to denote ʺworse thanʺ when comparing employees in order to get the highest -ranked employee is the: A) alternation ranking method. B) paired comparison method. C) graphic rating scale method. D) critical incident method. E) forced distribution method.

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

46) Rate ranges are a series of steps or levels of pay within a pay grade, usually based upon: A) years of education. B) years of service. C) teamwork. D) amount of responsibility. E) peer appraisals.

46) The heart of performance analysis is distinguishing between: 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.

47) A type of pension plan that specifies what contribution the employer will make to a retirement or savings fund set up for the employee is called a: A) retirement plan. B) defined contribution pension plan. C) government-sponsored plan. D) deferred profit-sharing plan. E) defined benefit pension plan.

Glynn's work involves helping employees with stress management and designing the employee assistance program to help employees cope with job demands. Glynn's human resource management specialty is ______. A. ethics and sustainability B. safety and security C. training and development D. staffing

Human resource ______ and labor requirements planning are the core of human resource managers' ability to analyze future employment needs for our organizations. A. regression B. forecasting C. expansion D. simplification

Human resource ______ jobs are ones in which the human resource employee works in many different areas. A. knowledge B. generalist C. technical D. specialist

In 2024, it is predicted that Hispanic workers of all nationalities will be ______% of the workforce. A. 10 B. 20 C. 30 D. 40

In a labor surplus, an organization can allow natural ______ to lower organizational numbers without the need for a layoff or pay reduction. A. work-sharing B. attrition C. layoff D. downsizing

In selecting a personal managerial style, managers should only pay attention to their own strengths and weakness, not the situation or the needs of employees. A. True B. False

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

23) ʺWillful disregard or disobedience of the bossʹs authority or legitimate orders and criticizing the boss in publicʺ is known as: A) insubordination. B) job specialization. C) sabotage. D) consulting. E) reprimanding.

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

29) An employee dismissal that does not comply with the law or does not comply with a written or implied contractual arrangement is referred to as: A) wrongful dismissal. B) a contract violation. C) furloughing an employee. D) firing an employee. E) ʺat willʺ termination.

Allowing for mistakes is a sound strategy for a positive culture. A. True B. False

Which of the following is NOT an example of a Key Performance Indicator? A. Average customer service score B. Units produced C. Year-end bonus D. Total dollar value of sales generated

60) Factors that should be taken into account when determining an appropriate severance package 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.

62) Untac Inc., a consulting engineering firm, has recently implemented a type of organization -wide incentive plan whereby all full time employees share in the companyʹs profits. Untac Inc. has implemented a: A) salary and commission plan. B) gainsharing plan. C) profit-sharing plan. D) piece-rate incentive plan. E) profit-loss plan.

41) The type of wage survey that pertains to members of associations includes: A) geographic surveys. B) benefits surveys. C) local surveys. D) Professional Engineers Ontario. E) area surveys.

43) An employment equity program is designed to: 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.

______ is a very specific legal term in human resource management meaning harassment that occurs when someone's behavior at work creates an environment that is sexual in nature and that makes it difficult for someone of a particular sex to work in that environment. A. Quid pro quo harassment B. Reasonable person C. Sexual harassment D. Hostile work environment

72) Sue, the Compensation Analyst, found recent research that indicates that there are seven principles that support effective implementation of incentive plans. They include: A) group incentives must be complex. B) firms get what they pay for. C) rewards may undermine responsiveness. D) link incentives to measurable competencies. E) none of the above

Structured interviews can be valid predictors of job performance A. True B. False

There is no law against using social media in the recruiting process A. True B. False

Training is important to creating an effective recruiter A. True B. False

What are disadvantages of an external approach? A. Hurts morale B. Lack of fresh ideas C. Less expensive

Being clear about the culture of your organization is an important part of socializing a new hire, true or false? A. True B. False

Defined contribution plans are generally tax advantaged because they allow you to defer taxable income until you're in a lower tax bracket. A. True B. False

How can you avoid bias? A. Training B. You cannot avoid bias C. Using one assessor

Is the ripple effect a potential disadvantage of an internal or external approach? A. Internal B. External

QN=30 Which of the following is a TRUE statements about ERISA? a. ERISA provides minimum standards of fiduciary responsibility for employers that provide pension plans. b. ERISA requires that employers that offer pension plans contribute at least 3% of an employee's salary. c. ERISA requires that employers provide access to a qualified pension plan.

QN=36 Which of the purposes listed for effective performance management systems would most likely be of use when terminations occur? a. Legal b. Strategic c. Administrative d. Rewards

QN=77 True or false: When you are dealing with someone else, it's their problem, not yours, if they have an audience that is watching. a. True b. False

QN=83 Non-monetary rewards are valuable to: a. only employers b. to both employees and employers c. only employees d. nobody, because non-monetary rewards do not involve cash compensation

QN=41 True or false: Various forms of social norms will always support managers in eliciting desired work behaviors. a. True b. False

QN=58 True or false: There is one personal managerial style that is best in all situations. a. True b. False

QN=58 Which of the methods has become a somewhat controversial method? a. Essay. b. Forced Distribution. c. MBO's. d. Simple rating.

44) Many companies are trying to reduce the cost of psychiatric disabilities in the following ways EXCEPT: A) peer support groups. B) employment testing. C) prevention programs. D) early intervention programs. E) psychiatric counseling.

51) There has been a definite movement away from the extremes of straight commission or fixed salary for salespeople to: A) pay-for-performance. B) combination plans. C) incentive plans. D) merit pay. E) variable pay.

In one of our video lectures, we used a parking sign as potential symbol of culture. It read Reserved "Executive Parking Only" . What does this say about the culture of that organization? A. Employee focused. B. Hierarchy focused. C. Customer focused.

In organizational culture, ______ are values and beliefs that are so deeply ingrained that they are considered unquestionably true. A. returns B. assumptions C. investments D. scorecards

38) A career-planning workbook underlines the employeeʹs responsibility to initiate: A) self-assessment activity. B) career workshops. C) the career-development process. D) lifelong learning. E) environmental assessment.

43) The learning organization depends on experimentation, which means: A) observing labour market trends. B) exploitative data of primary research. C) systematic searching for, and testing of, new knowledge. D) intuitive guesswork of research data. E) random testing of information.

44) Executive compensation is more likely to be effective if it is appropriately linked to: A) external issues. B) a cost-reduction strategy. C) corporate strategy. D) internal issues. E) job evaluation.

Michaela is trying to identify the work performed and the working conditions of a software engineer. She plans to ask questions of the person who currently holds the job and compile the answers into a profile of the job. In this case, the ______ job analysis method would be most appropriate. A. subject matter expert panel B. interview C. diary D. observation

Performance reviews should only be about rewarding employees. True or False A. True B. False

50) In the early 1900s, personnel administration, as it was then called: 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.

Acme Global managers and executives have created a statement describing expectations of what the organization is going to do to become the organization that has been envisioned. In other words, Acme Global has created a(n) ______. A. vision B. organizational structure C. mission statement D. strategy

In human resource forecasting, ______ uses nonquantitative methods to forecast the future, usually based on the knowledge of a pool of experts in a subject or an industry. A. mediation analysis B. regression analysis C. qualitative forecasting D. quantitative forecast

In human resource forecasting, ______ utilizes mathematics to forecast future events based on historical data. A. qualitative forecast B. digression analysis C. quantitative forecast D. mediation analysis

QN=30 Allowing for mistakes is a sound strategy for a positive culture. a. True b. False

What does workforce planning do? A. Align workforce requirements to strategic plans B. Identify and implement workforce shortage and reduction strategies C. Discover where gaps exist between current and future competency requirements D. None of the above E. A, B, C

83) Short-term and long-range HR demand forecasts only provide half of the staffing equation by answering the question ʺHow many employees will we need?ʺ

TRUE

84) A Markov analysis can be used to forecast internal labour supply.

TRUE

85) Failure to update skills and management inventories can lead to present employees being overlooked for job openings.

TRUE

Benefits of an informal approach to non-monetary rewards include: A. The manager can often approve the non-monetary reward B. Implementation can be quick C. There are generally no issues of inequity across managers D. A, B

Brooklyn's job involves working on codes of ethics and making sure employees can report any violations of the code. Brooklyn's human resource management specialty is ______. A. training and development B. labor and industrial relations C. employee relations D. ethics and sustainability

Carli is concerned about how many organizational resources are being used at Acme Global to get the work done. She frequently asks the question, "Did we do things right?" Carli is concerned with ______. A. sustainability B. cost C. productivity D. efficiency

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

19) The basic procedure of job evaluation is to compare the content of jobs in relation to one another in terms of the following EXCEPT: A) skill. B) effort. C) responsibility. D) personality traits. E) working conditions.

24) Collecting job analysis data in a larger organization usually involves: 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.

46) Sales compensation plans have typically relied heavily on incentives (sales commissions), although this varies by: A) geographic location. B) domestic policy. C) human resource plan. D) industry. E) labour contract.

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

53) The total depletion of physical and mental resources caused by excessive striving to reach some unrealistic work-related goal is referred to by the term: A) emotional instability. B) obsessive-compulsive disorder. C) nervous breakdown. D) burnout. E) stress-related illness

15) Compensation policies are usually written by the HR or compensation manager together with: A) compensation consultants. B) stockholders. C) supervisors. D) employees. E) senior management.

QN=6 As a member of the senior management team, you want to make sure there is consistency among the managers in various departments and no poorly written reviews with language that could cause legal in performance ratings. Which or the following design elements from the lecture would best accomplish those objectives? a. HR or management oversight. b. Transparency. c. Comprehensive. d. None of the answers are correct.

QN=60 Which of the following is not an example of labor being a derived demand? a. Offering flexible work schedules because this is what workers with family responsibilities want. b. Offering flexible work schedules because customers with family responsibilities want extended hours of operation. c. Offering flexible work schedules because customers do not expect immediate responses to their inquiries.

QN=12 An HR strategy that emphasizes employee engagement and discretion can be summed up by which phrase? a. "If you don't like it, let's talk about it." b. "If you don't like it, quit."

QN=2 What is a pro of job observation? a. Actual exposure to the job b. Good for jobs done mentally c. Requires some training time

QN=24 Which of the following is needed for an economic contest or tournament to be an effective incentive mechanism that motivates high work effort? a. A known prize that is large enough to compensate for extra effort. b. A clear pay-for-performance program that rewards each worker's effort. c. Insurance against excessive income loss.

QN=26 True or False: Defined contribution plans are generally tax advantaged because they allow you to defer taxable income until you're in a lower tax bracket. a. True b. False

QN=29 True or False: You should complete an evaluation after each interview. a. True b. False

QN=3 A job description for a truck driver may list "basic truck maintenance skills" under: a. KSAs b. Job duties c. Job context d. Job summary e. Job title

QN=3 Is the ripple effect a potential disadvantage of an internal or external approach? a. Internal b. External

QN=3 Which of the following are NOT "culture neutral", from a performance management perspective? a. Individualistic type of organization b. Aligning team and organizational goals c. Providing clear expectations

QN=74 True or false: Treating work as a commodity results in society placing value on work that is seen as a precious commodity, which then devalues women's caring activities that are traditionally done in the household for no pay. a. True b. False

QN=77 Which of the following was not listed under the "R" of Restraint? a. Active listening. b. Acting on values. c. Emotional regulation.

QN=22 Which of the following would be TRUE of someone recognized by the FLSA as a trainee? a. The trainee would not provide immediate benefit to their employer. b. The trainee's job duties would be exempt under the FLSA. c. The trainee's employer would be not covered under the FLSA. d. The trainee must not be paid more than $455 per week. e. All of the other. f. None of the other.

Metrics are the measurements of efficiency, performance, progress or quality A. True B. False

Because of biological differences, women are naturally suited to care for others, and this justifies an enduring, unequal sexual division of labor. A. False B. True

True employment-at-will rarely exists. A. True B. False

______ job design focuses on designing jobs with tasks that remain within the worker's normal mental capabilities and limitations. A. Perceptual-motor B. Biological C. Organic D. Mechanistic

1) Safety and accident prevention concerns managers because: A) of global competition. B) customer service is extremely important. C) work-related accidents figures are staggering. D) cutting costs is essential. E) employees need to be motivated.

QN=41 A heartfelt thank-you is an effective form of recognition a. True b. False

QN=18 True or False: Diversity recruiting is a trend a. True b. False

QN=10 Apple uses what competitive advantage? a. Customer Intimacy b. Operational Excellence c. Product Leadership

21) Common indicators of job hazards include the following EXCEPT: A) low levels of absenteeism and turnover. B) employee complaints. C) poor product quality. D) increased number of accidents. E) employee modifications to workstations

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

21) When unemployment rates fall: 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.

33) The simplest approach to reducing health benefit costs is to increase the amount of health care costs paid by: A) employees. B) smokers. C) the federal government. D) provincial governments. E) workersʹ compensation plans.

54) Retirement education and planning firms provide services including the following EXCEPT: A) computer training. B) health issues. C) lifestyle goals. D) relationship issues. E) financial planning.

Which of the following are NOT "culture neutral", from a performance management perspective? A. Providing clear expectations B. Aligning team and organizational goals C. Individualistic type of organization

86) To project the supply of outside candidates, employers assess general economic conditions.

TRUE

Employment law pertains to the rights of workers as ________.

individuals

A job description should be included in the offer package. A. True B. False

Rosie assigned her employees a goal. The employees planned, organized, led, and controlled one another to reach the goal. This is an example of a(n) ______. A. self-managed work team B. rotating work team C. enriched work team D. integrated work team

When defining performance we focus on: A. Behaviors. B. Results.

Which of the purposes listed for effective performance management systems would most likely be of use when terminations occur? A. Legal B. Strategic C. Administrative D. Rewards

Inclusion is about... A. quantity B. quality C. quantity and quality D. none of the above

______ exists when the level of difficulty for an organization to provide accommodations, determined by looking at the nature and cost of the accommodation and the overall financial resources of the facility, becomes a significant burden on the organization. A. Reasonable accommodation B. Undue hardship C. Race norming D. Job relatedness

______ is the permanent loss of workers from the organization. A. Absenteeism B. Turnover C. Empathy D. Revenue

Does the law see the employment relationship like any other economic transaction? A. Yes B. No C. Sort of

Job ______ is at the core of human resource management. It is the basis of just about everything that human resources does. A. expansion B. design C. analysis D. simplification

The ______ discipline of human resource management encompasses all of the things that need to happen to get people interested in working for a company, including the recruiting process, selecting the best candidates who apply, and getting them settled into their new jobs. A. interpersonal B. training C. staffing D. revenue

Which of the following statutes provides job-protected unpaid leave for new parents? A. NLRA B. FLSA C. FMLA D. EEO

Which of the following was not listed as an a external group impacted by an organizations performance management system? A. Families. B. Customers. C. Suppliers. D. Stockholders.

Which of the following would describe attributes of culture in an organization? A. Goals. B. Mission. C. Corporate citizenship, norms and morés.

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

70) You have chosen the instructional design for the new training program you are responsible for. In 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.

Non-monetary rewards are: A. Very common, but often customized B. Valued by employees C. Valuable to employers D. All of the above

The Snapple products produced by Dr. Pepper follow the ______ strategy. A. cost leader B. price leader C. differentiation D. focus or niche

Systems have.. (check all that apply) A. Inputs B. Outputs C. Throughputs D. None of the above E. A, B & C

The benefits of being an Employer of Choice include: A. Employees like working for your company B. Likely to have a great reputation C. Probably make it easier to recruit new employees D. Guarantees business success E. A, B, C

Managers conducting performance evaluations tend to overweight instances that occurred in the last week more than those that happened six months ago. This is an example of what kind of bias? A. Anchoring B. Primacy C. Spillover D. Halo E. Horn F. Recency

What job characteristics tend to promote positive job attitudes among employees? (check all that apply) A. Skill variety B. Task significance C. Financial incentives D. Task identity E. Autonomy F. A, B, D & E

76) Human Resources Planning is a reactive process which both anticipates and influences an organizationʹs future.

FALSE

78) Ratio analysis involves making forecasts based on the ratio between two causal factors.

FALSE

87) The first step to project the supply of outside candidates is to forecast local market conditions.

FALSE

Which is the single-best personal managerial style? A. Coercive. B. Authoritative C. Affiliative D. Democratic E. Pacesetting F. Coaching G. None of the above because there is no single-best style that fits with all situations.

QN=43 Performance management training may address performance improvement plans and individual development plans. The difference between the two is that improvement plans deal with a current performance deficiency, while the individual development deals with growth. True or False? a. True b. False

QN=68 What is the relationship between pay and performance when a job only pays a base rate, without STIs? a. Flat b. Accelerated c. Linear (negative slope) d. Linear (positive slope)

QN=9 What does workforce planning do? a. Align workforce requirements to strategic plans b. Identify and implement workforce shortage and reduction strategies c. Discover where gaps exist between current and future competency requirements d. None of the other

abc

QN=50 Information about the job, broad areas of responsibilities and day to day duties best describes which of the following? a. Objectives b. Job Description c. Accountabilities d. Goals

QN=44 Managers should... (you must check all that apply) a. Overlook the importance of humility, civility, and integrity. b. Recognize and reward performance. c. Hire and/or develop staff with the needed the knowledge, skills, and abilities (KSAs). d. Do everyone else's job.

9) The employer performs the following career development functions: A) offers career information. B) manages employeesʹ careers. C) provides a formal career path. D) is altruistic. E) acts as coach and appraiser.

Which of the following was NOT listed as best HR practices in this lesson? A. Corporate Branding. B. Rewarding Employees. C. Inclusive Environment. D. Work/Life Balance.

37) A method of forecasting internal labour supply that involves tracking the pattern of employee 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.

37) The use of an experienced individual to teach and train someone with less knowledge in a given area is called: A) basic training. B) mentoring. C) lecturing. D) on-the-job training. E) apprenticeship training.

Job observation is a good method for job analysis for jobs done mentally. A. True B. False

Job satisfaction and employee engagement are the same thing. A. True B. False

There is one personal managerial style that is best in all situations. A. True. B. False.

An option for immediately lowering labor costs is a ______ for all or part of the workforce. A. pay increase B. job redesign C. pay reduction D. job expansion

In a labor shortage, ______ work to another organization could be helpful. A. interning B. forecasting C. outsourcing D. simplifying

Servant Leadership focuses on which of the following? A. Coercion. B. Scarcity. C. Values.

Which is not one of the paths of competitive advantage that were talked about? A. Product Leadership B. Operational Excellence C. Brand Recognition D. Customer Intimacy

52) If you were an HR professional in the 1940s or 1950s you would likely have had the following 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.

When beginning the process of creating your onboarding program, with whom should you start the discussion? A. Your manager B. The new hire C. Your team D. Human Resources

Which of the following is a purpose of broadbanding? A. Flexibility in lateral job assignments. B. Flexibility in pay. C. Flexibility in allowing multiple career ladders. D. All of the above. E. None of the above.

1) Management of employee relations has shifted away from a focus on employee discipline to a focus on: A) protecting employeesʹ privacy. B) health and safety. C) one-way communication. D) managing dismissals and layoffs. E) employee engagement.

10) External environmental factors that are most frequently monitored in HR and strategic planning 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.

QN=55 Gathering examples of performance in which employees performed very effectively or not effectively is known as: a. Critical Incidents method. b. Simple Ranking. c. Essay.

QN=68 True or false: For individuals who believe that labor markets are perfectly or ideally competitive, the best protection against worker exploitation is competition for workers among employers, not a labor union or a government law. a. True b. False

QN=70 True or false: Even for individuals who are well-off and claim they are not working for money, money can be important as a sign of self-worth and the value or respect given to them by the organization. a. True b. False

QN=82 A civil, positive culture can produce positive results that could be seen as a "dividend" to the organization. True of False? a. True b. False

QN=84 Examples of gaining individual growth through non-monetary rewards DOES NOT include: a. Making a good guess at how to perform better b. Having a mentor at work or elsewhere c. Getting feedback from your manager or coworkers

QN=4 Which of the following are advantages of hiring internally? a. Encourages long-term commitment b. Nice PR for organizations c. Increases diversity d. Allows for new ideas

QN=24 "Do unto others as they would have done unto themselves" was identified as: a. The Customer Rule. b. The Platinum Rule. c. The Golden Rule.

QN=44 Training is only worthwhile if it leads to a promotion a. True b. False

QN=46 The process of producing a job description is called: a. Job descriptioning b. Job analysis c. Job evaluation d. Job describing

QN=47 A bank teller knowing all of the products a bank offers is an example of ________? a. Employee Motivation. b. Declarative Knowledge. c. Procedural Knowledge.

QN=47 True or false: When thinking about protections against unjust or unfair "adverse employment actions," this only applies to employee terminations. a. True b. False

QN=49 Managers who are measuring an employee's punctuality, how well the employee works with others and the employee's communication skills are demonstrating which performance approach? a. Results b. Behavior c. Traits

QN=49 There's an asymmetry in the extent to which employment-at-will exists in most countries because... a. ...employees cannot quit for any reason but organizations can fire someone for any reason. b. ...employees can quit for any reason but organizations cannot fire someone for any reason.

QN=83 Servant Leadership focuses on which of the following? a. Scarcity. b. Values. c. Coercion.

QN=9 True or false: managers cannot be leaders, and leaders cannot be managers. a. True b. False

QN=67 Labor is a special commodity because... (check all that apply) a. It is traded in economic markets. b. It has productive value. c. It involves people.

QN=12 What are potential targets for company's doing targeted recruiting? a. Race b. Gender c. Students d. All of the other

QN=13 Select the challenges for mobile device usage recruitment a. Time b. Testing c. Text/Content d. All of the other

49) The rate range is usually built around the: A) Hay system. B) performance appraisal. C) job evaluation. D) job specialization. E) wage line or curve.

49) There are two main sources of job stress: A) personal factors and unclear company direction. B) environmental factors and poor supervision. C) personal factors and inconsistent performance management. D) having a lack of control over work and environmental factors. E) environmental factors and personal factors.

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

5) Research conducted by WorldatWork has clarified the ʺwork experienceʺ category of total rewards by splitting it into three parts. They are: A) work/life programs, business strategy and development/career opportunities. B) work/life programs, succession programs, and salary grade. C) work/life programs, organizational culture and development/career opportunities. D) work/life programs, HR strategy, and development/career opportunities. E) work/life programs, performance and recognition, and development and career opportunities.

5) The state which results from the discrepancy between what the new employee expected from his or her new job and the realities of it is: A) job instruction training. B) affirmative action. C) socialization. D) mentoring. E) reality shock.

51) Wayne Brockbank and David Ulrich of the University of Michigan Business School have identified 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.

52) When handling a merger or acquisition, managers should: A) avoid the appearance of domination. B) remain businesslike and professional in all dealings. C) create a solid foundation for future employee engagement. D) avoid the appearance of power. E) There are no exceptions to the points listed above.

53) The basic problem with employee self-ratings is: A) employee reluctance to self-rate. B) peers rate themselves lower than they are rated by supervisors or peers. C) lack of anonymity. D) supervisor distrust of employee self-ratings. E) employees rate themselves higher than they are rated by supervisors or peers.

53) The third major phase in personnel management was a direct result of: 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.

54) More firms today let employees anonymously evaluate their supervisorsʹ performance. This process is known as: A) team appraisal. B) anonymous evaluation. C) supervisor appraisal. D) 360-degree appraisal. E) upward feedback.

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

55) HR needs to work closely with IT in the IT-enabled organization. In order to do this, HR must gain 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.

56) Once an employee is vested, he or she will not receive any benefit from the pension plan until: A) 30 years of service. B) termination. C) changing jobs. D) disability. E) retirement.

56) The following is a major trend in technology that will influence HR management: 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.

57) The broad objectives of HR associations across the country include: 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.

58) Diversity management is: 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.

58) Short-term eye problems like burning, itching, and tearing as well as eye strain and eye soreness are common complaints among: A) human resources managers. B) accountants and bookkeepers. C) industrial engineers. D) students. E) video display operators.

59) A training technique where trainees are presented with integrated computerized simulations and 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.

59) General recommendations regarding the use of video display operators include the following EXCEPT: A) work station designed for maximum flexibility. B) adequate employee rest breaks every hour. C) glare reduction with devices such as antiglare shades over windows and terminal screens. D) complete preplacement vision exam. E) maximum amount of sunlight.

59) Studies in industries like pharmaceuticals and aerospace consistently show that firms with the most productive research and development groups have incentive pay plans for their professionals, usually in the form of: A) merit pay. B) hourly wages. C) retirement income. D) piece-rate incentives. E) bonuses.

59) Which of the following statements related to legal compliance is true? 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.

6) Traditional employee communication media such as newsletters are being replaced with the following EXCEPT: A) email. B) intranets. C) videos. D) electronic bulletin boards. E) verbal presentations.

6) Work/life programs help employees do their jobs effectively using: A) recognition programs. B) advancement opportunities. C) vacation and holidays. D) employer-paid insurance. E) flexible scheduling and childcare.

60) Computer-based training programs (CBT) are beneficial in the following ways: 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.

60) Non-salary items that professional employees need in order to do their best work include the following EXCEPT: A) support for professional journal publications. B) supportive management. C) modern equipment. D) up-to-date facilities. E) bonuses.

60) When developing compensation plans for managers and professionals, job evaluation is central to: A) non-salary issues. B) bonuses. C) incentives. D) benefits. E) base salary.

61) The following are personal services that most employees need at one time or another EXCEPT: A) employee assistance plans. B) credit unions. C) social/recreational opportunities. D) counseling. E) clerical services.

62) In general, when compared to non-smoking employees, smokers exhibit the following characteristics EXCEPT: A) greater risk of occupational accidents. B) endangering of coworkers who breathe smoky air. C) higher disability claims. D) reduced productivity. E) higher turnover.

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

63) Amy is the new Director of Learning and Development at a pharmaceutical company, Medica Inc. She is designing the off the job management development program for Medica and will be including the case student method of learning. She wishes to improve the effectiveness of this method for the development of new management hires. Which of the following steps would NOT increase effectiveness: A) instructors should act as a catalyst or coach. B) participants should discuss the case in small groups before class. C) cases should be actual scenarios from the traineesʹ own firm. D) instructors should guard against dominating the case analysis. E) cases should be scenarios from companies other than that of the trainees.

63) Executive compensation tends to emphasize performance incentives more than do: A) pay plans for boards of trustees. B) pay plans for boards of directors. C) pay plans for boards of governors. D) stockholdersʹ pay plans. E) other employeesʹ pay plans.

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

64) A type of organization-wide incentive plan which usually involves having a corporation contribute shares of its own stock to a trust, and distributes the stock to employees on retirement or separation from service, is referred to as a(n): A) employee trusteeship plan. B) individual retirement plan. C) gainsharing plan. D) profit-sharing plan. E) employee stock ownership plan.

65) Computerized management games are good developmental tools for the following reasons EXCEPT: A) fostering cooperation. B) development of leadership skills. C) fostering teamwork. D) development of problem-solving skills. E) development of computer skills.

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

65) The number of EAPs in Canada is growing because they are a proactive way for organizations to reduce: A) disciplinary costs. B) counseling costs. C) supervisory training costs. D) employee services costs. E) disability costs.

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

67) One feature of the Scanlon plan is a focus on employee involvement, which means the companyʹs mission or purpose must be clearly articulated and employees must fundamentally understand how the business operates in terms of customers, prices, and costs. This is referred to as: A) involvement system. B) evaluation of the system. C) entitlement. D) competence. E) identity.

68) A written warning to an employee with poor performance should include the following EXCEPT: A) indicate that the employee had an opportunity to correct their behaviour. B) identify standards under which the employee is judged. C) specify any violation of the standards. D) make it clear the employee was aware of the standards. E) specify that 360-degree appraisal will be used in future.

69) Role-playing trains a trainee to be aware of and sensitive to the: A) background of others. B) expertise of others. C) decisions of others. D) thoughts of others. E) feelings of others.

69) The basic aim of customer service training is to: 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

7) The following are types of incentive plans EXCEPT: A) individual incentive programs. B) group incentive programs. C) spot bonuses. D) profit-sharing plans. E) straight salary and commission.

70) Many employers are seeking strategies to set aside stereotypes and prejudice that older workers: 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.

70) Reasons why incentive plans do not work include the following EXCEPT: A) performance pay cannot replace good management. B) rewards may undermine responsiveness. C) rewards rupture relationships. D) pay is not a motivator. E) firms do not get what they pay for.

71) Recent research has identified critical competencies required to succeed in the global economy. 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.

73) Other employers are switching to a plan that they call flexyear. Flexyear is when: A) two or more employees can share a single full-time job. B) employees work four ten-hour days instead of the more usual five eight-hour days. C) employees work from home. D) employeesʹ flexible workdays are built around a core of midday hours. E) employees can choose the number of hours that they want to work each month over the next year.

8) Strategic plans are created and carried out by: A) Human Resources personnel. B) a CFO. C) a Board of Directors. D) a CEO. E) people.

Consider an employee who (a) is only concerned with distributive justice, but not other aspects, and (b) believes she is working harder than her co-workers but getting paid the same. The employee's manager should expect her to... (you must check all that apply) A. ...do nothing. B. ...complain about the fairness of the policies for determining pay. C. ...reduce her effort to match that of her co-workers. D. ...ask for a raise. E. C, D

Economics highlights worker self-interest. This is important for raising managerial awareness of... (you must check all that apply) A. Strategic use of private information B. Shirking and loafing C. Principal-agent problems D. Shareholder value E. A, B & C

Employees generally want the same out of the review process as managers do. Which of the following represents what employees want from the review process? A. Writing their own Job descriptions. B. Feedback on a regular basis. C. Job enrichment and career opportunities. D. Involvement in goal setting. E. B, C, D

Employees who want work flexibility: A. Might prefer to work on a part-time schedule B. Are lazy and do not want to work very hard C. Are sometimes people dealing with family emergencies D. Could be anyone. Almost all of us need work flexibility at some point E. A, C, D

Feedback is a key ingredient in helping employees grow. Without feedback it is difficult to understand areas for development. Which of the following costs do we suffer when we do NOT give employees feedback?" A. Employees have an inaccurate perception of their performance. B. Chronic poor performance. C. Consistent lateness. D. Employees are not given direction on "development opportunities" (areas to improve). E. A, B, D

For recognition to be effective it should: A. Recognize something important B. Be done in a way that is meaningful in the culture C. Include a cash award D. Be given by the CEO E. A, B

From an employee's perspective, non-monetary rewards are: A. Valuable to each employee based upon their preferences B. Hard to understand C. A nuisance, and take up valuable time at work D. Important, and might include a good company reputation E. A, D

If workers behave in ways consistent with standard economic models, solution(s) to principal-agent problems include... (check all that apply) A. Financial incentives B. Monitoring C. Autonomy D. Peer pressure E. A & B

In implementation, non-monetary rewards program designs: A. Can be formal, and set up by the company, likely including written guidelines or practices B. Should be very formalized, and include many details, options and approvals C. Can be informal, and set up between a manager and the employee D. Must be kept confidential, and implemented occasionally E. A, C

Managers should... (check all that apply) A. Take all the credit. B. Set appropriate performance objectives and help them achieve these objectives. C. Micro-manage their team and assume they know best. D. Determine the knowledge, skills, and abilities (KSA) required of their team. E. B, D

Managers should... (you must check all that apply) A. Hire and/or develop staff with the needed the knowledge, skills, and abilities (KSAs). B. Overlook the importance of humility, civility, and integrity. C. Do everyone else's job. D. Recognize and reward performance. E. A, D

Marginal analysis from economics teaches managers... (you must check all that apply) A. ...to think about the additional benefit compared to the additional cost of a possible managerial decision. B. ...that it's particular challenging to motivate someone when the last extra hour that you want someone to work is right on the edge of whether they want to work more or not. C. ...that what it takes to hire or retain the last needed worker strongly influences compensation and other elements of the job for everyone in that position. D. Work is a lousy activity tolerated to earn income. E. A, B & C

Norms or peer pressure can come from many sources, including... (you must check all that apply) A. ...the worker as an individual. B. ...work group. C. ...organization. D. ...country. E. B, C & D

One of our lectures discussed the "3 R's" as a model for civility. This was a way to strengthen the organization's cultural immunity system. Which of the below is/are sign(s) of respect? (choose all that apply) A. Pro-activity. B. Inclusion of others. C. Active listening. D. Direct communication with positive tone and non verbals. E. B, C, D

Select all of the examples of a core competency A. Relationship Management B. Leadership and Navigation C. Ethical Practice D. Communication E. A, B, C, D

Select the factors that affect global markets A. education-human capital B. culture C. political-legal system D. US unemployment rate E. A, B, C

The question of whether employers and employees really are economic and legal equals is... (you must check all that apply) A. ...the subject of intense debates going back more than 100 years. B. ...an issue that is largely ignored in pluralist, Marxist, radical, and critical critiques of approaches that favor labor market competition for setting wages and other terms and conditions of employment. C. ...an issue that is largely ignored in high-road HR strategies. D. ...important because it determines whether or not employees need the protection of laws and labor unions. E. A, C & D

There are a number of pro's and con's for multi-rater feedback. Which of the following are reasons why we might wantto usemulti-rater feedback? A. It reduces manger's workload, because they will not be the only one involved in the performance review process. B. Multi rater feedback provides a platform for managers to discuss difficult issues. C. Multi rater feedback decreases potential bias. D. Employees will have a chance to receive feedback from other people besides their managers. E. B, C, D

To promote intrinsic motivation among workers they manage, managers should promote which needs? (you must check all that apply) A. Autonomy B. Competence C. Financial security D. Social belonging E. A, B & D

U.S. labor law... (you must check all that apply) A. ...protects the right of employees to strike in all occupations, including in the entire public sector. B. ...protects workers joining together to increase their bargaining power and exercise voice, even without the presence of an actual labor union. C. ...requires organizations to bargain in good faith with labor unions that represent a majority of workers. D. ...provides for orderly procedures for determining when workers want to be represented by a union. E. B, C & D

Unjust dismissal laws typically restrict the discipline and discharge of employees unless this is related to... (check all that apply) A. ...a lack of work. B. ...faulty information. C. ...a desire to lower labor costs. D. ...job performance. E. A, D

What does the offer package consist of? Check all that apply A. Offer Letter B. Employee Agreement C. Job Description D. Training Manual E. A, B, C

Which of the following are effective strategies to minimize legal issues in performance management? A. Have HR and/or senior managers provide oversight of final reviews. B. Provide calibration training to managers who conduct reviews. C. Inflate employee ratings to make employees look good. D. Provide training that contains insight on rater errors and why they occur. E. A, B, D

Which of the following are elements of Taylorism, also knowns as scientific management? A. Jobs should be broken into small, standardized, repetitive tasks B. To motivate workers, getting the human conditions of work are just as important as getting the technical conditions right. C. Managers should drive workers through strict motorning, discipline, and even threats. D. Managers, not workers, are seen as having the knowledge and expertise to find the one best way to do each job. E. A&D

Which of the following are examples of a Key Performance Indicators? A. Total dollar value of sales generated B. Average customer service score C. Year-end bonus D. Units produced E. A, B, D

Which of the following are reasons why you should talk with your new hire about your organization's performance review system during the early days of onboarding? A. Such a discussion will help the new hire know what is expected in the position. B. Such a discussion will create a communication channel for you and the new hire. C. Such a discussion helps both you and the new hire to think about what documentation you will want to collect for the review. D. Such a discussion creates a sense of longevity with the organization for the new hire as they begin to think of the future early on in their career. E. All of the above.

Which of the following are required for HR to be strategic? (check all that apply) A. HR needs to be an expert in every business function. B. HR tasks are primarily the responsibility of an HR staff person, perhaps with input from line managers. C. HR is focused on organizational needs, not just on the administration of HR policies. D. HR tasks are a line manager's responsibility, with help from an HR partner. E. C&D

Which of the following are solutions to labor shortages? A. Temporary labor B. Outsource C. Reassign Work D. Replace with Technology E. All of the Above

Which of the following are tips for minimizing rater errors? A. Hire managers who have experience. B. Managers Justify ratings. C. Monitor across departments and manager for overall consistency. D. Oversight by others in the organization (HR - Senior managers). E. B, C, D

Which of the following are unintentional errors? A. Sampling error. B. Strictness error. C. Varying standards. D. Recency / Primacy. E. A, C, D

Which of the following should be a part of a general performance discussion? A. Contain a recap of prior discussions. B. Discuss both past and future behavior. C. Set clear expectations for the employee and the position. D. Add new data to surprise the employee. E. A, B, C

Which of the following statements about tournament incentives is accurate? A. Tournament incentives work well when employees work together in teams B. Tournament incentives help maintain the effectiveness of incentives when outside factors affect many employees' productivity C. Tournament incentives promote competition between employees D. Tournament incentives encourage employees to share best practices. E. B, C

Which of the following were described as intentional errors when rating employees? A. Assigning additional "traits" to an employee. B. Being a "tough grader." C. Rating everyone the same. D. Being an "easy grader." E. B, C, D

Which of the following would be considered "organizational civility dividends" resulting from a positive workforce culture?" A. Increased share price. B. Increased employee turnover. C. Employer of choice. D. Customers as promoters. E. A, C, D

Which of the following would increase recruiter effectiveness? A. Diversity and Sensitivity Skills B. Timely Feedback C. Working Alone D. Great Communication Skills E. A, B, D

Which one of these is NOT a cost when replacing an employee? A. Separation costs B. Vacancy costs C. Replacement costs D. Training costs E. Performance costs

When determining the best way to motivate employees, why shouldn't managers rely solely on HR staff for directions. A. It's not a manager's job to motivate workers, they should be self-motivated. B. HR is just a pencil-pushing function. C. Managers know their employees best. D. People are unique so there are various drivers of motivation. E. Work can mean different things to different people, so there are various drivers of motivation. F. C, D & E

59) HR began to integrate with other business-related systems with the move towards enterprise-wide systems.

FALSE

67) The growing emphasis on education and human capital reflects several social and economic factors, such as the increase in primary-sector employment.

FALSE

91) A labour surplus exists when the internal supply of employees exceeds the organizationʹs demand. Most employers respond initially by terminating employment.

FALSE

62) Investigating management considerations for purchasing an HRIS is carried out during the RFP stage of the selection process.

FLASE

Which of the following typically features of a high-road HR strategy? A. Unquestioned supervisor authority. B. Above-average pay and benefits. C. Employees training D. Law levels of profitability. E. Labor or trade unions. F. Employees autonomy and discretion G. B, C&F

68) Recent research indicates that there is a strong positive relationship between employee engagement and organizational performance.

TRUE

68) The HR function, with its newly developed strategic focus, is expected to demonstrate a measurable impact on business results.

TRUE

68) Work simplification can increase operating efficiency in a stable environment.

TRUE

70) Employers are expected to accommodate to the point of undue hardship.

TRUE

72) Some jurisdictions prohibit harassment on all proscribed grounds, while others only expressly ban sexual harassment.

TRUE

94) Flextime is a plan whereby employeesʹ flexible workdays are built around a core of midday hours.

TRUE

QN=10 Which of the following statements about pay bands is NOT true? a. They typically span multiple non-contiguous grades within the same ladder (e.g. associates are levels 1-3 and 7-9). b. They typically combine multiple contiguous grades. c. They typically combine jobs that are roughly similar in job level, prestige, and pay.

QN=10 Why is job analysis an important process? a. Because it puts work tasks together into sensible jobs and identifies job requirements that serve as the basis for hiring employees. b. Because it provides a performance rating for each employee that serves as the basis for compensation and rewards. c. Because it reveals the strengths and weaknesses of employees that serve as the basis for training employees and establishing developmental goals.

QN=11 Performance reviews have a number of purposes, which of the following would NOT be considered a purpose of the performance review? a. To build a case against an employee in order to terminate the employee. b. Platform for feedback. c. Identifies areas for development. d. Motivational tool.

QN=11 True or False: Training is important to creating an effective recruiter a. True b. False

QN=12 Which of the following scenarios illustrates the halo bias? a. The evaluator knows that the employee has EXCELLENT reliability. This contaminates his ratings for the employee's technical skills, customer service skills, and willingness to help others. The latter ratings are now biased UPWARD. b. The evaluator knows that the employee has POOR technical skills. This contaminates her ratings for the employee's reliability, customer service skills, and willingness to help others. The latter ratings are now biased UPWARD. c. The evaluator knows that the employee has POOR technical skills. This contaminates her ratings for the employee's reliability, customer service skills, and willingness to help others. The latter ratings are now biased DOWNWARD. d. The evaluator knows that the employee has EXCELLENT reliability. This contaminates his ratings for the employee's technical skills, customer service skills, and willingness to help others. The latter ratings are now biased DOWNWARD.

QN=14 Which of the following components of feedback is considered ineffective (avoid this)? a. Feedback should be given in the form of a feedback "sandwich" (e.g. You did great, but ...). b. Identify consequences for not improving performance. c. Feedback must be verifiable. d. Give feedback privately.

QN=18 Which of the following are considered intentional errors in the performance evaluation process? a. Leniency and strictness errors. b. Similar to me / different from me errors. c. Recency / primacy effect errors. d. Sampling error.

QN=18 Which of the following beliefs underlies high-road human resources strategies? a. The interests of an organization and its employees can be aligned. b. Labor markets work reasonably well in allocating and rewarding workers. c. The employment relationship is characterized by some important conflicts of interest between an organization and its employees.

QN=19 Which of the following beliefs typically underlies low-road human resources strategies? a. A business serves society best by satisfying market demand for its goods and services and providing high financial returns for shareholders. b. Corporations are a part of society and should serve not just shareholders and customers, but other stakeholders, too.

QN=20 Which of these employees is most likely to receive a stock option that is qualified under the IRS Code Section 409A, meaning that any incentives would qualify as an incentive stock option (ISO)? a. A Chief Financial Officer whose compensation package includes a stock option grant. b. A programmer whose compensation package includes a stock option grant. c. A barista who participates in his employer's employee stock option purchase program.

QN=21 The reasoning behind the quote "culture eats strategy for breakfast" is best described as: a. Culture will undermine the strategy if employees are not on board. b. Culture is far more important than any strategy. c. Senior managers do not value strategy.

