Human Resource Development Exam Practice
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Course Introduction
Human Resource Development (HRD) focuses on enhancing the knowledge, skills, and abilities of employees within an organization to drive both personal growth and organizational effectiveness. This course explores key HRD theories, strategies, and practices, including training and development, career planning, talent management, performance improvement, and organizational learning. Students will gain practical insights into designing and evaluating development programs, fostering a continuous learning culture, and aligning human resource initiatives with overall business goals. Through case studies and real-world examples, the course emphasizes the importance of HRD in adapting to organizational change and achieving sustainable competitive advantage.
Recommended Textbook
Labour Relations 3rd Edition by Larry Suffield
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Page 2
Chapter 1: Introduction to Labour Relations
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Sample Questions
Q1) The process component in a systems approach to labour relations includes which of the following?
A) unilateral action by management
B) unilateral action by unions
C) the environment
D) a and b
E) a and c
Answer: D
Q2) Which of the following is correct regarding the environment component in a systems approach to labour relations?
A) environmental factors do not effect each other
B) outputs are an element of the system
C) an ideology that binds the system together is an element of the system
D) the distribution of power in society is an element of the system
E) unions and employers may attempt to influence or change their environment
Answer: E
Q3) Unions have equal strength and importance in all provinces.
A)True
B)False
Answer: False
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Chapter 2: The Environment
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Sample Questions
Q1) Which of the following is the least likely to have a negative impact on Canadian manufacturers and unions:
A) trade practices of foreign governments
B) a decline in the value of the Canadian dollar
C) the price elasticity of demand for the product produced by the employer
D) monetary policy aimed at reducing inflation
E) an increase in the value of the Canadian dollar
Answer: B
Q2) Monetary policy refers to changes in government spending and taxation.
A)True
B)False
Answer: False
Q3) Direct discrimination refers to a rule or conduct that is intentionally discriminatory.
A)True
B)False
Answer: True
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Chapter 3: Unions: Objectives, Processes, Structure, and History
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Sample Questions
Q1) In the late 1800s and early 1900s international unions dominated the Canadian labour movement.
A)True
B)False
Answer: True
Q2) Which of the following are the primary methods that could be used by a union to improve employee's terms and conditions of work?
A) court action
B) contract negotiation
C) political activity
D) public relations
E) grievances and arbitration
Answer: B
Q3) By international standards there are a large number of small unions in Canada.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Employers: Objectives, Processes, and Strategy
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Sample Questions
Q1) Employers use public relations efforts as one of the methods to achieve their objectives.
A)True
B)False
Q2) Which of the following features would not be emphasized by an organization employing a differentiation strategy:
A) service
B) safety
C) price
D) design
E) product life
Q3) Concession bargaining is negotiation over employer demands for reductions in wages and benefits.
A)True
B)False
Q4) Recently productivity growth has been the same in Canada and the United States. A)True
B)False
Q5) Distinguish between a high commitment and a low commitment approach to human resource management.
Page 6
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Chapter 5: Governments, Labour Relations Boards, and Other Parties
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Sample Questions
Q1) Labour Relations Board members are:
A) appointed by unions and employers
B) elected by unions and employers
C) appointed by government
D) all neutral
E) c and d
Q2) Which of the following is a not reason governments have become involved in labour relations?
A) to prevent harmful effects of strikes and lockouts
B) to increase the influence of Canadian national unions and decrease the influence of international unions
C) to regulate the wages provided in collective agreements
D) to satisfy political supporters
E) to regulate the results of a market economy
Q3) Governments provide mandatory services that unions and employers must use to improve their relationship.
A)True
B)False
Q4) Explain four reasons why governments become involved in labour relations.
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Chapter 6: Collective Bargaining Rights
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Sample Questions
Q1) Explain the meaning and significance of the appropriate bargaining unit.
Q2) Which of the following is correct?
A) All workers, including independent contractors, can unionize.
B) All workers who are not independent contractors can unionize.
C) All employees can unionize.
D) Most non-managerial employees can unionize.
E) Most managerial employees can unionize.
Q3) The decertification process is important because it:
A) provides the employer with an opportunity to eliminate the union
B) protects employees from weak or inefficient unions
C) means employees can terminate the union's bargaining rights at any time
D) is a necessary step if employees want to change unions
E) is possible for the employer to support anti-union employees
Q4) The appropriate bargaining unit is a flexible concept - there may be more than one appropriate bargaining unit.
A)True
B)False
Q5) Describe the importance of and the procedure involved in the decertification of a union.
Q6) Outline the key steps and restrictions on the certification process.
