Employment Relations Exam Practice Tests
Course Introduction
Employment Relations explores the dynamic interactions between employers, employees, trade unions, and the state within the workplace. The course examines key theories, frameworks, and practices that shape employment relationships, including collective bargaining, negotiation, dispute resolution, workplace rights, and employment legislation. By analyzing contemporary issues such as globalization, workforce diversity, and the impact of technology, students gain a comprehensive understanding of how employment relations influence organizational culture, productivity, and employee well-being. The course also considers ethical and strategic approaches to managing employment relations in various institutional and cultural contexts.
Recommended Textbook
Managing Human Resources 7th canadian edition by Monica Belcourt
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15 Chapters
1623 Verified Questions
1623 Flashcards
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Page 2
Chapter 1: The World of Human Resources Management
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104 Verified Questions
104 Flashcards
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Sample Questions
Q1) Which of the following is the best example of how globalization presents challenges for HR professionals?
A) HR information programs are now written in multiple languages.
B) Job candidates are from diverse and international backgrounds.
C) International travel is inconsistent with corporate social responsibility initiatives.
D) Organizations worldwide are changing the way they do business.
Answer: B
Q2) The changing nature of the HR manager's role is increasingly focused on which of the following?
A) policy formulation
B) international issues
C) basic services like selection, but also policy development, employee advocacy, and advice
D) privacy issues, global management issues, HR planning, and downsizing issues
Answer: C
Q3) Women are heavily concentrated in managerial occupations.
A)True
B)False
Answer: False
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Page 3
Chapter 2: Strategy and Human Resources Planning
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106 Verified Questions
106 Flashcards
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Sample Questions
Q1) There are two approaches to HR forecasting: quantitative and qualitative.
A)True
B)False
Answer: True
Q2) The Delphi technique works best in organizations where dynamic technological changes affect staffing levels.
A)True
B)False Answer: True
Q3) Internal fit (or alignment)means that HR practices are aligned with one another in a mutually reinforcing configuration.
A)True
B)False Answer: True
Q4) Attrition is the fastest way to achieve workforce reduction.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Equity and Diversity in Human Resources Management
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112 Verified Questions
112 Flashcards
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Sample Questions
Q1) Employers are permitted to discriminate if there is a bona fide occupational qualification.
A)True
B)False
Answer: True
Q2) What requires large firms bidding on federal government contracts worth $200,000 or more to have an employment equity plan?
A) the Canada Labour Code
B) the Canadian Human Rights Act
C) the Abella Commission
D) the Federal Contractors Program
Answer: D
Q3) As an HR professional, if you lie or are otherwise involved in obstructing an investigation by the Canadian Human Rights Commission, you can serve jail time.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Job Analysis and Work Design
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110 Verified Questions
110 Flashcards
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Sample Questions
Q1) Which of the following is most correct when it comes to job analysis?
A) artificial inflation of job duties must always be double-checked against the NOC
B) a job analyst must weigh information obtained from the NOC above incumbent data
C) a job analyst must weigh manager information more heavily than job incumbent data
D) more information about the job is always better
Q2) The critical incident method focuses on employee behaviours critical to job success.
A)True
B)False
Q3) In the job characteristics model, skill variety refers to the amount of freedom held by the employee to schedule work and perform activities.
A)True
B)False
Q4) The real advantage of job enrichment is that it applies to all employees.
A)True
B)False
Q5) What are the advantages and disadvantages of flextime or flexible working hours?
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6
Chapter 5: Branding the Talent Pool: Recruitment and Careers
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Which of the following is true with respect to the use of the Internet for recruiting?
A) it is popular with job seekers, but not recruiters
B) it is popular with recruiters, but not job seekers
C) it is cheaper and easier, but less effective than other methods
D) it is the most commonly used search tactic by job seekers
Q2) Which of the following is the most important disadvantage of using employee referrals for recruitment?
A) It makes human resource planning near impossible due to the unpredictable nature of the talent pool.
