chapter2/3

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

A

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

A

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) flow data B) stock data C) internal data D) utility analysis data E) statistical data

A

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) adoption phase B) implementation phase C) selection phase D) institutionalization phase E) none of the above

A

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

A

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

A

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) electronic HR. D) relational database. E) HRIS.

A

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) a relational database. B) an interactive database. C) a paper-based system. D) video conferencing. E) none of the above.

A

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

A

Deploying highly developed HR technology to manage HR functions will enable members of an HR department to: A) relinquish the role of the "sole custodian" of employee information. B) focus on transforming information to knowledge. C) delegate to managers and employees the ability to use HR information to solve their problems. D) increase their efficiency. E) all of the above.

A

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

A

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

A

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

A

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 have to consider the cost aspect. B) organizations prefer to use paper-based systems. C) most sophisticated systems are not user-friendly. D) HR departments don't support the use of such systems. E) not all systems provide all features.

A

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) web-based application. B) relational database. C) interactive database. D) interactive voice response. E) all of the above.

A

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) a paper-based system. B) a counseling procedure. C) advanced HR technology. D) one-on-one coaching. E) PeopleSoft.

A

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.

A

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) technology not being user-friendly. B) frequent systems malfunctions. C) lack of motivation to use such systems. D) systems not providing adequate features. E) systems requiring frequent updates from vendors.

A

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) intentional direct discrimination. B) protection against negligent hiring. C) a permissible employer practice under all human rights legislation. D) pro-active recruitment. E) systemic discrimination.

A

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) discrimination on the basis of association. B) systemic discrimination. C) reverse discrimination. D) differential treatment. E) discrimination on the basis of disability.

A

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

A

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) systems which allow for many users such as People Track inc. and Organization Plus. B) an enterprise-wide system which has many HR Modules. C) generic software applications only like Microsoft Excel. D) payroll and benefits administration only. E) employee scheduling only.

A

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

A

The Charter of Rights and Freedoms: A) takes precedence over all other laws. B) is part of the Constitution Act of 1992. C) ensures that no laws infringe on Charter rights. D) is fairly limited in scope. E) applies to all Canadian employees and employers.

A

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

A

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

A

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

A

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

A

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) The only human rights cases that can be heard by the Supreme Court of Canada are those involving federally-regulated employers and employees. C) Most human rights complaints are settled by a Board of Inquiry or Tribunal. D) Filing a human rights complaint involves significant employee costs. E) Human rights investigators must obtain a court order before entering an employer's premises.

A

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

A legislation.

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

A TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.

A company with employees in different provinces/territories must monitor the legislation in each of the jurisdictions because: A) it is required under the Human Rights Act. B) legislation changes, and it may vary from one jurisdiction to another. C) it is specified under employment law. D) it is required under Canada Labour Code. E) legislation has commonalities across jurisdictions.

B

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) request for information. B) request for proposal. C) the adoption phase. D) selecting a proposal. E) the implementation phase.

B

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

B

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) Statistics Canada. B) Statistics Canada and women's directorates. C) workers compensation boards. D) provincial legislatures. E) women's directorates.

B

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

B

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

B

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 information. B) tombstone data. C) personnel data. D) tombstone information. E) employee data.

B

Establishing minimum employee entitlement is most closely associated with: A) pay equity legislation. B) employment/labour standards legislation. C) employment equity legislation. D) the Charter of Rights and Freedoms. E) human rights legislation.

B

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

B

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

B

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) gender-based discrimination principle. B) principle of equal pay for equal work. C) collective agreement. D) Income Tax Act. E) none of the above.

B

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

B

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

B

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

B

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

B

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

B

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.

B

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

B

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

B

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

B

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) the businesses have demanded that HR have a new competency model. B) technology has fundamentally changed the role of HR. C) HR has decided to play a key role in transactional activities. D) HR is moving towards outsourcing of services. E) line managers and employees no longer see HR to be credible.

B

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) HRIS and employee self-service. B) employee and management self-service. C) HR and management self-service. D) HR and employee self-service. E) HRIS and management self-service.