QN=23 Economic theory predicts that if an employer pays a fixed wage or salary rather than performance-based pay, workers will... a. shirk b. complain c. work hard d. quit

QN=23 Firm based competencies are... a. How well will the candidate fit into the organizational culture b. The specific capabilities that the job will require over the next few years c. The candidate has the skills to lead his or her prospective team, and how do they overlap with other members' skills

QN=27 How can you avoid bias? a. Training b. You cannot avoid bias c. Using one assessor

QN=27 True or false: When evaluating a signal of private information, it's important to consider whether the signal is easy for others to imitate. a. True b. False

QN=28 Pierre's pension plan allows him to choose the amount of his contribution and how his contributions are invested. The better his chosen investments perform, the more money he'll have in his plan's account when he retires. This is an example of what kind of a pension plan? a. Defined Contribution (e.g. 401k) b. Social Security c. Defined Benefit

QN=29 It is useful for managers to understand what affects labor supply because... a. ...this helps managers understand workers' decision-making processes about where and when to work, and under what conditions. b. ...this helps managers understand what might happen if the organization needs to add more employees to supply more goods to its customers.

QN=29 Which of the following is generally regarded as a best practice? a. Shifting the allocation of a pension fund away from stocks and toward investment grade bonds as workers approach retirement age. b. Actively picking individual stocks with a pension fund. c. Choosing funds with high management fees.

QN=30 True or False: A job description should be included in the offer package a. True b. False

QN=32 "Good performance management is the single largest contributor to organizational effectiveness." True or False. a. True b. False

QN=33 True or False: While there are many sources of culture difference in performance management, they are many key principles that are culture "neutral." a. True b. False

QN=34 True or false: To promote positive job attitudes, managers should only be concerned with the characteristics of each job. a. False b. True

QN=34 Which of the following was NOT listed in the lecture as an example of culture types? a. Group b. Collectivist c. Individualistic

QN=37 Which of the following was listed as a design element for performance management systems? a. Top Management buy in. b. Frontline buy in. c. Non comprehensive - used for non senior management positions

QN=38 Can things go wrong with non-monetary reward programs? a. Yes, despite best intentions. b. Maybe, but you have to be very unlucky c. Not really. Problems mostly occur in cash compensation programs

QN=40 Norms or peer pressure can come from many sources, EXCEPT a. ...the worker as an individual. b. ...work group. c. ...organization. d. ...country.

QN=41 Which of the following IS NOT a role of HR in the performance management planning process? a. Ongoing feedback. b. Developing performance standards. c. Conduct performance management training for managers. d. Review job descriptions.

QN=47 Which of the following statements about benchmarking is FALSE? a. When some external jobs match best on job titles, and other external jobs match best on job descriptions, then it's better to benchmark on job titles rather than job descriptions. b. Ideally, benchmarks should match educational requirements of the organization's job with the educational requirements of the external benchmark's job. c. The US Bureau of Labor Statistics produces estimates of pay in different occupations. d. Some external benchmarks are better than others, and when calculating the benchmark average, you may put extra weight on better benchmarks.

QN=48 Suppose your organization wants to match pay on the external labor market. Which one of these statements is TRUE? a. The typical job entrant without experience will begin below the market median pay for that job. b. The typical job entrant without experience will begin at the market median pay for that job. c. The typical job entrant without experience will begin above the market median pay for that job.

QN=48 True or false: Employment-at-will is useful as a functional benchmark for managers to think about what they can and cannot legally do as a manager. a. True b. False

QN=5 Which of the following is not an example of labor being a derived demand? a. Offering flexible work schedules because this is what workers with family responsibilities want. b. Offering flexible work schedules because customers with family responsibilities want extended hours of operation. c. Offering flexible work schedules because customers do not expect immediate responses to their inquiries.

QN=52 One of the characteristics of performance objectives is that they should be limited to 3 to 5 maximum. Why is this an important? a. More objectives would make it difficult to convey a strong sense of priority for the desired objectives. b. None of the other c. It is too hard to come up with more than three objectives.. d. Employees don't like a lot of objectives because they have to work harder.

QN=52 True or false: In the United States, there are no federal requirements for sick leave, paid holidays or vacations, or breaks, but some states require breaks based on time at work. a. True b. False

QN=53 Which statement best describes the difference between a performance standards and performance objectives? a. Performance standards effect all employees in a single position while objectives are unique to the individual. b. There is no difference. c. Performance standards are unique to the individual, objectives effect all employees in a single position.

QN=54 True or false: Many countries outside of the United States have greater protections against unjust dismissal, require employment contracts, and mandate a variety of leave benefits. a. True b. False

QN=54 Which of the statements about pay policy lines are TRUE? a. They go through the midpoints of the pay ranges. b. They go through the tops of the pay ranges. c. They go through the bottoms of the pay ranges. d. They are only used to benchmark pay for the middle grades, and are not used to determine pay at high or low grades.

QN=56 If you were to select (in order) the best performer, then the worst, the second best and then the second worst until you met in the middle you would be using which of the following methods? a. Alternating rank ordering. b. Simple rank order. c. Forced distribution. d. MBO's.

QN=56 Which of the following statements about merit-based raise criteria are TRUE? a. Merit-based raise criteria would typically give the largest raises to people low in the pay range, and with high evaluations. b. Merit-based raise criteria cannot avoid paying people above the maximum of the pay range. c. Merit-based raise criteria would typically give the largest raises to people high in the pay range, and with high evaluations.

QN=57 Which of the following pay structures pays employees a premium for additional occupational licenses and education? a. Skills-based structures b. Competency-based structures c. Job-based structures

QN=63 In advance of a measurement period, a performance evaluation sets specific performance targets for employees, and ties pay to the achievement of those targets. This evaluation is an example of a. Management by Objectives (MBO) b. A Realistic evaluation c. Critical Incidents evaluation d. Behaviorally-Anchored Rating Scale (BARS)

QN=65 True or false: Setting compensation incentives involves finding the right balance between risk and insurance. a. True b. False

QN=68 One of the easiest and most cost effective ways to build employee confidence, develop competence and improve performance is to give your employees feedback on a regular and ongoing basis. True or False? a. True b. False

QN=70 Which of the following IS NOT an unintentional error? a. Strictness error. b. Sampling error. c. Varying standards. d. Recency / Primacy.

QN=71 Which of the following IS NOT an effective strategy to minimize legal issues in performance management? a. Inflate employee ratings to make employees look good. b. Have HR and/or senior managers provide oversight of final reviews. c. Provide calibration training to managers who conduct reviews. d. Provide training that contains insight on rater errors and why they occur.

QN=73 Providing training to employees who have performance issues is an effective way to minimize legal risk. True or false? a. True b. False

QN=76 True or false: A manager should use employee engagement scores for his/her work group over time and in comparison with other work groups to watch for warning signs of problems in the work group. a. True b. False

QN=78 According to the statistic in the lecture, 50% of US employees have stated they were bullied or witnessed such behaviors. True or False? a. True b. False

QN=9 Which of the following training topics would help to best solve an issue of favoritism in the review process? a. Rater error training. b. Training on documenting performance. c. Handling difficult performance discussions. d. Performance review training.

QN=91 Non-monetary rewards are best when: a. The company tailors them to their own unique needs and values b. They only include the most common non-monetary rewards found at other companies c. Everyone can participate all the time

QN=92 Non-monetary rewards: a. Are worth it. Go for it! b. Can cause too many problems and should be avoided c. Generally lead to employee dissatisfaction

QN=64 If workers behave in ways consistent with standard economic models, solution(s) to principal-agent problems include... (check all that apply) a. Financial incentives b. Monitoring c. Autonomy d. Peer pressure

QN=12 Employees generally want the same out of the review process as managers do. Which of the following represents what employees want from the review process? a. Job enrichment and career opportunities. b. Feedback on a regular basis. c. Involvement in goal setting. d. Writing their own Job descriptions.

abc

QN=17 Feedback is a key ingredient in helping employees grow. Without feedback it is difficult to understand areas for development. Which of the following costs do we suffer when we do NOT give employees feedback?" a. Employees are not given direction on "development opportunities" (areas to improve). b. Chronic poor performance. c. Employees have an inaccurate perception of their performance. d. Consistent lateness.

abc

QN=25 What laws apply to background checks? Select all that apply a. Ban the Box b. Fair Credit Reporting Act c. EEOC d. None of the other

abc

QN=36 Employees who want work flexibility: a. Might prefer to work on a part-time schedule b. Are sometimes people dealing with family emergencies c. Could be anyone. Almost all of us need work flexibility at some point d. Are lazy and do not want to work very hard

abc

QN=53 U.S. labor law... (you must check all that apply) a. ...requires organizations to bargain in good faith with labor unions that represent a majority of workers. b. ...protects workers joining together to increase their bargaining power and exercise voice, even without the presence of an actual labor union. c. ...provides for orderly procedures for determining when workers want to be represented by a union. d. ...protects the right of employees to strike in all occupations, including in the entire public sector.

abc

QN=22 Marginal analysis from economics teaches managers... (you must check all that apply) a. ...that it's particular challenging to motivate someone when the last extra hour that you want someone to work is right on the edge of whether they want to work more or not. b. ...that what it takes to hire or retain the last needed worker strongly influences compensation and other elements of the job for everyone in that position. c. Work is a lousy activity tolerated to earn income. d. ...to think about the additional benefit compared to the additional cost of a possible managerial decision.

abd

QN=23 One of our lectures discussed the "3 R's" as a model for civility. This was a way to strengthen the organization's cultural immunity system. Which of the below is/are sign(s) of respect? (choose all that apply) a. Active listening. b. Inclusion of others. c. Pro-activity. d. Direct communication with positive tone and non verbals.

abd

QN=28 Economics highlights worker self-interest. This is important for raising managerial awareness of... (you must check all that apply) a. Strategic use of private information b. Shirking and loafing c. Shareholder value d. Principal-agent problems

abd

QN=30 The question of whether employers and employees really are economic and legal equals is... (you must check all that apply) a. ...an issue that is largely ignored in high-road HR strategies. b. ...the subject of intense debates going back more than 100 years. c. ...an issue that is largely ignored in pluralist, Marxist, radical, and critical critiques of approaches that favor labor market competition for setting wages and other terms and conditions of employment. d. ...important because it determines whether or not employees need the protection of laws and labor unions.

abd

QN=37 In implementation, non-monetary rewards program designs: a. Can be informal, and set up between a manager and the employee b. Should be very formalized, and include many details, options and approvals c. Can be formal, and set up by the company, likely including written guidelines or practices d. Must be kept confidential, and implemented occasionally

QN=50 From a pluralist industrial relations perspective, laws are needed to balance efficiency, equity, and voice because... (you must check all that apply) a. ...conflicts of interests in the employment relationship mean that managers cannot be relied on to look out for the welfare of employees. b. ....the interests of employees are more important than the interests of employers. c. ...employers typically have greater bargaining power than individual employees.

QN=85 In the "quilt of civility" one of the items was workplace design. Which of the following were mentioned as part of workplace design? a. What is on the walls in the organization. b. Geographic Locations. c. Cubes vs offices.

QN=33 To promote intrinsic motivation among workers they manage, managers should promote which needs? (you must check all that apply) a. Competence b. Financial security c. Social belonging d. Autonomy

acd

QN=34 For recognition to be effective it should: a. Recognize something important b. Include a cash award c. Be given by the CEO d. Be done in a way that is meaningful in the culture

QN=57 Which of the following are typically features of a high-road HR strategy? (you must correctly check all that apply). a. Employee autonomy and discretion b. Unquestioned supervisor authority c. Labor or trade unions d. Above-average pay and benefits e. Low levels of profitability f. Employee training

adf

QN=11 Which best describes the foundational assumptions of Taylorism, also known as scientific management? a. To manage workers effectively, managers need to pay attention to psychological and social conditions, not just technical conditions. b. Workers want to earn income in the most efficient way possible, but it is managers who best know how to structure work tasks to fulfill this goal. c. Workers are diverse so they need to be managed in ways tailored to their own goals and values. d. Business owners are industrious, ambitious, thrifty, and sober; workers are not.

QN=19 Inclusion is about... a. quantity b. quality c. quantity and quality d. none of the other

QN=19 Managers sometimes inflate and deflate ratings for various reasons. Which of the following best describes the actual impact of rater inflation / deflation (i.e. a reason why we should NOT inflate/deflate ratings)? a. Inflating ratings will give a well deserved raise and will increase performance. b. Inflating ratings does not give employees to get accurate feedback. Thus, the employee is denied the opportunity to actually improve performance. c. Deflating employee errors will teach employees a lesson and send a message that you are a tough manager. d. Inflating rating will create better performance because the employee will feel better.

QN=19 When an employee joins her organization, she gets an option to purchase 1000 shares with a strike price of $2 per share, and these shares vest over four years. One year later, the stock price is $3 per share. Two years later, the stock price is $4 per share. The employee then quits and exercises any vested options. Which of the following statements is true? a. The employee exercises the option, purchasing 250 shares at $3 per share, and 250 shares at $4 per share. b. The employee exercises the option to purchase 500 shares, paying $2 per share. c. The employee exercises the option to purchase 1000 shares, paying $4 per share. d. The employee exercises the option to purchase 500 shares, paying $4 per share. e. The employee exercises the option to purchase 1000 shares, paying $2 per share. f. The employee cannot exercise any options.

QN=26 True or False: Users are encouraged to use selection procedures which are just valid. a. True b. False

QN=26 True or false: Principal-agent problems can always be solved by additional monitoring. a. True b. False

QN=27 Li Li's pension fund mandates that she will receive $1800 per month for the rest of her life. This is an example of what kind of fund? a. Defined Contribution (e.g. 401k) b. Defined Benefit c. Simplified Employee Pension

QN=27 Which of the following organizational strategies is most effective in building a positive culture? a. Innovation b. Strengths based / Appreciative inquiry approach c. Product excellence

QN=28 "What would you do if an employee lied to you" is an example of what kind of interview question? a. Knowledge b. Situational c. Behavioral d. Other

QN=29 Building civility into the fabric of your HR practices is the key to linking performance and culture. Which of the following was NOT part of the fabric? a. Treat the employee with respect during the termination process. b. Have your marketing plan include culture. c. Have recruiters include culture in the recruiting materials. d. During exit interviews ask the question of why the started to look elsewhere.

QN=3 True or false: Work is what it is. Some jobs are lousy, but we can't do anything to change that. a. True b. False

QN=31 The toolset for performance management includes all of the following EXCEPT: a. Providing positive and corrective feedback b. Definition of managing people c. Setting clear expectations with the employee d. Building development plans

QN=36 To derive personal identity from belonging to an occupation, employees will... a. ...not worry about conforming to societal or peer expectations for that occupation. b. ...behave in ways that conform to societal or peer expectations for that occupation, even if the organization wishes them to behave differently. c. ...behave in ways that conform to societal or peer expectations for that occupation, unless the organization wishes them to behave differently.

QN=38 Workforce planning and succession planning data is the only useful data form performance management systems. True or False? a. True b. False

QN=39 Managers should only apply insights from psychology after they examine their workers and see... a. ...self-interested individuals working for money. b. ...individuals focused on obtaining intrinsic rewards and avoiding frustration. c. ...conscious-status individuals who are also concerned with norms or peer pressure.

QN=4 Mainstream economic theorizing sees work as a lousy activity that workers tolerate in order to earn income. One way that work is seen as lousy is as a pain cost (e.g., hot, dangerous, boring, stressful). A second way is as an _________ cost. a. pain b. opportunity c. real d. production

QN=40 Which of the following is NOT part of strategic performance management? a. Multi-rater assessment. b. The performance review. c. Annual feedback sessions. d. Performance planning.

QN=42 True or false: Because of biological differences, women are naturally suited to care for others, and this justifies an enduring, unequal sexual division of labor. a. True b. False

QN=43 Training programs: a. Rarely work when it involves oversight from someone else b. Can be on-the-job, or in a classroom c. Are expensive and generally do not work

QN=44 In the Case Study in the video regarding the strategy change in financial institution, the role of HR in implementing the new strategy was discussed. Which of the following actions was the role of the senior management team and NOT HR? a. Revised recruiting to incorporate new strategy. b. Conducted organizational SWOT analysis. c. Revised training to incorporate new strategy. d. Revised job descriptions to incorporate new skills and job requirements associated with new strategy.

QN=46 When defining performance we focus on: a. Results. b. Behaviors.

QN=5 True or False: external hires are 81% more likely to be fired from their new jobs than were those who had been promoted from within the firm a. True b. False

QN=61 Organizations depend on performance review data for many reasons. Which of the follow is an example of an organizational use of performance review data? a. individual development and growth plans. b. leadership development and succession planning. c. individual training plans. d. individual compensation increases.

QN=62 True or false: No matter how one thinks the employment relationship works, high-road HR strategies are always seen as desirable. a. True b. False

QN=63 Performance reviews should only be about rewarding employees. True or False a. True b. False

QN=65 Which of the following statements about tournament incentives is accurate? a. Tournament incentives encourage employees to share best practices b. Tournament incentives helps maintain the effectiveness of incentives when outside factors affect many employees' productivity c. Tournament incentives work well when employees work together in teams

QN=66 True or false: To overcome problems of private information, organizations can only use screening strategies, not signaling strategies. a. True b. False

QN=7 True or false: No matter how one thinks the employment relationship works, high-road HR strategies are always seen as desirable. a. True b. False

QN=71 Which of the following statements about non-qualified stock options (NQSOs) is accurate? a. Employers cannot deduct NQSOs as a business expense, employees do not pay taxes when they exercise NQSOs. b. Employers can deduct NQSOs as a business expense, employees do pay taxes when they exercise NQSOs. c. Employers cannot deduct NQSOs as a business expense, employees do pay taxes when they exercise NQSOs. d. Employers can deduct NQSOs as a business expense, employees do not pay taxes when they exercise NQSOs.

QN=82 True or false: Managers should manage defensively such that they primarily try to avoid legal action. a. True b. False

QN=20 Most individuals in modern societies need to work for pay in order to survive. So this means that which of the following are important for managers? (you must check all that apply) a. People only work for money (that is, money is the sole motivator for all workers). b. Financial stress can take on extra meaning in the workplace. c. Work can seem like a curse (the way it's always been, the way it will always be).

QN=43 For managers, what is the relevance of seeing work as caring for and serving others? (you must check all that apply) a. Caring for and serving others isn't real work so it has little to do with managers. b. Workers who value caring or serving might be demotivated if they feel that these meanings of work are devalued by an organization or a society. c. Workers who value caring or serving might be motivated if a manager provides opportunities for fulfilling these goals, either directly or indirectly.

QN=45 When managing in a unionized workplace, managers should... (you must check all that apply) a. Blame the union if the relationship is adversarial or uncooperative. b. Respect employee voice and the bilateral nature of the relationship with unions. c. Follow any required bargaining or consultation procedures.

QN=15 Which of the following are desired characteristics in the person selected to give feedback in the multi-rater process? a. Increases legal liability because non-managers are involved in the process. b. Someone who has observed the employees behavior. c. Someone who will be brutally honest with the employee. d. Conveys a strong commitment to the performance management process.

bcd

QN=16 There are a number of pro's and con's for multi-rater feedback. Which of the following are reasons why we might want to use multi-rater feedback? a. It reduces manger's workload, because they will not be the only one involved in the performance review process. b. Employees will have a chance to receive feedback from other people besides their managers. c. Multi rater feedback decreases potential bias. d. Multi rater feedback provides a platform for managers to discuss difficult issues.

bcd

QN=26 Which of the following would be considered "organizational civility dividends" resulting from a positive workforce culture?" a. Increased employee turnover. b. Employer of choice. c. Increased share price. d. Customers as promoters.

bcd

QN=25 Which of the following are possible unintended consequences using financial incentives to motivate workers? (you must check all that apply) a. Employees worker harder than without incentives b. Reduced non-monetary (Intrinsic) motivation c. Overstimulation d. "If you don't like it, quit" e. Poor teamwork f. "What gets measured gets done"

bcef

QN=6 Which of the following are required for HR to be strategic? (check all that apply) a. HR tasks are primarily the responsibility of an HR staff person, perhaps with input from line managers. b. HR is focused on organizational needs, not just on the administration of HR policies. c. HR needs to be an expert in every business function. d. HR tasks are a line manager's responsibility, with help from an HR partner.

QN=11 Employees who receive high performance evaluations for their prior year's accomplishments are awarded a fixed cash award. This is an example of tying evaluations to what element of the pay mix? a. Non-Monetary b. Long Term Incentives c. Short Term Incentives d. Perks e. Base pay

QN=16 Economists say that labor is a derived demand. Why is this concept important for managers to understand? a. Because strategies, policies, and tactics for managing people are derived from a country's legal regulations. b. Because what employees demand can affect strategies, policies, and tactics for managing people. c. Because whatever affects demand for an organization's product or service can affect strategies, policies, and tactics for managing people.

QN=16 What is the purpose of an affirmative action plan? a. to fill a quota of minorities b. to punish employers c. to improve employment outcomes for groups that have been traditionally underrepresented

QN=21 Economic theorizing sees work as both a pain cost and an opportunity cost. This is useful for managers because... a. ...this means workers will never want to work hard. b. ...this means that there are never any psychological rewards from working. c. ...this means that managers have to compensate workers for these costs in order to get them to work hard.

QN=22 In one of our video lectures, we used a parking sign as potential symbol of culture. It read Reserved "Executive Parking Only" . What does this say about the culture of that organization? a. Employee focused. b. Customer focused. c. Hierarchy focused.

QN=25 Which of the following statements about the ACA health insurance exchange marketplaces are correct? a. All states have their own state-specific health insurance exchanges. b. All states participate in the health insurance exchange created by the federal government. c. Some states create health insurance exchanges, and other states defer to an exchange set up by the federal government.

QN=39 Which of the following was not listed as an external group impacted by an organizations performance management system? a. Families. b. Customers. c. Suppliers. d. Stockholders.

QN=4 Suppose your organization wants to match pay on the external labor market. Using surveys, you find that the median pay in the external market for that job is $35,000 per year. Which of the following is true? a. The bottom of the pay range for that job should be $35,000 per year. b. The top of the pay range for that job should be $35,000 per year. c. The typical employee for that job should earn about $35,000 per year. d. The cap in pay for employees in that job should end at $35,000 per year. e. Entry-level employees for that job should begin at $35,000 per year.

QN=45 According to the lesson, when looking at performance, we often use results _____________. a. to infer behavior. b. when behaviors are not easily observed. c. to infer behavior and/or when behaviors are not easily observed.

QN=48 You have an employee you know has done a good job in the past and has received good reviews. The job has not changed but lately their performance has not been good as before. Using the concept from class of "diagnose before you prescribe," which of the following would you focus on? a. Procedural Knowledge - I would have the employee review procedures. b. Declarative Knowledge - I would send the employee to training. c. Motivation - Coaching - I would have a discussion with the employee on why their performance has fallen off.

QN=49 Which of the following is NOT a best practice for compensation surveys, for the purposes of complying with anti-trust law? a. Making sure the data are sufficiently old. b. Making sure that no one big survey respondent is the main driver of the benchmark data. c. Administering the survey yourself.

QN=5 A strategic performance management system seeks to achieve which of the following? a. Allow employees to get larger increases. b. Become more effective in document performance for legal and administrative purposes. c. Align mission, strategy and values with team and individual goals. d. Become more efficient in the administrative functions of performance management.

QN=55 HR should do more than just make sure that managers are complying with organizational policies and with legal regulations. In other words, HR should not be the HR ______. a. managers b. regulators c. police d. supervisors

QN=63 One of the key concerns that emerges from economic analysis of workers is a concern with opportunism. Which is the best definition of opportunism? a. The cost that comes from missing an opportunity to do something. b. Not giving full work effort in one's job. c. Pursuing one's own self-interests even when they run counter to others' interests.

QN=64 When you need to have a difficult feedback discussion, which of the following should be TRUE of that discussion? a. Be sympathetic to the employee's issues. b. Enhance self-esteem. c. Include alternative behavioral options for the employee to improve upon.

QN=7 Which of the following is a positive impact of performance management on the employees as discussed in the lecture? a. Decreased motivation due to no flexibility in their jobs. b. All of the other. c. Better understanding of the job duties and performance standards. d. Larger increases in compensation.

QN=79 Employment-at-will DOES NOT require... a. That workers have the legal right to work for whoever they want, when they want, for whatever compensation they can obtain, and quit whenever they please. b. That organizations have the legal right to hire whoever they want, at whatever compensation workers will agree to, and fire workers at any time for any reason. c. That everyone who is willing to work is guaranteed a job.

QN=8 Which of the following is NOT an ongoing performance activities outlined in the strategic performance management model? a. Employee coaching. b. Monitoring employee performance. c. Discussing the Job descriptions. d. Two way communication on performance activities.

QN=80 Consider a company that has a relatively high degree of job security and a pay mix that benchmarks compensation at the 75th percentile for base pay and benefits. However, unlike competitors, it does not offer short-term incentives or long-term incentives. What message mostly is likely to accompany this pay mix? a. The company values individual performance. b. The company values employees who are risk-loving. c. The company values a loyal, stable, risk-averse workforce. d. The company values initiative and autonomy.

QN=81 Which of the following is not a hard cost of incivility to organizations? a. Increased absenteeism. b. Increased turnover. c. Decreased workers compensation claims.

QN=89 Benefits of an informal approach to non-monetary rewards DOES NOT include: a. The manager can often approve the non-monetary reward b. Implementation can be quick c. There are generally no issues of inequity across managers

QN=2 In the video lesson "The Many Meanings of Work," how many different ways of thinking about work were presented? a. One b. Two c. Five d. More than five

QN=2 When performance is aligned with mission, strategy and goals, it can have a positive effect on which of the following? a. Customer satisfaction b. Profitability c. Employee satisfaction d. All of the other answers are correct

QN=2 Which of the following statements about the Strategic Messaging Model is NOT correct? a. Messaging includes how we communicate the pay mix to employees. b. Mix includes relative allocation of compensation across the pay mix. c. Money includes the value of the total compensation package. d. In general, we choose our money, mix, and messaging before we choose whom we want to attract, retain, and motivate.

QN=20 Three of the following are typically components of "rater error training." Which of the following components is NOT a typical part of "rater error training" programs as discussed in our video lessons? a. Understand different types of rater errors/distortions and why managers commit these errors. b. Big picture overview of the performance management system. c. Calibration and frame of reference training. d. Understanding of the compensation system.

QN=24 Suppose that, for some condition, an insuree has a $1,000 deductible and 50% coinsurance until a $10,000 cap. The health care provider's fees amount to $600. What is the insuree's liability? a. $600 b. $0 c. $1,000 d. $300

QN=25 The hard costs of incivility are more easily quantifiable or identified. Which of the following is a hard cost of incivility? a. Difficulty hiring and attracting applicants. b. Quit and stay employees. c. Reputation in the market place. d. Costs of recruiting and retaining.

QN=28 Leaders in organizations that embrace civility are held accountable for all of the following EXCEPT: a. Modeling behaviors. b. Reinforcing desired behaviors. c. Coaching employees on positive behaviors. d. Ensuring attendance policies are enforced.

QN=31 Non-monetary rewards are: a. Always less important than cash compensation b. Always more important than cash compensation c. Only important when you are newly hired d. Important to both employees and employers

QN=33 When it comes to Non-Monetary Rewards, employers think: a. This is a big waste of time b. It will cost way too much money c. We can offer non-monetary rewards so that we can reduce employee compensation d. This might be a good way to show our company culture and values

QN=35 To help feel good about ourselves, we identify with certain groups and in doing so, we emphasize the positive nature of their own group ("in-group") compared to others ("out-groups"). Which of the following does not result from this. a. Inter-group conflict. b. Differences between those groups we identify with and those we do not are magnified. c. Discrimination against out-group members by in-group members. d. Free-rider problems in groups such that some group members do not fully contribute.

QN=39 The benefits of being an Employer of Choice DOES NOT include: a. Likely to have a great reputation b. Probably make it easier to recruit new employees c. Employees like working for your company d. Guarantees business success

QN=4 Senior management wants to develop a more strategic approach to performance management. Which of the follow shifts are needed to accomplish the transition? a. Have the managers drive the performance management program rather than just HR. b. Hold managers accountable for ongoing feedback for their employees. c. Use data to assess organizational strengths. d. All of the other answers are correct.

QN=40 Non-monetary rewards are: a. Very common, but often customized b. Valued by employees c. Valuable to employers d. All of the other

QN=42 As a manager you want to avoid the "perils" of ineffective performance management. Which of the following is NOT a peril associated with specifically with managers? a. Less motivated employees. b. Unfair / inconsistent performance ratings. c. More turnover in the department. d. Lower stock price.

QN=45 A job description for administrative assistants may include "answering the telephone and transferring calls" under: a. Job context b. Job title c. KSAs d. Job duties

QN=51 Which of the following is an example of an effective performance objective? a. Increase Sales b. Increase sales by 10% c. Increase sales by 10% by end of quarter d. Increase overall sales by 10% over last year by the end of this calendar year.

QN=52 Which of the following is TRUE about pay ranges? a. The pay range will give the difference in pay between two adjacent grades. b. The pay range will give the difference in pay between the least paid person in a grade and the second-least paid person in the pay grade. c. The pay range will give the difference in pay between the lowest grade and the highest grade. d. The pay range will give the difference in pay between the least-paid person in a grade and the most-paid person in that grade.

QN=55 The pay rates for the jobs that you benchmark are called: a. The pay structure's pay policy rates. b. The pay structure's grades. c. The pay structure's ranges. d. The pay structure's control rates.

QN=60 Which of the following should NOT be a part of a general performance discussion? a. Discuss both past and future behavior. b. Contain a recap of prior discussions. c. Set clear expectations for the employee and the position. d. Add new data to surprise the employee.

QN=62 When doing a employee performance review, which of the following is important to make sure it part of the review? a. Inflate the rating or be vague so the employee will not be demotivated. b. Focus mostly on past behavior so the employee realizes what a great job they have done. c. Delegate to the employee the task of determining how he/she will improve performance. d. Have a fair amount of focus on the future, as part of the discussion.

QN=65 "Feedback is like a shot" was talked about in the video. Why? a. We get shots once a year. b. Feedback, like a shot, should be given by a professional. c. We love getting feedback! d. Feedback helps us to get better.

QN=66 A factory line worker is paid a piecerate, or a rate per unit he or she produces. When the materials and components that the line worker receives are faulty, the line worker's performance suffers. This is an example of the a. Measurement problem b. Metering problem c. Alignment problem d. Control problem

QN=66 As a manager you want to get feedback from other sources (Multi rater feedback) with your sales employees who are located in store locations each with three other employees. Which of the following sources would you want to make SURE to get feedback from? a. Customers. b. Customers and employee. c. Customers and peers. d. Customers, peers and the employee.

QN=67 A call center wants to identify how many calls a customer service representative should take in a given hour. To do so, they use historical data, finding that a customer service representatives can be expected to service an average of six calls per hour. By benchmarking productivity, they are trying to solve a. The measurement problem b. The alignment problem c. The control problem d. The metering problem

QN=67 People who give multi rater feedback should do all of the following EXCEPT: a. Provide feedback that includes behavioral examples. b. Provide examples of positive behavior. c. Provide performance that was observed. d. Provide feedback on the employee's personality.

QN=69 Which of the following statement is TRUE? a. A share is only valuable if its price goes up. b. A dividend of "$1 per share" means you need to pay $1 to purchase a share of the stock. c. Both of the other. d. None of the other.

QN=72 Which of the following IS NOT a tip for minimizing rater errors? a. Oversight by others in the organization (HR - Senior managers). b. Monitor across departments and manager for overall consistency. c. Managers Justify ratings. d. Hire managers who have experience.

QN=76 What is not one of the 3 R's of Civility? a. Restraint. b. Respect. c. Responsibility. d. Reality.

QN=50 Suppose that a new technology makes coal mining much safer. What affect will this have on labor supply and labor demand? a. Labor supply will decrease b. Labor demand will decrease c. Labor demand will increase d. The labor supply and labor demand curves will both change e. Neither curve will change f. Labor supply will increase

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

13) Modern technological advances have put employersʹ access to, and monitoring of, information on a potential collision course with employeesʹ: A) privacy rights. B) rights and freedoms. C) access to information. D) human rights. E) need to know.

14) A company in the manufacturing sector terminated an employee because she was pregnant and 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.

14) A software firm has lost a major client and as a result must downsize its workforce. Which of the following is NOT a best practice in handling downsizing of the workforce? A) The human resources professional should decide where and when to deliver the notice in a group setting. B) Remaining employees should be told what effect the downsizing will have on them. C) Remaining employees should be told the reasons that the downsizing is happening. D) The human resources professional should review applicable group termination laws to determine how much notice is required. E) Department managers should be trained in delivering the tough news humanely

14) An employer tactic to minimize the problem of employeesʹ excessive use of sick days would include the following EXCEPT: A) increasing the number of sick days for employees. B) aggressively investigating all absences. C) holding cash prize lotteries for employees with perfect attendance. D) buying back unused sick leave at the end of the year. E) calling the absent employees at their homes.

14) The prevailing atmosphere or ʹʹinternal weatherʺ that exists in an organization and its impact on 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.

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

15) Every jurisdiction in Canada has an interlaced web of legislation, including: A) health and safety; human rights; labour relations; employment standards. B) health and safety; WHMIS; employment standards. C) health and safety; human rights. D) human rights; labour relations; employment standards. E) labour relations; employment standards.

15) Factors that should be considered when forecasting the number and type of people needed to meet 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.

15) The amount of time off provided for bereavement leave varies by jurisdiction, and also depends on: A) the closeness of the relationship between the employee and the deceased. B) the location of the funeral. C) the employeeʹs length of service. D) family circumstances. E) the reason for the death.

16) Joe Brown was hired by a manufacturing firm as a supervisor. During his first few weeks as a supervisor he realised 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.

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

17) The following issues should be included in a set of rules and regulations regarding discipline EXCEPT: A) transfer of oneʹs job. B) drinking on the job. C) destruction of company property. D) insubordination. E) theft.

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

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

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

19) In a behaviourally anchored rating scale there are critical incident anchors along the: A) performance rating scale. B) graphic rating scale. C) forced distribution scale. D) alternation ranking method scale. E) paired comparison scale.

2) The total rewards approach has arisen from the: A) changing business environment of the last several decades. B) organizationʹs business needs. C) executive boardroom. D) changing global economy. E) employeeʹs requirement for stability.

2) You have been hired as the new Executive Director of a child and family services agency and are considering implementing an employee orientation program at this organization. The benefits that this new program will likely bring to the organization include: A) making employees more productive more quickly and establishing a foundation for ongoing performance management. B) making employees more productive more quickly. C) promoting workforce diversity. D) legal compliance. E) affirmative action.

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

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

21) A summary performance appraisal discussion focuses on: A) problem solving. B) controlling. C) planning. D) developing people. E) administering.

21) Employee dismissal should occur only after action has been taken to: A) rehabilitate the employee. B) transfer the employee. C) suspend the employee. D) demote the employee. E) promote the employee.

22) Purposes of training needs analysis include the following EXCEPT: 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.

23) Selecting and implementing an HRIS can be time consuming as well as costly. Before an 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?

24) A system that supports enterprise-wide or cross-functional requirements, rather than a single 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.

24) Many experts believe that the psychological climate of the workplace affects: A) the accident rate. B) teamwork. C) the external environmental workforce. D) the management rights clause. E) labour relations.

25) A decision-making technique that involves a group of experts meeting face to face, which can be 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.

25) Employers provide supplementary health care/medical insurance to provide protection for employees against the following costs EXCEPT: A) physicianʹs fees. B) medical supplies. C) private duty nursing. D) prescription drugs. E) physiotherapy.

26) Common health-related insurance plans other than supplementary health care/medical insurance include the following: A) vision care; hearing aids; dental care. B) vision care; physiotherapy. C) group legal insurance. D) vision care; psychological counseling; dental insurance. E) chronic illness benefits; vision care; dental care.

26) The job evaluation method that rates each job relative to all other jobs, usually based on some overall factor like ʺjob difficulty,ʺ is the: A) ranking method. B) classification method. C) critical incidence method. D) point method plan. E) factor comparison method.

26) Which of the following is true of mentoring programs? A) An effective program supports organizational strategy by retaining future leaders. B) They are costly to implement. C) They are required in order to motivate senior employees to mentor. D) Research shows no significant correlation to employee commitment. E) They provide benefits to protégés only.

28) The type of job evaluation method where the groups are called classes if they contain similar jobs is called the: A) job classification method. B) ranking method. C) factor comparison method. D) point method. E) Hay plan method.

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

29) The following are problems that are typically encountered when an organization uses the MBO method of performance appraisal EXCEPT: A) measurable objectives. B) unmeasurable objectives. C) unclear objectives. D) tug of war concerning objectives between supervisor and employee. E) time-consuming procedures.

3) A total rewards approach considers: A) individual reward components as part of an integrated whole. B) cost constraints. C) compensation and benefits together. D) business strategy. E) employee value

3) Aziz is the human resources professional at a consulting engineering company. He has been asked by the executive team to suggest incentives that would most likely motivate the junior engineers who have recently graduated from university and are generally in their mid to late 20ʹs. Which of the following should Aziz suggest? A) paid time off to volunteer for charitable organizations B) a luxury cruise C) on-site elder care D) high-end fitness equipment E) on-site day care

3) Which of the following covers the joint responsibility shared by workers and employers to 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

30) When it comes to performance appraisals, most firms combine: A) several appraisal techniques. B) computerized techniques and BARS. C) computerized and narrative techniques. D) manual and subjective techniques. E) manual techniques and MBO.

31) Canadians who are functionally illiterate are: 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.

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

31) When using MBO, in order to avoid having the process demotivate employees, objectives must be: A) fair and attainable. B) difficult to attain. C) the same for all employees in the same job. D) easy to attain. E) based on the employeeʹs educational level.

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

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

33) Which of the following is NOT an advantage of the behaviourally anchored rating scale method? A) It is relatively consistent and reliable. B) It is generally a more accurate measure of performance. C) It is the simplest form of performance appraisal so little supervisor time is involved in using this performance appraisal tool. D) The critical incidents allow for clearer standards. E) It provides specific behavioural examples for each trait.

34) Jim is a new employee. He makes unwelcome sexual remarks and jokes. His behaviour is offensive 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.

34) The job evaluation committee will want to group similar jobs (in terms of their ranking or number of points, for instance) into grades for: A) pay purposes. B) assessment purposes. C) wage structure purposes. D) personal growth. E) non-economic reasons.

34) The ʺvendetta effectʺ is: A) an increase in wrongful dismissal claims as negative treatment becomes extreme. B) improper documentation of wrongful dismissal claims. C) frequent wrongful dismissal claims. D) wrongful dismissal claims coming from unionized employees. E) wrongful dismissal claims coming from senior management.

35) Unsafe acts can be reduced by using a behavioural approach, specifically: A) positive reinforcement. B) behaviour modification. C) extinction. D) discipline. E) negative reinforcement.

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

36) Alice is the HR consultant advising Nexus Inc., a small but successful software development firm on how to conduct human resource planning. She is currently explaining the ʺforecasting supplyʺ step in the planning process to the CEO and confirms that projected openings are to be filled by using 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.

36) In a profit-sharing plan, each participant gets a bonus based on the companyʹs results: A) regardless of the participantʹs actual effort. B) adjusted for their departmentʹs results. C) factored together with the participantʹs actual effort. D) combined with no other hard-and-fast rules. E) combined with the individual effort and performance of each manager.

36) Questions concerning ________ are at the core of a growing controversy brought about by the new 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

36) Which of the following statements about human rights enforcement procedures is true? 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.

37) A typical job analysis questionnaire has several: 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.

37) In a true individual incentive bonus plan each individual person gets a bonus based on: A) individual effort and performance. B) no hard-and-fast rules. C) group effort and performance. D) department productivity. E) the same amount, from year to year.

37) The list of specific duties and skills required on the job, which are used in determining the training 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.

38) Gary is the supervisor of Mindy. He is very impressed with Mindyʹs ability to work in a team so has rated her as ʺoutstandingʺ for this trait. Although she has had more missed delivery deadlines than her peers over the past financial quarter Gary rated her as ʺabove averageʺ for the trait ʺpersonal effectiveness.ʺ Garyʹs actions indicate the following performance appraisal problem: A) halo effect. B) trait effect. C) bias. D) trait bias. E) appraisal bias.

38) Web-based HR applications have enabled companies to shift responsibility for viewing and updating records onto employees, thus changing the manner in which employees acquire information and relate to their departments. Two of the most popular web-based HR applications are: 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.

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

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

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

39) If the employee who is terminated reacts with hostility and anger, Hay Associates suggests the termination interviewer should respond by: A) remaining objective while providing information on any outplacement or career counselling to be provided. B) taking a subjective approach. C) becoming defensive. D) deferring mention of the counselling process. E) confronting the anger.

4) Aziz is the human resources professional at a consulting engineering company. He has been asked by the executive team to suggest incentives that would most likely motivate the senior engineers who have worked in their professional capacity for at least 20 years and are generally in their early 50ʹs. Which of the following should Aziz suggest? A) a recognition program and adventure travel B) a luxury cruise C) on-site day care D) paid time off to volunteer for charitable organizations E) adventure travel

4) The following are reasons for the failure of a performance appraisal EXCEPT: A) clearly defining performance standards. B) arguing and poor communications which arise as problems during feedback sessions. C) not telling employees ahead of time exactly what is expected of them. D) a lenient supervisor. E) having poor measures of performance.

41) Wellness programs take a ________ approach to employee well -being, as opposed to EAPs, which take a ________ to employee health issues. A) proactive, reactive B) reactive, reactive C) proactive, proactive D) reactive, proactive E) none of the above

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

42) When an employeeʹs most recent performance can affect the evaluation of his/her overall performance, the ________ error has occurred. A) recency B) halo C) similar-to-me D) central tendency E) appraisal bias

43) 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.

43) The following data collection method of job analysis can be used structured, unstructured or in combination. When structured, questions are read to job holders and supervisors and/or fixed response choices are provided. When unstructured, questions are posed to job holders and supervisors 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.

