Employee Relations Review Questions
Course Introduction
Employee Relations explores the dynamic interactions between employers and employees within organizations, emphasizing strategies and practices that foster a positive and productive work environment. The course examines key topics such as labor relations, conflict resolution, employee engagement, communication, collective bargaining, workplace policies, and legal frameworks governing employment relationships. Students will analyze real-world scenarios and case studies to develop effective approaches for managing disputes, building trust, and promoting collaboration. By the end of the course, learners will have a comprehensive understanding of how effective employee relations contribute to organizational success and the well-being of the workforce.
Recommended Textbook
Human Resources Management in Canada 14th Canadian Edition by Gary Dessler
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Page 2
Chapter 1: The Strategic Role of Human Resources Management
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Q1) External factors impacting HRM include all of the following except A) government.
B) economic factors.
C) globalization.
D) management practices.
E) environmental concerns.
Answer: D
Q2) The core values,beliefs,and norms that are widely shared by members of an organization are known as
A) the strategic plan.
B) the mission statement.
C) organizational culture.
D) organizational climate.
E) the prevailing atmosphere.
Answer: C
Q3) Each of the 10 provinces and three territories has its own human rights legislation.
A)True
B)False
Answer: True
Page 3
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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Q1) All jurisdictions in Canada prohibit discrimination on the grounds of A) national or ethnic origin, race, and family status.
B) criminal history, sex, and creed or religion.
C) length of employment, race, and marital status.
D) race, sexual orientation, and marital status.
E) sexual orientation, ancestry or place of origin, and family status.
Answer: D
Q2) An employment equity program is designed to A) reduce effects of a toxic environment.
B) increase occupational segregation.
C) achieve a balanced representation of designated group members.
D) reduce harassment and related complaints.
E) reduce effects of a poisoned environment.
Answer: C
Q3) What is a bona fide occupational requirement (BFOR)? Define the term and give an example of a BFOR for a truck driver.
Answer: A bona fide occupational requirement is a justifiable reason for discrimination based on business necessity.For a truck driver,a BFOR would be corrected vision of approximately 20/20.
Page 4
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Chapter 3: Human Resources Management and Technology
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Q1) Which of the following is a special software tool that supports internet training by helping employers identify training needs as well as scheduling,delivering,assessing,and managing the online training itself?
A) Learning management systems
B) Talent management systems
C) Development management systems
D) Management information systems
E) Leadership information systems
Answer: A
Q2) Which of the following refers to a web-based application that enables managers and employees to access and manage information directly without having to go through HR or higher-level management?
A) Self-service options
B) The autonomous HRIS
C) The decentralized HRIS
D) Relational database options
E) Transactional database options
Answer: A
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Chapter 4: Designing and Analyzing Jobs
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Q1) Work simplification is an approach to job design.Which of the following statements is true of work simplification?
A) Most of the administrative aspects of work are decentralized to lower-level employees.
B) It may be very appropriate in settings employing highly educated persons.
C) It is effective in a changing environment.
D) Lower-level employees have broadly defined tasks to perform.
E) It is based on the premise that work can be broken down into clearly defined tasks.
Q2) The collection of tasks and responsibilities performed by one person is known as
A) a job specification.
B) a job description.
C) a job analysis.
D) an occupation.
E) a position.
Q3) Work simplification can increase operating efficiency in a stable environment.
A)True
B)False
Q4) List and describe the six steps involved in job analysis.
Q5) Define the term "virtual team."
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Chapter 5: Human Resources Planning
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Q1) Anthony is a company's HR Manager and he is helping the production department determine seasonal employment needs.Anthony tracks multiple variables and determines the line of best fit in order to predict future employment levels.Which forecasting method is Anthony using?
A) Regression analysis
B) A scatter plot
C) A computerized forecast
D) Trend analysis
E) Ratio analysis
Q2) Like trend analysis,ratio analysis assumes that productivity will increase over time.
A)True
B)False
Q3) What is the main challenge with attrition?
A) It is hard to implement.
B) It costs large sums of money.
C) Employees do not accept this strategy.
D) The organization has no control over who goes and who stays.
E) It results in a lack of commitment.