B) Training recruiters to recognize potential in candidates in this way is difficult and costly.
C) Discrimination may result because people tend to refer others from similar backgrounds.
D) It is likely that individuals will refer weak candidates in order to lessen internal competition for promotions.
Q3) Public employment agencies work closely with private employment agencies.
A)True
B)False
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Chapter 6: Employee Selection
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) Medical examinations are usually conducted before an offer of employment is made.
A)True
B)False
Q2) What does a selection ratio of .9 mean?
A) It means 90 percent of the applicants applying to the position will be hired.
B) It means 10 percent of the applicants applying to the position will be hired.
C) It means 9 percent of the applicants applying to the position will be hired.
D) It means 1 percent of the applicants applying to the position will be hired.
Q3) Organization T uses a decision-making model in which an applicant is allowed to score poorly in one area of the selection tests, as long as he or she scores very high in another area. What is this type of decision-making model called?
A) a statistical model
B) a multiple hurdle model
C) a compensatory model
D) a multiple cutoff model
Q4) Although widely used, employment interviews pose potential concerns about validity.
A)True
B)False
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Chapter 7: Training and Development
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106 Verified Questions
106 Flashcards
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Sample Questions
Q1) Refer to Scenario 7.1. If Accounting Power Inc. wanted to evaluate its training programs, what are the four basic criteria for such an evaluation?
A) reactions, learning, behaviour, and results
B) trainee readiness, aptitude to learn, feedback, and return on investment
C) reactions, behaviour, feedback, and trainee readiness
D) behaviour, trainee readiness, ability to learn, and attitude about learning
Q2) Refer to Scenario 7.2. Which of the following is the most appropriate method for developing workers who can effectively help Blake Windows & Doors deal with its increasing commitments while keeping payroll and training costs down?
A) internship programs
B) agency recruitment with more in-house training
C) apprenticeship programs
D) mentorship programs
Q3) Depending on the activities involved, classroom instruction is often referred to as "self-directed learning."
A)True
B)False
Q4) Explain the strategic approach to training.
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Page 9
Chapter 8: Performance Management and the Employee
Appraisal Process
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122 Verified Questions
122 Flashcards
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Sample Questions
Q1) Which of the following is an accurate listing of the factors that affect performance?
A) motivation, environment, and ability
B) motivation, organizational culture, and traits
C) organizational culture, motivation, and ability
D) ability, job design, and motivation
Q2) The critical incident method facilitates employee feedback and development.
A)True
B)False
Q3) Which rating format uses three specific behavioural descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behaviour is better than, equal to, or worse than the standard for each behaviour?
A) mixed-standard scale
B) forced-choice method
C) behaviourally anchored rating scale
D) behaviour observation scale
Q4) The main advantage of a BARS is that it requires minimal time and effort to develop.
A)True
B)False
Page 10
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Chapter 9: Managing Compensation
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109 Verified Questions
109 Flashcards
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Sample Questions
Q1) Refer to Scenario 9.1. What type of pay system is D&D Inc. currently using to compensate its employees?
A) broadbanding
B) competence-based
C) red circle rates
D) piece rate
Q2) Competence-based pay systems represent a fundamental change in the attitude of management regarding how work should be organized and how employees should be paid for their work efforts.
A)True
B)False
Q3) Broadbands create more concern by employees with pay grades and steps.
A)True
B)False
Q4) To provide compensation estimates and ranges for jobs in an organization, all jobs should be surveyed.
A)True
B)False
Q5) How are the wages for jobs typically determined? Why is this process important?
Q6) Briefly explain the different job evaluation systems.
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Chapter 10: Pay for Performance: Incentive Rewards
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108 Verified Questions
108 Flashcards
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Sample Questions
Q1) Piecework is inappropriate where technology changes are frequent.
A)True
B)False
Q2) ESOPs have been criticized because of potential inabilities to pay back the stock of employees when they retire.
A)True
B)False
Q3) In most profit-sharing plans, about 20 to 25 percent of net profits are shared with employees.
