Human Resource Management Exam Preparation Guide
Course Introduction
Human Resource Management (HRM) explores the strategies, policies, and practices used to effectively manage people within organizations. This course covers key HRM functions including recruitment and selection, employee training and development, performance appraisal, compensation, labor relations, and legal issues affecting the workplace. Students will learn how HRM contributes to organizational effectiveness by aligning workforce capabilities with strategic goals, promoting employee motivation and well-being, and fostering a positive workplace culture. Through case studies and real-world scenarios, the course emphasizes the role of HR professionals in supporting ethical practices and adapting to challenges in a diverse, globalized business environment.
Recommended Textbook
Human Resources Management in Canada 14th Canadian Edition by Gary Dessler
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Chapter 1: The Strategic Role of Human Resources Management
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Sample Questions
Q1) Minimum wage,overtime pay requirements,and vacation entitlements
A) are the same across all jurisdictions.
B) are the same across all provinces.
C) vary from one province/territory to another.
D) are the same across all territories.
E) vary from one federally regulated employer to another.
Answer: C
Q2) The characteristics of the workforce,such as race,gender,and age are known as A) values.
B) population trends.
C) beliefs.
D) customs and norms.
E) demographic factors.
Answer: E
Q3) Each of the 10 provinces and three territories has its own human rights legislation.
A)True
B)False
Answer: True
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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Q1) A justifiable reason for discrimination based on business necessity is known as A) reasonable accommodation.
B) permissible indiscrimination.
C) unreasonable accommodation.
D) reverse discrimination.
E) a bona fide occupational requirement.
Answer: E
Q2) According to the textbook,evidence of pervasive patterns of differential treatment against the designated groups specifically includes A) higher promotion rates.
B) higher voluntary turnover rates.
C) sexual harassment.
D) overemployment.
E) underemployment.
Answer: E
Q3) Men are under-represented in engineering,natural sciences,and mathematics.
A)True
B)False
Answer: False
Page 4
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Chapter 3: Human Resources Management and Technology
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Sample Questions
Q1) The main user groups for an organization's HRIS include
A) employees, managers, and HR.
B) employees, customers, and HR.
C) managers, clients, and HR.
D) clients, board members, and the government.
E) managers, the ministry of labour, and the government.
Answer: A
Q2) Which subsystem of a company's HRIS will be most helpful for providing information,such as the date of plan entry,normal retirement date,and annual company contribution?
A) Labour relations
B) Pension administration
C) Employment equity
D) Training and development
E) Compensation and benefits administration
Answer: B
Q3) It is uncommon for managers to request reports from the HRIS.
A)True
B)False
Answer: False
Page 5
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Chapter 4: Designing and Analyzing Jobs
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Q1) 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.
Q2) Explain the three reasons why competency-based job analysis has become more common.
Q3) Direct observation is often combined with which other job analysis method?
A) Questionnaires
B) Participant diary/log
C) Functional job analysis
D) Position analysis method
E) Interviewing
Q4) Job analysis questionnaires typically
A) contain non-job-related questions.
B) contain questions regarding previous employment with other companies.
C) fall between the two extremes of structured and open-ended.
D) have a completely structured format.
E) have a completely open-ended format.
Page 6
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Chapter 5: Human Resources Planning
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Q1) You are the HR Manager of a company experiencing the loss of market share and declining profits.The CEO would like you to recommend a strategy for gradually reducing staff while avoiding involuntary turnover.Which of the following would be the best recommendation?
A) Introducing a reduced workweek
B) Laying off employees
C) Offering attractive buyout packages
D) Downsizing through attrition
E) Offering attractive early retirement packages
Q2) An initial response to a labour shortage is usually
A) engaging in promotions.
B) engaging in transfers.
C) engaging in retraining.
D) scheduling layoffs.
E) scheduling overtime hours.
Q3) You are the HR professional in charge of human resources planning at Blue Fruit Inc.,a company that designs and makes cell phones and tablets.Recently,demand for its products has been falling,resulting in a surplus of employees.Identify and describe five possible solutions you would consider implementing in order to reduce the oversupply of employees at Blue Fruit.