B

Which of the following statements about the Charter of Rights and Freedoms is true? A) The federal government is the final arbiter of the Charter. B) It provides for minority language education rights and provides the right to live and work anywhere in Canada. C) The Charter guarantees the right to strike. 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.

B

Which of the following statements describe the Charter of Rights and Freedoms accurately? A) Legislation cannot be exempted from challenge under the Charter if a legislative body invokes the "notwithstanding" provision. B) The Charter allows laws to infringe on Charter rights if they can be demonstrably justified as reasonable limits in a free and democratic society. C) It applies to employees in certain provinces only. D) Employment standards legislation supercedes the Charter. E) The Courts of Appeal are the ultimate interpreters of the Charter.

B

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 technical skills. B) a senior project manager to lead the team. C) outside consultants who have technical and change management skills and subject matter experts from HR and payroll. D) outside consultants who have change management and legal compliance skills and subject matter experts from HR and payroll. E) subject matter experts from HR and payroll.

C

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

C

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

C

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) HR delivery B) mastery of technology C) business knowledge D) strategic contribution E) none of the above

C

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

C

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

C

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

C

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

C

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) talent and knowledge management B) maintenance of employee records C) HR planning and forecasting D) compliance E) strategic alignment

C

HR technology has evolved over the years. The evolution of HR technology is characterized by: A) 6 stages. B) 3 stages. C) 4 stages. D) 5 stages. E) none of the above.

C

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

C

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

C

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

C

Saleem is a new immigrant with a master's 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) underemployment. C) underutilization. D) indirect discrimination. E) occupational segregation.

C

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, Sheila's recommendation will be to: A) not purchase an HRIS. B) purchase employment equity and health and safety subsystems. C) purchase employee administration and time/attendance subsystems. D) use a paper-based system since the employee base is small. E) purchase a comprehensive HRIS with all subsystems.

C

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; data collection and analysis; employment systems review; and diversity training. C) obtaining senior-management commitment and support; data collection and analysis; employment systems review; plan development; implementation; and monitoring. D) obtaining senior-management commitment and support; employment systems review; diversity training; and systems review. E) obtaining senior-management commitment and support; data collection; employment systems review; training; and follow-up.

C

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 managers. C) provide information to HR and managers. D) discipline employees. E) provide information to HR.

C

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 and job boards. B) HRIS and job boards. C) internet job boards and applications. D) ESS and MSS. E) internet only.

C

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

C

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) follow up phase. B) adoption phase. C) implementation phase. D) institutionalization phase. E) needs analysis phase.

C

Equal pay for equal work specifies that: A) male-dominated and female-dominated jobs of equal value must be paid the same. B) all people doing the same job should receive an identical pay rate. C) jobs with similar titles must be paid the same. D) an employer cannot pay male and female employees differently if they are performing substantially the same work. E) there can be no pay discrimination on the basis of race, gender, or age.

D

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

D

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) Employment Standards Act. B) employment equity legislation of the applicable province C) health and safety legislation. D) human rights legislation of the applicable province. E) Charter of Rights and Freedoms.

D

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

D

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

D

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 database. C) web-based application. D) interactive voice response. E) relational database.

D

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

D

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) business knowledge C) mastery of technology D) strategic contribution E) all of the above

D

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

D

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) a permissible employer practice. D) discrimination on the basis of age and gender. E) unintentional direct discrimination.

D

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

D

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

D

HR technology has: A) prevented employees from accessing their personnel information. B) not contributed to any changes in the HR department. C) increased the administrative burden on the HR department. D) reduced the administrative burden on the HR department. E) made is difficult to have access to information.

D

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 do the competitors do? B) Does the employee base have the required IT skills? C) Is the organization ready for an HRIS? D) What type of system does the organization need? E) What do the employees expect of an HRIS?

D

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) a violation of bona fide occupational requirement. C) systemic discrimination. D) a bona fide occupational requirement. E) reasonable accommodation.

D

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

D

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) employment equity commission and ministry of labour. B) ministry of labour and HRSDC. C) human rights commission and labour unions. D) human rights commission and ministry of labour. E) ministry of labour and labour unions.