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

44) For an employment equity program to be successful: 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.

44) Maike is a supervisor of a team of oil rig workers. She has discovered that two of her direct reports have a substance abuse problem. Which of the following actions should she take? A) Make a written record of observed behaviour and follow -up on each incident. B) Troubled employees should be escorted to the organizational psychologistʹs office for counseling. C) She should ask the employees to see the HR representative since supervisors are never the companyʹs first line of defense with employee substance abuse issues. D) Regardless of suspicion of substance abuse, only focus on the work to be performed by the employee. E) Fire the employees if they are unfit to work.

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

45) Mary Parker Follett was a: 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.

45) Targus Inc. is a mid-size sports clothing retailer in Canada. Components of an HRIS system that 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.

45) The job analysis technique that involves 194 items, each of which represents a basic element that 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.

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

46) The following are disadvantages of appraisal tools EXCEPT: A) a graphic rating scale is simple to use. B) BARS is difficult to develop. C) the critical incident method is difficult to use to rate employees relative to one another. D) MBO is time-consuming. E) the alternation ranking method can cause disagreements among employees.

46) The management philosophy based on the belief that attitudes and feelings of workers are 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.

48) The individual ratings that are still the heart of most appraisal systems are the: A) supervisorʹs ratings. B) self-paced ratings. C) customer ratings. D) individual ratings. E) peer ratings.

48) Which of the following statements is true of the Hawthorne Studies? 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.

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

5) A government-sponsored program that provides weekly income benefits if a person is unable to work through no fault of his/her own is usually called: A) employment insurance. B) strike pay. C) severance pay. D) sick pay. E) termination pay.

5) A term plan that refers to any plan that ties pay to productivity or to some other measure of the firmʹs profitability is called: A) variable pay. B) a quality circle. C) a profit-sharing plan. D) a fringe benefit. E) a supplemental pay benefit.

5) The job description often is not sufficient to clarify what employees are to do. This lack of clarity is because: A) managers may ask individual employees to take on additional tasks. B) it is written only for benchmark jobs. C) it is the same for groups of employees. D) it is written for specific departments. E) it is written for specific employees

5) The ʺdue diligenceʺ requirement in occupational health and safety legislation requires that every reasonable precaution to ensure the health and safety of workers be taken by: A) employers. B) government. C) employers and employees. D) employees. E) safety associations.

50) Advantages of on-the-job training include the following EXCEPT: 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.

50) Paying salespeople according to a plan that compensates them in direct proportion to their sales is called a: A) commission plan. B) proportional compensation plan. C) direct compensation plan. D) combination plan. E) straight salary plan.

50) To successfully fill positions internally, organizations must manage performance and careers. 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.

51) In a contributory pension plan, contributions are made by: A) both the employer and the employee. B) the employer only. C) the government and the employer. D) the government and the employee. E) the employee only.

51) The second phase of personnel management arrived in the 1930s with: 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.

52) Abacus Inc., a mining company, recently polled its employees about the level of stress they experience at work. The survey indicated that 45% of employees experience moderate to high levels of stress. Which of the following would not be an appropriate measure for managing workplace stress at this company? A) Insist on strict deadlines for all work projects. B) Provide career planning to ensure the employee moves toward a job that makes sense in terms of his or her aptitude. C) Use attitude surveys to identify organizational sources of stress. D) Monitor each employeeʹs performance to identify symptoms of stress. E) Ensure effective person-job match.

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

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

53) You have been hired as the Director of HR at Targus Inc., a clothing retailer. Due to a reduction in 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.

54) The following are reasons why merit pay plans can backfire EXCEPT: A) only pay (or other rewards) tied directly to performance can motivate improved performance. B) supervisors often tend to minimize differences in employee performance when computing merit raises. C) almost every employee thinks that he or she is an above-average performer, thus being paid a below-average merit increase can be demoralizing. D) supervisors often tend to minimize differences in employee performance when computing merit raises, to ensure that everyone gets a raise of at least the cost of living. E) the usefulness of the merit pay plan depends on the validity of the performance appraisal system-if performance appraisals are viewed as unfair, so too will the merit pay that is based on them.

55) A 2006 Statistics Canada report entitled New Frontiers of Research on Retirement identified some major changes expected in the management of the retirement process. They include: A) joint retirement becoming an issue for many dual-income couples. B) gender equity in retirement decisions. C) maintaining a standard of living in retirement for all. D) expected decrease in the flexibility of retirement arrangements. E) none of the above.

55) A pension provision whereby employees who change jobs can transfer the lump sum value of the pension they have earned to a locked-in RRSP or their new employerʹs pension plan is: A) portability. B) a non-locked-in provision. C) flexible pensions. D) vesting. E) non-funding.

55) Before getting in front of a camera for videoconferencing, the instructor should: 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.

56) A systematic method of training that is used for teaching job skills involving presenting questions or facts, allowing the trainee to respond, and giving the trainee immediate feedback on the accuracy 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.

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

56) Traditional merit pay plans have the following characteristics: A) a merit raise is usually based on individual performance, although the overall level of company profits may affect the total sum for merit raises. B) a merit raise is based on overall level of company profits. C) a merit raise is usually based on individual performance only. D) a merit raise is usually based exclusively on group performance. E) a merit raise is usually based on corporate performance.

56) Warning signs of repetitive strain injury include the following EXCEPT: A) headaches. B) frequent dropping of tools. C) numbness and tingling in fingertips. D) hands falling asleep. E) tightness or stiffness in the hands, elbow, wrists, shoulder and neck.

56) Which of the following statements regarding people with disabilities is true? 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.

57) Experience has shown that competency -based pay is more efficient in the ________ years of its existence. A) first B) first 10 C) later D) first 5 E) last

57) The following are advantages of the developmental job rotation technique EXCEPT: A) providing experience in analyzing overall company problems. B) providing a well-rounded training experience for each trainee. C) broadening understanding of all parts of the business. D) avoiding stagnation through constant introduction of new points of view in each department. E) testing the trainee and helping identify the personʹs strong and weak points.

57) The following are functions of programmed learning EXCEPT: 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.

58) The great challenge of competency -based pay is: A) measurement of skills, abilities and competencies. B) determining base pay. C) competency definition. D) educational levels of employees. E) determining bonuses.

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

59) Quantitative job evaluation systems, primarily the point plan, are widely used in Canada, partly due to: A) the requirements of pay equity legislation. B) job descriptions that restrict employee behaviour. C) the influence of job specifications on employee behaviour. D) the need for hourly jobs to be compared to salaried positions. E) employee behaviour that is limited to what is on paper.

6) The process of systematically organizing work into tasks is involved in: A) job design. B) writing job descriptions. C) job analysis. D) job evaluation. E) organizational design

60) Amy is the new Director of Learning and Development at a pharmaceutical company, Medica Inc. She is contemplating implementing an action learning program and is considering the advantages and disadvantages of this approach for the development of new managers recently hired. The benefits of action learning to Medica include the following EXCEPT: A) It benefits the managers department during the training period. B) By working with others, trainees find solutions to major problems. C) It develops planning skills. D) It encourages teamwork. E) It develops problem analysis skills

60) An interview with an employee to make development plans, to maintain satisfactory performance if promotion is not indicated, or to correct unsatisfactory performance, is called a(n): A) appraisal interview. B) exit interview. C) evaluation interview. D) job interview. E) development interview.

60) The document that results from an examination of the duties and responsibilities and answering 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.

61) An off-the-job management development technique which involves presenting a trainee with a written description of an organizational problem is called a(n): A) case study method. B) role-play exercise. C) management game. D) action learning program. E) coaching/understudy approach.

61) Organizations that have been most successful in managing diversity tend to share all of the 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.

61) The easiest appraisal interview to conduct is ________ performance, ________ employee. A) satisfactory, promotable. B) unsatisfactory, correctable. C) unsatisfactory, uncorrectable. D) satisfactory, unpromotable. E) unsatisfactory, unpromotable.

61) The guarantee by the employer to pay specified compensation and benefits in the case of 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.

62) Diversity training programs: 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.

62) The following are elements in a managerʹs compensation package EXCEPT: A) commission. B) long-term incentives. C) short-term incentives. D) benefits. E) salary.

62) When preparing for the appraisal interview, there are three things to do. First, assemble the data; second, prepare the employee; and finally: A) choose the time and place. B) prepare the appraisal examination. C) lay out an action plan. D) do the performance appraisal. E) document all information to be discussed in the interview.

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

63) Outplacement is: 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.

63) Tech Solutions Inc. is a software development firm that is considering implementing a Web-based training program for experienced software developers who will be working on a new program for the 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.

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

65) Research suggests that employee stock ownership plans encourage employees to develop: A) a sense of ownership in and commitment to the firm. B) an interest in gainsharing. C) a lack of interest in their job. D) little interest in unions. E) concern about their retirement plan.

67) Advantages associated with a transfer include: 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.

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

68) The ʺwage gapʺ between men and women is a result of systemic discrimination, as well as the following EXCEPT: A) performance levels. B) differences in hours worked. C) education levels. D) level of unionization. E) experience levels.

68) To date, the evidence regarding the actual effects of employer -sponsored child care on employee absenteeism, turnover, productivity, recruitment, or job satisfaction is: A) positive, with respect to reducing obstacles in coming to work and improving workersʹ attitudes. B) negative, in respect to employeesʹ attitudes. C) neutral, with some positive and some negative effects. D) positive, with respect to increasing obstacles in coming to work. E) positive, without consideration of obstacles or attitudes toward work.

7) A lifelong series of activities (such as workshops) that contributes to a personʹs career exploration, establishment, success, and fulfillment is: A) career development. B) retraining. C) empowerment. D) product life-cycles. E) a job seminar.

7) You have just been hired as the Director of Human Resources at a sportswear retailer. The 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.

70) Susan, the HR Director, is developing performance management training sessions for junior managers. She wants to be sure to emphasize the key success factor for effective performance appraisal that most often leads to optimum employee performance. The factor she emphasizes is: A) the quality of the performance appraisal dialogue between the manager and employee. B) linking pay with performance. C) legally compliant policies. D) effective career development discussions. E) none of the above

71) There are several specific common-sense considerations in establishing any incentive plan. Of primary importance is: A) line of sight. B) goal setting. C) superior business results. D) pay-for-performance plans. E) relationship building.

72) Best practices in evaluation of training involve the following: 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.

73) Some employers have in-house development centres for managers and employees that would include the following EXCEPT: A) job analysis programs. B) classroom learning. C) assessment centres. D) in-basket exercises. E) role-playing.

74) Avica Inc., a Toronto based management consulting company would like to encourage certain key consultants to continue employment past age 60. Which of the following steps would NOT be a good step for the company to take to keep older consultants fully engaged and willing to continue employment with the firm: A) canceling training and development programs for this group and requiring this group of employees to work long work weeks. B) providing career counseling. C) requiring this group of employees to work long work weeks. D) canceling training and development programs for this group. E) offering creative work arrangements.

8) A new employeeʹs supervisor orients the employee by: 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.

8) A type of incentive plan that gives income over and above base salary to individual employees who meet a specific individual performance standard is a(n): A) individual incentive program. B) straight commission. C) spot bonuses. D) cash bonus system. E) profit-sharing plan.

9) Each of the following statements about the relationship between HRP and strategic planning is 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.

9) Which of the following statements describe the Charter of Rights and Freedoms accurately? 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.

9) You are advising the President of a newly formed company as to payroll obligations. This company is provincially regulated and is located in British Columbia. She has asked you to advise her as to legislative minimum standards regarding pay. You respond that the British Columbia Employment Standards Act sets minimum standards regarding pay for each of the following categories EXCEPT: A) pensions. B) paid statutory holidays. C) overtime pay. D) paid vacation. E) minimum wage.

A ______ is a process of terminating a group of employees, with intent to improve organizational efficiency and effectiveness. A. layoff B. retraining C. freezing D. regression

A civil, positive culture can produce positive results that could be seen as a "dividend" to the organization. True of False? A. True B. False

A heartfelt thank-you is an effective form of recognition A. TRUE. It can mean a lot when you have worked on something, and it is noticed and appreciated by others. B. FALSE. A thank-you doesn't cost anything, so it does not have very much value to anyone.

A powerful vision combined with a well-identified mission work together in an organization to create ______. A. focus B. employability C. product analysis D. cultural awareness

A vision provides a ______ for the future. It describes where the organization is headed. A. focus point B. formal plan C. specific plan D. mission

A(n) ______ is a revenue center that enhances profitability of the organization through enhancing the productivity of the people within the organization. A. productivity center B. cost center C. employee engagement D. human resources

According to the Americans with Disabilities Act, a(n) ______ is made by an employer to allow someone who is disabled but otherwise qualified to do the essential functions of a job to be able to perform that job. A. reasonable accommodation B. job relatedness C. disability D. essential functions

According to the statistic in the lecture, 50% of US employees have stated they were bullied or witnessed such behaviors. True or False? A. True B. False

Acme Global has a very large labor surplus and needs to cut costs quickly. Its best method for dealing with its surplus would be ______. A. downsizing B. early retirement C. job sharing D. natural attrition

Acme Global is examining how many contracts it has with "major" purchasers. It considers a "major" purchaser one that purchases more than $1 million of products per year. Acme Global is analyzing the ______ in the five forces model. A. power of buyers B. power of suppliers C. threat of substitute products and services D. rivalry among competitors

Acme Global is examining whether their products satisfy their customers' current needs and considering whether they have the right kind of workforce in place. From this, it is clear that Acme Global is trying to answer which of the following major strategic questions? A. What is our present situation? B. Where do we want to go? C. How do we plan to get there? D. What should our strategy be?

Acme Global just received a large order and needs more work hours to complete the order. The order must be finished in 2 weeks. At that time, the labor shortage will be over. Acme Global's best method for dealing with its labor shortage would be ______. A. overtime B. turnover reduction C. retraining D. outsourcing

Acme Global prefers to concentrate decision-making at the top of the organizational chart. This allows the company to focus on hiring good decision makers in only a few jobs. This would indicate that Acme Global has a high degree of ______ in its structure. A. centralization B. vertical differentiation C. horizontal differentiation D. formalization

Acme Global recently won a bid to provide a large number of widgets for a government contract. To complete the order, the organization will need to order more raw materials. This will require Acme to rely in part on ______ to ensure organizational success. A. suppliers B. shareholders C. technology D. competition

Acme Global used to require budget officers to get three signatures on each budget form. When Michael took over the Accounting Department, he changed the form so that only one signature was needed. This is an example of ______. A. job simplification B. job rotation C. job enlargement D. job enrichment

An HR strategy that emphasizes employee engagement and discretion can be summed up by which phrase? A. "If you don't like it, let's talk about it." B. "If you don't like it, quit."

Applicant Tracking systems can be used to organize candidates who apply to a position. A. True B. False

As a Muslim, Ahmed takes breaks from his work at certain times each day to pray. His employer makes this reasonable accommodation to the work schedule to support Ahmed and to avoid illegal religious discrimination under the ______. A. Civil Rights Act of 1964 B. Uniformed Services Employment and Reemployment Rights Act C. Employment Act D. Immigration and Nationality Act

As a human resource manager, Chloe seeks to make human resource technology a part of daily operations at Acme Global. She points out how it can be used in all areas of human resources. Chloe is helping Acme Global become agile by ______. A. creating a digital culture B. developing the ability to thrive on change C. exploring the value of "on-demand" workers D. reviewing legacy processes

As a member of the senior management team, you want to make sure there is consistency among the managers in various departments and no poorly written reviews with language that could cause legal in performance ratings. Which or the following design elements from the lecture would best accomplish those objectives? A. HR or management oversight. B. Transparency. C. Comprehensive. D. None of the answers are correct.

As human resource director, Emmy is entering employee skills and performance appraisal data into a computer. The data will be used in the strategic planning process to determine training needs. Emmy is using a ______. A. human resource management system B. organizational chart C. balanced scorecard D. social media

At Acme Global, the top manager reports to the board of directors. The board is not involved in the day-to-day operations of the organization, but it can hire or fire top management. This represents the influence of ______ in the external environment on the organization. A. shareholders B. society C. technology D. economics

At the Acme Global Corporation, the human resources department deals primarily with improving the productivity of the people within the organization. This view of the HR department is consistent with the ______ view of human resource management. A. present B. engagement C. sustainable D. traditional

At the Acme Global Corporation, the human resources department provides training to help line managers understand how to avoid inadvertently acting in a way that is prohibited when dealing with employees. This training covers the ______ responsibilities of line management. A. legal B. labor cost controls C. leadership and motivation D. training and development

Beatriz is trying to identify the work performed and the working conditions for the job of ombudsperson. This job has never existed at Acme Global and Laura does not know much about the job. In this case, the ______ job analysis method would be most appropriate. A. subject matter expert panel B. interview C. diary D. observation

By using systems theory we can see the inter-relatedness of the organization and complexity of the many facets of recruitment. A. True B. False

Can things go wrong with non-monetary reward programs? A. Yes, despite best intentions. B. Maybe, but you have to be very unlucky C. Not really. Problems mostly occur in cash compensation programs

Carsten gave all his employees low ratings on their performance appraisals. While the employees had met their objectives for the quarter and several had exceeded their sales goals, Carsten felt that everyone could have worked harder than they did. He does not have any evidence that his employees slacked off during the quarter, he just has a feeling that more could have been done. Carsten's performance appraisals violate the ______ part of the OUCH test. A. objective B. uniform in application C. consistent in effect D. has job relatedness

Comparing Delta and American Airlines represents which external force? A. Competitors B. Threat of Substitution C. Globalization D. Geography

Defined contribution plans are generally tax advantaged because savings can accumulate without capital gains tax. A. True B. False

Due to a recession, Acme Global has a labor surplus. It wants to find a way to reduce the surplus while both being fair to employees and being ready to respond to increased demand when the recession is over. Its best method for dealing with its surplus would be ______. A. job sharing B. early retirement C. hiring freezes D. natural attrition

Efficiency, equity, and voice can be useful for managers to think about because it's one way of summarizing workers' interests. A. True B. False

Employers will require applicants to pass each station before moving on if they are using this type of selection: A. Multiple Hurdle Model B. Compensatory Model C. Standard Interview

Employment-at-will is useful as a functional benchmark for managers to think about what they can and cannot legally do as a manager. A. True B. False

Even for individuals who are well-off and claim they are not working for money, money can be important as a sign of self-worth and the value or respect given to them by the organization. A. True B. False

Executives at Acme Global display their awards and certificates prominently in their offices. This demonstration of their achievements is part of the ______ level of culture. A. behavior B. values and beliefs C. assumptions D. formal

Firm based competencies are... A. How well will the candidate fit into the organizational culture B. The specific capabilities that the job will require over the next few years C. The candidate has the skills to lead his or her prospective team, and how do they overlap with other members' skills

For individuals who believe that labor markets are perfectly or ideally competitive, the best protection against worker exploitation is competition for workers among employers, not a labor union or a government law. A. True B. False

For organizations in developed countries, a lack of ______ for increasingly complex jobs is an ongoing problem. A. skilled workers B. technology C. diversity D. competition

Gathering examples of performance in which employees performed very effectively or not effectively is known as: A. Critical Incidents method. B. Simple Ranking. C. Essay.

Global competition is a trend in the workforce A. True B. False

Halle is trying to identify the work performed and the working conditions of the 200 sales associates at Acme Global. She needs the information quickly to present it at the next management meeting. In this case, the ______ job analysis method would be most appropriate. A. questionnaire B. interview C. diary D. observation

Having a positive candidate experience can be a strategy to attract passive candidates A. True B. False

Human resource management is a critical component of meeting ______ goals, because without the right people with the right types of education, skills, and mind-set, an organization cannot expect to accomplish its objectives. A. organizational B. strategic C. formalization D. environmental

If you were to select (in order) the best performer, then the worst, the second best and then the second worst until you met in the middle you would be using which of the following methods? A. Alternating rank ordering. B. Simple rank order. C. Forced distribution. D. MBO's.

In US federal law, which of the following is NOT a federal statutory benefit? A. Six weeks paid leave for childbirth or adoption B. Twelve weeks unpaid leave for childbirth or adoption C. OASDI

In ______ job analysis, the capabilities that an individual would need to have to succeed in the job are identified. A. competency-based B. task-based C. ratio-based D. regression-based

In a ______, an organization is allowed to terminate the employment of a group of individuals with very little advance warning and generally does not have to provide any disciplinary or other justification for the terminations. A. layoff B. retraining C. freezing D. regression

In a labor surplus, some form of ______ is an option for lowering labor costs without terminating employees. A. work-sharing B. overtime C. layoff D. downsizing

In an annual report, the CEO of Acme Global emphasizes the importance of the people who work for Acme Global and their contribution to the organization's success. The CEO is talking about Acme Global' s ____________ A. human resources B. Cost center C. revenue center D. productivity

In human resource forecasting, ______ is a process of reviewing historical items such as revenues and relating changes in those items to some business factor to form a predictive chart. A. trend analysis B. regression analysis C. mediation analysis D. quantitative forecast

In organizational culture, ______ represent the way people believe they ought to behave, and beliefs represent "if, then" statements like "If I do X, then Y will happen." A. values B. systems C. investments D. resources

In organizational structure, ______ is the degree to which three types of differentiation exist within the organization. A. complexity B. data analytics C. formalization D. organizational culture

In organizational structure, ______ refers to the way in which the organization is divided into different segments, both physically and within artificial boundaries such as departments. A. complexity B. organizational culture C. data analytics D. formalization

In surveys of managers across industries, the same four issues about managing people frequently come up. The four issues are productivity, employee engagement, turnover, and ______. A. absenteeism B. diversity C. independence D. job satisfaction

In the United States, there are no federal requirements for sick leave, paid holidays or vacations, or breaks, but some states require breaks based on time at work. A. True B. False

In the ______ method of job analysis, also called a technical conference method, a panel of experts bring to the process their strong knowledge of the jobs they evaluate. A. subject matter expert panel B. interview C. observation D. diary

Individual development plans must be designed for each individual, even when all your team members are working on the same projects and outcomes, true or false? A. True B. False

Is it important to pre-schedule time with your new hire during the first week of employment? A. Yes, put it on both your calendars. B. If possible, but if emergencies come up try for some time in the first month. C. No, just make sure you have a meeting with the new hire in the first month.

Isabel manages teaching employees everything from basic job skills to what they need to know to move up in the organization. Isabel's human resource management specialty is ______. A. training and development B. employee relations C. staffing D. labor and industrial relations

Jack allowed a male employee paid time off work to contest a speeding ticket in court. When a female employee asked for similar time off to contest her ticket, Jack refused. He said there was no point in allowing a woman to contest a driving ticket. Jack's actions likely constitute ______. A. disparate treatment B. disparate impact C. constructive discharge D. affirmative action

Javier is making a list of all the functions his human resource management department provides. The list includes many services to the organization such as recruitment, selection, training, and performance appraisals. Javier is working on the ______ step of the HR Scorecard. A. identifying HR deliverables B. identifying HR system alignment C. aligning the system with company strategy D. identifying HR efficiency measures

Job ______ refers to changing the tasks or the way work is performed in an existing job. A. redesign B. design C. simplification D. specification

Kathryn had a job interview with Acme Global without ever meeting any Acme Global employee in person. The entire interview was conducted via Skype, a video conferencing service. This is an example of how social media is used in ______. A. recruitment and selection B. onboarding C. training and development D. performance management

Katrina performs data analysis all day. She places each page of new data on the left side of her computer terminal. After she enters the data, she places the page facedown on the right side of her terminal. Katrina's job has a(n) ______ design. A. mechanistic B. organic C. biological D. perceptual-motor

Lily Ledbetter Fair Pay Act of 2009 amends the 1964 Civil Rights Act to ______ the period of time in which an employee is allowed to file a lawsuit over pay discrimination. A. extend B. reduce C. eliminate D. negotiate

Managers cannot be leaders, and leaders cannot be managers. A. False B. True

Managers should only apply insights from psychology after they examine their workers and see... A. ...individuals focused on obtaining intrinsic rewards and avoiding frustration. B. ...conscious-status individuals who are also concerned with norms or peer pressure. C. ...self-interested individuals working for money.

Managers sometimes inflate and deflate ratings for various reasons. Which of the following best describes the actual impact of rater inflation / deflation (i.e. a reason why we should NOT inflate/deflate ratings)? A. Inflating ratings does not give employees to get accurate feedback. Thus, the employee is denied the opportunity to actually improve performance. B. Deflating employee errors will teach employees a lesson and send a message that you are a tough manager. C. Inflating ratings will give a well deserved raise and will increase performance. D. Inflating rating will create better performance because the employee will feel better.

Managers who are measuring an employee's punctuality, how well the employee works with others and the employee's communication skills are demonstrating which performance approach? A. Behavior B. Results C. Traits

Many countries outside of the United States have greater protections against unjust dismissal, require employment contracts, and mandate a variety of leave benefits. A. True B. False

Michelle wants to apply the job characteristics model to her employees' work. She plans to increase the number of diverse tasks and skills used to perform each job. Michelle is trying to change the ______ of the jobs. A. skill variety B. task identity C. task significance D. autonomy

No matter how one thinks the employment relationship works, high-road HR strategies are always seen as desirable. A. False. B. True

Non-monetary rewards are best when: A. The company tailors them to their own unique needs and values B. They only include the most common non-monetary rewards found at other companies C. Everyone can participate all the time

One of the characteristics of performance objectives is that they should be limited to 3 to 5 maximum. Why is this an important? A. More objectives would make it difficult to convey a strong sense of priority for the desired objectives. B. It is too hard to come up with more than three objectives.. C. Employees don't like a lot of objectives because they have to work harder. D. None of the above

One of the consequences of an uncivil culture is people are afraid to speak up for fear of consequences. True or False? A. True B. False

One of the easiest and most cost effective ways to build employee confidence, develop competence and improve performance is to give your employees feedback on a regular and ongoing basis. True or False? A. True B. False

Organizations depend on performance review data for many reasons. Which of the follow is an example of an organizational use of performance review data? A. leadership development and succession planning. B. individual compensation increases. C. individual development and growth plans. D. individual training plans.

Organizations have ______ turnover when employees cannot figure out what is necessary to be successful in their individual jobs and the organization has to terminate their employment. A. involuntary B. voluntary C. qualitative D. organic

Performance management training may address performance improvement plans and individual development plans. The difference between the two is that improvement plans deal with a current performance deficiency, while the individual development deals with growth. A. True B. False

Personality Inventory and Cognitive Ability Test can be used in the selection process. A. True B. False

Promote within whenever possible. A. True B. False

Providing training to employees who have performance issues is an effective way to minimize legal risk. True or false? A. True B. False

Sarah told Felipe, her assistant, that if he wanted her to recommend him for a promotion, he would need to accompany her to a conference and share a hotel room with her. This behavior is ______. A. quid pro quo sexual harassment B. hostile environment sexual harassment C. constructive discharge D. dysfunctional conflict

Section I of the practitioner's model of human resource management focuses on the things that are most critical to the organization's basic stability and success and contains ______. A. 21st-Century HRM, strategic planning, and HR laws B. staffing C. developing and managing D. protecting and expanding

Strategic advantage occurs when an organization analyzes the ______ better and reacts to it quicker than its competitors do while using all of its internal resources efficiently, thus creating the sustainable competitive advantage. A. environment B. employees C. management D. vision

Suppose that, for some condition, an insuree has a $1,000 deductible and 50% coinsurance until a $10,000 cap. The health care provider's fees amount to $600. What is the insuree's liability? A. $600 B. $0 C. $300 D. $1,000

Suppose your organization wants to match pay on the external labor market. Which one of these statements is TRUE? A. The typical job entrant without experience will begin below the market median pay for that job. B. The typical job entrant without experience will begin above the market median pay for that job. C. The typical job entrant without experience will begin at the market median pay for that job.

The C in the acronym for the OUCH test stands for what? A. consistent in effect: ensuring the result is not significantly different for different groups B. contained approach: restrained or calm C. capitulating effort: to stop resisting: to accept something you were resisting or opposing D. circumvented: to get around something in a clever and sometimes dishonest way

The Equal Pay Act is concerned with ______ discrimination. A. gender B. race C. disability D. age

The O in the acronym for the OUCH test stands for what? A. objective: fact-based, and quantifiable, not subjective or emotional B. ornery: difficult to deal with, or to control C. ostentatious: displaying wealth or knowledge in a way that attracts attention D. obvious: easy for the mind to understand or recognize

The SWOT analysis is a process of ______ an organization's available resources in order to make the most of strengths and opportunities while ______ danger to the organization from its weaknesses and threats. A. balancing; minimizing B. balancing; eliminating C. identifying; clarifying D. practicing; replicating

The ______ discipline of human resource management encompasses employee education in organizations. A. training and development B. employee relations C. staffing D. revenue

The ______ skill set is an ability to understand what is going on in business processes. It involves the ability to "see the bigger picture" concerning how a department and the overall organization operates. A. conceptual B. design C. technical D. knowledge

The ______ states that employers may only hire individuals who are authorized to legally work in the United States. A. Immigration Reform and Control Act of 1986 B. Uniformed Services Employment and Reemployment Rights Act C. Immigration and Nationality Act of 1952 D. Comprehensive Immigration Act of 2012

The process of planning for smooth transitions when key employees depart or get promoted in order to minimize disruption of the organization's work is called ______. A. succession planning B. turnover planning C. absenteeism D. voluntary turnover

The reasoning behind the quote "culture eats strategy for breakfast" is best described as: A. Culture will undermine the strategy if employees are not on board. B. Senior managers do not value strategy. C. Culture is far more important than any strategy.

The three levels of ______ include behavior, values and beliefs, and assumptions. A. organizational culture B. organizational structure C. employees D. mission and vision

The toolset for performance management includes all of the following EXCEPT: A. Definition of managing people B. Providing positive and corrective feedback C. Building development plans D. Setting clear expectations with the employee

There is a good return on investment for having higher employee engagement in your organization, true or false? A. True B. False

There's an asymmetry in the extent to which employment-at-will exists in most countries because... A. ...employees can quit for any reason but organizations cannot fire someone for any reason. B. ...employees cannot quit for any reason but organizations can fire someone for any reason.

To create civility in a culture you must do which of the following? A. Enforce it. B. Let it occur naturally.

To derive personal identity from belonging to an occupation, employees will... A. ...behave in ways that conform to societal or peer expectations for that occupation, even if the organization wishes them to behave differently. B. ...not worry about conforming to societal or peer expectations for that occupation. C. ...behave in ways that conform to societal or peer expectations for that occupation, unless the organization wishes them to behave differently.

To promote positive job attitudes, managers should only be concerned with the characteristics of each job. A. False B. True

Use the website http://www.dol.gov/whd/minwage/america.htm to look up minimum wages in the United States on January 1st, 2016. Which of the following would be true of employers and workers covered by the Fair Labor Standards Act? A. Employers in Alabama must pay workers at least the federal rate of $7.25 per hour. B. Employers in Alabama must pay workers more than the federal rate of $7.25 per hour. C. Employers in Alabama may pay workers $5 per hour.

Various forms of social norms will always support managers in eliciting desired work behaviors. A. False. B. True.

Walid is using the computer to organize documents needed for an upcoming meeting. After the documents are organized, Walid will e-mail them to meeting participants. Walid is using ______ skills to complete this task. A. technical B. interpersonal C. conceptual and design D. business

Walmart has which competitive advantage? A. Operational Excellence B. Customer Intimacy C. Product Leadership D. None of the above

What is the #1 ability needed for interviewing? A. To be able to listen B. To be a people person C. To be welcoming D. To be organized

What is the traditional EEOC definition for diversity? A. differences in gender, race, and age B.all the ways in which we differ C. different attitudes, perspectives and backgrounds among applicants

When India was a British Colony, the British tried to reduce the population of cobras by providing incentives for people to hunt them. They did so by providing a bounty for dead cobras. However, this led people to begin breeding snakes, so that they may be slaughtered and delivered for bounty. Ultimately, this incentive suffered from the A. Alignment problem B. Metering problem C. Measurement problem D. Control problem

When a new computer programmer is needed at Acme Global, the human resource manager will often look to LinkedIn for candidates. This is an example of how social media is used in ______. A. recruitment and selection B. onboarding C. training and development D. performance management

When discussing critical factors in human resource management, ______ are those that can only be affected through direct means. A. independent variables B. dependent variables C. conceptual skills D. design skills

When it comes to Non-Monetary Rewards, employers think: A. This might be a good way to show our company culture and values B. This is a big waste of time C. We can offer non-monetary rewards so that we can reduce employee compensation D. It will cost way too much money

When we draw our salary structure, a movement from left to right corresponds to: A. A promotion, as you're getting promoted from a low grade to a higher grade. B. A raise, as you're getting an increase in pay within the same grade. C. A demotion, as you're getting demoted from a high grade to a lower grade. D. A pay reduction, as you're getting a reduction in pay within the same grade.

Which of the following are NOT beneficiaries of supplementary income under OASDI? A. Veterans B. The immediate family of deceased workers (e.g. widows and widowers) C. The disabled D. Retirees over the age of 65

Which of the following are considered intentional errors in the performance evaluation process? A. Leniency and strictness errors. B. Similar to me / different from me errors. C. Recency / primacy effect errors. D. Sampling error.

Which of the following beliefs typically underlies low-road human resources strategies? A. A business serves society best by satisfying market demand for its goods and services and providing high financial returns for shareholders. B.Corporations are a part of society and should serve not just shareholders and customers, but other stakeholders, too.

Which of the following is TRUE about pay ranges? A. The pay range will give the difference in pay between the least-paid person in a grade and the most-paid person in that grade. B. The pay range will give the difference in pay between the least paid person in a grade and the second-least paid person in the pay grade. C. The pay range will give the difference in pay between two adjacent grades. D. The pay range will give the difference in pay between the lowest grade and the highest grade.

Which of the following is generally regarded as a best practice? A. Shifting the allocation of a pension fund away from stocks and toward investment grade bonds as workers approach retirement age. B. Actively picking individual stocks with a pension fund. C. Choosing funds with high management fees.

Which of the following is not a tip for hiring? A. Avoiding conflict to spare feelings B. Hiring carefully C. Learning from others D. Using data

Which of the following is not an example of labor being a derived demand? A. Offering flexible work schedules because this is what workers with family responsibilities want. B. Offering flexible work schedules because customers with family responsibilities want extended hours of operation. C. Offering flexible work schedules because customers do not expect immediate responses to their inquiries.

Which of the following statements about compensation surveys is FALSE? A. For best accuracy, compensation departments should make sure that internal jobs and benchmarked jobs have the same job titles. B. For compliance, compensation departments should make sure pay survey data are more than three months old. C. For compliance, compensation departments should use third-parties to administer surveys. D. For best accuracy, compensation departments should make sure that internal jobs and benchmarked jobs are in the same industry and geography.

Which of the following statements is true? A. Performance shares are only issued after a stock reaches a certain price. B. Phantom shares work like stock grants, except the criteria for granting them is known only to the firm. C. Stock options are only issued after a stock reaches a certain price.

Which of the following statistics is NOT accurate from the survey on performance management effectiveness? A. 85% of employees focus on the "right" things defined by organization goals. See video 1.1.3 B. 43% reported performance management process increased employee performance. C. 51% said planning process needed work.

Which of the following training topics would help to best solve an issue of favoritism in the review process? A. Rater error training. B. Training on documenting performance. C. Performance review training. D. Handling difficult performance discussions.

Which of the following was listed an impact on teams in a culture of incivility? A. Interpersonal Conflicts. B. Increased anxiety. C. Decreased individual performance. D. Decreased job satisfaction.

Which of the following was listed as a design element for performance management systems? A. Top Management buy in. B. Frontline buy in. C. Non comprehensive - used for non senior management positions

Which of the following was not listed under the "R" of Restraint? A. Active listening. B. Acting on values. C. Emotional regulation.

Which of the following was stated in video concerning culture and strategy? A. Culture eats strategy for breakfast. B. Strategy eats culture for breakfast.

Which of the following would be TRUE of someone recognized by the FLSA as a trainee? A. The trainee would not provide immediate benefit to their employer. B. The trainee's job duties would be exempt under the FLSA. C. The trainee's employer would be not covered under the FLSA. D. The trainee must not be paid more than $455 per week. E. All of the above. F. None of the above.

Which of these employees is most likely to receive a stock option that is qualified under the IRS Code Section 409A, meaning that any incentives would qualify as an incentive stock option (ISO)? A. A Chief Financial Officer whose compensation package includes a stock option grant. B. A barista who participates in his employer's employee stock option purchase program. C. A programmer whose compensation package includes a stock option grant.

Which statement about worker's compensation is TRUE? A. It supplements income for workers injured on the job. B. It supplements compensation for employees who work on weekends and holidays. C. It requires employers to reimburse employees' work-related expenses. D. It's administered at the federal level.

Which statement best describes the difference between a performance standards and performance objectives? A. Performance standards effect all employees in a single position while objectives are unique to the individual. B. There is no difference. C. Performance standards are unique to the individual, objectives effect all employees in a single position.

While there are many sources of culture difference in performance management, they are many key principles that are culture "neutral." A. True B. False

Work is what it is. Some jobs are lousy, but we can't do anything to change that. A. False B. True.

You should complete an evaluation after each interview. A. True B. False

______ consists of the values, beliefs, and assumptions about appropriate behavior that members of an organization share. A. Organizational culture B. Data analytics C. Complexity D. Formalization

______ exists when different groups of people have different scores designated as "passing" grades on a test for employment. A. Race norming B. Reasonable accommodation C. Undue hardship D. Job relatedness

______ gather and interpret information to improve a product or process. They are known for using "their head more than their hands." A. Knowledge workers B. Staff managers C. Line managers D. Empathy workers

______ identifies the qualifications of a person who should be capable of doing the job tasks noted in the job description. A. Job specification B. Job analysis C. Job flow D. Job design

______ involves the collection of extremely large data sets on which it has only recently become possible to perform data analytics. A. Big data B. Workforce Science C. Technologies D. Data analytics

______ is a situation where the organization takes an adverse employment action against an employee because the employee brought discrimination charges against the organization or supported someone who brought discrimination charges against the company. A. Retaliation B. Right-to-sue C. Adverse employment action D. Constructive discharge

______ is a very broad set of concepts that deal with the differences among people within organizations. A. Diversity B. EEO C. Affirmative action D. Civil rights

______ is an intent and desire for group members to stick together in their actions. A. Cohesiveness B. Dysfunctional conflict C. Functional conflict D. Innovation

______ is defined by the EEOC as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment." A. Sexual harassment B. Hostile work environment C. Quid pro quo harassment D. Reasonable person

______ is discrimination against the majority employee group based on a legally protected factor, such as race or religion. A. Reverse discrimination B. Reasonable accommodation C. Job relatedness D. Four-Fifths Rule

______ is making distinctions that harm people and that are based on those people's membership in a protected class. A. Illegal discrimination B. Four-Fifths Rule C. Reverse discrimination D. Affirmative action

______ is the largest and most recognized of the HRM advocacy organizations in the United States. A. The Society for Human Resource Management B. Human Resource Certification Institute C. WorldatWork D. Association of Human Resource Professionals

______ occurs when a person or group engages in a sequence of actions over a significant period of time that is intended to deny the rights provided by Title VII of the Civil Rights Act of 1964 to a member of a protected class. A. Pattern or practice discrimination B. Disparate impact C. Disparate treatment D. Disability

______ occurs when an officially neutral employment practice disproportionately excludes the members of a protected group; it is generally considered to be unintentional, but intent is irrelevant. A. Disparate impact B. Pattern or practice discrimination C. Job relatedness D. Disparate treatment

______ planning is about planning for the long-term future; to be successful, you need to plan using goals and measurable standards. A. Strategic B. Organizational C. Environmental D. Objectives

______ skills are the analytical and quantitative skills that include in-depth knowledge of how the business works and its budgeting and strategic planning processes. A. Business B. Interpersonal C. Technical D. Knowledge

13) Amal works for a production line. His task is to sew a button to the button hole of winter jackets. Since last month he was also given the task of creating the button hole in addition to attaching the button 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.

13) As the HR consultant of a newly formed company, Arun has planned a presentation for the line managers on organizational culture and the purpose it serves. Which of the following points would Arun 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

13) The performance appraisal method which is similar to grading on a curve, and which places a predetermined percentage of ratees in various performance categories, is the: A) graphic rating scale. B) forced distribution method. C) paired comparison method. D) alternation ranking method. E) critical incident method.

14) Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc. She is considering changing the current performance appraisal method, the graphic rating scale, to the forced distribution method of performance appraisal. What criticism of using this method do you advise her about? A) It is similar to grading on a curve. B) A considerable proportion of the workforce is classified as less than average. C) Predetermined percentages of employees are placed in performance categories. D) Employees are rated on a comparison basis. E) Traits being appraised are decided by management.

14) The components of WHMIS are: A) labelling of hazardous material; public information sessions; MSDS. B) labelling of hazardous material; MSDS; employee training. C) public information sessions; MSDS; employee training. D) labelling of hazardous material; employee training. E) MSDS; employee training.

14) Unions tend to believe that no one can judge the relative worth of jobs better than: A) job evaluation consultants. B) workers. C) union leaders. D) management. E) HR staff.

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

15) Revlex Inc. has decided to allow its front line workers to make decisions regarding the ordering of 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.

15) The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employeeʹs work -related behaviour and reviewing it with the employee at predetermined times is the: A) paired comparison method. B) critical incident method. C) alternation ranking method. D) forced distribution method. E) behaviourally anchored rating scales.

15) Which of the following is true of work simplification? 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.

16) A national railway has a safety rule that all employees working in the rail yard must wear hardhats. Several Sikh employees have refused to follow the rule as their religion forbids them from 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.

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

16) The stage of oneʹs career, including the period from about ages 45 to 65 during which the person secures their place in the world, is called the: A) secure stage. B) maintenance stage. C) decline stage. D) midcareer stage. E) stabilization stage.