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7
Chapter 6: Recruitment
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Q1) Recruitment is the process of searching out and hiring qualified job applicants,which begins with the identification of current employees wanting a job change.
A)True
B)False
Q2) Time-lapse data refers to
A) the average number of days from when the company is created to when it is profitable.
B) the average number of days from when the company creates a new product to when that product is generating a profit.
C) the average number of days from when a new employee is hired to when that employee begins to add value to the company.
D) the average number of days from when the company initiates a recruitment method to when the successful candidate begins to work.
E) the average number of days from when a senior manager is hired to when that senior manager is able to increase the company's share price.
Q3) What are the advantages of external recruitment?
Q4) Identify and describe the four main steps in the recruitment process.
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Chapter 7: Selection
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Q1) Instruments used to measure aspects,such as introversion,stability,and motivation are known as which type of test?
A) An achievement test
B) An interest inventory
C) An intelligence test
D) A personality test
E) An aptitude test
Q2) A recent survey found that almost one-quarter of employers are using social networking sites to gather information on job applicants.
A)True
B)False
Q3) During a hiring process Belinda was given an assessment of her self-awareness,empathy,and social awareness.What kind of test was Belinda undergoing?
A) A cognitive ability test
B) An integrity test
C) An emotional intelligence test
D) An achievement test
E) A personality test
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Page 9
Chapter 8: Onboarding and Training
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Sample Questions
Q1) The first step in performance analysis is to appraise the employee's performance and compare it with which of the following?
A) What it should be
B) Co-workers' performance
C) Maximum industry performance
D) Work group performance
E) What it used to be
Q2) Employee onboarding refers to the discrepancy between what the new employee expects from his/her new job and the realities of it.
A)True
B)False
Q3) There are three ways described in the text to evaluate an onboarding program.What is one of these ways?
A) Regression analysis
B) Case studies
C) Cost/benefit analysis
D) Quality circles
E) Markov analysis
Q4) Identify and briefly describe five different training techniques.
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Chapter 9: Career and Management Development
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Q1) A company-based method for exposing prospective managers to realistic exercises in order to develop improved management skills is referred to as which of the following?
A) Management games
B) In-house development centres
C) Role-playing activities
D) Assessment centres
E) Behaviour modelling exercises
Q2) Career development is a short-term series of activities that contribute to a person's career exploration,establishment,success,and fulfillment.
A)True
B)False
Q3) Developmental job rotation not only helps the trainee to broaden his or her experience,but it also helps the trainee discover which jobs he or she prefers.
A)True
B)False
Q4) Identify and briefly describe five career anchors.
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Chapter 10: Performance Management
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Q1) The process that includes goal setting,pay for performance,training and development,career management,and disciplinary action is known as which of the following?
A) Profit management
B) Efficiency management
C) Cost management
D) Skill management
E) Performance management
Q2) When peers rate one another's performance,one potential problem is logrolling-peers rate each other highly.
A)True
B)False
Q3) In global companies,performance appraisal criteria may need to be modified to be consistent with cultural norms and values
A)True
B)False
Q4) Identify and briefly describe five different performance appraisal methods.
Q5) Identify and briefly describe five rating scale appraisal problems.
Q6) Describe two reasons why 360-degree appraisals are increasingly common.
Page 12
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Chapter 11: Strategic Pay Plans
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Sample Questions
Q1) Tyrique has been asked to make a recommendation to his CEO with regard to how to pay construction workers being hired for a specific project.He is most likely to use which approach?
A) Skill-based pay
B) Job evaluation
C) Internal benchmarking
D) Market pricing
E) Wage gap
Q2) Up to how many weeks does the Employment Insurance Act provide compensation for workers that are unemployed through no fault of their own?
A) 58
B) 45
C) 35
D) 28
E) 18
Q3) Pay-for-knowledge systems meet pay equity requirements in Canada.
A)True
B)False
Q4) Describe two advantages of broadbanding?
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Chapter 12: Pay-For-Performance and Financial Incentives
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Q1) The right to purchase a specific number of shares of company stock at a specific price at some point in the future is called a
A) book value plan.
B) stock appreciation right.
C) phantom stock plan.
D) stock option plan.
E) restricted stock plan.