D

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

D

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

D

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

D

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) MIS C) the internet D) MSS E) ESS

D

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

D TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.

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) cost savings only. B) helping the organization to achieve goals only. C) faster processing of information only. D) cost savings and faster processing of information. E) faster processing of information, cost savings, and helping the organization to achieve goals.

E

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

E

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) There is no discrimination. B) This is intentional discrimination. C) This is direct discrimination on the basis of religion. D) This is systemic discrimination. E) This is systemic discrimination on the basis of religion.

E

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

E

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

E

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) formal IT courses. B) trade shows. C) meeting with software vendors. D) reading about technological trends E) all of the above.

E

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

E

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) compensation reports. B) number of vacation days taken. C) basic information such as name and address. D) performance evaluations. E) all of the above.

E

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

E

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) employee administration B) organizational management C) performance evaluation D) employment equity E) training and development

E

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

E

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) SAP. B) Peoplesoft. C) Ergowatch. D) Halogen. E) ExecuTRACK software.

E

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

E

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 and employees. C) HR only. D) employees and managers. E) HR, managers and employees.

E

Technology that is used to attract, hire, retain, and maintain human resources, support HR administration, and optimize HRM is called: A) HRIS. B) PeopleSoft. C) HR server. D) HR management. E) HR technology.

E

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

E

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 workers' hands and arms: A) Halogen. B) Org Plus. C) SAP. D) Deploy. E) Ergowatch.

E

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 reduce administration and record keeping for HR. B) it can reduce the time spent coaching line staff. C) it can act as an internal consultant to line managers. D) it can substitute for HR professionals in the decision-making process. E) none of the above.

E

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

E

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) safety and WHMIS legislation B) employment equity legislation C) human rights legislation D) employment/labour standards legislation E) occupational health and safety legislation

E

Which of the following statements about equal pay for equal work legislation is true? A) The principle "equal pay for equal work" makes it illegal to pay nurses and fire fighters differently if their jobs are deemed to be of equal worth to the employer. B) The principle "equal pay for equal work" makes it illegal to discriminate in pay on the basis of age. C) In the federal jurisdiction, this principle has been incorporated into the Employment Standards Act since 1971. D) Entitlement is found in the employment/labour standards legislation in every Canadian jurisdiction. E) Every jurisdiction in Canada has legislation incorporating the principle of equal pay for equal work.

E

Which of the following statements is true? A) Human rights legislation prohibits discrimination against all Canadians only in the area of employment. B) 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. C) Evidence is generally readily available to support the position that age is an accurate indication of a person's ability to perform a particular type of work. D) The human rights tribunal has the power to order an employer to give a position to an individual who has been discriminated against. E) 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.

E

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

E

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

E

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) Who can enter information. B) Who can view information. C) Who has access to the system and who can view the information. D) No security profile is necessary. E) Who can enter, view, and change information and who can access the system.

E

Access to a large number of qualified candidates is a disadvantage of e-recruiting.

F

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

F

In British Columbia, Quebec and the Yukon, record of criminal conviction is a prohibited ground of discrimination.

F

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

F

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.

F

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.

F

A deliberately structured process is involved when developing an employment equity program.

T

Although women make up almost one-half of the Canadian work force, they are still underrepresented on executive teams.

T

Contract law governs collective agreements and individual employment contracts.

T

Creation of security profiles for the HRIS is carried out in the implementation phase and is required because of privacy- and security-related issues.

T

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

T

It is a criminal offence to retaliate in any way against those who exercise their rights under human rights legislation.

T

Job evaluation systems that undervalue jobs traditionally held by women are an example of constructive discrimination.

T

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.

T

Managers are receptive to MSS systems because such systems contribute to data integrity and accuracy.

T

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.

T

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.

T

SAP, PeopleSoft and Oracle are enterprise-wide systems because they support enterprise-wide or cross-functional requirements rather than a single department.

T

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

T

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

T

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.

T

Under equal pay for equal work legislation, pay differences based on a valid merit or seniority system or employee productivity are permitted.

T