17) Employees in Ontario and the federal jurisdiction may be eligible for ________ in certain termination situations, in addition to pay in lieu of notice. A) unemployment pay B) severance pay C) notice pay D) terminal pay E) exit pay

17) The following are disadvantages of a piecework incentive plan EXCEPT: A) new job evaluation produces a new wage rate; thus piece rates need to be revised. B) piece-rate plans appear equitable in principle. C) employers arbitrarily increase the standard because of workers earning ʺexcessiveʺ wages. D) in workersʹ minds production standards become tied inseparably to the amount of money earned. E) workers resist attempts to raise production standards.

17) The stage of oneʹs career, including the period during which many people are faced with the prospect of accepting reduced levels of power and responsibility and having to accept the new roles of mentor and confidante for those who are younger, is called the: A) maintenance stage. B) decline stage. C) consultant stage. D) stabilization stage. E) mentor stage.

18) Job evaluation is a technique used to determine: A) performance appraisals of individuals to the group. B) the relative worth of each job. C) the relative value of an individualʹs career earnings to the groupʹs. D) merit reviews of individuals to the group. E) promotability.

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

18) The following are the main causes of accidents in organizations: A) ineffective health and safety committees; cost cutting. B) chance occurrences; unsafe conditions; unsafe acts on the part of employees. C) unsafe conditions; cost cutting. D) unsafe acts on the part of employees. E) chance occurrences; unsafe conditions.

19) A process that helps ensure that discipline is applied fairly and equitably is called a(n): A) grievance procedure. B) appeals process. C) ʺjustice and dignityʺ procedure. D) wildcat strike. E) management lockout.

19) Ergonomics aims to adapt the entire job system to match human characteristics. Doing so results in 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.

2) Helena feels that her employerʹs process for deciding on pay increases is not fair. Helena is concerned with which of the following components of organizational justice: A) distributive justice. B) procedural justice. C) pay equity. D) allocational justice. E) interactional justice.

2) The critical step in employeesʹ understanding of how their work makes a contribution is: A) the promotion decision. B) defining performance expectations. C) the career planning session. D) the pay decision. E) the appraisal session.

2) Today, any plan that ties pay to productivity or profitability is called: A) competency-based pay. B) variable pay. C) pay-for-performance. D) profit-sharing. E) job-based pay.

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

20) Job evaluation involves comparing jobs to one another based on their content. Job content is assessed using: A) behavioural anchors. B) compensable factors. C) job design. D) critical incidence. E) comparable worth.

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

20) The procedure for determining the tasks, duties, and responsibilities of a job and the human 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.

20) The skills needed to be successful in a particular occupation are referred to as: A) job skills. B) occupational skills. C) trade skills. D) life skills. E) aptitudes

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

21) Group life insurance is usually provided in the amount of: A) $100,000. B) two yearsʹ salary. C) one yearʹs salary. D) $25,000. E) five yearsʹ salary.

21) Jeffrey is the newly hired HR professional who is responsible for evaluating compensation practices at the company. To determine if there are issues with internal equity he has chosen to conduct a job evaluation according to the method popularized by the Hay consulting firm. Which of the following are the compensable factors he uses to evaluate jobs: A) skill, effort, problem solving, and working conditions. B) responsibility, skill, effort, and working conditions. C) know-how, problem solving, accountability, and working conditions. D) knowledge, problem solving, responsibility, and working conditions. E) effort, responsibility, authority, and working conditions.

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

22) In addition to unsafe conditions, the following are work-related factors that contribute to accidents: A) psychological climate of the workplace; work itself. B) the job itself; work schedule; psychological climate of the workplace. C) work schedule; psychological climate of the workplace. D) work schedule; the job itself. E) none of the above.

22) Mortgage Financial needs to recruit 10 employees for a period of three months to assist its team of 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

22) ʺDeliberate and willful violation of the employerʹs rulesʺ is the definition of: A) sabotage. B) misconduct. C) unsatisfactory performance. D) grounds for dismissal. E) behaviour modification.

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

23) Yung made a choice to leave a large management consulting firm she had worked at for 10 years to become the Executive Director of a newly established non profit association, ChildAid, which is dedicated to helping children living in poverty. She had been volunteering with the organization prior to become the Executive Director as she was inspired by the organizationʹs mission. ChildAid has enough funds to give her a very modest salary for a year. She must engage in vigourous fundraising efforts to enable the organization to continue paying her salary beyond 1 year. Yung most likely has the following career anchors: A) creativity and autonomy. B) service/ dedication. C) service/dedication and security. D) independence and lifestyle. E) technical/functional.

24) The following are primary functions of the job evaluation committee EXCEPT: A) evaluating the worth of each job. B) selecting behavioural anchors. C) selecting compensable factors. D) selecting a job evaluation method. E) identifying 10 or 15 key benchmark jobs.

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

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

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

25) The following acts are considered insubordination, whenever and wherever they occur, EXCEPT: A) showing disregard for the chain of command by going around the immediate supervisor or manager with a complaint, suggestion, or political manoeuvre. B) blatantly following the bossʹs unreasonable instructions. C) leading or participating in an effort to undermine and remove the boss from power. D) contemptuous display of disrespect, such as making insolent comments; and, more importantly, portraying these feelings in the attitude shown while on the job. E) public criticism of the boss.

26) Aziz is the human resources professional at a consulting engineering company. He has been asked by the executive team to implement a short term incentive plan for senior managers. The following are basic issues he should consider, with the exception of: A) fund-size determination. B) salary grade. C) individual awards. D) eligibility. E) how much to pay out.

26) Effective pre-training preparation includes: 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.

27) A method for appraising performance involving setting specific measurable goals with each employee and then periodically reviewing the progress made is called: A) progress review method. B) management by objectives. C) critical goal method. D) behaviourally anchored rating scale method. E) periodic review method.

27) The job classification method of job evaluation is a widely used method in which jobs are categorized into: A) departments. B) groups. C) factors. D) clusters. E) functions.

27) Trainees learn best when they learn at: 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.

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

28) MBO almost always refers to a comprehensive organization -wide goal-setting and appraisal program that consists of the following steps EXCEPT: A) providing feedback to employees. B) setting long-term performance targets. C) setting the organizationʹs goals. D) setting the departmentʹs goals. E) discussing the departmentʹs goals.

28) The HR department of a company is engaged in conducting a job analysis. A number of the HR 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

28) To determine eligibility in a short-term incentive program, a job-by-job review is conducted to identify the key jobs (typically only line jobs) that have measurable impact on profitability, which is called the criterion of: A) salary grade. B) key position. C) industry requirements for piece rate production. D) salary level. E) position level.

28) Which of the following statements is true? 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.

29) Airlines are legally permitted to: 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.

3) Recent research indicates that implementing a comprehensive onboarding program in a 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.

3) The following factor(s) is/are expected to increase the cost of benefits: A) employee services. B) looming labour shortage. C) baby boomers. D) advances in dental care. E) pension plans.

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

30) Canadian employers pay about ________% of all health care expenses in Canada, most of which is for prescription drugs. A) 50 B) 30 C) 36 D) 40 E) 25

30) Harassment: 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.

30) Members of designated groups should have as much chance of successfully completing the 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.

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

30) Revlex Inc. has implemented a refinement of the salary cutoff approach to short -term incentive eligibility, which assumes that all managers should be eligible for short-term incentives. This is known as: A) performance appraisals. B) salary grade. C) key position. D) gainsharing. E) profit-sharing plans.

31) A ʺgolden parachuteʺ is an executive perk in the form of a salary guarantee in the following circumstances: A) death of the executive in a work-related accident. B) targeting of the company for acquisition or merger. C) termination of employment. D) divorce from spouse. E) overseas transfer.

31) The Supreme Court of Canada has made it clear that: 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.

31) You are the new human resources professional at a plastics manufacturing company. In improving the workplace health and safety program, which basic activities should you focus on? A) healthy labour-management relations B) reducing unsafe conditions and unsafe acts C) turmoil and morale in the plant D) pro-union or non-union voting E) policies and procedures within the department

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

32) Which of the following phases involve activities such as getting the system running in a controlled 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.

33) A pictorial representation of all jobs within the organization, along with the number of current 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.

33) Constructive dismissal can be considered to occur in the following circumstances EXCEPT: A) forced resignation. B) forced termination. C) forced transfer. D) reduction in pay and benefits. E) demotion.

33) When a target bonus is set for each eligible position, and adjustments are then made for greater - or less-than-targeted performance, this is called: A) retirement income. B) an individual award. C) an annual bonus. D) a lump-sum bonus. E) gainsharing.

33) Which of the following statements is true? 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.

33) You are the new human resources professional at a plastics manufacturing company and you are tasked with designing the firmʹs new safety training program. This program should include the following EXCEPT: A) development of worker awareness about health and safety issues. B) computer-integrated manufacturing. C) emphasis on appropriate workplace behaviour. D) instructions on safe work practices and procedures. E) warnings of potential hazards.

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

34) Approaches to health care benefit cost reduction include the following EXCEPT: A) increase the amount of health care costs paid by employees. B) increasing government subsidies. C) publish a restricted list of drugs that will be paid for under the plan. D) risk-assessment programs. E) health promotion.

35) The following are problems for managers when using performance appraisal methods EXCEPT: A) halo effect. B) quota appraisals. C) appraisal bias. D) unclear standards. E) central tendency.

39) After a workplace accident occurs, the employer can reduce workersʹ compensation claims in the following ways EXCEPT: A) make it clear to the worker that the employer is interested in the employee and his or her fears and questions. B) tell the worker to take as much time off as necessary. C) file any required accident reports. D) document the accident. E) provide first aid and ensure that the injured worker gets medical attention.

39) Long-term incentives most often reserved for senior executives are called: A) performance achievement plans. B) capital accumulation programs. C) stock option programs. D) book value plans. E) stock appreciation rights programs.

4) Developmental activities are: A) providing educational and training resources required to help employees identify job-sharing opportunities. B) providing educational and training resources required to help employees identify their career potential. C) providing educational and training resources required to help managers identify job rotations. D) providing on the job training. E) providing educational and training resources required to help employees identify career-related progress

40) In a termination interview, do not promise anything beyond what is contained in the severance package. The termination should be complete: A) when the investigation is complete. B) when the terminated person leaves the interview. C) before the interview commences. D) when the investigation has begun. E) first thing during the interview.

40) Statistics Canada provides monthly data on earnings by: A) industry and city. B) geographic area, industry, and occupation. C) geographic area and size of company. D) size of company. E) city and occupation.

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

40) When supervisors who are engaged in a performance rating have a tendency to rate all employees either high or low, this is a problem that is referred to as: A) halo effect. B) leniency/strictness. C) central tendency. D) appraisal bias. E) bias.

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

41) Harold is the recently hired CEO of a telecommunications company. He wishes to create a learning organization. Activities that are necessary for this to occur include: A) establishing a career development program. B) transferring knowledge. C) making effective promotion decisions. D) making effective transfer decisions. E) making effective termination decisions.

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

42) A program that takes a proactive approach to employee health and well-being is called: A) a loss-control program. B) an employee wellness program. C) an employee assistance program. D) workplace accommodation. E) management by objectives

42) The process of analyzing manufacturing processes, reducing production costs, and compensating 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.

43) Long-term incentive plans whose payment or value is contingent on financial performance measured against objectives set at the start of a multi-year period are called: A) multi-year plans. B) performance plans. C) contingent plans. D) financial plans. E) book value plans.

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

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

44) There are several steps in pricing jobs with a wage curve. The first is: A) determine the pay rate for a cluster of jobs. B) find the average pay for each pay grade. C) determine the pay grade. D) create a wage line. E) determine the rate range.

45) The first step in performance analysis is to appraise the employeeʹs performance, since to improve 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.

45) The following are advantages of various appraisal tools EXCEPT: A) alternation ranking is simple to use. B) forced distribution results depend on the adequacy of the original choice of cutoff points. C) MBO is tied to jointly agreed goals. D) a graphic rating scale is simple to use. E) BARS is very accurate.

45) There are several steps in pricing jobs with a wage curve. The second is: A) determine the rate range. B) plot the pay rates. C) find the average pay for each pay grade. D) create a wage line. E) price jobs.

47) Guidelines for developing a legally defensible performance appraisal process include the following EXCEPT: A) document evaluations. B) conduct job specialization for each employee. C) use clearly defined individual dimensions of job performance. D) incorporate job characteristics into a rating instrument. E) provide definitive performance standards to rater and ratees.

47) In Canada, when dealing with alcohol and substance abuse, employers must balance conflicting legal obligations from occupational health and safety legislation and: A) WHMIS. B) human rights and privacy laws. C) employment standards legislation. D) Charter of Rights and Freedoms. E) employment equity/pay equity legislation.

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

47) When employees are not made aware of jobs that are available, criteria for promotion and how the decisions are made, the link between performance and promotion is: A) weakened. B) severed. C) strengthened. D) diminished. E) none of the above.

48) A type of retirement plan that does not guarantee the eventual pension benefit an employee will receive at retirement, but only what the employee and employer contributions to the plan will be, is called a: A) deferred profit-sharing plan. B) defined contribution pension plan. C) retirement plan. D) defined benefit pension plan. E) government-sponsored plan.

48) The job analysis method that rates each job in terms of the incumbentʹs responsibilities pertaining 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.

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

49) Future Shop, an electronics retailer, is considering removing commission for its sales staff from their compensation plan, and compensating them on a straight salary basis. The following is an advantage of this approach EXCEPT: A) a long-term perspective is encouraged. B) straight salaries make it difficult to switch territories or quotas or to reassign salespeople. C) the employer has fixed, predictable sales force expenses. D) straight salaries develop a high degree of loyalty among the sales staff. E) salespeople know in advance what their income will be.

49) One way to avoid layoffs is to hire temporary supplemental employees with the understanding that their work is of a temporary nature where they may be laid off at any time. These temporary employees are called: A) temporary employee defence. B) contingent employees. C) voluntary employees. D) continuous employees. E) the rings-of-defence.

49) The following software, which was initially developed to assess and reduce the risk of back 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.

5) Effective HRP helps an organization to do all of the following EXCEPT: 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.

5) James Martini is the Director of HR for Study Inc. He is working on a project to restructure the 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

5) The Employee Feedback System is an employee satisfaction survey covering the following EXCEPT: A) coworker cohesion. B) recruitment policies. C) quality focus. D) job satisfaction. E) employee commitment.

5) Which of the following statements about equal pay for equal work legislation is true? 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.

5) You have been tasked with building employee engagement at the firm you work for. Strategic 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.

50) A written statement of what the jobholder actually does, how he or she does it, and under what 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.

51) Which of the following statements about employment equity goals is true? 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.

52) The term ʺmerit payʺ can apply to incentive raises given to any employees, but is most often used with respect to: A) blue-collar employees. B) white-collar employees. C) hourly workers. D) salespeople. E) executives.

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

53) Audiovisual training techniques are useful in the following situations EXCEPT: 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.

53) For many retirees, maintaining a sense of identity and self-worth ________ is the single most important task they will face. A) in semi-retirement B) without a full-time job C) with reduced work schedules D) regarding finances E) with a part-time job

53) When a management development program is individualized and it is aimed at filling a specific executive position, this process is usually called: A) personnel planning. B) succession planning. C) management forecasting. D) management needs analysis and development. E) individual development.

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

54) Virtually all of the energies of burnout victims are focused on: A) commitment to the organization. B) attaining unrealistic work-related goals. C) client problems. D) family matters. E) getting a promotion

56) 360-degree feedback was originally used only for training and development purposes, but has rapidly spread to being used in the management of: A) job evaluation. B) performance and pay. C) customer service. D) rating errors. E) employee orientation.

57) Family-friendly benefits options include the following EXCEPT: A) subsidies for paid parental leave. B) outsourcing benefits administration. C) a casual dress code. D) alternative transportation options. E) telecommuting.

57) The 360-degree appraisal approach fits closely with the goals of organizations committed to: A) employment equity. B) continuous learning. C) pay equity. D) MBO. E) hierarchical chain of command.

58) Employers who offer a defined contribution pension plan must pay careful attention to their obligation to educate and inform plan members about: A) pension benefits formula. B) pension investments. C) pension portability. D) pension vesting. E) early retirement incentives.

58) In one management training technique, the trainee works directly with the person that he/she is to replace. This technique is called the: A) job rotation approach. B) coaching/understudy approach. C) replacement approach. D) learning approach. E) direct replacement approach.

58) The Canadian national body through which all provincial and specialist HR associations are 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.

59) Employers must pay careful attention to their obligation to educate plan members about pension investment. They must also: A) provide sessions. B) inform. C) provide quarterly bulletins. D) advise. E) cousel.

6) Accurate ________ are a precondition for effective variable pay plans. A) job evaluation B) performance appraisals C) salary curves D) job specifications E) job descriptions

6) Equal pay for equal work specifies that: 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.

6) If employees have ʺreasonable causeʺ to believe that work is dangerous, they have the right under health and safety legislation to: A) ignore their concern. B) refuse to do the work. C) file a lawsuit against the company. D) ask someone else to do the work. E) go straight to the company president and complain.

6) The EI benefit is generally 55% of average earnings during the last 14 to 26 weeks of the: A) benefit period. B) qualifying period. C) previous 52 weeks. D) previous calendar year. E) probationary period.

60) The looming labour shortage when baby boomers start retiring is resulting in employers seeking to retain older employees. Melʹs organization is experiencing this issue. One program to support this issue is: A) supplemental employee retirement plans. B) phased retirement. C) RRSPs. D) defined contribution pension plans. E) defined benefit pension plans.

61) Many employers have incentive plans in which virtually all employees can participate. They include the following EXCEPT: A) Scanlon plans. B) salary and fringe benefit programs. C) profit-sharing plans. D) deferred profit sharing plans. E) employee stock ownership.

61) Taking a stand on anti-animal testing, human rights protection, and environmental conservation is 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.

61) ʺLearning management systemsʺ are: 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.

62) Amy is the new Director of Learning and Development at a pharmaceutical company, Medica Inc. She is designing the off the job management development program for Medica and will be including the case student method of learning. The following elements are present in a case study method of training EXCEPT: A) presenting findings and solutions to the group. B) summarizing events to stockholders. C) diagnosing problems. D) discussion with other trainees. E) analyzing cases in private.

62) When writing job specifications it is important to list all bona fide occupational requirements based 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.

63) When a predetermined portion of profits is placed in each employeeʹs account under the supervision of a trustee, this is called a(n): A) cash profit-sharing plan. B) deferred profit-sharing plan. C) employee trust fund plan. D) employee trust fund. E) predetermined account plan.

64) When a person is accused of poor performance, research indicates that the first reaction that he/she may have is often: A) anger. B) denial. C) changing the subject. D) ignoring the accusation. E) aggression.

66) Rules for constructive criticism include the following EXCEPT: A) criticize in private. B) a once-a-year ʺcritical broadsideʺ can be effective. C) provide suggestions about what could be done to change behaviour. D) ensure criticism is free of bias. E) let the employee maintain their sense of dignity and self-worth.

66) The following are steps employers can take to reduce the incidence of workplace violence EXCEPT: A) enhancing security arrangements. B) promoting unstructured security systems. C) training for violence reduction. D) improving employee screening. E) instituting a workplace violence policy.

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

67) Based on survey data, the following are benefits to employers who institute subsidized day care centres EXCEPT: A) lower turnover. B) lower performance appraisals. C) enhanced recruitment. D) increased productivity. E) lowered absenteeism.

67) Cultural sensitivity training includes: 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

67) The following steps are important to ensure that the appraisal interview leads to improved performance EXCEPT: A) set improvement goals and a schedule for attaining them. B) the supervisor should be in firm control of the interview. C) ensure employees donʹt feel threatened during the interview. D) give employees the opportunity to present their ideas and feelings. E) the supervisor should be helpful and constructive.

67) When compensating professional employees, the commonly used job evaluation method is: A) factor comparison. B) job classification method. C) competency. D) point. E) ranking.

7) A telephone technology in which a touch-tone phone is used to interact with a database to acquire 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.

7) If a company classifies male employees as administrators and female employees doing the same 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.

7) The collection of tasks and responsibilities performed by one person is known as: A) a job specification. B) a position. C) a job. D) a job description. E) a job analysis.

71) A training program in which trainees are first shown good management techniques (in a film), are then asked to play roles in a simulated situation, and are given feedback regarding their performance, is called: A) role-playing. B) behaviour modelling. C) action learning. D) good-example training. E) case study method.

72) The basic behaviour modelling procedure includes the following EXCEPT: A) role-playing. B) computer program training. C) transfer of training. D) social reinforcement. E) modelling.

74) Employees favour recognition from their ________ by a majority of two -to-one over recognition from other sources. A) subordinates B) supervisor/manager C) customers D) mentor E) peers

75) Avica Inc., a Toronto based furniture manufacturer is considering encouraging certain key employees to continue employment past age 60. You are a consultant hired by Avica to advise on whether the company should take this step and to discuss the latest research in to the impacts on Canadian firms of continuing the employment of key employees past age 60. What do you advise? A) These employees are usually risk averse and backward looking. B) These employees often have a stronger work ethic. C) These employees often have a higher rate of absenteeism. D) Many have diminished mental capacity. E) These employees often have a stronger work ethic but a higher rate of absenteeism.

75) Recognition is important for ________, who are driven by internal motivation. A) management B) high performers C) new employees D) low performers E) none of the above

8) Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc. The firm is currently using a formal appraisal method which lists traits such as ʺteamworkʺ and performance values ranging from ʺneeds improvementʺ to ʺoutstanding.ʺ Terrastyle is using the following appraisal method: A) paired comparison method. B) graphic rating scale. C) forced distribution method. D) behaviourally anchored rating scale. E) critical incident method.

8) The ________ governs the collection, use, and disclosure of personal information across Canada, including employersʹ collection and dissemination of personal information about employees. A) Personal Video Surveillance and Electronics Documents Act (PVSEDA) B) Personal Information Protection and Electronic Documents Act (PIPEDA) C) Canadian Privacy Legislation Act (CPLA) D) Employee Privacy and Dignity in the Workplace Act (EPDWA) E) There is no such legislation in Canada.

8) The function of joint health and safety committees is to provide a ________ atmosphere where management and labour can work together to ensure a safe and healthy workplace. A) collegial B) non-adversarial C) supportive D) directive E) structured

8) The three types of benefits provided under the Canada/Quebec Pension Plan are: A) disability, survivor, old age security. B) retirement, disability, survivor. C) retirement, survivor, health care. D) retirement, vacation, disability. E) retirement, survivor, old age security.

8) You are a consultant that has been hired by a large retailer to lead a workshop for management trainees on the topic of career planning and development. Which of the following do you advise the trainees are the required skills for an employee accepting responsibility for his or her career? A) career planning, self-assessment B) self motivation, independent learning, effective time and money management, self-promotion C) entrepreneurialism, networking, money management D) goal orientation, networking E) self-motivation, effective time management

A Latino applicant scores 55 points on a job selection exam and is hired based on the results of the exam while a White applicant scores 62 points on the same exam and does not get hired. What illegal activity might have occurred? A. reasonable accommodation B. race norming C. undue hardship D. disparate impact

A ______ specialist might find jobs in compensation planning, salary surveys, benefits management, and incentive programs. A. absenteeism and turnover B. compensation and benefits C. effectiveness and efficiency D. conceptual and design

A call center wants to identify how many calls a customer service representative should take in a given hour. To do so, they use historical data, finding that a customer service representatives can be expected to service an average of six calls per hour. By benchmarking productivity, they are trying to solve A. The measurement problem B. The metering problem C. The alignment problem D. The control problem

A company that stages haunted houses is looking to hire cast members who are enthusiastic about the horror genre. One of the perks that they offer is a huge zombie-themed party for just the cast after the performances are done, which is easy since the company already has make-up, props, and the haunted house. There are some general reasons that the company may decide to pay for a party rather than provide higher cash rewards? Which of the below is NOT a reason. A. It's cheaper for the company than the cast members to throw a party B. The party would also bring revenue to the company C. The party would attract the "right" kind of worker

A factory line worker is paid a piecerate, or a rate per unit he or she produces. When the materials and components that the line worker receives are faulty, the line worker's performance suffers. This is an example of the A. Metering problem B. Control problem C. Alignment problem D.Measurement problem

A good performance evaluation can lead to a boost in any of the following EXCEPT? A. Base pay B. MBOs C. STIs D. LTIs E. Benefits and Perks

A job description for a truck driver may list "basic truck maintenance skills" under: A. Job context B. KSAs C. Job summary D. Job duties E. Job title

A manager should use employee engagement scores for his/her work group over time and in comparison with other work groups to watch for warning signs of problems in the work group. A. False B. True

A salesperson is paid 1% of revenue generated up to $1,000,000, 2% of revenue generated up to $2,000,000, and 3% of revenue generated thereafter. This is an example of what kind of an incentive? A. Linear (positive slope) B. Accelerated C. Linear (negative slope) D. Flat

A(n) ______ describes what an organization plans to become at a particular point in time in the future. A. strategy B. vision C. mission statement D. organizational structure

Acme Global has endeavored to drive out all unnecessary business expenses in its operations. Acme Global is likely following a ______ strategy. A. niche B. cost leader C. focus leader D. differentiation

Acme Global needed to hire 30 new advertising sales agents. The applicant pool consisted of 100 African American males and 100 White males. Of the 200 applicants, Acme Global hired 10 of the African American males and 20 of the White males. Is there evidence of disparate impact? A. Yes, the African American selection rate of 20% is less than 80%, so the Four-Fifths Rule is not met. B. Yes, the African American selection rate of 5% is less than 16%, so the Four-Fifths Rule is not met. C. No, the African American selection rate of 20% is more than 5%, so the Four-Fifths Rule is met. D. No, the African American selection rate of 10% is less than 80%, so the Four-Fifths Rule is met.

Acme Global recently hired several new employees who worked at a rival organization. Acme Global lured the employees away by offering more pay and better benefits. Acme Global's actions reflect the influence of ______ in the external environment on the organization. A. customers B. competition C. society D. suppliers

Acme Global tries to be a good neighbor to the people who live and work in the cities where the organization's plants are located. In one neighborhood, citizens asked Acme Global to identify the location of all its suppliers. When it was discovered that Acme Global used suppliers who were 1,000 miles from the plant, the citizens asked Acme Global to consider using more local suppliers. Acme Global agreed and found similar suppliers closer to its plant. This represents the influence of ______ in the external environment on the organization. A. suppliers B. society C. technology D. competition

Acme Global was ordered by a federal court to correct past discrimination within the organization. What Acme Global is required to implement is a(n) ______ plan. A. diversity B. affirmative action C. equal employment opportunity D. reasonable accommodation

All organizations in the same competitive space have to have the same type of HR strategy. A. True. B. False

All systems are open. A. True B. False

An organization following a ______ strategy will be most interested in minimizing all internal costs, including employee costs. Such an organization will be concerned with maximum efficiency and effectiveness. A. differentiator B. generic cost leadership C. niche D. vision

Andrew recommends that the organization do everything it can to lower the organizational costs required to produce widgets while still charging customers the same price for the product. Andrew is recommending the ______ strategy. A. cost cutting B. cost leadership C. differentiation D. niche

Annika, who is a line manager, recommended one of her employees for a new job higher up in the organization. Based on what she knew of the employee's capabilities and limitations, Annika voiced her opinion that her employee would be a good fit for the position. Her recommendation is part of the ______ responsibilities of line management. A. legal considerations B. appraisal and promotion C. leadership and motivation D. training and development

As a manager you want to avoid the "perils" of of ineffective performance management. Which of the following is NOT a peril associated with specifically with managers? A. More turnover in the department. B. Lower stock price. C. Unfair / inconsistent performance ratings. D. Less motivated employees.

At the Acme Global Corporation, the human resources department provides limited services to the organization. These services include things like keeping track of job applicants, maintaining employee paperwork, and filing annual performance evaluations. This view of the HR department is consistent with the ______ view of human resource management. A. 21st century B. traditional C. sustainable D. revenue center

Besides referrals, what is the next best way to find passive candidates? A. Former Employees B. LinkedIn C.Professional Networks D. Candidate Relationship management tools

Brenda is a member of the National Guard. Her unit is being deployed to Afghanistan for 6 months. Her boss let her know that the company cannot hold her job for her while she is gone. She will be replaced as soon as she deploys and will have to find a new job at a different company when she returns. The actions of her boss are likely a violation of the ______. A. Rehabilitation Act B. Uniformed Services Employment and Reemployment Rights Act C. Lilly Ledbetter Fair Pay Act D. Immigration and Nationality Act

Bryan has been employed at Acme Global for 15 years. He is satisfied with his job and performs it very well. He has been a high performer for all 15 years. According to HR, Bryan has a high level of ____________ A. sustainability B. employee engagement C. empathy D. efficiency

Building civility into the fabric of your HR practices is the key to linking performance and culture. Which of the following was NOT part of the fabric? A. Treat the employee with respect during the termination process. B. Have your marketing plan include culture. C. Have recruiters include culture in the recruiting materials. D. During exit interviews ask the question of why the started to look elsewhere.

Certain characteristics of a recruiter don't have an influence on the attitudes and behaviors of the applicants. A. True B. False

Consider a company that has a relatively high degree of job security and a pay mix that benchmarks compensation at the 75th percentile for base pay and benefits. However, unlike competitors, it does not offer short-term incentives or long-term incentives. What message mostly is likely to accompany this pay mix? A. The company values individual performance. B. The company values a loyal, stable, risk-averse workforce. C. The company values employees who are risk-loving. D. The company values initiative and autonomy.

Consider the following statements about employees who are promoted. Which is NOT true? A. Employees who are promoted will generally see an increase in base pay. B. An employee who is promoted will get a new pay range, with the maximum of the pay range corresponding to base plus the total possible incentive pay. C. Employees who are promoted can go from relatively high on their grade's pay range to being relatively low of the new grade's pay range. D. Employees who are promoted will change job grades.

Darya wants to apply the job characteristics model to her employees' work. She plans to redesign jobs so that each employee will be creating widgets from start to finish. Darya is trying to change the ______ of the jobs. A. feedback B. task identity C. task significance D. autonomy

DeAndre and Emily both work at Acme Global. Next month, DeAndre will work in Emily's job in the accounting department while Emily works in DeAndre's job in the marketing department. After the month is over, they will return to their regular jobs, hopefully having learned new skills and gained new perspectives. This is an example of ______. A. work teams B. job rotation C. job enlargement D. job enrichment

Defined contribution plans are generally tax advantaged because upon retirement, withdrawals are treated as capital gains rather than ordinary income. A. True B. False

Differentiation attempts to create an impression of difference for the company's product or service in the mind of the ______. A. manager B. customer C. employee D. shareholder

Diversity recruiting is a trend A. True B. False

Economic theorizing sees work as both a pain cost and an opportunity cost. This is useful for managers because... A. ...this means that there are never any psychological rewards from working. B. ...this means that managers have to compensate workers for these costs in order to get them to work hard. C. ...this means workers will never want to work hard.

Eleanor stops by Jenna's desk to talk about an assignment. When Jenna turns to show Eleanor something on the computer, Eleanor begins to rub Jenna's shoulders. Jenna has told Eleanor several times that this makes her feel uncomfortable and unable to concentrate on her work. Eleanor's behavior is likely ______. A. quid pro quo sexual harassment B. hostile work environment sexual harassment C. not a problem, Amanda needs to lighten up D. disparate impact

Employees must receive less cash compensation to also receive a non-monetary reward. A. True. Non-monetary rewards cost the company money, and are generally offset by lower cash compensation B. False. In most cases non-monetary rewards are offered in addition to a fair level of cash compensation

Employees who perform well are given raises. This is an example of a performance evaluation being tied to which element of the pay mix? A. LTIs B. Base pay C. STIs D. Non-Monetary E. Benefits and Perks

Executives at Acme Global give awards to high performing employees. The executives believe that if they recognize the performance of a few employees it will inspire all employees to work hard. This type of decision-making is part of the ______ level of culture. A. behavior B. values and beliefs C. assumptions D. objective

External hires are 81% more likely to be fired from their new jobs than were those who had been promoted from within the firm A. True B. False

Formal program designs are always best for non-monetary rewards. A. TRUE. Formal program designs are always best B. FALSE. Informal and formal program designs can both work well.

Human resource managers must become comfortable with collecting and analyzing ______ to drive results. A. workforce science B. big data C. data analytics D. technologies

In 2024, it is predicted that Asian workers will be ______% of the workforce. A. 2.3 B. 6.6 C. 14.2 D. 24.4

In advance of a measurement period, a performance evaluation sets specific performance targets for employees, and ties pay to the achievement of those targets. This evaluation is an example of A. A Realistic evaluation B. Management by Objectives (MBO) C. Behaviorally-Anchored Rating Scale (BARS) D. Critical Incidents evaluation

In human resource forecasting, ______ is a statistical technique that identifies the relationship between a series of variable data points for use in forecasting future variables. A. quantitative forecast B. regression analysis C. qualitative forecasting D. trend analysis

In motivational job design, ______ is the process of eliminating or combining tasks and/or changing the work sequence to improve performance. A. job rotation B. job simplification C. job expansion D. job enrichment

In motivational job design, ______ work teams are assigned a number of tasks by a manager, and the team in turn gives specific assignments to members and is responsible for rotating jobs. A. segregated B. integrated C. vertical D. horizontal

In organizational structure, ______ deals with the physical separation of different parts of the organization. A. horizontal differentiation B. spatial differentiation C. vertical differentiation D. complexity

In the United States, labor law only applies to workplaces where there are labor unions or formal labor union activity such as an organizing drive. A. True B. False

In the ______ method of job analysis, questions help to identify the functions that are a part of a particular job, and then, in most cases, it assigns a point value to that function. A. regressions B. questionnaires C. observations D. workflows

It is important that the new hire not make mistakes as that will reflect poorly on his or her first performance review, true or false? A. True B. False

It is useful for managers to understand what affects labor supply because... A. ...this helps managers understand what might happen if the organization needs to add more employees to supply more goods to its customers. B. ...this helps managers understand workers' decision-making processes about where and when to work, and under what conditions.

Jacob is reviewing the past 10 years of Acme Global's production and calculating specific proportions between production levels and number of employees. He plans to use the information to understand the relationship between production and number of employees. The process in which Jacob is engaged is ______. A. qualitative forecasting B. ratio analysis C. regression analysis D. job analysis

Knowledge of the law is only necessary in an employee relations role or HR generalist role A. True B. False

Miguel's job involves how the organization rewards the people who work for it. He works with salary surveys, benefits management, and incentive programs. Miguel's human resource management specialty is ______. A. the legal environment B. compensation and benefits C. safety and security D. ethics and sustainability

Morgan is a line manager who wants to cut costs and make her department more efficient. She is not sure what she is allowed to do to achieve his goals. Morgan should ask the human resources department for help understanding the ______ responsibilities of line management. A. appraisal and promotion B. labor cost controls C. leadership and motivation D. training and development

Non-monetary rewards are valuable to: A. only employees B. to both employees and employers C. nobody, because non-monetary rewards do not involve cash compensation D. only employers

On its website, Acme Global published a statement of what the various organizational units will do and what each will accomplish to fulfill the organization's vision. This is a ______ statement. A. strategy B. mission C. HR scorecard D. structure

Once people have been selected into the organization, the ______ section of the practitioner's model of human resource management describes how managers might coach, counsel, and/or discipline employees. A. 21st-century HRM, strategic planning, and HR laws B. developing and managing C. protecting and expanding D. compensating

Pierre's pension plan allows him to choose the amount of his contribution and how his contributions are invested. The better his chosen investments perform, the more money he'll have in his plan's account when he retires. This is an example of what kind of a pension plan? A. Defined Benefit B. Defined Contribution (e.g. 401k) C. Social Security

Principal-agent problems can always be solved by additional monitoring. A. True B. False

Rebecca is examining a measure of the financial return the human resources department received for its investment in a new performance appraisal system. The new system cost $3,500 and saved more than $5,000 in payroll expenses. Rebecca is examining the ______. A. economic value added B. return on investment C. gain from investment D. balanced scorecard

Saleh's department lost productivity this week when two employees failed to report to work as scheduled. Other employees had to do the missing employees' work and were not able to completely do their regular jobs. What Saleh's department is experiencing is ______. A. turnover B. absenteeism C. dissatisfaction D. lack of effectiveness

Sasha's job involves creating a widget from start to finish. She is given autonomy in how she creates the widget and is provided with regular feedback on the quality of her widgets. Sasha's job has a ______ design. A. mechanistic B. motivational C. biological D. perceptual-motor

Section II of the practitioner's model of human resource management includes the items that will allow the organization to get its work done successfully over long periods of time and is concerned with ______. A. protecting and expanding B. staffing C. developing and managing D. compensating

Setting compensation incentives involves finding the right balance between risk and insurance. A. False B. True

Stephanie and Mallory are working to identify the work performed and the working conditions for each job within Acme Global. Their final product contains duties, responsibilities, skills, knowledge required, outcomes, and working conditions for each job. The process they are completing is ______. A. job design B. job analysis C. job specification D. HR forecasting

Suppose your organization wants to match pay on the external labor market. Using surveys, you find that the median pay in the external market for that job is $35,000 per year. Which of the following is true? A. The cap in pay for employees in that job should end at $35,000 per year. B. The typical employee for that job should earn about $35,000 per year. C. Entry-level employees for that job should begin at $35,000 per year. D. The bottom of the pay range for that job should be $35,000 per year. E. The top of the pay range for that job should be $35,000 per year.

The U in the acronym for the OUCH test stands for what? A. understanding: the knowledge and ability to judge a particular situation or subject B. uniform in application: applied the same way to all persons involved C. underhanded: done in a secret and dishonest way; intended to deceive or trick someone D. ulterior: kept hidden until achievement of a specific result

The ______ amends Uniformed Services Employment and Reemployment Rights Act to maintain healthcare coverage while away on duty and require employers to post a notice of benefits, duties, and rights of reemployment. A. Immigration and Nationality Act B. Veterans Benefits Improvement Act of 2004 C. Rehabilitation Act D. Civil Rights Act of 1991

The ______ skill set involves figuring out novel or innovative solutions to problems that were identified through the use of conceptual skills. A. productivity B. design C. conceptual D. interpersonal

The differences between the stock price and the stock option's strike price is: A. The time value B. The intrinsic value C. The vesting period

The first skill set that an HR manager must develop to be successful is the ______ skill set. It is also the easiest one to develop. A. interpersonal B. technical C. conceptual and design D. business

The five artifacts of ______ are heroes, stories, slogans, symbols, and ceremonies. A. organizational structure B. organizational culture C. employee levels D. mission and vision

The organizational chart of Acme Global looks like a pyramid. It illustrates the various layers in the organization and provides information on the chain of command. Overall, it provides information on ______ in the organization. A. centralization B. vertical differentiation C. formalization D. horizontal differentiation

The vast complexity of work means that... A. ...each employee you manage might have a different motivational factor, but each person will only have one. B. ...each employee you manage might have a different combinations of multiple motivational factors.

There is a federal law that prohibits the use of social media in the recruitment or background check process. A. True B. False

Thinking about work as serving others is irrelevant for managers. A. True B. False

Three of the following are typically components of "rater error training." Which of the following components is NOT a typical part of "rater error training" programs as discussed in our video lessons? A. Understand different types of rater errors/distortions and why managers commit these errors. B. Understanding of the compensation system. C. Calibration and frame of reference training. D. Big picture overview of the performance management system.

To make organizations more competitive and to create sustainable competitive advantages is the basis of ______. A. productivity B. strategic human resource management C. sustainability D. efficiency

To overcome problems of private information, organizations can only use screening strategies, not signaling strategies. A. True B. False

Training is only worthwhile if it leads to a promotion A. TRUE. It must lead to a promotion B. FALSE. It can be worthwhile if it helps you do your job better

Training programs: A. Are expensive and generally do not work B. Can be on-the-job, or in a classroom C. Rarely work when it involves oversight from someone else

Two Acme Global workers got into an argument about whose turn it was to clean up the work station. The argument escalated into a fight that damaged the work station and injured both workers. The manager disciplined both workers, giving one a 2-day suspension and the other a 4-day suspension. The manager's actions violated the ______ part of the OUCH test. A. objective B. uniform in application C. consistent in effect D. has job relatedness

Users are encouraged to use selection procedures which are just valid. A. True B. False

Validity is only situation-specific A. True B. False

We want onboarding to be individualized. So it's best to make sure that the new employee is signed up ahead of time for all the appropriate groups to which the new hire belongs (like the women's leadership group, or the LGBT employee group, etc.). True or false? A. True B. False

What is not one of the 3 R's of Civility from the lecture? A. Restraint. B. Reality. C. Responsibility. D. Respect.

What is one stage of the new hire socialization process? A. Going out with co-workers. B. Understanding where you, as a new employee, fit in the organizational context. C. Completing all new hire paperwork. D. Doing well on the first performance review.

What is our present situation? Where do we want to go? How do we plan to get there? These are the three questions that build an organization's ______ plan. A. organizational B. strategic C. environmental D. management

What is the best way to be sure that you are ready for the new hire's first day? A. Ask others to help. B. Create and use an onboarding checklist. C. Talk with human resources. D. Ask the new hire what they need.

When Jack was first hired at Acme Global, he was assigned to a virtual mentoring group of new employees and managers before his first day of work. The group built an online community that helped Jack learn more about the culture of Acme Global. This is an example of how social media is used in ______. A. recruitment and selection B. onboarding C. training and development D. performance management

When managing a work group, before applying insights from economics, psychology, sociology, or other academic disciplines, managers should first make sure that... A. ...the assumptions of that perspective fit with my own values. B. ...the assumptions of that perspective fit with the values of the work group. C. ...there isn't more practical advice available because blogs, business magazines, and other non-academic sources don't rely on any assumptions.

When should onboarding begin? A. On the new hire's first day. B. At the time of the offer for the position. C. During the new hire's first week. D. Timing isn't that important, just get it on the new hire's schedule soon.

When thinking about protections against unjust or unfair "adverse employment actions," this only applies to employee terminations. A. True B. False

When workers use their work to shape their identity, they do so solely by labeling themselves with various identifiers (e.g., "I am a ____ working for _____."). A. True B. False

Which best describes the foundational assumptions of Taylorism, also known as scientific management? A. Business owners are industrious, ambitious, thrifty, and sober; workers are not. B. Workers want to earn income in the most efficient way possible, but it is managers who best know how to structure work tasks to fulfill this goal. C. Workers are diverse so they need to be managed in ways tailored to their own goals and values. D. To manage workers effectively, managers need to pay attention to psychological and social conditions, not just technical conditions.