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Chapter 6: Recruitment
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Q1) According to the textbook,which of the following are the values that most appeal to Generation X-ers?
A) Job security and independence
B) Work-life balance and independence
C) Job security and diversity
D) Creativity and social responsibility
E) Creativity and work-life balance
Q2) Relying on employee referrals can result in systemic discrimination.
A)True
B)False
Q3) The Watson Wyatt study cited in the textbook suggests that superior recruiting practices are a strong indicator of which of the following?
A) Increased market share
B) Higher customer satisfaction ratings
C) Higher employee satisfaction ratings
D) Strong financial performance
E) Higher satisfaction with leadership
Q4) What are the advantages of external recruitment?
Q5) Identify and describe the four main steps in the recruitment process.
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Chapter 7: Selection
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Q1) Sandeep,the manager of a provincial credit union,hired five new tellers based solely on their interviews.Although Sandeep thought he had planned the candidate interviewing process well,the three candidates who were rated the highest in the interview,and hired,did not meet the basic performance expectations once they were on the job.Which of the following is the primary problem associated with these interviews?
A) Validity
B) Integrity
C) Utility
D) Stability
E) Consistency
Q2) What of the following is known as a comprehensive and systematic procedure used to evaluate a candidate's management potential?
A) A management group discussion
B) A managerial aptitude test
C) A management assessment centre
D) A management interest inventory
E) A management cognitive test
Q3) Describe three common interview mistakes which compromise the quality of the selection process.
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Page 9
Chapter 8: Onboarding and Training
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Q1) Which of the following is the first step in helping new employees manage the learning curve?
A) Diversity management programs
B) Employment equity programs
C) Development programs
D) Onboarding programs
E) Training programs
Q2) Training objectives provide a focus for the efforts of the trainer and the trainees and also provide which of the following?
A) Input for the Markov analysis
B) Performance measurement techniques
C) A benchmark for evaluating the success of the training program
D) Development topics for new hires
E) Selection interview question options
Q3) According to the textbook,how long can full executive integration take?
A) Up to 2 months
B) Up to 4 months
C) Up to 8 months
D) Up to 18 months
E) Up to three years
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Chapter 9: Career and Management Development
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Q1) A production employee moving to human resources in order to develop his or her skills and to test and challenge his or her aptitudes is an example of
A) downwards trajectory.
B) upwards promotion.
C) horizontal movement.
D) vertical movement.
E) downwards promotion.
Q2) Many firms retain ________ to develop their top managers' effectiveness.
A) mentors
B) executive coaches
C) instructional designers
D) leaders
E) managers
Q3) According to the textbook,about two-thirds of all transfer refusals are due to A) the cost of transferring employees.
B) the difficulty in finding employees to fill the transferred employee's former position.
C) the negative impact of transfers on diversity programs.
D) family or spousal concerns.
E) competitive necessities.
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Page 11
Chapter 10: Performance Management
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Q1) The most popular technique for appraising performance is the graphic rating scale.
A)True
B)False
Q2) Which performance appraisal technique places a predetermined percentage of employees being rated in various performance categories?
A) Paired comparison method
B) Critical incident method
C) Alternation ranking method
D) Graphic rating scale
E) Forced distribution method
Q3) Although the graphic rating scale seems objective,it may result in unfair appraisals because the traits and degrees of merit are
A) open to interpretation.
B) contradictory of each other.
C) repetitive.
D) unrelated to the actual job.
E) outdated.
Q4) Describe two reasons why 360-degree appraisals are increasingly common.
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Page 12
Chapter 11: Strategic Pay Plans
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Q1) Describe pay-for-knowledge compensation systems as they relate to competencies and describe what a pay-for-knowledge program should include.
Q2) Pay equity laws were enacted in order to specifically redress which of the following?