A)True
B)False
Q4) Incentive plans are not effective in service and government organizations because of the difficulty in measuring productivity.
A)True
B)False
Q5) Sales incentives can be affected by external factors beyond the salesperson's control.
A)True
B)False
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Chapter 11: Employee Benefits
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) For which key reason do employers need to communicate the extent and value of the benefits they provide?
A) It is required by the law.
B) Employees generally underestimate the value of the benefits offered.
C) It immediately reduces the overall costs.
D) The HR department needs this information for its newsletters.
Q2) In Canada, registered retirement savings plans (RRSPs)have grown significantly over the past few years. What is a key reason for this growth?
A) Minimum wage earners now have more disposable income and they are contributing.
B) The funds accumulate tax-free until they are withdrawn.
C) The rich-poor gap is narrowing, thus people have more money to invest.
D) RRSPs are a part of stock plans, which are growing.
Q3) Workers' compensation insurance is based on a system of individual liability. A)True
B)False
Q4) Most of the pension plans in privately held organizations are contributory.
A)True
B)False
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Page 13
Chapter 12: Promoting Safety and Health
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104 Verified Questions
104 Flashcards
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Sample Questions
Q1) Which of the following is NOT a common cause of workplace stress?
A) having too much to do in too short a time
B) lack of recognition for a job well done
C) having to expend too much mental or physical energy over too long a period
D) empowerment
Q2) Improved individual employee health will have the LEAST impact on which of the following outcomes?
A) reduced absenteeism
B) improved compensation and reward systems
C) increased efficiency
D) better morale
Q3) Health and safety procedures should be an important part of new employee orientation.
A)True
B)False
Q4) Eustress is the feeling of euphoria one gets after a strenuous workout.
A)True
B)False
Q5) Compare and contrast the two general types of stress. Include an example of each.
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Chapter 13: Employee Rights and Discipline
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104 Verified Questions
104 Flashcards
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Sample Questions
Q1) Whatever the reason for dismissal, it should be done with primary concern for the organization.
A)True
B)False
Q2) Wrongful dismissal is a lawsuit filed in a court by an employee alleging that he or she was dismissed without proper contractual or reasonable notice.
A)True
B)False
Q3) It is not necessary that the employee be given an opportunity to explain his or her side of the issue during the investigative interview.
A)True
B)False
Q4) One of the major reasons for investigative interviews is to establish the facts surrounding an employee's offence.
A)True
B)False
Q5) What is progressive discipline? How does it differ from positive discipline?
Q6) What are some of the pros and cons of "open-door" policies?
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Chapter 14: The Dynamics of Labour Relations
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114 Verified Questions
114 Flashcards
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Sample Questions
Q1) Compulsory binding arbitration is often available in the public sector as an acceptable way to settle collective bargaining deadlocks.
A)True
B)False
Q2) Interest-based bargaining usually leads to suspicion and compromise.
A)True
B)False
Q3) Bargaining power consists of economic, political, and social influence to achieve demands.
A)True
B)False
Q4) If employers interfere with the union certification process, the labour relations board can recognize a union regardless of the percentage of employees that have signed authorization cards.
A)True
B)False
Q5) Unions that represent skilled craft workers are called craft unions.
A)True
B)False
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Chapter 15: International Human Resources Management
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) What is one of the most common problems that occur with performance appraisals of international assignees?
A) criterion estimation
B) criterion deficiency
C) criterion contamination
D) lack of validity
Q2) Lack of training is one of the principal causes of failure among employees working internationally.
A)True
B)False
Q3) Rand Computers is a mid-sized firm located in Toronto. As a result of personal connections, Rand Computers has started a division in Buffalo, New York. What type of corporation is Rand Computers?
A) a multinational corporation
B) a global corporation
C) an international corporation
D) a transnational corporation
Q4) Define and describe the balance-sheet approach used by many multinational corporations to calculate the compensation they wish to offer to their expatriates.
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