Which is not an advantage of an internal approach? A. Less Expensive B. New Ideas C. Motivating D. Train for specific needs

Which of the below options is NOT a type of interview? A. In Person B. Automatic C. Phone screen D. Panel E. Structured F. Technology

Which of the following competencies were talked about in the lecture that recruiters should analyze when selecting candidates? A. Firm- Based B. All of the above C. Job- Based D. Team-Based

Which of the following definitions is not correct? A. An HMO is a group of healthcare providers that provide coverage on a prepaid basis B. A HDHP is a High-Density Healthcare Provider C. A co-insurance is a percent of the cost of health care that the insuree must pay after the deductible is met. D. A premium is a regular fee paid by the employer or insuree to purchase coverage

Which of the following is NOT a performance management best practice? A. Automate when possible for efficiency and better analytics. B. Have employees give reviews to their peers. C. Have a process to give employees a "voice" for input on performance management process. D. Ensure performance management processes are communicate to all employees.

Which of the following is NOT part of a performance management mindset ? A. Performance management should be viewed as bottom line issue. B. Performance management should be viewed as an event. C. Performance management is about development of employees.

Which of the following is NOT part of strategic performance management? A. Performance planning. B. The performance review. C. Multi-rater assessment. D. Annual feedback sessions.

Which of the following is TRUE about performance reviews? A. Reviews are strategic. B. Reviews focus on individual development and ratings. C. Reviews are a dynamic process.

Which of the following is a positive impact of performance management on the employees as discussed in the lecture? A. All of the above. B. Better understanding of the job duties and performance standards. C. Larger increases in compensation. D. Decreased motivation due to no flexibility in their jobs.

Which of the following is needed for an economic contest or tournament to be an effective incentive mechanism that motivates high work effort? A. A clear pay-for-performance program that rewards each worker's effort. B. A known prize that is large enough to compensate for extra effort. C. Insurance against excessive income loss.

Which of the following pay structures pays employees a premium for additional occupational licenses and education? A. Competency-based structures B. Skills-based structures C. Job-based structures

Which of the following statements about benchmarking is FALSE? A. The US Bureau of Labor Statistics produces estimates of pay in different occupations. B. When some external jobs match best on job titles, and other external jobs match best on job descriptions, then it's better to benchmark on job titles rather than job descriptions. C. Ideally, benchmarks should match educational requirements of the organization's job with the educational requirements of the external benchmark's job. D. Some external benchmarks are better than others, and when calculating the benchmark average, you may put extra weight on better benchmarks.

Which of the following statements about merit-based raise criteria are TRUE? A. Merit-based raise criteria would typically give the largest raises to people high in the pay range, and with high evaluations. B. Merit-based raise criteria would typically give the largest raises to people low in the pay range, and with high evaluations. C. Merit-based raise criteria cannot avoid paying people above the maximum of the pay range.

Which of the following statements about pay bands is NOT true? A. They typically combine jobs that are roughly similar in job level, prestige, and pay. B. They typically span multiple non-contiguous grades within the same ladder (e.g. associates are levels 1-3 and 7-9). C. They typically combine multiple contiguous grades.

Which of the following statements about the Affordable Care Act are TRUE? A. A firm with 200 FTE employees would receive a tax credit if it offers health insurance. B. A firm with 20 FTE employees would receive a tax credit if it offers health insurance. C. A firm with 20 FTE employees would receive a tax penalty if it does not offer health insurance.

Which of the following statements about the Strategic Messaging Model is NOT correct? A. Money includes the value of the total compensation package. B. In general, we choose our money, mix, and messaging before we choose whom we want to attract, retain, and motivate. C. Messaging includes how we communicate the pay mix to employees. D. Mix includes relative allocation of compensation across the pay mix.

Which of the following statements about tournament incentives is accurate? A. Tournament incentives encourage employees to share best practices B. Tournament incentives helps maintain the effectiveness of incentives when outside factors affect many employees' productivity C. Tournament incentives work well when employees work together in teams

Workforce planning and and succession planning data is the only useful data form performance management systems. A. True B. False

You have an employee you know has done a good job in the past and has received good reviews. The job has not changed but lately their performance has not been good as before. Using the concept from class of "diagnose before you prescribe," which of the following would you focus on? A. Declarative Knowledge - I would send the employee to training. B. Motivation - Coaching - I would have a discussion with the employee on why their performance has fallen off. C. Procedural Knowledge - I would have the employee review procedures.

______ managers are the individuals who create, manage, and maintain the people and organizational processes that create whatever it is that the business sells. A. Staff B. Line C. Human resource D. Top

______ refers to the way in which an organization groups its resources to accomplish the organization's mission. A. Strategy B. Organizational structure C. Mission statement D. Objectives

______ skills comprise the ability to understand, communicate, and work well with individuals and groups through developing effective relationships. A. Technical B. Interpersonal C. Conceptual and design D. Business

_____________ is a combination of job satisfaction, ability, and a willingness to perform for the organization at a high level and over an extended period of time. A. Empathy B. Employee engagement C. Sustainability D. Productivity

11) A type of incentive plan that generally is organization-wide and that provides employees with a share of the organizationʹs profits in a specified period is a(n): A) gainsharing plan. B) individual incentive plan. C) profit-sharing plan. D) semi-variable incentive plan. E) group incentive plan.

11) Abacus Trucking Ltd. has experienced a rise in workers compensation claims over the past year. You are the Human Resources professional who has been asked what the company can do to reduce the number of claims. You respond that the following are steps the company should take EXCEPT: A) institute effective health and safety programs. B) comply with government safety standards. C) discipline workers who have more than one workersʹ compensation claim. D) provide career counseling to guide employees into less strenuous or stressful jobs. E) institute rehabilitation programs for injured or ill workers.

11) The HR manager of Smith & Yu company was heavily involved in a downsizing exercise of the 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.

11) The key factors in employee retention today are: A) employees who understand what motivates them. B) fair processes in ʺpeopleʺ decisions. C) an organizational culture that values and nurtures talented employees and fair processes in ʺpeopleʹ decisions. D) an organizational culture that values and nurtures talented employees. E) lifelong learning opportunities

12) A layoff occurs where the following condition(s) are present: A) there is a permanent severing of the employment relationship. B) the owner and President decides, for economic and personal reasons, to shut down the business permanently. C) there is no work and management intends to recall the employees when work is available again. D) there is an issue of poor performance and a permanent severing of the employment relationship. E) there is no work and there is a permanent severing of the employment relationship.

12) Individualized benefit plans allowed by some employers in order to accommodate employee preferences for benefits are known as: A) family-friendly benefits. B) perquisite benefits plans. C) flexible benefits programs. D) constrained benefits plans. E) individualized benefits plans.

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

13) The stage of oneʹs career, including the period from birth to age 14 during which the person develops a self-concept by identifying with and interacting with other people such as family, friends, and teachers, is called the: A) childhood stage. B) adolescent stage. C) growth stage. D) maintenance stage. E) interaction stage.

13) Which of the following statements is true? 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.

14) The first step in the HRP process, after the HR implications of the firmʹs strategic plans have been 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.

16) Ira, the manager of a woodworking business, is considering implementing a piecework incentive plan for the word workers reporting to him. You are an HR consultant he has asked for advice as to the benefits of implementing such a plan. You advise him of all of the following EXCEPT: A) the incentive value of piece-rate plans can be powerful since rewards are directly tied to performance. B) piece-rate plans appear equitable in principle. C) since the piece rate is quoted on a per-piece basis, in workersʹ minds, production standards become tied inseparably to the amount of money earned. D) piecework plans are simple and easily understood. E) they are easily understood by employees.

16) Most safety experts agree that safety commitment must begin with: A) middle management. B) the rank-and-file employee. C) top management. D) work teams. E) the line supervisor.

16) One or more of parental, paternity, and adoption leaves are provided in each Canadian jurisdiction. These leaves range from ________ weeks to ________ weeks. A) 2, 15 B) 12, 24 C) 8, 52 D) 9, 25 E) 6, 12

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

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

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

17) The following are examples of critical incidents for an assistant plant manager EXCEPT: A) preventing a machine breakdown by discovering a faulty part. B) instituting a new preventative maintenance system for the plant. C) developing a corporate strategy to implement company-wide. D) allowing inventory storage costs to rise 15% in the prior month. E) instituting a new production system which decreased late orders by 10%.

18) An employer is required to provide advance notice to an employee whose employment is being terminated, unless the employee is working on a short-term contract or: A) a mass layoff is occurring. B) the employee works outdoors. C) the employee is being fired for just cause. D) the company is shutting down. E) the employee is eligible for early retirement.

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

19) Refusing to hire a man convicted and pardoned for a drug-related offence as a counsellor at a 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.

19) The following are personality types that John Holland found through his research, EXCEPT: A) social orientation. B) investigative orientation. C) vocational orientation. D) realistic orientation. E) enterprising orientation.

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

2) HR technology has: 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.

2) The government in each jurisdiction has created special regulatory bodies to enforce compliance 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.

2) Young is the new Director of Human resources at a consulting engineering company. She wishes to implement career management initiatives and has been asked by the CEO why this would be of benefit to the business. She should respond as follows: A) this increases employee commitment. B) this assists directly in human resource planning. C) this reduces turnover and increases employee commitment. D) this reduces turnover. E) this promotes compliance with employment equity laws.

20) A plan in which a production standard is set for a specific work group, and its members are paid incentives if the group exceeds the production standard, is known as a(n): A) standard hour plan. B) excess production plan. C) team or group incentive plan. D) work group plan. E) gainsharing.

20) Refusing to promote a highly qualified white male into senior management because his wife has just been diagnosed with a chronic illness that might interfere with his willingness to work long hours 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.

20) Some employers evaluate the progress and development of their supervisory employees via the use of a narrative form of appraisal. One example of the form that is used is called the: A) performance discussion plan. B) essay form. C) performance improvement plan. D) critical incident method. E) assessment method.

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

21) The following are ways that employers use team or group incentive plans EXCEPT: A) setting a production standard based on the final output of the group as a whole. B) setting work standards for each member of the group and maintaining a count of the output of each member. C) setting a standard that all members receive payment equal to the 75th percentile of the group as a whole. D) broad criteria such as total labour-hours per final product. E) choosing a measurable definition of group performance or productivity that the group can control.

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

23) According to the Association of Workersʹ Compensation Boards of Canada, in 2007 there were ________ deaths and 317, 524 injuries resulting from accidents at work. A) 500 B) 25 C) 1055 D) 250 E) 15,000

23) The chief disadvantage of group plans is that: A) each worker sees his/her effort leading to the desired reward. B) a group incentive plan may not prove as effective as an individual incentive plan in improving performance. C) each workerʹs rewards are no longer based just on his/her own efforts. D) a group incentive plan does not facilitate on-the-job training. E) a group incentive plan is problematic when conflict arises between group members.

23) The following are steps in developing a behaviourally anchored rating scale EXCEPT: A) scaling the incidents. B) developing performance dimensions. C) causing critical incidents to occur. D) generating critical incidents. E) developing the final instrument.

24) The following acts are considered insubordination, whenever and wherever they occur, EXCEPT: A) criticizing the boss in public. B) deliberate defiance of clearly-stated company policies, rules, regulations, and procedures. C) strict adherence to the chain of command. D) flat-out disobedience of or refusal to obey the bossʹs orders, particularly in front of others. E) direct disregard of the bossʹs authority.

24) The step used in developing a behaviourally anchored rating scale where persons who know the job being appraised are asked to describe specific illustrations of effective and ineffective performance is: A) scaling the incidents. B) developing the final instrument. C) generating critical incidents. D) reallocating incidents. E) developing performance dimensions.

25) Most safety experts and managers know that it is impossible to eliminate accidents just by reducing: A) high-tech firms. B) hours of work. C) unsafe conditions. D) gross domestic product. E) automation in the workplace.

26) A decision to purchase an HRIS can vary from one organization to another based on their existing 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.

27) Characteristics of Generation X employees include: 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.

27) Edgar Schein identified the following career anchors EXCEPT: A) technical/functional. B) autonomy and independence. C) insecurity and inexperience. D) security. E) managerial competence.

27) Just cause for dismissal is usually considered to include the following EXCEPT: A) insubordination. B) incompetence. C) alcoholism. D) fighting. E) disobedience.

28) The Sandwich Generation refers to: 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.

29) Another way to categorize jobs, other than using class descriptions, when undertaking the job classification method is to: A) assign points to compensable factors. B) rank jobs by compensable factors. C) draw up a set of classifying rules. D) rank jobs against one another. E) rank jobs from lowest to highest.

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

29) The main reasons for increasing health care benefit costs are: A) psychiatric disabilities and AIDS. B) rising drug utilization and expensive new drugs. C) increasing use of expensive new drugs, rising drug utilization, and ʺcost cuttingʺ reductions in provincial health care plans. D) increasing workersʹ compensation claims for occupational illness, and expensive new drugs. E) ʺcost cuttingʺ in provincial health care plans, and the AIDS epidemic.

29) When all employees earning over a threshold amount are automatically eligible for consideration for short-term incentives, this is called the criterion of: A) key position. B) job evaluation. C) salary-level cutoff point. D) job clusters. E) salary grade.

3) A potential solution when labour demand exceeds labour supply is: A) finding employees alternative jobs within the organization. B) work sharing. C) hiring temporary workers. D) job sharing. E) any of the above

3) HR technology has evolved over the years. The evolution of HR technology is characterized by: A) 3 stages. B) 5 stages. C) 4 stages. D) 6 stages. E) none of the above.

3) Occupational health and safety legislation is based on the principle of: A) due diligence. B) education. C) joint responsibility. D) complexity. E) participation.

30) A disadvantage of the job classification method of job evaluation is the difficulty in: A) classifying jobs. B) writing job descriptions. C) writing grade descriptions. D) grouping jobs. E) developing job clusters.

30) One researcher concludes that a worker who reacts more quickly than he/she can perceive is: A) a safe worker. B) definitely not accident prone. C) more likely to have accidents. D) no better off with respect to frequency of accidents than others. E) less likely to have accidents.

31) For short term incentives, the term ʺfund sizeʺ means: A) the companyʹs net income. B) the amount each employee will receive. C) the total amount of bonus money that will be available to be paid out. D) average capital invested in the business. E) the incentive bonus formula.

31) Gavin Chen is the VP of HR in Motion.com. It has recently concluded its adoption phase and 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.

31) The job evaluation method in which a number of compensable factors are identified, and then the degree to which each of these factors is present on the job is determined, is the: A) factor comparison method. B) ranking method. C) point method. D) job classification method. E) Hay plan method.

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

32) Most experts agree that one of the most important things that an employer can do is to provide new employees with: A) computer-oriented first jobs. B) slow-paced first jobs. C) challenging first jobs. D) high-pressure first jobs. E) comfortably paced first jobs.

34) Amin is the manager of an auto parts manufacturing plant in Oakville, Ontario. The plant has experienced a rise in workplace injuries over the past year. Amin is considering which questions he can ask during candidate interviews. Which of the following questions would NOT pose a legal risk to the company if he asked it? A) Have you ever been injured at work? B) Have you suffered from a workplace related illness? C) Do you know of any reason that you would not be able to perform the essential functions of this job? D) How many workers compensation claims have you filed? E) Are you currently being compensated for a workplace injury?

34) Appraisal systems must be based on performance criteria that are ________ for the position being rated, and ________ in that their application must produce consistent ratings for the same performance. A) valid, measurable B) measurable, valid C) valid, reliable D) reliable, reliable E) reliable, valid

34) Technological advances in manufacturing have: 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.

35) A planned learning event in which participants are expected to be actively involved, completing career planning exercises and inventories and participating in career skills practice sessions is called a(n): A) lecture method of training. B) organization development program. C) career planning workshop. D) job inspection training. E) strategic planning exercise.

35) In establishing pay rates, an employer should conduct a salary survey for the purpose of: A) fine tuning pay rates. B) slotting jobs into pay grades. C) pricing jobs. D) job evaluation. E) performance appraisals.ber of points, for instance) into grades for: A) pay purposes.

35) Short-term and long-range HR demand forecasts provide: 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.

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

35) With a true individual incentive, it is the managerʹs individual effort and performance that are rewarded with a(n): A) individual wage. B) salary. C) bonus. D) cost-of-living adjustment. E) perquisite.

36) In the second step of the termination interview, the manager should: A) smile and be friendly; however, be direct. B) begin with small talk. C) get to the point by informing the person of the decision. D) get to the point; however, reassure the employee this was not the managerʹs decision. E) move slowly but positively through the interview.

37) Remedies for human rights code violations do not include: 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.

38) The problem resulting from using data in employee compensation surveys is known as: A) employee discrimination. B) systemic undervaluing. C) upward bias. D) report bias. E) stereotyping of data.

38) Workersʹ compensation premiums for employers are proportional to: A) the location of the workplace. B) the variety of different jobs being done by workers. C) the number of workersʹ compensation claims (experience rate). D) the number of employees in the firm. E) the safety reputation of the firm.

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

39) One of the most common approaches to returning a worker with a disability to work is: A) providing additional compensation. B) providing termination pay. C) reduced work duties. D) prevention programs. E) early assessment and intervention.

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

4) Occupational health and safety legislation falls into three categories. One of the categories is: A) safety inspections. B) workplace injuries. C) rules for specific industries. D) protective clothing. E) WHMIS.

40) An organization focused on creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect new knowledge and insights, is a(n): A) mentoring organization. B) in-house development centre. C) learning organization. D) training and development organization. E) post-secondary institution.

40) Costs associated with mental health problems relate to: A) younger workers. B) short-term disability and increased drug usage. C) short- and long-term disability. D) increased drug usage. E) long-term disability and increased drug usage.

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

40) Some of the common employee self -service (ESS) applications include allowing employees to: 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.

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

41) Employee self-service (ESS) systems have fundamentally changed the way employees relate to 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.

41) When supervisors allow individual differences such as age, race, and sex to affect the appraisal ratings that employees receive, this problem is referred to as: A) strictness/leniency. B) halo effect. C) appraisal bias. D) central tendency. E) trait effect

42) A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect: A) conservative views and news. B) traditional standards and values. C) new knowledge and insights. D) contemporary attitudes and norms. E) the skills of its employees.

42) Employment equity legislation aims to: 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.

42) Laws that require an employer to notify employees in the event that the employer decides to terminate a group of employees are called: A) employment termination laws. B) notification laws. C) group termination laws. D) privacy laws. E) ʺat willʺ laws.

42) The most common psychiatric disability is: A) schizophrenia. B) obsessive-compulsive disorder. C) depression. D) multiple personality disorder. E) anxiety attacks.

43) A Harvard University study projects that, by 2020, ________ will become the biggest source of lost workdays in developed countries. A) occupational illness B) work-related illness C) depression D) anxiety attacks E) psychiatric illness

43) A number of health-related issues and challenges can undermine employee performance at work. These include the following EXCEPT: A) alcoholism and substance abuse. B) smoking. C) employee welfare programs. D) workplace violence. E) workplace toxins.

43) The amount of notice required to be given to employees under group termination laws varies by jurisdiction and with: A) the type of work performed by the employees. B) the type of industry. C) the number of employees being terminated. D) the time of year. E) the unemployment rate in the region.

44) Learning organizations engage in the following activities EXCEPT: A) experimentation. B) learning from experience. C) unsystematic problem solving. D) transferring knowledge. E) learning from others.

44) You are the Director of Human Resources at a software development firm. With respect to the 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.

46) A qualitative approach to job analysis is more suitable when: 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.

46) A type of pension plan that contains a formula for determining retirement benefits so that the actual benefits to be received are defined ahead of time is called a: A) deferred profit-sharing plan. B) money purchase pension plan. C) defined benefit pension plan. D) defined contribution pension plan. E) retirement plan.

46) An enterprise-wide system is defined as a system that supports enterprise-wide or 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.

46) Harryʹs competence as a manager was rated very high. How is his competence defined and measured? A) predicting career-related decisions B) predicting environmental assessment C) forecasting personʹs potential D) measuring career assessment E) understanding employee needs

46) In general terms, the lower the rate of unemployment: 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.

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

47) One way to depict the pay rate ranges for each pay grade is with a wage structure graphically depicting the: A) scatter-plot points within a pay grade. B) range of jobs. C) range of pay rates for each pay grade. D) range of pay grades for each pay rate. E) pay for each job.

48) An advantage of using rate ranges for each pay grade is that it allows for: A) education differences. B) gender differences. C) performance differences. D) employer inflexibility. E) age differences.

48) An employerʹs best approach in dealing with substance abuse is a clear, well-communicated policy based on the following components EXCEPT: A) employee access to confidential assistance programs. B) supervisory training. C) a zero tolerance policy. D) disciplinary measures for infractions. E) prohibition of alcohol and drug use during work hours, and company special events.

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

48) The most prevalent approach to compensating salespeople is to use a combination of: A) commissions and profit sharing. B) salary, commission, stock options, and profit sharing. C) salary and commissions. D) salary and stock options. E) commission and stock options.

48) Training objectives provide a focus for the efforts of the trainer and the trainees, and: 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.

49) A potential problem with peer appraisal occurs when all the peers get together to rate each other highly. This is called: A) preferential evaluation. B) appraisal bias. C) logrolling. D) halo error. E) leniency error.

5) During the evolution of HR technology, there was a migration of the information resident in the paper-based system to PCs and local area network systems. These HR databases were able to produce reports that simply listed what is knows as: A) personnel data. B) tombstone information. C) tombstone data. D) employee data. E) personnel information.

50) Collapsing salary grades and ranges into just a few wide levels or ʺbandsʺ is called: A) compensation banding. B) wide banding. C) broadbanding. D) red circle banding. E) job specialization.

50) Group RRSP/DPSP combinations are popular in Kerrieʹs company and commonly popular in Canada. Kerrie found this out because: A) they increase severance payments. B) membership is automatic upon beginning employment. C) no tax is paid until money is received from the plans at the time of employeeʹs death. D) no tax is paid at all. E) employerʹs provide contribution to them.

50) To overcome the record number of rejections of relocation offers, companies are: A) paying moving expenses. B) increasing financial incentives. C) offering spousal support through career transition programs. D) offering additional perquisites. E) increasing salaries

51) Any attempt to improve managerial performance by imparting knowledge, changing attitudes or enhancing skills, is called: A) career enhancement. B) T-group training. C) management development. D) assessment centre training. E) professional development.

51) The following are advantages of using rating committees in the performance appraisal process EXCEPT: A) the composite ratings tend to be more fair than those of individual raters. B) variations in ratersʹ ratings usually stem from the fact that raters often observe different facets of an employeeʹs performance. C) appraisal is generally more biased because of personality clashes. D) the composite ratings tend to be more reliable and valid than those of individual raters. E) several raters can help cancel out problems like bias and halo effect on the part of individual raters.

52) Rating committees are usually composed of the employeeʹs immediate supervisor and: A) that supervisorʹs boss. B) three or four peers. C) three or four other supervisors. D) that supervisorʹs boss and a customer. E) other supervisors and peers.

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

53) Rates being paid to overpaid employees are often called: A) black circle pay rates. B) excessive pay rates. C) red circle pay rates. D) silver circle pay rates. E) premium jobs pay rates.

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

54) An alternative method to a traditional job evaluation is pay: A) for education. B) for responsibility. C) for skill/competency. D) for ability. E) based on seniority.

54) In most provinces, employer pension plan contributions must be vested once the employee has completed ________ years of service. A) 5 B) 4 C) 2 D) 3 E) 1

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

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

55) Something that should be avoided in writing a job description is: 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.

55) The art of fitting the workstation and work tools to the individual is known as: A) retooling. B) workplace accommodation. C) ergonomics. D) due diligence. E) retrofitting.

56) Characteristics of a profession include: 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.

56) You have been asked by the CEO to advise on how to reduce the workforce by 10% over the next 2 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

57) Employees whose work involves the application of learned knowledge to the solution of the employerʹs problems are referred to as: A) hourly employees. B) managerial employees. C) professional employees. D) executives. E) supervisory employees.

57) Ergonomics will become more and more important as the workforce ages and requires accommodation of physical changes in the following EXCEPT: A) cardiovascular capacity. B) muscular strength. C) tolerance for pain. D) vision. E) hand function.

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

58) An employeeʹs 360-degree appraisal usually involves the following appraisers EXCEPT: A) peers. B) any employees reporting to the person being appraised. C) competitors. D) customers. E) supervisors.

59) A training technique by which management trainees are allowed to work full-time analyzing and solving problems in other departments is: A) job rotation. B) the coaching/understudy approach. C) action learning. D) the case study method. E) on-the-job training.

59) Organizations that have implemented 360 -degree appraisal have the following advice for those considering it EXCEPT: A) plan to evaluate the system for fine tuning. B) be clear about who will have access to reports. C) use standard questionnaires. D) assure all raters that their comments will be kept anonymous. E) provide training for supervisors, raters and ratees.

59) SUBS: 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.

6) A series of work-related positions, paid or unpaid, that help a person grow in job skills, success, and fulfillment is: A) a job. B) a position. C) a career. D) a profession. E) work.

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

6) When labour demand equals labour supply: 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.

60) The implied, enforced, or felt obligation of managers, acting in their official capacities, to serve or 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.

60) The leading cause of work-related deaths around the world is: A) accidents/violence. B) communicable diseases. C) cancer. D) mental disorders. E) none of the above.

61) A physical demands analysis identifies: 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.

61) There is an erroneous perception that cancer-causing agents in the workplace are: A) increasing costs for employers. B) affecting men and women in the same way. C) disappearing. D) affecting managementʹs position in collective bargaining. E) increasing in significance

63) A formal employer program for providing employees with counseling and/or treatment programs for problems such as mental health issues, marital/family problems, legal problems or stress is called a(n): A) rehabilitation program. B) employee services benefit. C) employee assistance program. D) legal aid benefits. E) AA and NA program.

64) A job-related services benefit that is designed to help employees who must help elderly parents or relatives who are not fully able to care for themselves is known as: A) aging care. B) personal care. C) eldercare. D) on-site eldercare. E) family medical care.

64) A major Canadian automaker has laid off 20% of its workforce over the course of 2 years. You are the HR professional responsible for surveying the employees remaining with the company to determine 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.

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

64) The general trend in executive compensation today is to decrease the relative importance of ________ and increase the relative importance of short - and long-term executive incentives. A) perquisites B) employee benefits C) base salary D) pension plans E) commissions

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

66) The employerʹs role in university-related programs often involves the provision of an incentive for employees to develop job-related skills. This incentive often takes the form of: A) lavish prizes. B) cash. C) tuition refunds. D) paid leave of absence. E) exotic job assignments.

66) The following are various social and recreational opportunities extended to the employees EXCEPT: A) athletic events. B) craft activities. C) pre-retirement counseling. D) annual summer picnics. E) parties.

66) When compensating professional employees, compensable factors tend to focus on the following EXCEPT: A) creativity. B) problem solving. C) working conditions. D) technical expertise. E) technical knowledge.

67) The employerʹs role in university-related programs increasingly involves granting technical and professional employees extended periods of time off for attending a college or university to pursue a higher degree or to upgrade skills. This employer support is called a(n): A) vacation. B) upgrade program. C) sabbatical. D) leave without pay. E) professional leave.

68) The Scanlon plan has been quite successful at reducing costs and fostering a sense of sharing and cooperation among: A) employer associations. B) industrial associations. C) employees. D) global environment associations. E) stakeholders.

69) A type of organization-wide incentive plan that engages many or all employees in a common effort to achieve a companyʹs productivity objectives by sharing the resulting cost savings among employees and the company is referred to as a: A) profit-sharing plan. B) productivity plan. C) gainsharing plan. D) cost savings plan. E) common incentive plan.

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

69) You are the HR professional at a forestry company. You are responsible for implementing a pay equity plan. Which of the following questions would not be beneficial for the purpose of avoiding pay equity problems? A) Are job duties and responsibilities clearly documented? B) Are pay equity laws being monitored and adhered to in each province? C) Have pay equity consultants been hired? D) When was the pay system last reviewed? E) Is the pay system clearly documented in a salary administration manual?

7) A scale that lists a number of traits and a range of performance for each is called a(n): A) alternation ranking method. B) behaviourally anchored rating scale. C) graphic rating scale. D) paired comparison scale. E) forced distribution method.

7) A supervisor at a mine site sent employees reporting to him into the mine even though he had read a report stating that underground tremors were likely to occur during the time that the employees were in the mine. Three hours into the employeesʹ work shift a significant tremor occurred causing part of the mine to collapse. One employee was killed and three others were seriously injured. Under what law could the supervisor be charged with a criminal offense? A) Occupational Health and Safety Act B) Human Rights legislation C) The Criminal Code D) Employment standards Legisl

7) Being completely familiar with employment legislation, HR policies and procedures, collective agreements, and the outcome of recent arbitration hearings and court decisions is most closely related with which of the following HR activities? A) serving as a consultant B) formulating policies and procedures C) offering advice D) providing services E) serving as a change agent

7) Engagement is: A) the belief that the organization cares about talent management. B) transactional rewards which are consistent across competing organizations. C) positive emotional connection to the employer and a clear understanding of the strategic significance of the job. D) providing competitive base pay. E) relational work experiences.

70) Role-playing has some drawbacks. An exercise can take an hour or more to complete, only to be deemed a waste of time by participants if the instructor does not: A) praise the participants. B) lecture at the beginning to all trainees. C) explain what the participants were to learn. D) present an expert system for trainees to observe. E) coach or mentor trainees throughout the session

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

72) You have just been hired as the Director of Human Resources at Greenlight Inc., a mid sized 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.

8) In company Smith & Cole, employees can access the applications from any computer with a 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.

8) The Revlex Company did a salary survey, and the results showed that 10 of its key positions had lower wages compared with similar positions at their key competitors. The problem the company faces is: A) broadbanding. B) pay equity. C) external inequity. D) internal inequity. E) comparable worth.

9) A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the: A) paired comparison method. B) graphic rating scale. C) alternation ranking method. D) behaviourally anchored rating scale. E) forced distribution method.

9) Amy received $2000 from her employer last week in order to recognize the extra hours. beyond normal work hours, that she had worked in the past month. Which of the following did Amy receive? A) retirement income plan B) profit-sharing plan C) spot bonus D) variable pay plan E) individual incentive program

9) Deploying highly developed HR technology to manage HR functions will enable members of an 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.

9) Most occupational health and safety legislation in Canada has the following features in common EXCEPT: A) joint health and safety committees. B) responsibilities and rights of employers and employees. C) employee drug testing. D) enforcement of occupational health and safety laws. E) control of toxic substances.

A ______ is a division or department within the organization that brings in no revenue or profit for the organization. This type of division or department only costs money for the organization to run. A. revenue center B. business center C. cost center D. productivity center

A bank teller knowing all of the products a bank offers is an example of ________? A. Employee Motivation. B. Procedural Knowledge. C. Declarative Knowledge

A company needs extra employees to cover for hours that are missed by people taking time off, but do not want to carry too many extra people, a phenomenon known as ______. A. absenteeism B. turnover C. slack resources D. extra resources

A job description for administrative assistants may include "answering the telephone and transferring calls" under: A. KSAs B. Job context C. Job duties D. Job title

A strategic performance management system seeks to achieve which of the following? A. Become more effective in document performance for legal and administrative purposes. B. Allow employees to get larger increases. C. Align mission, strategy and values with team and individual goals. D. Become more efficient in the administrative functions of performance management.

Acme Global forecasts that it will have a labor shortage in 2 years. Given the new products the organization is developing, there will not be enough skilled workers available for Acme Global to hire, nor will its current employees have the necessary skills. Acme Global's best method for dealing with its labor shortage would be ______. A. overtime B. temporary or contract workers C. retraining D. turnover reduction

Acme Global had to put its plans to build a new plant on hold when interest rates went up and the organization was not able to borrow enough money to build the plant. This represents the influence of ______ in the external environment on the organization. A. shareholders B. society C. the economy D. competition

Acme Global has a labor surplus. Specifically, it has too many workers in one type of job and too few in another. Its best method for dealing with its surplus would be ______. A. downsizing B. early retirement C. retraining D. natural attrition

Acme Global hired a director of safety to help the organization ensure compliance with the Occupational Safety and Health Act. This represents the influence of ______ in the external environment on the organization. A. the economy B. customers C. the government D. suppliers

Acme Global is analyzing whether it needs to prepare for new competition in the industry. It determines that the barriers to enter its market are getting lower. Acme Global is analyzing the ______ in the five forces model. A. power of buyers B. rivalry among competitors C. potential new entrants D. threat of substitute products and services

Acme Global is looking to hire wind turbine engineers. Because of the field work, Acme Global wants to advertise for young workers who can work to repair giant turbines. If they do so, their advertisement would likely be a violation of the ______. A. Americans with Disabilities Act B. Rehabilitation Act C. Age Discrimination in Employment Act D. Title VII of the Civil Rights Act

Acme Global is seeking information on how to create a plan that will allow it to reach its goals. In doing so, Acme Global is trying to answer which of the following major strategic questions? A. What is our present situation? B. Where do we want to go? C. How do we plan to get there? D. What should our mission be?

Acme Global requires its delivery drivers to wear a uniform that clearly designates them as a member of the Acme Global Corporation so that customers will be able to identify them. The uniform is khaki pants and a collared shirt with the Acme Global logo on it. The organization recently had a female applicant from a religious group that does not allow women to wear pants. The applicant was turned down because she cannot wear the uniform. This action by Acme Global violates the ______ part of the OUCH test. A. objective B. uniform in application C. consistent in effect D. has job relatedness

Alex wants to apply the job characteristics model to her employees' work. She plans to sit down with each employee and describe how the employee's job impacts the organization and brings in customers. Alex is trying to change the ______ of the jobs. A. skill variety B. autonomy C. task significance D. feedback

Alex wants to make sure that Acme Global is getting work done whenever and however it must be done. He frequently asks the question, "Did we do the right things?" Alex is concerned with ______. A. efficiency B. empathy C. effectiveness D. sustainability

Apple uses what competitive advantage? A. Operational Excellence B. Customer Intimacy C. Product Leadership

As manager I want to make sure my employees are focused on their goals and aligned with corporate strategy. Which method would best meet my needs. A. Essay. B. Forced distribution. C. MBO's. D. None of the above.

As part of a team tasked with improving the efficiency of the manufacturing department, Francesca is trying to evaluate the current situation, identify alternative methods, select a reasonable alternative method, and make a decision to implement a solution to the problem. Francesca is using ______ skills to complete this task. A. technical B. interpersonal C. conceptual and design D. business

Ashley is interested in measuring the amount of output that Acme Global gets per unit of input. Specifically, she would like to measure how much time each worker spends on each assignment. Ashley is interested in measuring ______. A. revenue B. turnover C. productivity D. costs

Asking or requiring employees to ______ is the quickest and easiest way to fix a labor shortage. A. hire their friends B. work slower C. work overtime D. take vacation

At Acme Global, full-time employees work seamlessly with consultants and temporary workers. It appears Acme Global has become agile by ______. A. creating a digital culture B. developing the ability to thrive on change C. exploring the value of "on-demand" workers D. reviewing legacy processes

At which step is the background check part of the recruiting process? A. First B. Second C. Last D. A background check is not part of the screening process.

Brett is an accountant at a legal firm. He advises the attorneys on how to complete quarterly reports for their divisions. Brett is a ______ manager. A. labor B. human resource C. staff D. line

Carolyn is trying to identify the work performed and the working conditions of a research analyst at Acme Global. Since so much of the work is done inside the analyst's head, she cannot observe it. She would like to get an account of what the analyst does hour by hour. In this case, the ______ job analysis method would be most appropriate. A. questionnaire B. interview C. diary D. subject matter expert panel

Catalina and Christian share a work station on the assembly line. Catalina works the morning shift and Christian works the afternoon shift. Catalina is 5'2" tall and Christian is 5'10" tall. The workstation can be lowered to Catalina's height and then raised to Christian's height. Catalina and Christian's jobs have a(n) ______ design. A. mechanistic B. organic C. biological D. perceptual-motor

Chase manages the recruiting process, selecting the best candidates who apply, and getting them settled into their jobs. Chase's human resource management specialty is ______. A. training and development B. compensation and benefits C. staffing D. labor and industrial relations

Christina recommends that the organization invest in creating a strong brand image so consumers will be willing to pay more for its product than they are willing to pay for its competitor's product. Christina is recommending the ______ strategy. A. branding B. cost leadership C. differentiation D. focus

Edward is paid $5 an hour less for doing a job that requires an equal level of skill, effort, and responsibility as a job performed by Elizabeth. Both Edward and Elizabeth perform under similar working conditions. Edward's lower pay could be a violation of the ______. A. Americans with Disabilities Act B. Executive Order 11246 C. Equal Pay Act D. Immigration Reform and Control Act

Holly had an idea for improving the process of recording invoices. When she told her boss about her idea, he told her it was a good idea but the department would stick with the old system. When she asked why they could not change to the new system, her boss would only say, "We have always done it this way and it makes sense to us." This is an example of the ______ level of culture. A. behavior B. values and beliefs C. assumptions D. objective

In general, only the ______ can bring a federal suit alleging a pattern or practice of discrimination. A. governor of the state B. office of compliance C. attorney general D. police

In most organizations, the mission is generally narrower and more ______ than the vision. A. general B. formal C. specific D. informal

In organizational structure, ______ refers to how many layers there are in the organization from the top to the bottom. A. horizontal differentiation B. complexity C. vertical differentiation D. spatial differentiation

In the ______ method of job analysis, questions are asked of the job incumbent and the answers are compiled into a profile of the job. A. questionnaire B. diary C. interview D. observation

In the job characteristics model, ______ is the degree to which the employee has discretion to make decisions in planning, organizing, and controlling the task performed. A. skill variety B. task identity C. autonomy D. task significance

In the present view of the field, human resource managers no longer run an organizational ______. Their function, along with all other managers, is to improve organizational revenues and profits. A. revenue center B. productivity center C. cost center D. business skill

Internal (company) and external (competitors, customers, governments, etc.) environments largely determine how managers must act to provide the organization with the right combination of people to help the organization reach its ______ goals. A. environmental B. formalization C. strategic D. organizational

It can be difficult to create an individualized onboarding process. But what is the most important thing to think of as you create your onboarding program? A. Make sure you get the new hire paperwork done. B. Introduce the new hire to the organization's leader. C. Be intentional about designing the human relationship. D. Make the process super fun.

Javier wants to improve his workers' performance and productivity. To learn the best ways to do so, Javier could work to improve his skills related to the ______ responsibilities of line management. A. safety and security B. appraisal and promotion C. leadership and motivation D. labor cost controls

Kaitlin manages the organization's employee-related actions to ensure compliance with equal opportunity laws and regulations as well as organizational affirmative action plans. Part of her job also involves managing diverse groups of people within the organization. Kaitlin's human resource management specialty is ______. A. training and development B. compensation and benefits C. the legal environment D. ethics and sustainability

Lars is reviewing the past 10 years of Acme Global's revenue levels and comparing that data to how many workers were in the organization. He plans to use the information to create a chart of how many workers are needed for different production levels. The process in which Lars is engaged is ______. A. qualitative forecasting B. rationing analysis C. trend analysis D. regression analysis

Lauren and Juan are working to identify the work processes that create Acme Global's products. They are beginning with the organizational output. Next they will identify the tasks and the inputs. The tool they are using is ______. A. job design B. job specification C. workflow analysis D. hoteling

Li Li's pension fund mandates that she will receive $1800 per month for the rest of her life. This is an example of what kind of fund? A. Defined Contribution (e.g. 401k) B. Simplified Employee Pension C. Defined Benefit

Managers should be trying to create conditions that result in... A. ...employees who are satisfied with their job. B. ...employees who are committed to their organization. C. ...employees who are engaged in their job.

Nike and Coca-Cola are well-known for following the ______ strategy. A. cost leader B. price leader C. differentiation D. focus or niche

On its website, Acme Global published a statement of what it expects to become as an organization in 10 years. It does not say how Acme Global will achieve this future state. This is a ______ statement. A. mission B. strategy C. vision D. culture

Preeti wants to apply the job characteristics model to her employees' work. She plans to start giving performance appraisals every 3 months instead of every 12 months. Preeti is trying to change the ______ of the jobs. A. skill variety B. task identity C. feedback D. autonomy

Rebecca has diabetes and is considered disabled under the Americans with Disabilities Act. Her boss allows her to take breaks to eat, to take her medication, and to test her blood-sugar levels. These actions by her employer are ______. A. illegal discrimination B. compensatory damages C. reasonable accommodations D. bona fide occupational qualifications

Research has shown that human resource management is an important ______ business function that influences the performance of both large and small organizations. A. environmental B. formalization C. strategic D. centralization

Soo-jin told her coworker Harrison an obscene joke. They both laughed very hard and Harrison told Soo-jin an equally dirty joke. Soo-jin and Harrison enjoy their jokes and are always careful to make sure they are not overheard and do not disturb anyone else at work when they tell them. This behavior is ______. A. quid pro quo sexual harassment B. hostile environment sexual harassment C. not sexual harassment D. disparate impact

Suppose a company decides to separate performance evaluations from raises. Which of the following is a common reason that a company would do so? A. The company is concerned that tying pay to performance evaluation makes it difficult for managers and employees to communicate openly about development goals. B. Tying pay to performance evaluations encourages poor performers to stay. C. The company is concerned that tying pay to evaluations can impede the ability of evaluations to serve as a coaching tool.