Page 8
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Chapter 7: The Collective Agreement
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Sample Questions
Q1) A collective agreement provides that the employee with the most seniority will be awarded a job vacancy provided that they have sufficient ability to do the job.This is a:
A) relative ability clause
B) provision preferred by the union
C) provision preferred by the employer
D) super seniority clause
E) bumping provision
Q2) Collective agreements must comply with human rights,employment standards,and labour relations legislation.
A)True
B)False
Q3) A union shop provision in a collective agreement requires individuals to be union members before they are hired.
A)True
B)False
Q4) Recently the trend has been for collective agreements to have longer terms.
A)True
B)False
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Page 9
Chapter 8: Negotiation of the Collective Agreement
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Sample Questions
Q1) Define and illustrate the union's resistance point,target point,and initial demand and management's resistance point,target point and initial offer for the issue of wages when there is a settlement zone.
Q2) A certification by a Labour Relations Board grants a union the right to bargain for employees situated at one or more locations of an employer.
A)True
B)False
Q3) Which of the following is correct regarding first contract arbitration?
A) It will be imposed whenever the union and the employer cannot negotiate a first agreement.
B) It is available only on the application of the union.
C) It could be used to achieve a significant breakthrough in a collective agreement.
D) It discourages employers from taking unreasonable positions in negotiations.
E) It forces employers to agree to union demands.
Q4) Distributive bargaining is the basis for interest-based or mutual gains bargaining.
A)True
B)False
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Chapter 9: Administration of the Collective Agreement
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Sample Questions
Q1) A very small percentage of grievances filed,approximately 2 to 3 percent,proceed to arbitration.
A)True
B)False
Q2) Interest arbitration involves a hearing to settle the terms of a collective agreement.
A)True
B)False
Q3) Which of the following is the least likely to lead to a grievance?
A) The parties failed to define a term the collective agreement.
B) The union wants to challenge a management decision.
C) One of the parties appears to have violated the collective agreement.
D) An employee is dissatisfied with the terms of the collective agreement.
E) Union leaders want to put pressure on the employer.
Q4) Grievance mediation is:
A) faster than arbitration
B) required for policy grievances
C) used more often than arbitration
D) more costly than arbitration
E) preferred over arbitration in all cases
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Chapter 10: Contract Dispute Resolution, Strikes, and Lockouts
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Sample Questions
Q1) Which of the following is correct?
A) Strikes serve no useful purpose.
B) Strikes are not allowed in the public sector.
C) A strike could be necessary to reach a contract settlement.
D) Strike pay eliminates the adverse economic consequences of strikes.
E) A strike means that the employer and the union have not been able to agree on compensation.
Q2) Second contract arbitration,where either the union or the employer can apply to have the terms of the collective agreement settled by arbitration,is available in all jurisdictions.
A)True
B)False
Q3) Explain two potential advantages two potential disadvantages of conciliation.
Q4) In jurisdictions that provide for a conciliation board,which of the following is correct?
A) The Board determines the terms of the collective agreement.
B) The Board reports to the minister responsible for labour relations.
C) The Board members are chosen by the union.
D) The Board uses final offer selection.
E) The Board members are approved by the employer.
Page 12
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Chapter 11: Public Sector Labour Relations
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Sample Questions
Q1) Which of the following is correct?
A) Most public sector employees were not allowed to unionize until more than two decades after private sector employees.
B) Most private sector employees were not allowed to unionize until more than two decades after public sector employees.
C) Most municipal employees are covered by private sector labour relations legislation.
D) Teachers were the first public sector employees who were allowed to unionize.
E) a and c
Q2) Outline three reasons for the importance of the public sector.
Q3) Most public sector employees were not allowed to unionize for more than two decades after private sector employees because:
A) There was a concern that unions would have too much bargaining power.
B) Public sector employees did not want collective representation.
C) Unions did not want to organize public sector employees.
D) Employees were already adequately represented by employee associations.
E) There were not enough public sector employees to organize.
Q4) Identify and contrast three methods to resolve contract disputes in the public sector.
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Chapter 12: Summary and Future of Labour Relations
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Sample Questions
Q1) Some observers are pessimistic about the future for unions because of:
A) the political environment
B) the failure of unions to organize workers in many sectors of the economy
C) centralized bargaining in North America
D) a and b
E) b and c
Q2) Describe what you perceive as the three most significant effects of unionization for employers.
Q3) Explain the barriers to employee involvement in a unionized workplace and elaborate on how these barriers could be overcome.
Q4) Which of the following is the most correct regarding the effects of unions on the wages and employment of non-union employees?
A) The crowding effect puts upward pressure on non-union wages.
B) The threat effect puts upward pressure on non-union wages.
C) The threat effect increases the level of employment of non-union employees.
D) Unions always lead to increased wages and levels of employment for non-union employees.
E) Unions never lead to increases in wage levels for non-union employees.
Q5) Explain the union wage effect.
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