Q2) Which type of incentive plan engages many or all employees in a common effort and is designed to reward those employees for improvements in productivity?
A) An employee share purchase plan
B) An employee stock ownership plan
C) A profit-sharing plan
D) A performance bonus plan
E) A gainsharing plan
Q3) Describe a piecework incentive plan using an example.Discuss at least two advantages and two disadvantages of piecework using your example.
Q4) Describe how Frederick Herzberg defined motivation.
Q5) Describe five important points to consider when implementing an incentive plan.
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Chapter 13: Employee Benefits and Services
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Q1) According to the textbook,what three benefits form the cornerstone of almost all benefits programs?
A) Life insurance, maternity leave, and supplementary healthcare/medical insurance
B) Life insurance, long-term disability, and supplementary healthcare/medical insurance
C) Long-term disability, critical illness, and life insurance
D) Life insurance, maternity leave, and pension benefits
E) Life insurance, long-term disability, and pension benefits
Q2) What is known as a proactive,employer-centred process that coordinates the activities of the employer,the insurance company,and healthcare providers in an effort to minimize the impact of injury,disability,or disease on a worker's capacity to successfully perform his or her job?
A) Disability management
B) Productivity management
C) Worker health management
D) Benefits management
E) Workforce management
Q3) Identify three advantages of offering flexible work arrangements?
Q4) Briefly describe five government-sponsored employee benefits in Canada.
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Chapter 14: Occupational Health and Safety
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Q1) In Ontario,how many management and labour representatives are required to be certified in occupational health and safety through a provincial training program?
A) At least one manager and two labour representatives
B) At least two managers and two labour representatives
C) At least one manager and one labour representative
D) At least two managers and one labour representative
E) At least one manager and three labour representatives
Q2) In addition to unsafe conditions,which of the following are the three other work-related factors that contribute to accidents mentioned in the textbook?
A) The psychological climate of the workplace, equipment maintenance, and the work itself
B) The job itself, the work schedule, and the psychological climate of the workplace
C) The work schedule, equipment maintenance, and the job itself
D) The work schedule, safety training, and the psychological climate of the workplace
E) Safety training, equipment maintenance, and the job itself
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Chapter 15: Managing Employee Separations: Turnover, Communication, and Employee Engagement
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Sample Questions
Q1) Antoinette reviews the performance of an employee who continually produces less than the standard for her job.Antoinette informs the employee that she is fired; what kind of turnover is this an example of?
A) Informal
B) Voluntary
C) Formal
D) Involuntary
E) Dysfunctional
Q2) The interview in which an employee is informed of the fact that he or she has been dismissed is called the
A) nonpunitive interview.
B) selection interview.
C) punitive interview.
D) termination interview.
E) "at will" interview.
Q3) Employee engagement is important because it drives performance.
A)True
B)False
Q4) Identify and briefly describe the six steps to be followed in a termination interview.
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Chapter 16: Labour Relations
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Q1) An organizing drive has begun at a busy branch of a bank and the managers wish to avoid a union at all costs; what is this approach to labour relations called?
A) A negative bargaining zone
B) Union suppression
C) Union substitution
D) Union acceptance
E) Union adherence
Q2) The actual settlement range in contract negotiations generally lies in the bargaining zone,between the resistance points of each side.
A)True
B)False
Q3) The aim of conciliation is to try to help the parties avoid the hardship of a strike or lockout.
A)True
B)False
Q4) Shifting demographics mean that unions need to focus on recruiting younger employees.
A)True
B)False
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Chapter 17: Managing Human Resources in a Global Business
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Q1) According to the textbook,the most likely destination for expatriates across the globe is
A) the United States.
B) Mexico.
C) Singapore.
D) Russia.
E) China.
Q2) According to the textbook,what is the average cost of a permanent international relocation for a Canadian employee?
A) Between $100,000 and $150,000
B) Between $10,000 and $25,000
C) Between $5,000 and $10,000
D) Between $25,000 and $50,000
E) Between $50,000 and $100,000
Q3) A polycentric staffing policy is usually more expensive than sending expatriates abroad.
A)True
B)False
Q4) Discuss steps that can be taken to assist in the repatriation process.
Page 19
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