Suppose that a new technology makes coal mining much safer. What affect will this have on labor supply and labor demand? A. Labor demand will increase B. Labor supply will decrease C. Labor supply will increase D. Labor demand will decrease E. The labor supply and labor demand curves will both change F. Neither curve will change

Talia is performing a job analysis. She gives Eduardo a set of questions to answer, since he has held the position of line supervisor for more than a year. In this scenario, Talia is conducting ______. A. an investigation B. performance evaluation C. a job analysis interview D. a downsizing

Taylie, Sudhir, and Paige are working together on a team. Each member is from a different culture and brings a different perspective on the work to the task. However, the group struggles with conflict to the point that creativity is stifled and the team's work becomes very difficult to accomplish. The team is experiencing ______. A. illegal discrimination B. divergent thinking C. dysfunctional conflict D. compensatory damages

The Age Discrimination in Employment Act of 1967 (ADEA) prohibits discrimination against employees age ______ or older and restricts mandatory retirement. A. 21 B. 39 C. 40 D. 65

The ______ discipline of human resource management includes coaching, conflict resolution, counseling, and disciplining the workforce. It also involves leadership and team-building efforts within the organization. A. staffing B. interpersonal C. employee relations D. technical

The ______ was designed to take a variety of different immigration laws and combine them into a single act. A. Immigration Reform and Control Act of 1986 B. Uniformed Services Employment and Reemployment Rights Act C. Immigration and Nationality Act of 1952 D. Comprehensive Immigration Act of 2012

The ability to find many possible solutions to a particular problem, including unique, untested solutions, is called ______. A. diversity B. affirmative action C. divergent thinking D. functional conflict

The four dimensions of the ______ are identifying HR deliverables, identifying HR system alignment through the use of a high-performance work system (HPWS), aligning the system with company strategy, and identifying HR efficiency measures. A. economic record B. balanced scorecard C. HR scorecard D. business record

The hard costs of incivility are more easily quantifiable or identified. Which of the following is a hard cost of incivility? A. Difficulty hiring and attracting applicants. B. Quit and stay employees. C. Costs of recruiting and retaining. D. Reputation in the market place.

The jobs at Acme Global are very standardized. Each job has a clear job description and there are many policies, procedures, and rules for employees to follow. This creation of a routine way of doing jobs suggests that Acme Global has a high degree of ______ in its structure. A. centralization B. spatial differentiation C. formalization D. horizontal differentiation

The managers and executives at Acme Global have decided on a statement that identifies what they expect the business to become within 6 years. They have identified Acme Global's ______. A. goals B. mission C. vision D. environmental awareness

The pay rates for the jobs that you benchmark are called: A. The pay structure's ranges. B. The pay structure's grades. C. The pay structure's control rates. D. The pay structure's pay policy rates.

There are 100 White male applicants for the job and 60 were selected. There were 20 African American male applicants for the job and 10 were selected. Is there evidence for disparate impact against African Americans based on the four-fifths rule? A. Yes, because the White male hiring rate was above the Black male hiring rate. B. Yes, because the hiring rate of African American males is more than 80% of the White male hiring rate. C. No, because the hiring rate of African American males is 80% of that of White males. D. Yes, because there were fewer African American applicants.

There are a several reasons firms use employer-sponsored pension plans. One reason is that it allows employees to defer compensation until retirement, when they're taxed at a relatively low rate. Second, by participating in an employer's plan, the employer may be able to negotiate lower management fees with service providers. These two specific reasons illustrate what two general reasons that firms provide employer-sponsored pension plans, rather than cash? Mark the best answer A. They're motivational symbolic benefits B. They attract the right kind of worker C. They're cheaper for firms to provide than for workers and they enjoy returns to scale D. They provide benefits to firms E. They're cheaper for firms to provide than for workers

Using a typical merit-based raise criteria, which of the following employees would likely get the largest annual raise? A. An employee high on the pay range, with high evaluations. B. An employee who has not been recently promoted, but has been receiving high evaluations for a long time. C. An employee low on the pay range, with high evaluations. D. An employee in the middle of the pay range with average evaluations.

What is employee engagement? A. How happy employees are at their jobs. B. How long an employee has worked at his or her job? C. How hard employees work for an organization and how long they intend to stay. D. How much an employee likes the manager and co-workers.

What is the first step in workforce planning? A. Evaluation B. Data Collection C. Strategy D. Data Analysis

What is the purpose of an affirmative action plan? A. to fill a quota of minorities B. to punish employers C. to improve employmentoutcomes for groups that have been traditionally underrepresented

What performance metric might be found on Behaviorally-Anchored Rating Scale? A. The employee generates $10 million in new business. B. The employee's customer satisfaction scores are at least 4.5 out of 5.0. C. The employee displays courtesy and patience when speaking to frustrated customers.

What popular social media website is used in sourcing for recruitment? A. Facebook B. Twitter C. LinkedIn

When Anna showed up for her first day of work at Acme Global, she was required to produce documents verifying her identity and her eligibility to work in the United States. Acme Global is abiding by the ______. A. Immigration and Nationality Act B. Genetic Information Nondiscrimination Act C. Immigration Reform and Control Act D. Title VII of the Civil Rights Act of 1964

When Karley needed to improve her programming skills, she joined an online group of programmers who shared tips with one another about common programming problems. This is an example of how social media is used in ______. A. recruitment and selection B. onboarding C. training and development D. performance management

When discussing critical factors in human resource management, ______ are those that can only be affected through indirect means. A. independent variables B. technical skills C. dependent variables D. interpersonal skills

When hiring clerks for the mail room, Acme Global required applicants to take a sorting ability test. The test screened out many more Caucasian job candidates than it did African American job candidates. The test appears to cause ______. A. disparate treatment B. divergent impact C. disparate impact D. illegal discrimination

When you need to have a difficult feedback discussion, which of the following should be TRUE of that discussion? A. Be sympathetic to the employee's issues. B. Enhance self-esteem. C. Include alternative behavioral options for the employee to improve upon.

Which of the following beliefs underlies high-road human resources strategies? A. Labor markets work reasonably well in allocating and rewarding workers. B. The employment relationship is characterized by some important conflicts of interest between an organization and its employees. C. The interests of an organization and its employees can be aligned.

Which of the following components of feedback is considered ineffective (avoid this)? A. Feedback must be verifiable. B. Give feedback privately. C. Feedback should be given in the form of a feedback "sandwich" (e.g. You did great, but ...). D. Identify consequences for not improving performance.

Which of the following investment vehicles is least likely to lose 5% of its value? A. A stock market index fund B. A high-yield bond fund C. A US treasury bond

Which of the following is NOT a best practice for compensation surveys, for the purposes of complying with anti-trust law? A. Making sure the data are sufficiently old. B. Making sure that no one big survey respondent is the main driver of the benchmark data. C. Administering the survey yourself.

Which of the following is NOT an ongoing performance activities outlined in the strategic performance management model? A. Two way communication on performance activities. B. Employee coaching. C. Discussing the Job descriptions. D. Monitoring employee performance.

Which of the following is a TRUE statements about ERISA? A. ERISA requires that employers provide access to a qualified pension plan. B. ERISA requires that employers that offer pension plans contribute at least 3% of an employee's salary. C. ERISA provides minimum standards of fiduciary responsibility for employers that provide pension plans.

Which of the following organizational strategies is most effective in building a positive culture? A. Innovation B. Product excellence C. Strengths based / Appreciative inquiry approach

Which of the following requires employers to bargain in good faith over wages with workers' elected bargaining representative? A. FLSA B. EEO C. NLRA D. FMLA

Which of the following scenarios illustrates the halo bias? A. The evaluator knows that the employee has POOR technical skills. This contaminates her ratings for the employee's reliability, customer service skills, and willingness to help others. The latter ratings are now biased DOWNWARD. B. The evaluator knows that the employee has POOR technical skills. This contaminates her ratings for the employee's reliability, customer service skills, and willingness to help others. The latter ratings are now biased UPWARD. C. The evaluator knows that the employee has EXCELLENT reliability. This contaminates his ratings for the employee's technical skills, customer service skills, and willingness to help others. The latter ratings are now biased UPWARD. D. The evaluator knows that the employee has EXCELLENT reliability. This contaminates his ratings for the employee's technical skills, customer service skills, and willingness to help others. The latter ratings are now biased DOWNWARD.

Which of the following statements about pay structures and internal benchmarks is NOT correct? A. Pay tends to increase in job grades because higher grades tend to have workers whose productivity is associated with greater revenue. B. The control rates tell you the pay at benchmarked jobs. C. The pay policy line must perfectly intersect all of the control rates. D. Pay tends to increase in job grades because higher grades tend to have workers with greater skills and experience.

Why is job analysis an important process? A. Because it reveals the strengths and weaknesses of employees that serve as the basis for training employees and establishing developmental goals. B. Because it provides a performance rating for each employee that serves as the basis for compensation and rewards. C.Because it puts work tasks together into sensible jobs and identifies job requirements that serve as the basis for hiring employees.

Willie found he did not have enough work to keep him busy throughout the work day. His boss found some more tasks for him so that he had plenty to do. This is an example of ______. A. job enrichment B. job rotation C. job enlargement D. work teams

You want your team to be involved with the new hire onboarding process. But if there are concerns your team has with the new hire, they should do the following: A. Keep it to themselves, this is a new employee and things are bound to get better. B. Talk with the other team members about the concern to see if the concern is shared. C. Bring the concern to you so you can help resolve it. D. Talk directly with the new hire and explain how things are done on the team.

______ exists when a particular practice is necessary for the safe and efficient operation of the business and when there is a specific business purpose for applying a particular standard that may, in fact, be discriminatory. A. Job relatedness B. Disability C. Business necessity D. Disparate impact

______ exists when individuals in similar situations are intentionally treated differently and the different treatment is based on an individual's membership in a protected class. A. Job relatedness B. Disparate impact C. Disparate treatment D. Pattern or practice discrimination

______ involves being able to put yourself in another person's place—to understand what is being said and why the person is communicating that information to you. A. Effectiveness B. Efficiency C. Empathy D. Cost

______ is a measure of profits that remain after the cost of capital has been deducted from operating profits. A. Human resource management systems B. Return on investment C. Economic value added D. HR scorecard

______ is a measure of the financial return the organization receives because of something it did to invest in the organization or its people. A. Economic value added B. Human resource management systems C. Return on investment D. HR scorecard

______ is a test used by various federal courts, the Department of Labor, and the EEOC to determine whether disparate impact exists in an employment test. A. OUCH test B. Pattern or practice C. Four-Fifths Rule D. Reverse discrimination

______ is simply the existence of differences—in human resource management, it deals with different types of people in an organization. A. Affirmative action B. Innovation C. Diversity D. Creativity

______ is the act of making distinctions or choosing one thing over another; in human resources, it is making distinctions among people. A. Four-Fifths Rule B. Affirmative action C. Discrimination D. Reverse discrimination

______ is the degree to which decision-making is concentrated within the organization. A. Data analytics B. Formalization C. Centralization D. Complexity

______ is the failure of an employee to report to the workplace as scheduled. A. Turnover B. Effectiveness C. Absenteeism D. Productivity

______ is the process of establishing and implementing mechanisms to ensure that organizational objectives are achieved. A. Missioning B. Visioning C. Controlling D. Organizing

12) Human rights legislation: 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.

13) Integration at senior levels in the organization requires an ongoing process that can continue for 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.

13) You are a newly hired human resources professional at a Canadian Border Services office located near the Halifax Port. Employees often have to board container ships and search their cargo. To which law do you look for Canada-wide standards on hazardous materials in the workplace: A) MSDS. B) Bill C-45. C) OHSA. D) WHMIS. E) VDT/RSI.

14) Sheila is an HR generalist of a newly formed organization. It has 50 employees and is expected to grow up to about 100 during the upcoming year. The company is thinking of purchasing an HR system. 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.

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

18) When a worker is rewarded by a percent premium that equals the percent by which his/her performance is above standard, this is known as: A) gainsharing. B) the percent incentive plan. C) the bonus hour plan. D) the standard hour plan. E) the premium plan.

2) An organization chart is often used to depict the structure of an organization. The chart is also used 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.

2) Each of the following statements about HRP is true EXCEPT: 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.

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

20) A type of life insurance providing for lower rates than for individual insurance, and including all employees, regardless of health or physical condition, is called: A) whole life insurance. B) term insurance. C) endowment insurance. D) group life insurance. E) universal life insurance.

21) A personʹs aptitudes, such as intelligence and mathematical ability, are often measured with: A) talent testing. B) intelligence testing. C) an essay on their most enjoyable occupational task. D) the general aptitude test battery. E) career testing.

21) Negligent training occurs when an employer: 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.

22) A concern or value that a person who is engaged in career planning will not give up if a choice must be made is referred to as a(n): A) value anchor. B) skill. C) planning anchor. D) career anchor. E) anchor.

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

22) A local airline refuses to hire as flight attendants any person who is below 5 feet tall. This is an 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.

22) A statistical technique involving the use of a mathematical formula to project future demands, 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.

22) Targus Inc. is a sports equipment retailer with 500 employees that has just implemented a HRIS. 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.

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

23) The process whereby several people meet together who are familiar with the jobs in question, and who may have different perspectives regarding the nature of the jobs, is called a(n): A) union negotiating team. B) management negotiating team. C) position review committee. D) job evaluation committee. E) performance appraisal.

24) According to Schein, people who had a strong technical/functional career anchor tended to avoid decisions that would drive them toward: A) specialized management. B) certified public accountancy. C) technical work. D) general management. E) mechanical engineering

24) Which of the following statements is accurate about reasonable accommodation? 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.

25) A short-term incentive plan that is designed to motivate the short-term performance of managers and is tied to company profitability is called a(n): A) commission plan. B) eligibility plan. C) gainsharing. D) annual bonus. E) capital accumulation program.

25) Any attribute that humans are likely to use to tell them, ʺthat person is different from me,ʺ and 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.

25) Job evaluation methods include the following EXCEPT the: A) job classification method. B) ranking method. C) point method. D) Hay plan method. E) factor comparison method.

25) Typically a critical incident is retained if some percentage (usually ________% to ________%) of the second group assigns it to the same cluster. A) 50; 50 B) 40; 90 C) 40; 80 D) 50; 80 E) 0; 100

26) By comparing the knowledge, skills and abilities that employees bring to the job with those that are 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.

26) Employees are often hired under an implied contract where the understanding is that the employment is for an indefinite period of time, and may be terminated by either party only: A) when just cause exists. B) when they mutually agree to terminate the employment relationship. C) ʺat will.ʺ D) when reasonable notice is given. E) when the probationary period is over

26) Which of the following statements are accurate? 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.

27) The Royal Canadian Mounted Police has a requirement that guards be of the same sex as prisoners 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.

27) The first step in the job analysis process is: 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.

28) A person who is accident prone on one job may not be on a different job-thus accident proneness is: A) unchanging. B) age-related. C) inherited. D) situational. E) consistent.

28) The biggest issue facing benefits managers in Canada today is: A) workersʹ compensation costs. B) AIDS coverage. C) pension funding. D) increasing health care benefit costs. E) retiree benefits

28) Under Canadian human rights legislation, several aspects of training programs must be assessed 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.

29) Accidents are generally most frequent between the ages of 17 and 28, declining thereafter to reach a low: A) in the late twenties and thirties. B) in the late forties and fifties. C) at age 65. D) in the late fifties and sixties. E) in the late thirties and forties.

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

3) To clarify performance expectations, ________ should be developed. A) an HR strategy B) a business plan C) strategic objectives D) measurable standards E) a list of traits

3) Which of the following statements about organizational structures is true? 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.

30) According to Schein, graduates who are mostly concerned with long-run career stability have a career anchor of: A) creativity. B) managerial competence. C) autonomy and independence. D) security. E) technical and functional.

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

31) Job analysis information should be verified by: 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

32) Alice is the HR consultant advising Nexus Inc., a small but successful software development firm 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

32) If a wrongful dismissal suit is taken against the organization, it should: A) never investigate for other improper conduct. B) retain a lawyer right away. C) allege cause in all cases. D) discuss possible letters of reference with a lawyer. E) never offer to settle.

32) The percentage of expenses (in excess of the deductible) that are paid for by the insurance plan is called the: A) insured amount. B) assessment. C) uninsured amount. D) coinsurance level. E) premium.

32) To reduce the risk of negligent training accusations, an employer should: 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.

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

34) A plan that offers each person a bonus based on the companyʹs results, regardless of the personʹs actual effort, is called: A) gainsharing. B) a lump-sum bonus. C) financial incentives. D) profit sharing. E) piece-rate production.

34) Hanan is the manager of a busy branch of a credit union. She has recently hired new staff and has noticed that the more work she gives to them and the more she expects of them the better they perform. This relationship is referred to as the: A) expectation effect. B) supportive effect. C) deadwood effect. D) Pygmalion effect. E) demand effect.

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

35) Employers can reduce the cost of retiree benefits in the following ways EXCEPT: A) tightening eligibility requirements. B) increasing deductibles. C) increasing retiree contributions. D) increasing costs paid by workersʹ compensation. E) reducing maximum payouts.

35) Guidelines for implementing a harassment policy do not include: 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.

36) An activity during a career planning workshop in which individual employees actively analyze their own career interests, skills, and career anchors is called a: A) peer job evaluation appraisal. B) testing appraisal. C) career performance appraisal. D) self-assessment activity. E) supervisor appraisal.

36) The job analyst and supervisor should work together to: 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.

37) Senior management commitment to safety is demonstrated in the following ways EXCEPT: A) giving the company safety officer high rank and status. B) including safety training in new workersʹ training. C) giving safety matters high priority in company meetings. D) minimizing the organizationʹs investment in safety equipment. E) senior managers being personally involved in safety activities on a routine basis.

37) You are the Director of Human Resources at a real estate development company based in Toronto. 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 plan D) an environmental stewardship program E) eldercare

38) One drawback to the split-award approach is that it pays too much to the marginal performer, who, even if his or her own performance is mediocre, at least gets the second, company -based bonus. One way to get around this would be to use the: A) lump-sum bonus method. B) group incentive plan. C) individual award system. D) multiplier method. E) individual bonus method.

39) Management inventories: 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.

4) A company utilizes a system to measure the impact of Human Resources which balances 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.

4) Establishing minimum employee entitlement is most closely associated with: A) employment equity legislation. B) the Charter of Rights and Freedoms. C) human rights legislation. D) employment/labour standards legislation. E) pay equity legislation.

4) Nelu is part of the HR department of a production company. The HR department was the sole 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.

4) Originally, total rewards were conceptualized as having three broad categories: They are: A) performance and recognition, benefits, work experience. B) compensation, flexible benefits, work experience. C) bonus, benefits, work experience. D) compensation, benefits, work experience. E) development/career opportunities, benefits, work experience.

40) The following are long-term incentive plans extended to employees EXCEPT: A) stock options. B) phantom stock plans. C) restricted stock plans. D) retained earnings plans. E) stock appreciation rights.

40) The problem of exaggeration of some activities and underplaying of others is minimized by the 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.

40) You have been hired as the Director of HR at Targus Inc., a clothing retailer. To project the supply 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.

41) Saleem is a new immigrant with a masterʹs degree in management. Despite his qualifications, 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.

41) The fastest growing occupational disabilities are: A) chronic fatigue. B) back problems. C) repetitive strain injuries. D) psychiatric. E) HIV/AIDS-related.

42) In these long-term incentive plans, shares are usually awarded without cost to the executive, but with certain restrictions that are imposed by the employer. These plans are called: A) book value plans. B) stock appreciation rights. C) stock options. D) restricted stock plans. E) phantom stock plans.

43) The following are ways to minimize the impact of appraisal problems such as bias and central tendency EXCEPT: A) be sure to understand the problem in order to prevent it. B) be familiar with the typical rating errors that can undermine rating scale appraisals. C) train supervisors to eliminate rating errors. D) refrain from confusing the employee by including him/her in the rating and evaluation process. E) choose the right appraisal tool.

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

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

46) Steps in the employment equity process typically include: 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.

47) HRIS can be stand-alone because not all organizations require sophisticated systems, and there 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.

49) A pension plan in which a certain amount of profit is credited to each employeeʹs account, payable at retirement, termination, or death, is a: A) group pension plan. B) group RRSP. C) defined contribution plan. D) deferred profit-sharing plan. E) defined benefit pension plan.

49) Each of the following statements about occupational market conditions is true EXCEPT: 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.

49) Transfer policies have fallen into disfavour partly because of the cost of relocating employees, and also because of the assumption that frequent transfers have a bad effect on the employeeʹs: A) emotional stability. B) financial responsibility. C) job performance. D) family life. E) job attitude.

5) Career-oriented firms stress career-oriented appraisals that link past performance and: A) the internal job posting system. B) training resources. C) fundamental skills. D) career preferences and developmental needs. E) teamwork skills.

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

50) In a study involving more than 200 industrial managers, the type of performance rating that predicted who would be promoted was the: A) committee appraisal. B) self-appraisal. C) supervisor appraisal. D) peer appraisal. E) customer appraisal.

50) The process of reducing, usually dramatically, the number of people employed by the firm is referred to as: A) job specialization. B) division of work. C) reengineering. D) downsizing. E) mass layoffs.

51) A critical responsibility of HR managers in any downsizing is to ensure that the bad news is delivered in a(n) ________ manner. A) relaxed B) emotional C) expeditious D) humane E) abrupt

51) A hiring freeze is all of the following except: 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.

51) Jim was recently hired as an HR assistant. As his first project his immediate supervisor requested 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 areas to 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

52) Canadian firms tend to routinely transfer employees less today than was the case 10 years ago. The general reasons for this change in practice is: A) the cost of transferring employees has increased. B) the cost of transferring employees has increased. C) the negative impact on diversity programs. D) employees are less willing to disrupt their family life and the cost of transferring employees has increased. E) the difficulty in finding employees to fill the transferred employeeʹs former position.

52) Defined benefit plans are expected to remain in large organizations with a norm of: A) layoffs. B) high turnover. C) unionization. D) long tenure. E) early retirement incentives.

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

52) The problem with having a wage structure with underpaid employees can be solved through raising their wages to: A) another pay grade. B) the midrange of an employeeʹs pay grade. C) the maximum of the rate range for their pay grade. D) the minimum of the rate range for their pay grade. E) be competitive with other jobs in the firm.

52) What are the five key competencies in the HR model introduced by David Ulrich? 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

53) A provision in pension plans referring to the money contributed by the employer that has been placed in a pension fund and cannot be forfeited for any reason is: A) investing. B) stockholder equity. C) non-funding. D) vesting. E) bonding.

53) Amy received a salary increase based on her individual performance over the past year. Amy received the following type of compensation: A) individual increases. B) individual incentives. C) individual bonuses. D) merit pay. E) special awards.

54) Drawbacks of attrition include the following: 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.

54) The following are steps contained in a typical succession program EXCEPT: A) Job rotation and executive development programs are arranged. B) Management replacement charts are drawn. C) Management skills inventories are prepared. D) Management forecasts of the competition are made. E) An organization projection must be made.

55) A Canadian bank has for several years established formal promotion procedures and published these procedures so all employees are aware of the criteria by which promotions are rewarded. What are the benefits to the bank of doing this? A) Replacement summaries are better utilized. B) There are no benefits. C) Managers have greater autonomy and more discretion in promotion decisions. D) A greater number of qualified employees are likely to be considered for openings and promotion becomes more closely linked to performance for employees. E) A greater number of qualified employees are likely to be considered for openings and managers have more discretion in promotion decisions.

55) Reverse discrimination: 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.

55) The 360-degree appraisal approach supports the following activities EXCEPT: A) leadership development. B) recognition. C) succession planning. D) job evaluation. E) coaching.

55) The fourth phase of HRM is ongoing. Current management thinking holds that: 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.

55) When the internal supply of employees exceeds the organizationʹs demand, strategies used by 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.

55) With skill/competency-based pay, employees are not paid for the job they currently hold, but instead for the following EXCEPT: A) types of skills. B) depth of skills. C) knowledge. D) years of experience. E) range of skills.

56) A management training technique that involves moving a trainee from department to department in order to broaden his/her experience and identify strong and weak points is called: A) job enlargement. B) job enrichment. C) global job rotation. D) developmental job rotation. E) action learning.

56) There are often more opportunities for advancement with skill-based pay plans than with job-based pay plans because of: A) higher base pay. B) the emphasis on years of experience. C) the lack of job evaluation. D) the company-wide focus on skill building. E) less bureaucracy.

57) Visible minority group members also made some progress in their representation in the federal 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.

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

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

58) A training technique in which trainees learn on the actual or simulated equipment they will use 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.

58) Professional employees almost always reach their positions through prolonged periods of: A) reference groups. B) political influence. C) work experience. D) formal study. E) informal networking.

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

59) Reasons for embracing diversity include: 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.

6) Company High Tech has three branches across Canada and the US. Both locations are managed by one HR department. All employee data is fed in from each of the locations and updates a central database, which can be accessed by each of the locations in return. The HR database is also linked to their performance management system, payroll/benefits and attendance tracking system. This is an example of: A) video conferencing. B) a paper-based system. C) an interactive database. D) a relational database. E) none of the above.

6) Effective means to connect the firm to employees who have been hired but have not yet started in 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.

6) The simplest and most popular technique for appraising employees is the: A) alternation ranking method. B) forced distribution method. C) critical incident method. D) graphic rating scale. E) paired comparison method.

60) Diversity initiatives: 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.

62) Survivor sickness is: 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.

63) Smoking in the workplace creates the following costs for an employer EXCEPT: A) higher supplementary health care/medical insurance costs. B) reduced productivity. C) significantly greater risk of occupational accidents. D) increased attendance. E) higher disability insurance costs.

63) When conducting the appraisal interview the following should be kept in mind EXCEPT: A) encourage the person to talk. B) develop an action plan. C) be direct and specific. D) talk in generalities. E) donʹt get personal.

64) In this off-the-job management development technique, teams of managers compete with one another by making decisions regarding realistic but simulated companies. This technique is called: A) action learning. B) a computerized case study. C) a computerized junior board. D) a computerized management game. E) a simulation exercise.

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

65) An employer may be sued directly by the victim of an employeeʹs violent act on the basis of: A) malice and larceny. B) blackmail and duress. C) employee discrimination. D) negligence in hiring. E) insufficient security.

65) Diversity management initiatives will not receive high priority unless: 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.

65) The traditional meaning of a ʺjobʺ as a set of well-defined responsibilities is changing. This is 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.

65) When compensating professional employees, most employers use a: A) skill-based pay approach. B) pay equity approach. C) job-based pay approach. D) market-pricing approach. E) job evaluation approach.

65) ʺBest practicesʺ when dealing with defensive employees include: A) never back down. B) using intimidation to convince. C) solve all problems quickly. D) recognize that defensive behaviour is normal. E) explain the personʹs behaviour to them.

66) The following are basic features of the Scanlon plan EXCEPT: A) a formula for sharing of benefits. B) a philosophy of cooperation. C) competence required from all employees. D) guaranteed minimum payouts. E) an identity around which to focus employee involvement.

68) A training technique in which trainees act out the parts of people in a realistic management situation is called: A) case study method. B) realistic training. C) action learning. D) role-playing. E) situational training

68) Which of the following statements about merit-based promotions is true? 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.

69) A performance appraisal system that does not force managers to give false or misleading measurements and instead facilitates open, job-related discussions between the supervisor and the employee is: A) behaviourally anchored rating scales. B) total quality control. C) management by objectives. D) a performance management system. E) self-managed teams.

7) Inadequate human resources planning within an organization can result in direct costs when labour demand decreases significantly for an extended period of time. Which of the following provides an accurate reason for this: A) there are project management costs. B) there is a link to privacy laws. C) it would cause costs associated with hiring part-time workers. D) severance pay is required for a large number of staff. E) it would cause hiring more HR staff.

7) The purpose of an SUB plan is: A) to supplement maternity leave. B) to facilitate an agreement between an employer and the employees. C) the result of collective bargaining. D) to supplement EI benefits by receiving a combined benefit closer to the actual working wage. E) to provide benefits separate from EI so that employees can better maintain their standard of living during periods of unemployment.

73) Amish is the human resources professional at a software development company that has experienced high employee turnover over the past year. The CEO has asked him to explain what the most likely primary cause of this is. Amish reports that recent research indicates that the number-one reason that employees leave an organization is: A) conflict with supervisor. B) poor leadership. C) low pay. D) lack of recognition and praise. E) unattractive benefits.

8) In an office with one supervisor, one assistant, two clerks, and two data-entry operators, there are: 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.

8) The practice of contracting with outside vendors to handle specified functions on a permanent basis is known as A) contract administration. B) payroll and benefits administration. C) hiring temporary employees. D) outsourcing. E) labour-management relations.

9) Targus, an engineering consulting company based in Vancouver, Canada, has opened new offices 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.

9) The companyʹs plan for how it will balance its internal strengths and weaknesses with external 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.

9) With respect to employee relations, experts generally define organizational justice in terms of three components. One component is: A) top-down communication justice. B) inter justice. C) fair treatment justice. D) distributive justice. E) constructive justice.

9) Work simplification is an approach to job design. Which of the following statement is true of work 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.

9) Workersʹ compensation is in effect a ________ insurance plan to help employees with work-related injuries or illnesses get well and return to work. A) pension B) bureaucratic C) guaranteed D) ʺno faultʺ E) ʺno costʺ

A Methodist church sought to hire a pastor for its new church. When a member of the Catholic faith applied for the job, the church rejected the application. The church's defense was that being Methodist was ______. A. disparate treatment B. disparate impact C. affirmative action D. a bona fide occupational qualification

A sample Individual Development Plan (IDP) was discussed in this lesson. What was NOT one of the four parts of that sample IDP? A. Goals B. Strategies C. Action Steps D. Planning E. Resources/Support

A strong driver for both job satisfaction and employee engagement is: A. Pay and benefits B. The team of people you work with C. Where the job is located D. The employee relationship with the direct supervisor

A strong vision and a good mission statement are critical parts of the ______ planning process. A. environmental B. mission C. informal D. strategic

According to the Americans with Disabilities Act, a(n) ______ is a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment. A. essential functions B. job relatedness C. reasonable accommodation D. disability

Acme Global is trying to predict and prepare for what its competitors will do next. In a way, Acme Global is scrambling and jockeying for position in the market. This attempt to predict and prepare is part of the ______ section of the five-forces analysis. A. power of suppliers B. power of buyers C. threat of substitute products and services D. rivalry among competitors

Acme Global needed to hire 45 new advertising sales agents. The applicant pool consisted of 100 African American females and 100 White females. Of the 200 applicants, Acme Global hired 20 of the African American females and 25 of the White females. Is there evidence of disparate impact? A. Yes, the African American selection rate of 20% is less than 80%, so the Four-Fifths Rule is not met. B. Yes, the African American selection rate of 25% is less than 80%, so the Four-Fifths Rule is not met. C. No, the African American selection rate of 25% is more than 20%, so the Four-Fifths Rule is met. D. No, the African American selection rate of 20% is equal to 80% of the 25% selection rate for Whites, so the Four-Fifths Rule is met.

Acme Global seeks to hire skilled employees who are willing to use their creativity to improve the organization's products and services. Acme Global does this because the organization recognizes the influence of ______ in the external environment on the organization. A. suppliers B. shareholders C. technology D. customers

Acme Global would most likely not be guilty of disparate treatment based on gender if it were to require applicants to be male when hiring a ______. A. salesperson B. marketing director C. mailroom clerk D. bathroom attendant

Alexandra's role in the organization involves measuring and evaluating job satisfaction and employee engagement. Alexandra's human resource management specialty is ______. A. staffing B. labor and industrial relations C. ethics and sustainability D. employee relations

An employer might decide to offer a non-monetary reward because: A. It might show a special value and/or uniqueness of the company B. It might aid in employee retention C. Everybody else was doing it. The company didn't want to get left behind. D. A, B

An organization following a ______ strategy will be concerned with finding employees who are flexible and adaptable, who have the ability to innovate and create new processes, and who can work in uncertain environments within cross-functional teams. A. generic cost leadership B. focus C. mission D. differentiation

An organization's strategy for managing people is determined... A. Solely by internal factors (such as business strategy). B. Solely by organizational choices and values without paying any attention to external or internal factors. C. Solely by various external factors (such as competition). D. Partly by a combination of external factors (such as competition), internal factors (such as business strategy), but not completely because organizations have choices about how to manage people.

As a human resource manager, Mitchell is examining all the procedures that have been adopted over the years and have become "the way we do things around here." Many of these procedures were adopted to make the workplace more efficient, but Mitchell wants to check on whether that efficiency still exists. Mitchell is helping Acme Global become agile by ______. A. creating a digital culture B. developing the ability to thrive on change C. exploring the value of "on-demand" workers D. reviewing legacy processes

As a human resource manager, Sydney actively attends community meetings and other events to look for talented future employees for Acme Global. Even when there are no job openings, Sydney is still looking for potential employees for when an opening does occur. Sydney's work to plan for the future is part of ______. A. knowledge work B. technical skills C. productivity D. strategic human resource management

As a line manager, Gerardo is often one of the first people to see a problem with the organization's manufacturing processes caused by lack of employee skill. Resolving the problem is a part of the ______ responsibilities of line management. A. legal considerations B. labor cost controls C. leadership and motivation D. training and development

As a manager you want to get feedback from other sources (Multi rater feedback) with your sales employees who are located in store locations each with where there are three other employees. Which of the following sources would you want to make SURE to get feedback from? A. Customers. B. Customers and peers. C. Customers and employee. D. Customers, peers and the employee.

Coleton feels that he was sexually harassed by his boss on an offshore oil rig. He would generally have to file a complaint with the EEOC within ______ days of the incident, or he would not be able to file it at all. A. 60 B. 90 C. 120 D. 180

Don is conducting a job analysis. He gives Sara a questionnaire to complete, since she has held the position of lead technician for 6 years now. In this scenario, Sara is ______. A. the former employee B. the customer C. the supervisor D. the incumbent

Economic theory predicts that if an employer pays a fixed wage or salary rather than performance-based pay, workers will... A. work hard B. quit C. complain D. shirk

Employees are believed to conform with norms and other social pressures in order to... (check all that apply) A. ...earn high income. B. ...achieve a sense of belonging. C. ...avoid being harassed and ostracized. D. B & C

Employees who receive high performance evaluations for their prior year's accomplishments are awarded a fixed cash award. This is an example of tying evaluations to what element of the pay mix? A. Long Term Incentives B. Base pay C. Non-Monetary D. Short Term Incentives E. Perks

Employment-at-will requires... (check all that apply) A. That workers have the legal right to work for whoever they want, when they want, for whatever compensation they can obtain, and quit whenever they please. B. That organizations have the legal right to hire whoever they want, at whatever compensation workers will agree to, and fire workers at any time for any reason. C. That everyone who is willing to work is guaranteed a job. D. A, B

Examples of gaining individual growth through non-monetary rewards include: A. Making a good guess at how to perform better B. Having a mentor at work or elsewhere C. Getting feedback from your manager or coworkers D. B, C

Examples of workplace flexibility include: A. Not showing up to work whenever I feel like staying home B. Part-time work schedule C. Taking a short leave-of-absence to handle a family emergency D. B, C

For managers, what is the relevance of seeing work as caring for and serving others? (you must check all that apply) A. Caring for and serving others isn't real work so it has little to do with managers. B. Workers who value caring or serving might be demotivated if they feel that these meanings of work are devalued by an organization or a society. C. Workers who value caring or serving might be motivated if a manager provides opportunities for fulfilling these goals, either directly or indirectly. D. B, C

From a pluralist industrial relations perspective, laws are needed to balance efficiency, equity, and voice because... (you must check all that apply) A. ....the interests of employees are more important than the interests of employers. B. ...conflicts of interests in the employment relationship mean that managers cannot be relied on to look out for the welfare of employees. C. ...employers typically have greater bargaining power than individual employees. D. B, C

Haley is hiring a courier whose primary job duties will be to deliver messages and materials via bicycle throughout the city. In hiring, Haley favors an applicant who has information technology skills and can help debug computer problems. Haley's action violates the ______ part of the OUCH test. A. objective B. uniform in application C. consistent in effect D. has job relatedness

In human resource forecasting, ______ identifies the estimated supply and demand for the different types of human resources in the organization over some future period, based on analysis of past and present demand. A. HR analysis B. qualitative forecast C. regression analysis D. ratio analysis

In human resource forecasting, ______ is the process of reviewing historical data and calculating specific proportions between a business factor (such as production) and the number of employees needed. A. mediation analysis B. qualitative forecasting C. regression analysis D. ratio analysis

In organizational structure, ______ refers to how the organization is broken up laterally. This usually is done by breaking the organization up into departments. A. vertical differentiation B. formalization C. spatial differentiation D. horizontal differentiation

In the "quilt of civility" one of the items was workplace design. Which of the following were mentioned as part of workplace design? A. Geographic Locations. B. What is on the walls in the organization. C. Cubes vs offices. D. B,C

In the ______ method of job analysis, the employee writes down the tasks accomplished while going about the job. A. observation B. interview C. subject matter expert panel D. diary

In the job characteristics model, ______ is an employee's perception of the importance of the task to others—the organization, the department, coworkers, and/or customers. A. skill variety B. task identity C. autonomy D. task significance

In the present view of the field, human resource management deals primarily with improving the ______ of the people within an organization. A. empathy B. sustainability C. turnover D. efficiency

In the video lesson "The Many Meanings of Work," how many different ways of thinking about work were presented? A. One B. Two C. Five D. More than five

Information about the job, broad areas of responsibilities and day to day duties best describes which of the following? A. Objectives B. Goals C. Job Description D. Accountabilities

Jacob filed a sexual harassment complaint against his supervisor. Afterward, Jacob's schedule was changed to the most undesirable shift and his work was constantly criticized. It is likely that Jacob experienced ______ for alleging sexual harassment. A. disparate impact B. constructive discharge C. pattern or practice discrimination D. retaliation

Jamelle was not feeling challenged in his job. He had been doing the same job for 5 years and knew how to perform all the tasks well. To continue to motivate him, his boss gave him some new challenging tasks and additional authority. This is an example of ______. A. job simplification B. job rotation C. job enlargement D. job enrichment

Kaelyn is putting together a proposal on the budget and strategic plan that describes how the human resources department will contribute to the profitability of the organization. Kaelyn is using ______ skills to complete this task. A. technical B. interpersonal C. conceptual and design D. business

Labor is a special commodity because... (check all that apply) A. It involves people. B. It is traded in economic markets. C. It has productive value. D. A & C

Leaders in organizations that embrace civility are held accountable for all of the following EXCEPT: A. Modeling behaviors. B. Reinforcing desired behaviors. C. Coaching employees on positive behaviors. D. Ensuring attendance policies are enforced.

Learning at work is: A. Great, but my manager should see me doing it B. Fine, as long as it doesn't lead to extra work C. Fine, as long as it does not take too long D. Great, as it is a way to learn more about my job and other jobs

Marissa has two assistants. She assigns all administrative tasks to one assistant and all research tasks to the other assistant. Marissa is using a ______ design for her assistants' jobs. A. mechanistic B. organic C. biological D. perceptual-motor

Most individuals in modern societies need to work for pay in order to survive. So this means that which of the following are important for managers? (you must check all that apply) A. Financial stress can take on extra meaning in the workplace. B. Work can seem like a curse (the way it's always been, the way it will always be). C. People only work for money (that is, money is the sole motivator for all workers). D. A & B

Nick would like to identify the work performed and the working conditions of the receptionists at Acme Global. Specifically, he would like to know more about their interrelationships with other workers and gauge the complexity of the job. In this case, the ______ job analysis method would be most appropriate. A. questionnaire B. interview C. subject matter expert panel D. observation

Nicole wants to apply the job characteristics model to her employees' work. She plans to give her employees more discretion to make decisions in planning, organizing, and controlling their tasks. Nicole is trying to change the ______ of the jobs. A. skill variety B. feedback C. task significance D. autonomy

Non-monetary rewards are: A. Always less important than cash compensation B. Always more important than cash compensation C. Only important when you are newly hired D. Important to both employees and employers

Non-monetary rewards should always be avoided when: A. Everyone can't benefit B. Employees work in multiple locations C. Most employees work part-time D. There isn't a clear reason to totally avoid non-monetary rewards. Non-monetary rewards help in so many ways

One of the most critical issues that human resource managers face is the fact that ______ is outpacing the ability to use it. A. sustainability B. efficiency C. knowledge D. technology

People who give multi rater feedback should do all of the following EXCEPT: A. Provide performance that was observed. B. Provide feedback that includes behavioral examples. C. Provide examples of positive behavior. D. Provide feedback on the employee's personality.

Performance reviews have a number of purposes, which of the following would NOT be considered a purpose of the performance review? A. Motivational tool. B. Identifies areas for development. C. Platform for feedback. D. To build a case against an employee in order to terminate the employee.

Pranit gave his employees several tasks and asked them to decide who should do what. The group of employees each took a task and then had one employee pull all the pieces together to create a report. With the exception of the employee who pulled all the pieces together, the employees did not have input into one another's work. This is an example of a(n) ______. A. self-managed work team B. rotating work team C. enriched work team D. integrated work team

Productivity is the result of two components over which managers have control. The two components are ______. A. sustainability and turnover B. absenteeism and turnover C. productivity and revenue D. effectiveness and efficiency

Select the components you need to perform a job A. Motivation B. Efficiency C. Mental Capacity D. A, B, C

Senior management wants to develop a more strategic approach to performance management. Which of the follow shifts are needed to accomplish the transition? A. Have the managers drive the performance management program rather than just HR. B. Hold managers accountable for ongoing feedback for their employees. C. Use data to assess organizational strengths. D. All of the above answers are correct.

Spencer, who is a line manager, ensures that the machines used by his employees are regularly examined by inspectors to make sure the machines do not pose a hazard to his employees. His regular monitoring of these machines is part of the ______ responsibilities of line management. A. legal considerations B. labor cost controls C. leadership and motivation D. safety and security of employees

Suppose that several large companies simultaneously announce that they're going to invest heavily in public infrastructure, raising the price of steel and iron ore. What will happen to the quantity and price (wages) for iron miners? A. Labor supply will shift left: iron miners' wages will increase and the quantity of miners will decrease. B. The labor supply and labor demand curves will both change C. Labor demand will shift left: iron miners' wages will decline and the quantity of miners will also decline. D. Labor demand will shift right: iron miners' wages will rise and the quantity of miner will increase. E. Neither curve will change F. DThe labor supply curve will shift right: iron miners' wages will decrease and the quantity of miners will increase.