A) Pay discrimination against senior citizens
B) The variety of compensable factors being used to evaluate jobs
C) The historical undervaluing of female-dominated job classes
D) Pay discrimination against people with disabilities
E) The variety of job evaluation systems being used to evaluate jobs
Q3) Job evaluation committees do not include managers because this would constitute a conflict of interest.
A)True
B)False
Q4) What is the term for rates of pay that are above the pay range maximum?
A) Red circle pay rates
B) Premium job pay rates
C) Excessive pay rates
D) Overage pay rates
E) Outlier pay rates
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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) To determine eligibility in a short-term incentive program for senior managers and executives,a job-by-job review is conducted in order to identify the key jobs that have a measurable impact on profitability; this is called the criterion of A) salary grade.
B) position level.
C) key position.
D) salary level.
E) professional membership.
Q3) The stock option is currently the most popular long-term incentive in Canada. A)True
B)False
Q4) 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,the fastest growing of all occupational disabilities are which of the following?
A) Virus and bacteria illness
B) Back issue
C) Psychiatric
D) Chronic fatigue
E) Repetitive strain
Q2) Employment insurance programs are meant for eligible persons who are unable to work through no fault of their own.
A)True
B)False
Q3) The amount of time off provided for bereavement leave varies by jurisdiction and also depends on which of the following?
A) The employee's length of service with the company
B) The employee's compensation level
C) The employee's number of unused personal days
D) The closeness of the relationship between the employee and the deceased
E) The employee's performance over the last review period
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) The leading cause of work-related deaths around the world is
A) accidents.
B) violence.
C) mental disorders.
D) cancer.
E) heart disease.
Q2) The risk of accidents is higher for employees who cannot read and understand machinery operating instructions,safety precautions,and equipment and repair manuals; this reflects which one of the following personal characteristics that is linked to accidents?
A) Vision
B) Literacy
C) Age
D) Perceptual skills
E) Motor skills
Q3) The function of joint health and safety committees is to provide a non-adversarial atmosphere where management and labour can work together to ensure a safe and healthy workplace.
A)True
B)False
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Chapter 15: Managing Employee Separations: Turnover, Communication, and
Employee Engagement
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Q1) According to the data presented in the textbook,what was the most common involuntary turnover reason?
A) Downsizing or restructuring
B) Company's financial instability
C) Company relocation
D) Poor relationship with managers
E) Seeking a better fit for their skills
Q2) Umair resigns from his current employer to pursue further education; what kind of turnover is this an example of?
A) Informal
B) Voluntary
C) Formal
D) Involuntary
E) Dysfunctional
Q3) The indirect costs of turnover include the cost of posting the job,recruiting and interviewing new candidates.
A)True
B)False
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Chapter 16: Labour Relations
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Q1) Large unions have a number of ________ on staff who are responsible for identifying organizing opportunities and launching organizing campaigns.
A) union organizers
B) regional representatives
C) chief stewards
D) bargaining delegates
E) labour representatives
Q2) Shifting demographics mean that unions need to focus on recruiting younger employees.
A)True
B)False
Q3) A union representative speaking out on proposed legislative reforms that will influence the working conditions of workers is most closely associated with which of the following?
A) Social unionism
B) Post-strike activity
C) Pre-strike activity
D) Political modification
E) Union collectivism
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Page 18
Chapter 17: Managing Human Resources in a Global Business
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Q1) Stacy moved from Canada to London,England with her accounting firm.Based on this information,Stacy can be referred to as a(n)
A) expatriate.
B) domestic employee.
C) exchange student.
D) supervisor.
E) union steward.
Q2) According to the textbook,what does Level 3 of the cross-cultural training of employees for global assignments focus on?
A) The impact of cultural differences
B) Understanding how attitudes are formed
C) Factual knowledge of the target country
D) Language and adaptation skills
E) Understanding how attitudes (both negative and positive) influence behaviour
Q3) The issues associated with the overemployment of immigrants and foreign workers is especially critical today,given the younger workforce and the current labour surpluses in Canada.
A)True
B)False
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