Suppose that you're analyzing jobs for Crescendo Coffee, a major coffee retail chain. Assuming each of these people pass the salary test, which person is least likely to be exempted from the FLSA? A. The Chief Human Resource Officer. B. A district manager for the New England area. C. A network engineer who maintains the computer systems. D. A shift supervisor who primarily serves as a barista, and sometimes supervises one other employee.

The Acme Global Corporation is paying for job analysis costs, recruiting costs, and selection costs because it needs to replace three workers who left the organization for better paying jobs. The organization is dealing with ______. A. absenteeism B. employee engagement C. competitive advantage D. turnover

The H in the acronym for the OUCH test stands for what? A. helping resolve the problem: working together to find a resolution B. holding no grudges: always forgiving the employer for past wrong-doings C. heavy-handed approach: forcing another party to accept something D. has job relatedness: shows that the action relates to the essential job function

The ______ section of the practitioner's model of human resource management describes base pay, incentives, and worker benefits as ways to reward and maintain a workforce. A. 21st-century HRM, strategic planning, and HR laws B. staffing C. developing and managing D. compensating

The marketing department at Acme Global is hiring new sales associates. Out of 100 White applicants and 50 African American applicants, Acme Global hired 10 Whites. How many African American applicants would need to be hired for Acme Global to avoid the appearance of adverse impact? In other words, how many African American candidates must be hired to meet the requirements of the Four-Fifths Rule? A. 1 B. 2 C. 3 D. 4

The most important non-monetary reward for employees is: A. Flexibility B. Bringing a pet dog to work C. Being able to work part-time D. Each employee has their own unique needs and preferences, so the importance of non-monetary rewards will vary by individual

The primary outcomes of a job ______ are the creation of a job description and a job specification. A. expansion B. simplification C. regression D. analysis

The written objective "to increase the durability of our product by 20%" is missing which recommended criteria? A. It does not focus on a single result. B. It is not specific. C. It is not measurable. D. It has no target date.

To help feel good about ourselves, we identify with certain groups and in doing so, we emphasize the positive nature of their own group ("in-group") compared to others ("out-groups"). Which of the following does not result from this. A. Inter-group conflict. B. Discrimination against out-group members by in-group members. C. Differences between those groups we identify with and those we do not are magnified. D. Free-rider problems in groups such that some group members do not fully contribute.

Victor recommends that the organization focus on selling its products to people aged 65 and older. Victor is recommending the ______ strategy. A. senior B. cost leadership C. differentiation D. niche

What are potential targets for company's doing targeted recruiting? A. Race B. Gender C. Students D. All of the above

What are the cons of structured questionnaires? A. Time to develop B. Can only be given to one employee at a time C. Distortion of responses D. A & C

What are the pros of metrics? A. Provide a snapshot in time B. Insightful C. Good for dashboards and KPIs D. A, C

What factors should you consider when deciding how to handle labor shortage? A. How many workers? B. What job did they work? C. The reason people left D. How many workers? -and- What job did they work?

What impacts the brand and reputation of a company? A. Size and Age B. Profitability C. Location D. All of the above

What impacts the persuasiveness of a recruitment message? A. Media Richness B. Personal Focus C. Providing in depth information D. Both A and B

What is the NOT an advantage of a common window approach? A. Gives manager an opportunity to review all at their employees at the same time. B. Is easier to allocate salary increases based on performance. C. More likely manager will accurately assess / compare employee performance. D. The common window approach can be time consuming if the manager has a large number of employees.

What is the relationship between pay and performance when a job only pays a base rate, without STIs? A. Linear (negative slope) B. Accelerated C. Linear (positive slope) D. Flat

When Pedro and Margie started working together 2 years ago, they had both recently gotten divorced. Through their work, they became very good friends. After 2 years, Pedro decided he would like to ask Margie out on a date. When he did so, she declined his offer, saying she had recently met someone through an online dating service. Pedro's behavior is likely ______. A. quid pro quo sexual harassment B. hostile environment sexual harassment C. sexual conflict D. not sexual harassment

When managing in a unionized workplace, managers should... (you must check all that apply) A. Respect employee voice and the bilateral nature of the relationship with unions. B. Follow any required bargaining or consultation procedures. C. Blame the union if the relationship is adversarial or uncooperative. D. A, B

When performance is aligned with mission, strategy and goals, it can have a positive effect on which of the following? A. Customer satisfaction B. Profitability C. Employee satisfaction D. All of the above answers are correct

Which of the following is NOT an element of the pay mix? A. Benefits B. Long-term incentives C. Base cash D. Key performance indicators E. Short term incentives

Which of the following is an example of a effective performance objective? A. Increase Sales B. Increase sales by 10% C. Increase sales by 10% by end of quarter D. Increase overall sales by 10% over last year by the end of this calendar year.

Which of the following is not a method of job analysis? A. Job performance B. Critical Incident Analysis C. Job Observation D. Training

Which of the following is not an example of an internal force? A. Current labor profile B. Employee development C. Turnover D. Labor market

Which of the the following IS NOT a role of HR in the performance management planning process? A. Conduct performance management training for managers. B. Review job descriptions. C. Developing performance standards. D. Ongoing feedback.

Which one(s) of these are associated with the free market perspective on workplace law and regulation? (you must check all that apply) A. The role of the law should be limited to the smooth functioning of the employment relationship by providing orderly rules that facilitate economic transactions such as enforceable contracts and protections for property rights. B. Employment and labor laws are largely unnecessary because labor markets fairly reward employees. C. Some employment laws are useful to push companies toward win-win, high-road HR practices, and prevent the worst abuses that undermine good employers. D. A, B

Workers who are mismatched to a job tend to have low job ______, leading to absenteeism, higher turnover, and lower levels of productivity than those who are matched effectively. A. expansion B. simplification C. specification D. satisfaction

______ are divisions or departments in organizations that generate monetary returns for the organizations. A. Human resources B. Cost center C. Productivity D. Revenue Centers

______ are monetary damages awarded by the court that are designed to punish an injuring party that has intentionally inflicted harm on others. A. Undue hardship B. Affirmative actions C. Reasonable damages D. Punitive damages

______ are monetary damages awarded by the court that compensate the injured person for losses. A. Affirmative actions B. Undue hardship C. Reasonable accommodation D. Compensatory damages

______ exists when an employee is put under such extreme pressure by management that continued employment becomes intolerable and, as a result, the employee quits, or resigns from the organization. A. Right-to-sue B. Retaliation C. Adverse employment action D. Constructive discharge

______ identifies HR deliverables and HR system alignment, compares HR alignment with strategy, and measures organizational gains created by HR practices. A. Human resource management systems B. Return on investment C. Economic value added D. HR scorecard

______ identifies what has to be done within the organization to produce a product or service. For each product or service, the tool identifies the series of tasks that need to be completed to take the work from initiation to completion. A. HR forecasting B. Job analysis C. Ratio analysis D. Workflow analysis

______ include(s) the ability to evaluate a situation, identify alternatives, select a reasonable alternative, and make a decision to implement a solution to a problem. A. Productivity B. Sustainability C. Effectiveness D. Conceptual and design skills

______ is a capability that creates value for customers that rivals can't copy quickly or easily and that allows the organization to differentiate its products or services from those of competitors. A. Productivity B. Effectiveness C. Empathy D. Sustainable competitive advantage

______ is a plan of action designed to achieve a particular set of objectives for an organization. A. Mission statement B. Vision C. Objectives D. Strategy

______ is a qualification that is absolutely required in order for an individual to be able to successfully do a particular job. A. Disparate treatment B. Essential functions C. Disparate impact D. Bona fide occupational qualification (BFOQ)

______ is any action such as firings, demotions, schedule reductions, or changes that would harm the individual employee. A. Constructive discharge B. Retaliation C. Right-to-sue D. Adverse employment action

______ is harassment that occurs when some type of benefit or punishment is made contingent upon the employee submitting to sexual advances. A. Reasonable person B. Sexual harassment C. Hostile work environment D. Quid pro quo harassment

______ is the ability to find many possible solutions to a particular problem, including unique, untested solutions. A. Innovation B. Diversity C. Creativity D. Divergent thinking

______ was created in the 1960s through a series of policies at the presidential and legislative levels. Except in a few circumstances, it does not have the effect of law. A. Diversity B. EEO C. Affirmative action D. Civil rights

___________ and the ability to analyze large data sets have disrupted every industry and the way every organization does, or should do, business. A. Productivity B. Efficiency C. Revenue D. Technology

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

13) The Employment Insurance Act provides unemployment benefits varying by region and other factors for up to ________ weeks. A) 18 B) 26 C) 30 D) 52 E) 45

15) The HRIS is made up of a number of systems that can store data. This data can be used to create information that will serve different purposes for many different stakeholders. One of the key functions 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.

15) The stage of oneʹs career, including the period roughly from ages 24 to 44 that is the heart of most peopleʹs work lives, is called the: A) exploration stage. B) interaction stage. C) adult stage. D) maintenance steps. E) establishment stage.

17) An attempt to reduce unsafe acts by workers will meet with little success without the commitment of the critical link in the chain of management, namely: A) competitors. B) government officials. C) company presidents. D) safety inspectors. E) first-line supervisors.

17) Requesting that an employment agency refer only male candidates for consideration as 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.

18) A person with strong social orientation might be attracted to careers that entail interpersonal rather than intellectual or physical activities and to occupations such as: A) accountant. B) professor. C) research chemist. D) contemporary artist. E) social work.

18) Having an HRIS enables managers to make a more informed decision. It also provides information 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.

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

18) The critical incident method of performance appraisal is often used to supplement a: A) narrative form. B) management-by-objectives method. C) forced distribution method. D) paired comparison method. E) ranking method.

18) The following are progressive penalties an employer may use for effective discipline EXCEPT: A) written warnings. B) discharge from the job. C) suspension from the job. D) oral warnings. E) loss of vacation.

19) Mechanical and physical conditions that cause accidents are referred to as: A) hazards. B) toxic substances. C) safety risks. D) perils. E) unsafe conditions.

19) Some provinces require additional termination pay when mass layoffs occur. The amount of additional pay depends on: A) the employeeʹs length of service. B) the level of unemployment in the region. C) the reasons for the layoff. D) the time of year. E) the number of employees being laid off.

19) The piecework plan is expressed in monetary terms whereas the standard hour plan is expressed in: A) dollars per standard. B) cents per hour. C) profits. D) cents per unit of output. E) a premium that equals the percent by which his or her performance exceeds standard.

2) Outsourcing benefits administration to a third-party expert has the following advantage(s): A) reduced cost and enhanced service. B) increased employee understanding of benefits. C) reduced cost. D) fewer benefit claims. E) greater efficiency and consistency, and enhanced service.

20) Involuntary termination of an employeeʹs employment with the firm is called: A) insubordination. B) sufficient cause. C) just cause. D) misconduct. E) dismissal.

20) The following are unsafe conditions in a plant EXCEPT: A) defective equipment. B) hazardous procedures in, on, or around machines or equipment. C) improper illumination such as glare and insufficient light. D) improperly guarded equipment. E) computers that are not protected from viruses.

22) An appraisal method that aims at combining the benefits of narrative, critical incidents and quantified ratings by anchoring a quantified scale with specific narrative examples of good or poor performance is called the: A) graphic rating scale method. B) paired narrative-quantitative method. C) critical incident method. D) anchored narrative-quantitative method. E) behaviourally anchored rating scale method.

22) Job evaluation is mostly a judgmental process which requires close cooperation and input from the following EXCEPT: A) supervisors. B) employees. C) compensation specialists. D) union representatives. E) customer responses.

22) The following are reasons to use team incentive plans EXCEPT: A) helping ensure collaboration. B) facilitating on-the-job training. C) reinforcing problem solving. D) reinforcing group planning. E) reinforcing individual incentives.

23) Critical illness insurance provides: A) a deductible expense per year that gives money for expensive new drugs. B) coverage for prescription drugs. C) coverage providing a fixed lump-sum benefit in addition to life insurance benefits when death is accidental. D) money to an employee paid in incrementals for critical illness. E) coverage providing a lump-sum benefit to an employee who is diagnosed with a life-threatening illness.

23) Examples of systemic discrimination include: 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.

24) The benefits that form the cornerstone of almost all benefits programs are: A) life insurance and long-term disability. B) life insurance and supplementary health care/medical insurance. C) long-term disability and pension plan. D) life insurance and pension plan. E) life insurance, long-term disability, and supplementary health care/medical insurance.

24) Two approaches used to gather qualitative data in order to forecast HR demand (or supply) are: 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.

25) Renu made a choice to leave a mid-sized law firm and start her own law practice where she is the named principal in the firm. It will take her at least a year to pay back the loan she has taken out in anticipation that her practice will be successful. She will work very long work hours until she establishes a good client base and gains sufficient funds to hire support staff. Renu values that she now chooses which clients to accept work from and which area of law to practice in. Renu most likely has the following career anchors: A) service/dedication and autonomy. B) lifestyle. C) service/ dedication and security. D) technical/functional. E) creativity and autonomy and independence.

25) The final step in job analysis involves the following: 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.

26) Accidents can be caused by behaviour tendencies and undesirable attitudes that result in: A) at-risk behaviours. B) accident-prone acts. C) unsafe human conditions. D) occupational hazards. E) unsafe acts.

26) Baby boomers: 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.

26) The drawbacks of which forecasting technique include subjectivity and the potential for group 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.

27) Personal characteristics such as personality and motivation serve as the basis for certain unsafe ʺbehaviour tendencies,ʺ such as: A) focusing on detail rather than the ʺbig picture.ʺ B) deciding whether to join or not join a labour union. C) creating human resource plans and environmental forces. D) formulating policy and creating norms. E) the tendency to take risks.

27) The amount of health/dental expenses an employee must pay before insurance benefits will be paid is called: A) workersʹ compensation. B) dental coverage. C) coinsurance. D) life insurance. E) the deductible.

27) The following are criteria to become eligible for a short-term incentive program: A) key position; salary grade only. B) industry requirements for piece rate production. C) length of service. D) position level. E) key position; salary level; salary grade.

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

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

29) Consultants, professors of business, freelance writers, and proprietors of small retail businesses tend to be identified with the career anchor of: A) creativity and intuition. B) technical and functional. C) security. D) managerial competence. E) autonomy and independence.

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

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

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

3) Suggestion programs have several benefits. The net effect is: A) they let management continually monitor employeesʹ concerns. B) they make it clear that employees have several channels through which to get responses. C) they let management continually monitor employeesʹ feelings. D) they make it clear that employees have several channels through which to communicate. E) there is less likelihood that small problems will grow into big ones.

3) Your colleague wishes to find a position with another employer and has asked you to define what is meant by ʺnetworkingʺ as a career development tool. You advise her as follows: A) personal networking involves speaking to external professional contacts about career goals but not to colleagues within the organization. B) the objective is to let people know about background and career goals and to share information so the job seeker benefits. C) the objective is to provide information so the employer can decide if the job seeker is the right candidate. D) it involves asking a contact for a job. E) the objective is to let people know about background and career goals and to share information so both parties benefit.

30) During a job analysis process it is important to consider the following: 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.

30) In wrongful dismissal cases, courts generally award notice based on the following EXCEPT: A) the employeeʹs length of service. B) the employeeʹs salary. C) the level of the employeeʹs job. D) the employeeʹs age. E) the employeeʹs family responsibilities.

31) For the new employee, a period during which his or her initial hopes and goals first confront the reality of organizational life and of the personʹs talents and needs is known as: A) job evaluation. B) career adjustment. C) probationary time. D) performance evaluation. E) reality testing.

31) The following are expert recommendations for avoiding wrongful dismissal suits EXCEPT: A) document all disciplinary action. B) include two members of management in the termination meeting. C) do not allege just cause for dismissal unless it can be proven. D) use termination letters in all cases, clearly stating the settlement offer. E) reassure new employees that they can only be dismissed for just cause.

32) A non-deductible formula is: A) when all employees are earning over the threshold amount. B) a straight percentage used to create a short-term incentive fund. C) job-by-job review to identify the key formula. D) a short-term incentive fund that begins to accumulate only after the firm has met a specified level of earnings. E) none of the above

32) Because of good results, more employers are turning to a new approach to appraisal, namely a(n): A) critical incidents narrative. B) point method plan. C) forced distribution system. D) bell-shaped curve. E) computerized performance appraisal system.

32) You are the new human resources professional at a plastics manufacturing company. Which of the following tests human traits that might be related to accidents on a specific job, and could be used to determine whether test scores are related to accidents on the job? A) self-awareness tests B) literacy tests C) emotional stability and personality tests D) intelligence tests E) measures of muscular coordination and visual skills

33) Once a job evaluation method has been used to determine the relative worth of each job, the committee can turn to the task of assigning pay rates to each job, but it will usually want to first group jobs into: A) range rates. B) department classes. C) personal contracts. D) labour contracts. E) pay grades.

33) Providing recruits with realistic job previews regarding what to expect should they be selected to work in the organization can be an effective way to minimize: A) absenteeism. B) the Pygmalion effect. C) social loafing. D) workplace accidents. E) reality shock

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

35) A form of technology that enables HR professionals to integrate an organizationʹs HR strategies, 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.

35) The interview in which an employee is informed of the fact he/she has been dismissed is called the: A) ʺat willʺ interview. B) nonpunitive interview. C) exit interview. D) punitive interview. E) termination interview.

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

37) A graphic rating scale used with unclear standards may appear to be objective; however, it will probably result in unfair appraisals because the traits and degrees of merit are: A) well defined. B) too strict/lenient. C) specific in nature. D) tightly structured. E) open to interpretation.

37) Disability management is a: A) reactive, employer-centred process. B) proactive, employee-centred process. C) proactive, employer-centred process. D) process that coordinates the activities of employer and employee. E) proactive, employer-centred process that coordinates activities of the employer, the insurance company, and health care providers.

37) In the third step of the termination interview, the manager should: A) get to the point; however, reassure the employee this was not the managerʹs decision. B) take at least 20 minutes for the interview. C) get to the point by informing the person of the decision. D) smile and be friendly; however, be direct. E) remember to describe the situation rather than attacking the employee personally.

37) The internet has enabled organizations to do which of the following? A) harness web-based technology and applications to assist strategy development B) outsource HR functions to HR technology companies C) 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

37) Wage surveys undertaken by the human resources department may collect other data which would include the following EXCEPT: A) sick leave benefits. B) vacation time. C) employee benefits. D) insurance benefits. E) industry demand

38) Effective disability management programs include: A) remedial programs. B) a required company medical. C) monitoring sick leave plans. D) monitoring workerʹs compensation. E) early and safe return-to-work policies

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

39) An example of an informal survey conducted by an employer would be a(n): A) professional organization survey. B) governmental agency survey. C) commercial survey. D) industry-wide survey. E) telephone survey.

4) Questionnaires that regularly ask employees their opinions about the company, management and work life are called: A) employee training programs. B) employee development programs. C) employee sampling surveys. D) employee participation programs. E) employee opinion surveys.

4) The average cost of benefits, as a percentage of payroll, is approximately: A) 50%. B) 25%. C) 10%. D) 30%. E) 37%.

40) Perhaps the most important and effective thing that an employer can do to reduce workersʹ compensation costs is to develop an aggressive: A) health and safety program. B) accident investigation program. C) accident-reporting program. D) loss-control program. E) return-to-work program.

41) A systematic process by which a terminated person is trained and counselled in the techniques of self-appraisal and securing a new position is called: A) an outplacement interview. B) self-awareness training. C) an exit interview. D) a termination interview. E) outplacement counselling.

41) In general terms, the lower the rate of unemployment: 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.

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

42) The heart of the task analysis record form is the column in which: 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

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

42) You are the Director of Human Resources at a software development firm. With respect to the position of software developer the disadvantage of using the questionnaire method of job analysis is: 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

43) Assigning pay rates to each pay grade (or to each job) is usually accomplished with a: A) rate range. B) job evaluation. C) wage grade. D) performance appraisal. E) wage curve.

43) Recent surveys of ESS and MSS systems users indicate that, though 80% of respondents agree that web-based self-service systems can lower HR operational costs, only 40% believe that their company 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.

44) Improving appraisal accuracy calls not just for training of supervisors, but also for: A) a quantitative job evaluation system. B) MBO. C) an effective employee orientation program. D) performance bonuses. E) reducing outside factors such as union pressure and time constraints.

44) The temporary withdrawal of employment for workers based on economic or business reasons is called: A) a downsizing. B) a ring of defence. C) partial termination. D) voluntary time off. E) a layoff.

45) A layoff, in which workers are sent home for a time, is a situation in which the following conditions are present EXCEPT: A) there is no work available for the employees. B) management expects the no -work situation to be temporary. C) management expects that the no -work situation is likely to be short-term. D) management intends to recall the employees when work is again available. E) employees will accept vacation pay.

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

46) Detailed procedures that usually use employee seniority in order to determine who will be laid off if no work is available are referred to as: A) voluntary time off procedures. B) defensive procedures. C) seniority procedures. D) layoff procedures. E) bumping/layoff procedures.

46) Specific actions that employers can take to deal with employee alcoholism include the following EXCEPT: A) in-house counselling through the HR department or medical staff. B) use of treatment centres. C) use of outside agencies such as clinics and AA. D) referral to EAP programs. E) taking personal responsibility for the employee.

47) An alternative to layoffs in which all employees agree to reductions in pay in order to keep everyone working is called a: A) bump with pay. B) contingent employment. C) voluntary time off with reduction in pay. D) ring-of-defence. E) voluntary reduction in pay plan.

47) Comparison data must also be collected on the number of designated group members available in 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.

47) Compensation plans for salespeople have typically relied heavily on incentives in the form of: A) stock appreciation rights. B) stock options. C) gainsharing. D) profit sharing. E) sales commissions.

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

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

48) Each of the following statements about local labour markets is true EXCEPT: 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.

48) Employees seek transfers for the following reasons EXCEPT: A) personal enrichment. B) better location of work. C) greater possibility of advancement. D) a more interesting job. E) enhancement of family life.

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

49) An individual preparing a job description for the first time would find it helpful to refer to the: 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.

Which of the following is sometimes referred to as Golden Handcuffs? A. bonuses B. commissions C. stock options D. pensions

Experts generally agree that as many as ______ of all jobs that currently exist are at risk of automation. A. ten percentage B. a quarter C. a third D. half

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

51) Too little stress can create: A) boredom and apathy. B) anxiety. C) accidents. D) employee commitment. E) creativity.

Treating work as a commodity results in society placing value on work that is seen as a precious commodity, which then devalues women's caring activities that are traditionally done in the household for no pay. A. True B. False

Walmart is well-known for following the ______ strategy. A. cost leader B. price leader C. broad differentiation D. niche based on differentiation

What is knowledge? A. Required factual information B. Personality traits or legal requirements C. External capability of performing a task D. Internal capacity to perform a task

What is the first step in getting ready for your new hire's first day? A. Prepare yourself. B. Talk with the new hire. C. Get your team ready. D.Set up a welcoming environment. E. Talk with HR about paperwork.

When Rafaela arrived at work on Monday, her boss told her he was redesigning her job to allow her to use a variety of skills and give her autonomy in seeing her tasks through from start to finish. Rafaela's boss has used ______ job design in reconceiving her job. A. motivational B. organic C. biological D. perceptual-motor

Eli's work involves union votes, negotiations for union agreements, contract collective bargaining, and handling grievances. Eli's human resource management specialty is ______. A. the legal environment B. compensation and benefits C. labor and industrial relations D. safety and security

Failure to obtain information that could have been easily been accessed during the hiring process could result in A. Disparate treatment B. The employee suing the company C. Negligent hiring

Human resource ______ jobs are ones in which the employee focuses on a specific discipline of HR. A. generalist B. technical C. specialist D. knowledge

In motivational job design, ______ is the overall process of making jobs broader, with less repetition. A. job enrichment B. job simplification C. job expansion D. job rotation

In motivational job design, ______ job design tools include flextime, job sharing, telecommuting, and compressed workweeks. A. self-managed B. integrated C. flexible D. motivational

22) The benefit that provides a fixed lump-sum benefit in addition to life insurance benefits when death is accidental is: A) major medical insurance. B) health insurance. C) accidental death and dismemberment insurance. D) survivorsʹ benefit. E) dental coverage.

According to the lesson, when looking at performance, we often use results _____________. A. to infer behavior. B. when behaviors are not easily observed. C. to infer behavior and/or when behaviors are not easily observed.

Acme Global created an application that allows customers to send in orders quickly and easily. Since rolling out the new app, orders have increased by 20%. This represents the influence of ______ in the external environment on the organization. A. labor force B. shareholders C. technology D. competition

In the past few years, Acme Global has been fortunate to have a strong talent pool available from which it can draw employees. This reflects the influence of ______ in the external environment on the organization. A. society B. shareholders C. labor force D. competition

Devin is concerned about how Acme Global will continue to recruit employees given the aging workforce and skills shortages. Devin is concerned about ______. A. technical skills B. knowledge workers C. labor demographics D. employee engagement

Economists say that labor is a derived demand. Why is this concept important for managers to understand? A. Because strategies, policies, and tactics for managing people are derived from a country's legal regulations. B. Because what employees demand can affect strategies, policies, and tactics for managing people. C. Because whatever affects demand for an organization's product or service can affect strategies, policies, and tactics for managing people.

16) A fair and just discipline process is based on the following prerequisite(s): A) a set of clear rules and regulations; a system of progressive penalties; a system of guided procedures. B) a system of guided procedures. C) a system of progressive penalties and an appeals process. D) a set of rules and regulations; a system of progressive penalties; an appeals process. E) an appeals process.

17) Economic downturns are generally associated with: 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.

17) Which of the following statements is true? 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.

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

26) The following are advantages of the behaviourally anchored rating scale appraisal method EXCEPT: A) clearer standards. B) specific feedback for supervisors to give employees. C) a more accurate measure. D) specific forced behavioural dimensions. E) consistency.

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

55) One adaptation of merit pay plans is merit raises that are: A) linked to group performance. B) paid in quarterly installments. C) linked to profit sharing. D) paid in one lump sum once a year. E) linked to annual performance appraisals.

Which of the following statement is TRUE? A. A share is only valuable if its price goes up. B. A dividend of "$1 per share" means you need to pay $1 to purchase a share of the stock. C. Both of the above. D. None of the above.

QN=54 In this type of comparative system, employees are rated according on a normal curve with only percentage of performers at the top, middle and bottom. a. Paired comparison. b. Forced distribution. c. Simple rank order.

QN=59 Performance reviews can only be formal reviews and should never be informal. True or false? a. True b. False

QN=59 True or false: All organizations in the same competitive space have to have the same type of HR strategy. a. True b. False

HR should do more than just make sure that managers are complying with organizational policies and with legal regulations. In other words, HR should not be the HR ______.

police

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

41) The right to purchase a specific number of shares of company stock at a specific price during a specified period of time is called a: A) stock appreciation right. B) restricted stock plan. C) phantom stock plan. D) book value plan. E) stock option

42) The graphic description of the relationship between the value of the job and the average wage paid for this job is called a: A) wage structure. B) rate range. C) wage grade. D) pay grade. E) wage curve.

1) A company with employees in different provinces/territories must monitor the legislation in each 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.

1) Popularized by Frederick Taylor in the late 1800s, financial rewards paid to workers whose production exceeds some predetermined standard came into use. These financial rewards are commonly referred to as: A) financial incentives. B) perquisites. C) group incentive plans. D) Taylor bonuses. E) piecework plans.

1) Total rewards refers to: A) all forms of pay or other compensation provided to employees. B) payroll costs. C) contractual pay methods or fringe benefits to employees. D) certain forms of pay and rewards to employees. E) cash payments only.

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

38) The sixth step in the termination interview process is: A) identify the next step. B) describe the situation. C) listen. D) review all elements of the severance package. E) an outplacement counselling meeting

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

A test cannot be valid if it is not reliable A. True B. False

In job design, ______ to be performed in organizations are grouped, usually into functional departments, and the tasks are further grouped into jobs for each employee, providing structures and processes. A. tasks B. ratios C. trends D. workflows

In motivational job design, ______ work teams are assigned a goal, and the team plans, organizes, leads, and controls to achieve the goal. A. self-managed B. flexible C. regression D. design

In the cultural "audit," a gap analysis looks at the difference between your cultural vision and your desired vision. True or False? A. True B. False

In the job characteristics model, ______ is the degree to which an employee performs a whole identifiable task. For example, does the employee put together an entire television or just place the screen in the set? A. task identity B. skill variety C. task significance D. autonomy

In the past, an organization's human resource department would have been considered a ______. A. cost center B. revenue center C. productivity center D. technical skill

Managers of a 21st-century organization will need to be more ______ aware to deal with individuals with significantly different work ethics, cultural norms, and even languages. A. culturally B. technologically C. effectively D. efficiency

The source of the recruitment message should be credible and an expert A. True B. False

What is the number one step to a good hire? A. Job analysis, Identify KSAO, and job description B. Just job analysis C. Determining the selection method D. None of the above

What percentage of job seekers use their mobile device to search for a job once a week or more? A. 68% B. 56% C. 88%

What type of organizations are affected by Executive Order 11246? A. federal contractors receiving more than $10,000 per year B. state contractors receiving more than $50,000 per year C. private employers with 15 or more employees D. city governments with 50 or more employees

When doing a employee performance review, which of the following is important to make sure it part of the review? A. Have a fair amount of focus on the future, as part of the discussion. B. Focus mostly on past behavior so the employee realizes what a great job they have done. C. Inflate the rating or be vague so the employee will not be demotivated. D. Delegate to the employee the task of determining how he/she will improve performance.

When evaluating a signal of private information, it's important to consider whether the signal is easy for others to imitate. A. True B. False

Which of the following definitions is correct? A. The vesting period represents the period of time over which the options become allowed to be exercised. B. The strike price is the market price of the stock on the date that the employee exercises the option to purchase the stock.

Which of the following is not a hard cost of incivility to organizations? A. Decreased workers compensation claims. B. Increased absenteeism. C. Increased turnover.

Which of the following statements about non-qualified stock options (NQSOs) is accurate? A. Employers can deduct NQSOs as a business expense, employees do pay taxes when they exercise NQSOs. B. Employers can deduct NQSOs as a business expense, employees do not pay taxes when they exercise NQSOs. C. Employers cannot deduct NQSOs as a business expense, employees do not pay taxes when they exercise NQSOs. D. Employers cannot deduct NQSOs as a business expense, employees do pay taxes when they exercise NQSOs.

Which of the following statements about the ACA health insurance exchange marketplaces are correct? A. Some states create health insurance exchanges, and other states defer to an exchange set up by the federal government. B. All states participate in the health insurance exchange created by the federal government. C. All states have their own state-specific health insurance exchanges.

Which of the following was NOT listed in the lecture as an example of culture types? A. Group B. Collectivist C. Individualistic

______ are statements of what is to be accomplished in singular, specific, and measurable terms, with a target date. A. Objectives B. Organizational structure C. Strategy D. Vision

______ are the fundamental duties of a job including things that are done routinely and frequently. A. Essential functions B. Job relatedness C. Disability D. Reasonable accommodation

______ is the "average" person who would look at the situation and its intensity to determine whether the accused person was wrong in their actions. A. Reasonable person B. Quid pro quo harassment C. Hostile work environment D. Sexual harassment

______ is the act of creating useful processes or products based on creative thought processes. A. Innovation B. Creativity C. Diversity D. Affirmative action

______ measures financial, customer service, internal process, and learning and growth (or sustainability) measures. A. Balanced scorecard B. Economic value added C. HR scorecard D. Human resource management systems

39) Reverse mentoring is: A) older workers provide guidance to younger workers. B) younger workers provide guidance to senior executives. C) senior executives provide guidance to new employees. D) senior executives provide guidance to junior employees in management. E) younger workers provide guidance to older workers.

4) Potential solutions when labour supply exceeds labour demand include all of the following EXCEPT: A) instituting a hiring freeze. B) subcontracting. C) termination of employment. D) downsizing through attrition. E) employee layoffs.

45) Unlike government-provided retirement benefits, employer -sponsored pension plans are: A) easily managed. B) pre-funded. C) invested in foreign securities. D) restricted to deferred profit sharing. E) formalized.

62) The following are counseling services employers are providing to their employees EXCEPT: A) financial counseling. B) real-estate counseling. C) family counseling. D) career counseling. E) preretirement counseling.

64) Victims of workplace violence are generally: A) postal workers. B) women in health care professions. C) convenience store clerks. D) police officers. E) construction workers.

Acme Global is analyzing how it can take customers away from organizations in other industries and whether organizations in other industries could take its customers away. It is analyzing the ______ in the five forces model. A. power of suppliers B. threat of substitute products and services C. potential new entrants D. rivalry among competitors

Acme Global is considering expanding the number of suppliers it uses. It is concerned that it is too dependent on two suppliers. Acme Global is analyzing the _____ in the five forces model. A. threat of substitute products and services B. power of suppliers C. rivalry among competitors D. power of buyers

Acme Global is considering what the organization will look like in 10 years and what the vision of the organization is. From this, it is clear that Acme Global is trying to answer which of the following major strategic question? A. What is our present situation? B. Where do we want to go? C. How do we plan to get there? D. What should our strategy be?

In organizational culture, ______ includes the observable things that people do and say or the actions employees take. A. objectives B. behavior C. complexity D. analytics

In the Case Study in the video regarding the strategy change in financial institution, the role of HR in implementing the new strategy was discussed. Which of the following actions was the role of the senior management team and NOT HR? A. Revised recruiting to incorporate new strategy. B. Conducted organizational SWOT analysis. C. Revised job descriptions to incorporate new skills and job requirements associated with new strategy. D. Revised training to incorporate new strategy.

In the ______ method of job analysis, the worker is shadowed and tasks that the worker performs over a period of time are logged. A. diary B. observation C. interview D. subject matter expert panel

In the job characteristics model, ______ is the extent to which employees find out how well they perform their tasks. A. task identity B. feedback C. skill variety D. task significance

Mai filed a sexual harassment complaint against her supervisor. Afterward, she noticed that managers were treating her differently and putting increased pressure on her. Eventually, the situation became intolerable for Mai and she voluntarily resigned from the organization. It is likely that Mai experienced ______ for alleging sexual harassment. A. disparate impact B. constructive discharge C. quid pro quo sexual harassment D. undue hardship

Managers should manage defensively such that they primarily try to avoid legal action. A. True B. False

Maxwell is listening to a coworker describe a problem with a supervisor. As he listens, Maxwell is trying to put himself in his coworker's situation and understand the real problem between the supervisor and his coworker. Maxwell is using ______ skills to complete this task. A. technical B. interpersonal C. conceptual and design D. business

One of the key concerns that emerges from economic analysis of workers is a concern with opportunism. Which is the best definition of opportunism? A. The cost that comes from missing an opportunity to do something. B. Pursuing one's own self-interests even when they run counter to others' interests. C. Not giving full work effort in one's job.

Perfect competition is an important issue to consider because... A. ...employers need to recruit and retain employees and this happens in labor markets with labor traded like a commodity. B. ...if labor markets truly are perfectly competitive, then the invisible hand of free market competition is the best way to (a) allocate labor to its best uses, and (b) reward employees with pay equal to the value they produce. C. ...if labor markets truly are perfectly competitive, then interventions like labor unions or government regulation will not distort (a) the allocation of labor to its best uses, and (b) the rewarding of employees with pay equal to the value they produce.

Performance reviews can only be formal reviews and should never be informal. True or false? A. True B. False

Which of the following statements is TRUE of an administrative assistant? A. They may be paid a salary. B. They must be paid minimum wage and overtime. Their job duties are not exempt from the FLSA. C. Their job is exempt from the FLSA. D. They would need to be paid overtime, but not a minimum wage. Their job duties are not exempt from the FLSA. E. They would need to be paid the minimum wage, but not overtime. Their job duties are not exempt from the FLSA.

Which of the methods has become a somewhat controversial method? A. Essay. B. Forced Distribution. C. MBO's. D. Simple rating.

Which of the statements about pay policy lines are TRUE? A. They are only used to benchmark pay for the middle grades, and are not used to determine pay at high or low grades. B. They go through the midpoints of the pay ranges. C. They go through the tops of the pay ranges. D. They go through the bottoms of the pay ranges.

Which person may be paid a salary? A. Someone making $400 per week, whose job duties exempt them from the FLSA. B. Someone making $800 per week, whose job duties exempt them from the FLSA. C. Someone making $400 per week, whose job duties DO NOT exempt them from the FLSA. D. Someone making $800 per week, whose job duties DO NOT exempt them from the FLSA. E. None of the above.

Women are currently ______% of the workforce. A. 35-36 B. 47-48 C. 52-53 D. 57-58

______ amended the Civil Rights Act of 1964 to extend the period of time in which an employee is allowed to file a lawsuit over pay discrimination. A. Civil Rights Act of 1991 B. Lily Ledbetter Fair Pay Act of 2009 C. Americans with Disabilities Act D. Genetic Information Nondiscrimination Act of 2008

______ are interacting database systems that deliver HR information and allow human resource managers to automate some human resource management functions. A. Return on Investments B. Human resource management systems C. HR scorecards D. Economic value added

______ exists when a test for employment is a legitimate measure of an individual's ability to do the essential functions of a job. A. Pattern or practice discrimination B. Job relatedness C. Reasonable accommodation D. Essential functions

______ is a basic ability to think in unique and different ways and apply those thought processes to existing problems. A. Innovation B. Creativity C. Affirmative action D. Diversity

______ is a notice from the EEOC, issued if it elects not to prosecute an individual discrimination complaint within the agency, that gives the recipient the right to go directly to the courts with the complaint. A. Adverse employment action B. Right-to-sue C. Constructive discharge D. Affirmative action

______ is a rule of thumb used whenever you are contemplating any employment action, to maintain fairness and equity for all of your employees or applicants. A. Affirmative action B. OUCH test C. Four-Fifths Rule D. Essential function

______ is a series of policies, programs, and initiatives that have been instituted by various entities within both government and the private sector that are designed to prefer hiring of individuals from protected groups in certain circumstances, in an attempt to mitigate past discrimination. A. Diversity B. Affirmative action C. EEO D. Innovation

______ is the amount of output that an organization gets per unit of input, with human input usually expressed in terms of units of time. A. Empathy B. Productivity C. Sustainability D. Revenue

______ is the process of identifying tasks that each employee is responsible for completing, as well as identifying how those tasks will be accomplished. A. Mechanistic vs. organic job design B. Job design C. Perceptual-motor job design D. Biological job design

______ job design focuses on the job characteristics that affect the psychological meaning and motivational potential of the job, and it views attitudinal variables as the most important outcomes of job design. A. Biological B. Motivational C. Perceptual-motor D. Organic

______ job design focuses on minimizing the physical strain on the worker by structuring the physical work environment around the way the body works. A. Perceptual-motor B. Motivational C. Biological D. Mechanistic

______ job functions are those that may be performed on the job but need not be performed by all holders of the job. A. Side B. Job related C. Marginal D. Reasonable

______ managers are the first point of contact with most of the employees when the employees have questions about human resources policies or procedures. A. Human resource B. Staff C. Line D. Top

______ provides a conceptual framework for designing or enriching jobs based on core job characteristics. A. Perceptual-motor job design B. Motivational job design C. Job characteristics model D. Biological job design

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

18) Asking young female factory-position applicants to demonstrate their lifting skills and not asking 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.

33) You are the Director HR at an accounting firm and as such are responsible for overseeing 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.

Recognition programs include: A. Service awards, to acknowledge continued employment B. Sales awards, to acknowledge selling success C. Performance awards, to acknowledge a job well done D. A, B, C

Select the challenges for mobile device usage recruitment A. Time B. Testing C. Text/Content D. All of the above

The ______ environment consists of a series of influences that originate outside the organization and that the organization cannot control. A. mission B. vision C. internal D. external

______ is how organizations go through the process of creating new things—the opposition itself drives the organization to change. A. Diversity B. Innovation C. Creativity D. Functional conflict

______ is one of the mechanisms now used to both monitor and—at least partially—control organizational environments. A. Vision B. Mission C. Scorecard D. Social media

______ is the convergence of human resource management and big data. A. Technologies B. Data analytics C. Economic analysis D. Workforce science

______ is the degree to which jobs are standardized within an organization. This is the degree to which the organization created policies, procedures, and rules that "program" the jobs of the employees. A. Organizational culture B. Data analytics C. Complexity D. Formalization

______ is the process of accessing large amounts of data to analyze those data and gain insight into significant trends or patterns within organizations or industries. A. Complexity B. Organizational culture C. Formalization D. Data analytics

______ job design focuses on designing jobs around the concepts of task specialization, skill simplification, and repetition. A. Motivational B. Biological C. Perceptual-motor D. Mechanistic

11) Today there are more than 140 HRI systems being offered by Canadian vendors. Having a human 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.

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

12) Important considerations for paying employees include the following EXCEPT: A) equity considerations. B) policy considerations. C) legal considerations. D) union considerations. E) average age considerations.

16) The following are advantages of the critical incident method EXCEPT: A) ensures that the evaluator thinks about the employeeʹs appraisal all during the year. B) can be used to supplement another appraisal technique. C) provides the evaluator with some specific hard facts for explaining the appraisal. D) provides concrete examples of what an employee can do to eliminate any performance deficiencies. E) ensures that the evaluator will only consider the employeeʹs most recent job performance.

16) Wages must compare favourably with rates in other organizations or an employer will find it hard to attract and retain qualified employees. This is known as: A) wage compensation. B) need for equity. C) compensation policy. D) internal equity. E) external equity

16) Which of the following is true of industrial engineering? 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.

27) You have just been hired as the Director of Human Resources at a mid sized engineering company. The CEO has asked you to assist her in forecasting future human resources needs and to first use a forecasting technique which would generate an exchange of ideas among Directors of each 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

28) If there is no employment contract and just cause is not present, then a termination without reasonable notice is considered unfair and is known as: A) ʺat willʺ termination. B) invalid. C) quasi-legal. D) a contract violation. E) wrongful dismissal.

28) People who are driven by the need to be on their own, free of the dependence that can arise when working in a large organization where promotions, transfers, and salary decisions make them subordinate to others, have a career anchor of: A) creativity. B) technical and functional. C) managerial competence. D) security. E) autonomy and independence.

39) Kai has a tendency to rate all of his direct reports as average. Kaiʹs actions indicate the following performance appraisal problem: A) equal rating tendency. B) halo effect. C) bias. D) appraisal bias. E) central tendency.

4) Maria is the Vice President of Operations for a company in the retail industry. She has 10 store managers and 200 associates. The associates report to the store managers and they in turn report to Maria. Management has a decentralized approach towards individual stores. This company has the structure of a: A) hierarchical organization. B) boundaryless organization. C) decentralized organization. D) bureaucratic organization. E) flat organization.

4) The on-going process of instilling in all employees the prevailing attitudes, standards, values, and 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.

45) Compensation experts suggest defining the strategic context for the executive compensation plan before creating the package itself by: A) checking for compliance with all legal requirements. B) checking for tax effectiveness. C) installing a process for review and evaluation whenever a major business change occurs. D) defining external issues that face the company and its business objectives. E) all of the above

45) The following are the traditional techniques used for dealing with worker alcoholism and substance abuse problems EXCEPT: A) in-house counselling. B) disciplining. C) discharge. D) referral to an outside agency. E) outplacement counselling.

45) The most important promotion-related decisions are: A) how competence will be defined and measured. B) whether or not the promotion will involve a transfer. C) whether the promotion process will be formal or informal. D) whether to take future potential into account. E) whether promotion will be based on seniority or competence, or some combination of the two.

50) The consequences of job stress include the following EXCEPT: A) anger. B) accidents. C) anxiety. D) depression. E) job satisfaction.

50) The impact of technology has fundamentally changed the role of HR. It has enabled HR to: 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.

51) A structured process by which individuals become skilled workers through a combination of 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.

52) Specific strategies must be formulated to balance supply and demand. Possible scenarios are: 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.

59) Payoffs associated with properly implemented ethics programs include: 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.

8) The Charter of Rights and Freedoms: 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.

A background check can consist of... Check all that apply. A.Drug Screen B. Credit Check C. Criminal Background Check D. None of the above E. A, B, C

Based off the lecture, what are the best ways to attract passive candidates? Select all that apply. A. Social Media Presence B. Employment Branding C. Cold Calling D. Job Postings E. A, B, D

Some questions that can help managers think about employee perceptions of procedural justice include: (you must check all that apply) A. Has the procedure been applied consistently? B. Did the procedure result in fair outcomes? C. Has an employee been able to express his/her views and feelings during the procedure? D. Has the procedure been free of bias? E. During the procedure, did the manager treat the employee with respect? F. A, C & D

65) Management can lose its authority and power by empowering its employees.

FALSE

66) Access to a large number of qualified candidates is a disadvantage of e -recruiting.

FALSE

69) In British Columbia, Quebec and the Yukon, record of criminal conviction is a prohibited ground of discrimination.

FALSE

69) Technological advances will continue to shift employment from some occupations to others, while contributing to a decline in productivity.

FALSE

70) Job analysis is defined as the process of listing duties, responsibilities, reporting relationships and working conditions of a job.

FALSE

71) Refusing to hire an individual for a security guard position on the basis that he or she is considered to be too large and heavy is an example of a bona fide occupational requirement.

FALSE

80) Exchanging ideas without face-to-face interaction is a characteristic of the nominal group forecasting technique.

FALSE

81) Managerial judgment is central to qualitative forecasting, but plays only a small role in quantitative forecasting techniques.

FALSE

89) Forecasts for various occupations are available from a number of sources, but these sources are not very helpful for determining whether any projected imbalances will be self -correcting or whether they will require specific intervention on the part of governments and/or private-sector organizations.

FALSE

63) Creation of security profiles for the HRIS is carried out in the implementation phase and is required because of privacy- and security-related issues.

TRUE

QN=61 Suppose a company decides to separate performance evaluations from raises. Which of the following is a common reason that a company would do so? a. The company is concerned that tying pay to evaluations can impede the ability of evaluations to serve as a coaching tool. b. Tying pay to performance evaluations encourages poor performers to stay. c. The company is concerned that tying pay to performance evaluation makes it difficult for managers and employees to communicate openly about development goals.

QN=62 Managers conducting performance evaluations tend to overweight instances that occurred in the last week more than those that happened six months ago. This is an example of what kind of bias? a. Recency b. Halo c. Anchoring d. Horn e. Primacy f. Spillover

QN=64 Which of the following is NOT an example of a Key Performance Indicator? a. Year-end bonus b. Total dollar value of sales generated c. Units produced d. Average customer service score

QN=22 A background check can consist of... Check all that apply. a. Drug Screen b. Credit Check c. Criminal Background Check d. None of the other

abc

QN=1 What are the cons of structured questionnaires? a. Time to develop b. Can only be given to one employee at a time c. Distortion of responses

QN=73 The differences between the stock price and the stock option's strike price is: a. The time value b. The intrinsic value c. The vesting period

QN=74 "How we do things around here" is a definition of which of the following? a. Strategy. b. Culture. c. HR Processes.

QN=74 Which of the following requires employers to bargain in good faith over wages with workers' elected bargaining representative? a. FMLA b. NLRA c. FLSA d. EEO

QN=75 True or false: Thinking about work as serving others is irrelevant for managers. a. True b. False

QN=75 Which of the following would describe attributes of culture in an organization? a. Goals. b. Corporate citizenship, norms and morés. c. Mission.

QN=75 Which person may be paid a salary? a. Someone making $400 per week, whose job duties exempt them from the FLSA. b. Someone making $800 per week, whose job duties exempt them from the FLSA. c. Someone making $400 per week, whose job duties DO NOT exempt them from the FLSA. d. Someone making $800 per week, whose job duties DO NOT exempt them from the FLSA. e. None of the other.

QN=82 True or false: defined contribution plans are generally tax advantaged because upon retirement, withdrawals are treated as capital gains rather than ordinary income. a. True b. False

QN=85 Employees must receive less cash compensation to also receive a non-monetary reward. a. True. Non-monetary rewards cost the company money, and are generally offset by lower cash compensation b. False. In most cases non-monetary rewards are offered in addition to a fair level of cash compensation

QN=88 Formal program designs are always best for non-monetary rewards. a. TRUE. Formal program designs are always best b. FALSE. Informal and formal program designs can both work well.

QN=14 Which of the following are NOT an example of a Key Performance Indicators? a. Average customer service score b. Total dollar value of sales generated c. Year-end bonus d. Units produced

QN=23 There are a several reasons firms use employer-sponsored pension plans. One reason is that it allows employees to defer compensation until retirement, when they're taxed at a relatively low rate. Second, by participating in an employer's plan, the employer may be able to negotiate lower management fees with service providers. These two specific reasons illustrate what two general reasons that firms provide employer-sponsored pension plans, rather than cash? Mark the best answer a. They attract the right kind of worker b. They're cheaper for firms to provide than for workers c. They're cheaper for firms to provide than for workers and they enjoy returns to scale d. They provide benefits to firms e. They're motivational symbolic benefits

QN=31 Perfect competition is an important issue to consider because... a. ...employers need to recruit and retain employees and this happens in labor markets with labor traded like a commodity. b. ...if labor markets truly are perfectly competitive, then interventions like labor unions or government regulation will not distort (a) the allocation of labor to its best uses, and (b) the rewarding of employees with pay equal to the value they produce. c. ...if labor markets truly are perfectly competitive, then the invisible hand of free market competition is the best way to (a) allocate labor to its best uses, and (b) reward employees with pay

QN=32 Managers should be trying to create conditions that result in... a. ...employees who are satisfied with their job. b. ...employees who are committed to their organization. c. ...employees who are engaged in their job.

QN=53 When we draw our salary structure, a movement from left to right corresponds to: a. A raise, as you're getting an increase in pay within the same grade. b. A demotion, as you're getting demoted from a high grade to a lower grade. c. A pay reduction, as you're getting a reduction in pay within the same grade. d. A promotion, as you're getting promoted from a low grade to a higher grade.

QN=58 Which of the following is a purpose of broadbanding? a. Flexibility in lateral job assignments. b. Flexibility in pay. c. Flexibility in allowing multiple career ladders. d. All of the other. e. None of the other.

QN=59 Employees who perform well are given raises. This is an example of a performance evaluation being tied to which element of the pay mix? a. Benefits and Perks b. LTIs c. STIs d. Base pay e. Non-Monetary

QN=6 Suppose that some new technology (like Coursera!) instantly made it cheap and easy for anyone to become a lawyer. What effect will this have on labor supply and labor demand? a. Labor demand will increase b. Neither curve will change c. Labor demand will decrease d. Labor supply will increase e. The labor supply and labor demand curves will both change f. Labor supply will decrease

QN=60 A good performance evaluation can lead to a boost in any of the following EXCEPT? a. STIs b. Base pay c. Benefits and Perks d. MBOs e. LTIs

Labor law pertains to the rights of workers as ________.

groups

Mainstream economic theorizing sees work as a lousy activity that workers tolerate in order to earn income. One way that work is seen as lousy is as a pain cost (e.g., hot, dangerous, boring, stressful). A second way is as an _________ cost.

opportunity

"How we do things around here" is a definition of which of the following? A. Culture. B. Strategy. C. HR Processes.

Embracing technology is crucial to the hiring process. A. True B. False

What is an option during a labor shortage? A. Force someone to retire B. Fire an employee you don't like C. Reassign Work D. Outsource E. C & D

What laws apply to background checks? Select all that apply A. Ban the Box B. Fair Credit Reporting Act C. EEOC D. None of the above E. A, B, C

74) If an employee is unable to perform one or more of the essential duties of the job due to a physical or mental disability, accommodation is not required.

FALSE

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

36) Executive perquisites are usually provided to: A) executives with base salaries of $100,000 or more. B) only a few top executives. C) head office executives. D) the CEO and the president. E) all executives

36) One of the most consistent findings in the literature is that successful safety programs require: A) achievement. B) strong management commitment. C) employee teams. D) career development. E) behaviour modification.

10) Health and safety hazard control can be achieved by the following EXCEPT: A) addressing safety issues before accidents happen. B) refusing to do unsafe work. C) establishing procedures to ensure that a potential hazard will not reoccur. D) identifying ways in which a hazardous situation can be prevented by workers. E) addressing safety issues before injuries occur.

1) Once employees have been recruited and selected, the next step would be: 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.

1) The definition of ________ is the formal relationships among jobs in an organization. A) job hierarchy B) organizational structure C) organizational design D) organization chart E) chain-of-command

1) The process of reviewing human resources requirements to ensure that the organization has the 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.

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

Because organizational culture is based at least partly on assumptions, values, and beliefs, it is a very powerful force in ______ how people act within its boundaries. A. analyzing B. valuing C. controlling D. balancing

48) An alternative to layoffs in which some employees agree to take time off in order to reduce the employerʹs payroll and avoid the need for a layoff is called: A) voluntary reduction in pay with time off. B) a ring of defence. C) voluntary time off. D) bumping with time off. E) contingent employment.

24) Because of the role managers play in determining divisional and corporate profitability, most employers pay their managers and executives some type of: A) gainsharing. B) hourly wage. C) bonus or incentive. D) salary. E) commission.

15) A procedure intended to correct an employeeʹs behaviour because a rule or procedure has been violated is called: A) punitive action. B) penal adjustment. C) discipline. D) behaviour modification. E) rehabilitation.

15) Under this pay system, each worker receives the minimum hourly wage plus an incentive for each piece produced above a set number of pieces per hour. It is known as a: A) gainsharing plan. B) minimum hourly wage plan. C) guaranteed piecework plan. D) piecework plan. E) straight piecework plan.

7) Which of the following is NOT considered to be personal information about an employee and therefore NOT protected under privacy legislation? A) ergonomic assessment information. B) home address. C) bank account number. D) employee job title. E) performance review rating.

10) The Charter of Rights and Freedoms and the rights it contains such as freedom of association 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.

17) Pay rates must be equitable for each employee relative to other pay rates inside the organization. This is known as: A) need for equity. B) compensation plan. C) external equity. D) internal equity. E) wage compensation.

Which of the following are advantages of hiring internally? A. Encourages long-term commitment B. Nice PR for organizations C. Increases diversity D. Allows for new ideas E. A & B

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

14) Under this pay system, each worker receives a set payment for each piece produced or processed in a factory or shop. It is known as a: A) process plan. B) piecework plan. C) gainsharing plan. D) straight piecework plan. E) guaranteed piecework plan.

"Feedback is like a shot" was talked about in the video. Why? A. We get shots once a year. B. Feedback, like a shot, should be given by a professional. C. We love getting feedback! D. Feedback helps us to get better.

The process of producing a job description is called: A. Job describing B. Job descriptioning C. Job evaluation D. Job analysis

1) Human resources management refers to: A) all managerial activities. B) concepts and techniques used in leading people at work. C) concepts and techniques for organizing work activities. D) management techniques for controlling people at work. E) the management of people in organizations.

2) A 2005 IPSO-Reid poll conducted for WorkSafe BC and the Association of Workersʹ Compensation Boards of Canada found that ________ percent of Canadians believe that workplace accidents are inevitable. A) 64 B) 52 C) 50 D) 75 E) 61

Suppose that some new technology (like Coursera!) instantly made it cheap and easy for anyone to become a lawyer. What effect will this have on labor supply and labor demand? A. Neither curve will change B. Labor demand will increase C. The labor supply and labor demand curves will both change D. Labor supply will decrease E. Labor demand will decrease F. Labor supply will increase

We know a good onboarding program should be about a year, more or less depending on the position. But when should a manager make sure to check in with the new hire? (Check the one that isn't correct.) A. First Day B. Day Five C. One Month D. Ninety Days E. Six Months F. One Year G. Two Years

82) External supply is one source of human resources supply.

TRUE

58) Though research has indicated that those who use technology to manage HR functions will have a significant advantage over those that do not, some companies do not use such technology due to cost.

TRUE

60) Recruitment is a subsystem in an HRIS which enables an organization to provide online forms to applicants so that applicants can be tracked and resumes can be scanned for key words to identify skills and experience.

TRUE

79) Regression analysis determines the line of best fit.

TRUE

QN=35 Learning at work is: a. Great, but my manager should see me doing it b. Great, as it is a way to learn more about my job and other jobs c. Fine, as long as it doesn't lead to extra work d. Fine, as long as it does not take too long

QN=35 Which of the following is TRUE about performance reviews? a. Reviews are strategic. b. Reviews focus on individual development and ratings. c. Reviews are a dynamic process.

QN=72 Which of the following is sometimes referred to as Golden Handcuffs? a. bonuses b. commissions c. stock options d. pensions

QN=17 What is the traditional EEOC definition for diversity? a. differences in gender, race, and age b. all the ways in which we differ c. different attitudes, perspectives and backgrounds among applicants

QN=84 In the cultural "audit," a gap analysis looks at the difference between your cultural vision and your desired vision. True or False? a. True b. False

QN=86 The reason an employer might decide to offer a non-monetary reward DOES NOT include: a. Everybody else was doing it. The company didn't want to get left behind b. It might show a special value and/or uniqueness of the company c. It might aid in employee retention

QN=15 True or False: There is a federal law that prohibits the use of social media in the recruitment or background check process. a. True b. False

QN=9 Using a typical merit-based raise criteria, which of the following employees would likely get the largest annual raise? a. An employee high on the pay range, with high evaluations. b. An employee low on the pay range, with high evaluations. c. An employee who has not been recently promoted, but has been receiving high evaluations for a long time. d. An employee in the middle of the pay range with average evaluations.

QN=73 Employees are believed to conform with norms and other social pressures in order to... (check all that apply) a. ...earn high income. b. ...avoid being harassed and ostracized. c. ...achieve a sense of belonging.

QN=17 Which of the following statements are true? (you must correctly check all that apply) a. An organization's business strategy and its HR strategy should be unrelated to each other. b. An organizational strategy does not completely determine an organization's HR strategy. In other words, organizations with any type of business strategy can choose an HR strategy that develops, rewards, and engages employees. c. An organizational strategy based on unique goods or services is typically supported by an HR strategy that tries to develop, reward, and engage workers. d. An organizational strategy based on low-cost leadership is typically supported by an HR strategy that tries to contain labor expenses and drive workers.

bcd

QN=76 Suppose that you're analyzing jobs for Crescendo Coffee, a major coffee retail chain. Assuming each of these people pass the salary test, which person is least likely to be exempted from the FLSA? a. The Chief Human Resource Officer. b. A network engineer who maintains the computer systems. c. A shift supervisor who primarily serves as a barista, and sometimes supervises one other employee. d. A district manager for the New England area.

QN=78 Does the law see the employment relationship like any other economic transaction? a. Yes b. No c. Sort of

QN=61 Which of the following are required for HR to be strategic? (check all that apply) a. HR needs to be an expert in every business function. b. HR tasks are primarily the responsibility of an HR staff person, perhaps with input from line managers. c. HR is focused on organizational needs, not just on the administration of HR policies. d. HR tasks are a line manager's responsibility, with help from an HR partner.

QN=38 Some questions that can help managers think about employee perceptions of procedural justice include: (you must check all that apply) a. Did the procedure result in fair outcomes? b. During the procedure, did the manager treat the employee with respect? c. Has an employee been able to express his/her views and feelings during the procedure? d. Has the procedure been free of bias? e. Has the procedure been applied consistently?

cde

Though there are exceptions because organizations can choose their HR strategy, a low-road HR strategy typically tries to support a business strategy based on competing on _____?

costs

QN=1 Which of the following is NOT an element of the pay mix? a. Base cash b. Short term incentives c. Long-term incentives d. Key performance indicators e. Benefits

QN=7 Consider the following statements about employees who are promoted. Which is NOT true? a. Employees who are promoted will change job grades. b. Employees who are promoted can go from relatively high on their grade's pay range to being relatively low of the new grade's pay range. c. Employees who are promoted will generally see an increase in base pay. d. An employee who is promoted will get a new pay range, with the maximum of the pay range corresponding to base plus the total possible incentive pay.

QN=71 The job characteristics the tend to promote positive job attitudes among employees DOES NOT include: a. Skill variety b. Task identity c. Task significance d. Financial incentives

QN=78 Which statement about worker's compensation is TRUE? a. It supplements compensation for employees who work on weekends and holidays. b. It requires employers to reimburse employees' work-related expenses. c. It's administered at the federal level. d. It supplements income for workers injured on the job.

QN=8 Which of the following statements about pay structures and internal benchmarks is NOT correct? a. Pay tends to increase in job grades because higher grades tend to have workers with greater skills and experience. b. Pay tends to increase in job grades because higher grades tend to have workers whose productivity is associated with greater revenue. c. The control rates tell you the pay at benchmarked jobs. d. The pay policy line must perfectly intersect all of the control rates.

QN=87 The most important non-monetary reward for employees is: a. Flexibility b. Bringing a pet dog to work c. Being able to work part-time d. Each employee has their own unique needs and preferences, so the importance of non-monetary rewards will vary by individual

QN=90 Non-monetary rewards should always be avoided when: a. Everyone can't benefit b. Employees work in multiple locations c. Most employees work part-time d. There isn't a clear reason to totally avoid non-monetary rewards. Non-monetary rewards help in so many ways

QN=77 Which of the following statements is TRUE of an administrative assistant? a. They would need to be paid overtime, but not a minimum wage. Their job duties are not exempt from the FLSA. b. They would need to be paid the minimum wage, but not overtime. Their job duties are not exempt from the FLSA. c. They may be paid a salary. d. Their job is exempt from the FLSA. e. They must be paid minimum wage and overtime. Their job duties are not exempt from the FLSA.

QN=15 Which is the single-best personal managerial style? a. Coercive. b. Authoritative c. Affiliative d. Democratic e. Pacesetting f. None of the others because there is no single-best style that fits with all situations.

An economic or monetary focus on work highlights the importance of extrinsic motivation. A psychological, non-monetary focus highlights the importance of _______ motivation.

intrinsic

An HR strategy that focuses on minimizing labor costs and strictly supervising workers is commonly called a ____ road strategy.

low

The component of justice that focuses on the fairness of policies and rules is called _______ justice.

procedural

The amount of work an individual wants to sell to an employer is called labor _____.

supply

66) Contract law governs collective agreements and individual employment contracts.

TRUE

66) Designing an organizational structure depends on the strategic goals of the company.

TRUE

36) When an appraisal scale is too open to interpretation, it is characterized as having: A) unclear performance standards. B) translation openness. C) critical incidents. D) lack of appraisal specificity. E) non-quantitative standards.

"Walk the talk" means: A. Our deeds follow our words. B. Management by Walking Around (MWA).

In ______ job analysis, the job is described as a function of the tasks performed within the job. A. regression-based B. competency-based C. task-based D. ratio-based

"Do unto others as they would have done unto themselves" was identified as: A.The Customer Rule. B. The Platinum Rule. C. The Golden Rule.

"What would you do if an employee lied to you" is an example of what kind of interview question? A. Other B. Situational C. Behavioral D. Knowledge

11) The responsibilities of occupational health and safety committees include the following EXCEPT: A) dissemination of information about health and safety laws and regulations. B) paying for safety certification programs. C) accident investigation. D) hazard identification. E) investigation of employee complaints.

11) Which of the following is true of recent research done in respect to retirement in Canada? A) Men are more likely to seek out new challenges after retirement. B) Women find the psychological transition to retirement easier than men do. C) Organizations are promoting early retirement as a means of dealing with the upcoming labour shortage. D) Very few firms currently offer retirement counseling. E) Women find the psychological transition to retirement harder than men do.

14) The stage of oneʹs career, including the period from around ages 15 to 24 during which a person seriously explores various occupational alternatives, attempting to match these alternatives with his/her interests and abilities, is called the: A) establishment stage. B) alternative stage. C) exploration stage. D) growth stage. E) maintenance stage

1) Any indirect financial payments given to employees are known as: A) commissions. B) stock options. C) employee benefits. D) financial incentives. E) perquisites.

1) Which of the following is true about performance management? A) The process does not involve coaching. B) Research indicates that most companies manage performance well. C) Better performance management represents a largely untapped opportunity to improve company profitability. D) It is indirectly related to achieving strategic objectives. E) The process contains 3 steps.

______ identifies the work performed and the working conditions for each job within an organization. A. Job description B. Job design C. Job analysis D. Job specification

Workers reporting substance use and abuse... (check all that apply) A. have higher rates of turnover and absenteeism B. are more likely to have missed two + days of work in the past month due to illness or injury C. are most likely to steal D. A, B

10) Pay equity laws were enacted in response to: A) pay discrimination against senior citizens B) gender-neutral job evaluation systems. C) the variety of job evaluation systems being used to evaluate jobs. D) the variety of compensable factors being used to evaluate jobs. E) the historical undervaluing of ʺwomenʹs work.ʺ

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

Which of the following statements are true? A. An organizational strategy does not completely determine an organization's HR strategy. In other words, organizations with any type of business strategy can choose an HR strategy that develops, rewards, and engages employees. B. An organization's business strategy and its HR strategy should be unrelated to each other. C. An organizational strategy based on unique goods or services is typically supported by an HR strategy that tries to develop, reward, and engage workers. D. An organizational strategy based on low-cost leadership is typically supported by an HR strategy that tries to contain labor expenses and drive workers. E. A, C&D

69) Job analysis is called the cornerstone of human resources management, because information gathered through job analysis forms the basis for a number of interrelated HRM activities.

TRUE

70) HRM has evolved over the last few decades due to economic forces such as globalization, technological changes, and intense competition, all of which make human capital more important.

TRUE

71) As an HR professional in todayʹs organizations, you need to be concerned with ethical issues such as security of information, employee and client privacy, governance and conflicts of interest.

TRUE

71) In order to overcome the disadvantages of qualitative techniques of job analysis, it is important to use a quantitative method.

TRUE

64) Managers are receptive to MSS systems because such systems contribute to data integrity and accuracy.

TRUE

65) SAP, PeopleSoft and Oracle are enterprise -wide systems because they support enterprise-wide or cross-functional requirements rather than a single department.

TRUE

61) Managers often utilize the HRIS to request reports such as performance evaluations. Managers also utilize the system to perform HR calculations, an example of which is turnover costs.

TRUE

62) The goal of HRM is to align people practices to organizational strategy to produce behaviours required to achieve organizational goals.

TRUE

63) HR responsibilities have shifted from operational to strategic responsibilities which involve formulating and executing organizational strategy.

TRUE

64) An HR professional can build employee engagement by coaching line managers to build trusting relationships with their employees, establishing recognition programs and providing management development programs.

TRUE

QN=72 True or false: When workers use their work to shape their identity, they do so solely by labeling themselves with various identifiers (e.g., "I am a ____ working for _____."). a. True b. False

QN=79 A company that stages haunted houses is looking to hire cast members who are enthusiastic about the horror genre. One of the perks that they offer is a huge zombie-themed party for just the cast after the performances are done, which is easy since the company already has make-up, props, and the haunted house. There are some general reasons that the company may decide to pay for a party rather than provide higher cash rewards? Which of the below is NOT a reason. a. The party would also bring revenue to the company b. The party would attract the "right" kind of worker c. It's cheaper for the company than the cast members to throw a party

QN=79 Which of the following was listed an impact on teams in a culture of incivility? a. Interpersonal Conflicts. b. Increased anxiety. c. Decreased individual performance. d. Decreased job satisfaction.

QN=8 Though there are exceptions because organizations can choose their HR strategy, a low-road HR strategy typically tries to support a business strategy based on competing on _____? a. cost b. value c. price d. strategic advantages

QN=8 What are disadvantages of an external approach? a. Hurts morale b. Lack of fresh ideas c. Less expensive

QN=80 One of the consequences of an uncivil culture is people are afraid to speak up for fear of consequences. True or False? a. True b. False

QN=80 True or false: True employment-at-will rarely exists. a. True b. False

QN=81 True or False: defined contribution plans are generally tax advantaged because savings can accumulate without capital gains tax. a. True b. False

QN=86 To create civility in a culture you must do which of the following? a. Enforce it. b. Let it occur naturally.

QN=87 "Walk the talk" means: a. Our deeds follow our words. b. Management by Walking Around (MWA).

QN=70 Which of the following definitions is correct? a. The strike price is the market price of the stock on the date that the employee exercises the option to purchase the stock. b. The vesting period represents the period of time over which the options become allowed to be exercised.

QN=24 Workers reporting substance use and abuse... (check all that apply) a. have higher rates of turnover and absenteeism b. are more likely to have missed two + days of work in the past month due to illness or injury c. are most likely to steal

QN=32 From an employee's perspective, non-monetary rewards are: a. Valuable to each employee based upon their preferences b. Important, and might include a good company reputation c. A nuisance, and take up valuable time at work d. Hard to understand

QN=51 Which one(s) of these are associated with the free market perspective on workplace law and regulation? (you must check all that apply) a. The role of the law should be limited to the smooth functioning of the employment relationship by providing orderly rules that facilitate economic transactions such as enforceable contracts and protections for property rights. b. Employment and labor laws are largely unnecessary because labor markets fairly reward employees. c. Some employment laws are useful to push companies toward win-win, high-road HR practices, and prevent the worst abuses that undermine good employers.

QN=81 Unjust dismissal laws typically restrict the discipline and discharge of employees unless this is related to... (check all that apply) a. ...job performance. b. ...a lack of work. c. ...faulty information. d. ...a desire to lower labor costs.

QN=1 When determining the best way to motivate employees, why shouldn't managers rely solely on HR staff for directions. (check all that apply) a. Managers know their employees best. b. People are unique so there are various drivers of motivation. c. Work can mean different things to different people, so there are various drivers of motivation. d. It's not a manager's job to motivate workers, they should be self-motivated. e. HR is just a pencil-pushing function.

abc

QN=46 What does it mean to be a good front stage, backstage manager? (you must check all that apply) a. When you are dealing with someone else, think about whether you have an audience and what the audience expects. b. Use the privacy of the backstage to exchange information, talk frankly, explore options, and problem solve. c. Get caught up in the emotions of front stage performances. d. When you are dealing with someone else, engage in perspective taking by considering whether they have an audience and what that audience expects. e. Shut people out and make backroom deals.

abd

QN=69 Which of the following were described as intentional errors when rating employees? a. Rating everyone the same. b. Being an "easy grader." c. Assigning additional "traits" to an employee. d. Being a "tough grader."

abd

QN=37 Consider an employee who (a) is only concerned with distributive justice, but not other aspects, and (b) believes she is working harder than her co-workers but getting paid the same. The employee's manager should expect her to... (you must check all that apply) a. ...ask for a raise. b. ...do nothing. c. ...reduce her effort to match that of her co-workers. d. ...complain about the fairness of the policies for determining pay.

QN=1 Which of the following is NOT part of a performance management mindset? a. Performance management should be viewed as bottom line issue. b. Performance management should be viewed as an event. c. Performance management is about development of employees.

QN=10 Which of the following is NOT a performance management best practice? a. Automate when possible for efficiency and better analytics. b. Have employees give reviews to their peers. c. Have a process to give employees a "voice" for input on performance management process. d. Ensure performance management processes are communicate to all employees.

QN=13 An organization's strategy for managing people is determined... a. Solely by organizational choices and values without paying any attention to external or internal factors. b. Partly by a combination of external factors (such as competition), internal factors (such as business strategy), but not completely because organizations have choices about how to manage people. c. Solely by various external factors (such as competition). d. Solely by internal factors (such as business strategy).

QN=13 What performance metric might be found on Behaviorally-Anchored Rating Scale? a. The employee's customer satisfaction scores are at least 4.5 out of 5.0. b. The employee displays courtesy and patience when speaking to frustrated customers. c. The employee generates $10 million in new business.

QN=14 True or false: In selecting a personal managerial style, managers should only pay attention to their own strengths and weakness, not the situation or the needs of employees. a. True b. False

QN=16 When India was a British Colony, the British tried to reduce the population of cobras by providing incentives for people to hunt them. They did so by providing a bounty for dead cobras. However, this led people to begin breeding snakes, so that they may be slaughtered and delivered for bounty. Ultimately, this incentive suffered from the a. Control problem b. Alignment problem c. Measurement problem d. Metering problem

QN=17 A salesperson is paid 1% of revenue generated up to $1,000,000, 2% of revenue generated up to $2,000,000, and 3% of revenue generated thereafter. This is an example of what kind of an incentive? a. Flat b. Accelerated c. Linear (positive slope) d. Linear (negative slope)

QN=18 Which of the following statements is true? a. Phantom shares work like stock grants, except the criteria for granting them is known only to the firm. b. Performance shares are only issued after a stock reaches a certain price. c. Stock options are only issued after a stock reaches a certain price.

QN=15 Which of the following statements about tournament incentives is accurate? (check all that apply) a. Tournament incentives work well when employees work together in teams b. Tournament incentives promote competition between employees c. Tournament incentives help maintain the effectiveness of incentives when outside factors affect many employees' productivity d. Tournament incentives encourage employees to share best practices

QN=42 Examples of workplace flexibility DOES NOT include: a. Part-time work schedule b. Taking a short leave-of-absence to handle a family emergency c. Not showing up to work whenever I feel like staying home

QN=57 As manager I want to make sure my employees are focused on their goals and aligned with corporate strategy. Which method would best meet my needs. a. Essay. b. Forced distribution. c. MBO's. d. None of the other.

QN=56 Which of the following are elements of Taylorism, also known as scientific management? (you must correctly check all that apply). a. To motivate workers, getting the human conditions of work are just as important as getting the technical conditions right. b. Managers should drive workers through strict monitoring, discipline, and even threats. c. Managers, not workers, are seen as having the knowledge and expertise to find the one best way to do each job. d. Jobs should be broken into small, standardized, repetitive tasks.

QN=5 Which of the following statements about compensation surveys is FALSE? a. For compliance, compensation departments should use third-parties to administer surveys. b. For compliance, compensation departments should make sure pay survey data are more than three months old. c. For best accuracy, compensation departments should make sure that internal jobs and benchmarked jobs are in the same industry and geography. d. For best accuracy, compensation departments should make sure that internal jobs and benchmarked jobs have the same job titles.

QN=51 Suppose that several large companies simultaneously announce that they're going to invest heavily in public infrastructure, raising the price of steel and iron ore. What will happen to the quantity and price (wages) for iron miners? a. The labor supply and labor demand curves will both change b. Labor demand will shift left: iron miners' wages will decline and the quantity of miners will also decline. c. Labor supply will shift left: iron miners' wages will increase and the quantity of miners will decrease. d. Labor demand will shift right: iron miners' wages will rise and the quantity of miner will increase. e. Neither curve will change f. The labor supply curve will shift right: iron miners' wages will decrease and the quantity of miners will increase.

When managing in a unionized environment, managers need to remember two words. Bilateral and _______.

proactive

Sociology usefully draws our attention to the influence of ______ institutions in the workplace, such as norms and culture.

social

75) Jobs have become more cognitively complex, more team based and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.

TRUE

75) Starting in 2011, labour force growth in Canada will be entirely dependent on new immigrants.

TRUE

76) A deliberately structured process is involved when developing an employment equity program.

TRUE

77) Trend analysis is valuable as an initial estimate of HR demand only.

TRUE

88) Highly educated immigrants are the predominant drivers of growth in the Canadian labour pool.

TRUE

90) Specific strategies must be formulated to balance supply and demand considerations.

TRUE

"Good performance management is the single largest contributor to organizational effectiveness." True or False. A. True B. False

51) Broadbanding facilitates less specialized, boundaryless: A) jobs and organizations. B) division of work. C) leniency and error. D) job evaluation. E) geographic dispersion.

Non-monetary rewards: A. Are worth it. Go for it! B. Can cause too many problems and should be avoided C. Generally lead to employee dissatisfaction

46% of reference and credential verification revealed a discrepancy. A. True B. False

12) A type of incentive plan that is an organization-wide pay plan designed to reward employees for improvements in organizational productivity is: A) a group incentive program. B) a gain-sharing program. C) a profit-sharing plan. D) variable pay. E) a spot bonus.

12) Occupational health and safety inspectors have the following powers EXCEPT: A) to carry out safety inspections of workplaces. B) to impose jail terms. C) to issue orders to stop emission of contaminants. D) to enter a workplace at any time without a warrant or prior notification. E) to issue orders to stop work.

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

13) The most commonly used and oldest type of incentive plan is this system of pay based on the number of items processed by each individual worker in a unit of time. It is known as a(n): A) process plan. B) gainsharing plan. C) item plan. D) standard hour plan. E) piecework plan.

14) Lee has been with a financial institution for over a year now as a call centre specialist. During his time he has had the opportunity to work in two other departments. The organization adopts a similar 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.

10) The following may be problems with an orientation program EXCEPT: 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.

36) Establishing pay rates involves three stages, which are: A) collecting data used to price every job in the organization, working with a compensation consultant, and working with a benefits specialist. B) consulting with industry, determining salaries for executive positions, and deciding on a benefits plan. C) pricing of benchmark jobs, collecting data on insurance benefits, evaluating benefits packages. D) collecting data on insurance benefits, creating a salary survey, and hiring external consultants. E) job evaluation, conducting salary surveys and combining job evaluation and salary survey results.

E results.

67) Outsourcing of HR-related services has grown over the past decade because it is associated with cost reductions, and because it increases the ability of HR to focus on transactional objectives.

FALSE

92) A strategy used to deal with an employee surplus is the promotion of employees.

FALSE

Which of the following are possible unintended consequences using financial incentives to motivate workers? (you must check all that apply) A. "If you don't like it, quit" B. Reduced non-monetary (Intrinsic) motivation C. "What gets measured gets done" D. Poor teamwork E. Employees worker harder than without incentives F. Overstimulation G. B, C, D & F

QN=69 True or false: Efficiency, equity, and voice can be useful for managers to think about because it's one way of summarizing workers' interests. a. True b. False

QN=7 True or False: Global competition is a trend in the workforce a. True b. False

QN=14 What popular social media website is used in sourcing for recruitment? a. Facebook b. Twitter c. LinkedIn

QN=13 What is the NOT an advantage of a common window approach? a. Gives manager an opportunity to review all at their employees at the same time. b. Is easier to allocate salary increases based on performance. c. More likely manager will accurately assess / compare employee performance. d. The common window approach can be time consuming if the manager has a large number of employees.

QN=21 True or False: Applicant Tracking systems can be used to organize candidates who apply to a position a. True b. False

QN=21 Which of the following statutes provides job-protected unpaid leave for new parents? a. FMLA b. FLSA c. EEO d. NLRA

QN=6 What is an option during a labor shortage? a. Force someone to retire b. Fire an employee you don't like c. Reassign Work d. Outsource

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

13) A benefit that provides pay to an employee when he/she is out of work because of a non -work related injury or illness is called: A) short-term disability/sick leave. B) workersʹ compensation. C) unemployment pay. D) hospitalization benefits. E) severance pay.

"Tell me about a time when you made a mistake" is what type of interview question? A. Behavioral B. Knowledge C. Situational

10) Rita is the HR Director of a manufacturing company. She recently undertook research to identify 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 envrionmental study. E) an external opportunities/threats study.

11) The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the: A) paired comparison method. B) forced distribution method. C) graphic rating scale. D) alternation ranking method. E) critical incident method.

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

11) Which of the following statements about the Charter of Rights and Freedoms is true? 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.

12) An important key to successful executive integration is: 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.

12) The stages through which a personʹs career evolves is referred to as a(n): A) career cycle. B) exploration cycle. C) growth cycle. D) development cycle. E) life cycle.

10) All parties agree that the best way to manage workersʹ compensation claims over the long term is: A) reducing benefits. B) instituting employee premiums. C) accident prevention. D) better claims monitoring. E) privatization of workersʹ compensation.

10) Amy is part of a team of 4 software developers. Upon completion of a major client project she and each of her team members received a set amount in addition to their base salary. All received the same additional amount. Amy received this payment as part of a: A) gain-sharing program. B) individual incentive plan. C) group incentive program. D) spot bonus plan. E) profit-sharing plan.

10) An example of the alternation ranking method would include the following steps EXCEPT: A) listing the highest-ranking employee on the first line. B) putting the lowest-ranking employee on the last line. C) defining the compensable factors. D) cross off names not known well enough to rank. E) listing all the employees to be ranked.

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

______ is simply the act of being opposed to another. A. Diversity B. Cohesiveness C. Conflict D. Innovation

1) Technology that is used to attract, hire, retain, and maintain human resources, support HR administration, and optimize HRM is called: A) HRIS. B) HR management. C) PeopleSoft. D) HR technology. E) HR server.

1) The deliberate process through which an employee becomes aware of personal career -related attributes and the lifelong series of activities that contribute to his or her career fulfillment is known as: A) the growth stage of the career cycle. B) a career cycle. C) empowerment. D) career planning and development. E) the exploration stage of the career cycle.

10) Procedural justice refers to: A) fairness in interpersonal interactions by treating others with respect. B) managers conducting their interpersonal dealings. C) highly publicized vehicles through which employees can appeal. D) the fairness of the process used to make a decision. E) the fairness and justice of the outcome of a decision.

______ prohibits the use of genetic information in employment, prohibits intentional acquisition of genetic information, and imposes confidentiality requirements. A. Veterans Benefits Improvement Act of 2004 B. Rehabilitation Act C. Americans with Disabilities Act D. Genetic Information Nondiscrimination Act of 2008

11) Most Canadian human rights acts prohibit discrimination in pay based on the following grounds EXCEPT: A) sex. B) age. C) physical disability. D) colour. E) height.

Select all that are protected by the EEOC A. Race B. Sex C. Pregnancy D. Age E. A, B, C, D

Which of the following are desired characteristics in the person selected to give feedback in the multi-rater process? A. Conveys a strong commitment to the performance management process. B. Someone who will be brutally honest with the employee. C. Increases legal liability because non-managers are involved in the process. D. Someone who has observed the employees behavior. E. A, C, D

What does it mean to be a good front stage, backstage manager? (you must check all that apply) A. Use the privacy of the backstage to exchange information, talk frankly, explore options, and problem solve. B. Get caught up in the emotions of front stage performances. C. When you are dealing with someone else, think about whether you have an audience and what the audience expects. D. Shut people out and make backroom deals. E. When you are dealing with someone else, engage in perspective taking by considering whether they have an audience and what that audience expects. F. A, C & E

When an employee joins her organization, she gets an option to purchase 1000 shares with a strike price of $2 per share, and these shares vest over four years. One year later, the stock price is $3 per share. Two years later, the stock price is $4 per share. The employee then quits and exercises any vested options. Which of the following statements is true? A. The employee cannot exercise any options. B. The employee exercises the option, purchasing 250 shares at $3 per share, and 250 shares at $4 per share. C. The employee exercises the option to purchase 1000 shares, paying $2 per share. D. The employee exercises the option to purchase 500 shares, paying $4 per share. E. The employee exercises the option to purchase 1000 shares, paying $4 per share. F. The employee exercises the option to purchase 500 shares, paying $2 per share.

67) Taking only industrial engineering concerns into consideration in job design is sufficient, because research does not support the view that human considerations are also critical.

FALSE

72) National Occupational Classification is a reference tool for writing job descriptions and job specifications. It classifies occupations based on two key dimensions-skill level and skill type.

TRUE

73) A job description should not include phrases such as ʺother duties as assignedʺ because it can leave open the nature of the job and can be subject to abuse.

TRUE

66) HR professionals are increasingly expected by their employers to be change agents who lead the organization and its employees through change

TRUE

67) Under equal pay for equal work legislation, pay differences based on a valid merit or seniority system or employee productivity are permitted.

TRUE

68) Job evaluation systems that undervalue jobs traditionally held by women are an example of constructive discrimination.

TRUE

73) Making derogatory comments implying sexual unattractiveness can constitute sexual harassment if the person making such comments continues to do so after being asked to stop.

TRUE

74) HRP is a process of reviewing human resources requirements to ensure that an organization has the required number of employees, with the necessary skills, to meet its goals.

TRUE

74) It is a criminal offence to retaliate in any way against those who exercise their rights under human rights legislation.

TRUE

75) Although women make up almost one-half of the Canadian work force, they are still underrepresented on executive teams.

TRUE

93) One of the most innovative ways to manage the coming labour shortage is through the use of flexible work arrangements.

TRUE

The component of justice that focuses on the fairness of outcomes is called _______ justice.

hi

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