Human Resource Management Exam Preparation Guide
Course Introduction
Human Resource Management is a comprehensive course that explores the key principles, practices, and challenges involved in managing an organization's most valuable asset its people. Students will examine topics such as recruitment and selection, employee development, performance management, compensation and benefits, labor relations, and legal and ethical considerations in the workplace. The course also addresses the strategic role of HR in fostering organizational effectiveness, diversity and inclusion, and adapting to changing workforce trends. Through case studies and practical applications, students will develop skills necessary to attract, retain, and motivate employees in a competitive business environment.
Recommended Textbook
Industrial Relations in Canada 4th Edition by
Fiona A.E. McQuarrie
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Chapter 1: An Introduction to Industrial Relations in Canada
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Sample Questions
Q1) A labour relations board has broader guidelines for the submission of evidence than either the civil or criminal courts.
A)True
B)False
Answer: True
Q2) What other term is used interchangeably with industrial relations?
A) Human Relations
B) Labour Relations
C) Human Resources
D) Employer/employee relations
Answer: B
Q3) The Charter of Rights and Freedoms guarantees certain basic rights and freedoms to all Canadians and is considered to take precedence over all other laws except for two specific kinds of laws. What are these two exceptions?
Answer: The first are laws that can be demonstrably justified as reasonable limits in a free and democratic society. The second are those that provincial legislatures pass by invoking the so-called notwithstanding provision.
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Chapter 2: Theories of Industrial Relations
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Q1) A law was passed in Britain in 1819 that placed limits on child labour. These limits included which of the following?
A) A prohibition against the hiring of children younger than nine
B) A prohibition against older children working more than 10 hours per day
C) A prohibition against adults working more than 12 hours per day
D) All of the above
Answer: A
Q2) In John Dunlop's framework, unions are one of two main actors in the industrial relations system, the other being management.
A)True
B)False
Answer: False
Q3) The Webbs were of what ideological persuasion?
A) Communists
B) Socialists
C) Democrats
D) Capitalists
Answer: B
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Chapter 3: History of the Canadian Union Movement
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Q1) What occurred in 1956, which reduced inter-union disputes?
A) The formation of the Quebec Labour Congress
B) The formation of the Canadian Labour Congress
C) The removal of American control of Canadian unions
D) None of the above
Answer: B
Q2) In the 1990s, Canadian industrial relations were impacted by which of the following?
A) Canada's participation in worldwide tariff reductions under the General Agreement on Tariffs and Trade (GATT)
B) The creation of the World Trade Organization (WTO)
C) The signing of the North American Free Trade Agreement (NAFTA)
D) All of the above
Answer: D
Q3) Canada's reliance on international trade makes the country less susceptible to the influence of external events than a country less dependant on external trade relationships.
A)True
B)False
Answer: False
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Page 5
Chapter 4: The Structure of Canadian Unions
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Q1) Which of the following is not a determinant in the size of a local union?
A) The number of workers
B) The geographic location of workplaces
C) The finances of the union
D) The structure of the relevant employment sector
Q2) Which of the following has helped to shape the distinctive quality of Industrial relations in Quebec?
A) Religion
B) Culture
C) Outside ownership and control
D) All of the above
Q3) Usually the union membership is free to structure the union as it sees fit.
A)True
B)False
Q4) Which of the following is generally thought to not factor prominently enough in union functions?
A) Protecting wages
B) Advocating for laws to help working people
C) Protecting working conditions
D) Collective bargaining
Page 6
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Chapter 5: The Organizing Campaign
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Q1) Why is it almost unknown for an employer to successfully initiate an organizing campaign? (139-140)
Q2) An American study suggested that unemployment rates had an impact on the probability of successful unionization attempts. What was the conclusion?
A) That high unemployment increases the probability of unionization
B) That high unemployment decreases the probability of unionization
C) That there is no discernable impact
D) Unemployment would have to reach 10 percent to affect interest in unionization
Q3) What are the three major components of an application for certification?
Q4) Describe the notion of instrumentality as a factor in a person's decision to join or not to join a union.
Q5) Who must initiate the first step in an attempt to organize a union?
A) The union
B) The employees
C) Either the union or the employees
D) The Ministry of Labour
Q6) What is a sweetheart agreement?
Q7) What are exempt employees?
Page 7
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Chapter 6: Establishing Union Recognition
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Q1) Canadian labour codes allow employers to express their views about unionization and communicate with their employees. What are the limitations to these rights?
Q2) A union can circumvent the application bar by withdrawing their original application for certification for non-technical reasons.
A)True
B)False
Q3) When a certification application is received by a labour relations board, an official notification is sent to both the employer and the employees.
A)True
B)False
Q4) What must the employer do when a notice of application is received from the labour relations board?
Q5) Why would a labour board hold a hearing during the application for certification? What form would such a hearing take? (155)
Q6) What is the effect of the issuance of certification by a labour relations board?
Q7) Describe some of the basic principles in Canadian labour law which allow workers to fulfill their desire to become and remain unionized.
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Chapter 7: Defining and Commencing Collective Bargaining
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Q1) Name a few of the considerations used in determining the size of the bargaining team in collective bargaining.
Q2) The concept of bargaining in good faith and the concept of unfair labour practices are separate and distinct even though they are both resolved through complaints to the labour relations board.
A)True
B)False
Q3) Under which of the following circumstances can labour boards be proactive in allegations of bad faith?
A) At the beginning of the bargaining
B) When there has been an impasse
C) To order the parties back to the table
D) None of the above
Q4) What is the term used when one of the parties bargains without any serious intent of concluding a collective agreement?
A) Surface bargaining
B) Circumvention
C) Intransigence
D) Boulwarism
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Chapter 8: The Collective Bargaining Process
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Q1) What is occurring when the term concessions is used during the Narrowing of the bargaining range?
A) The parties are taking a needed break from their proposal and counter-proposal process
B) The parties stay in the same room until the settlement is reached
C) Wage concessions are agreed to after discussion
D) Decisions are made to agree to proposals made or change one's own position
Q2) Which industrial relations theorist(s) presents a framework for understanding negotiation behaviour?
A) Marx and Engels
B) Walton and McKersie
C) The Webbs
D) John Commons
Q3) What is the term used to describe the competitive behaviours in negotiations that influence the division of limited resources?
A) Attitudinal structuring
B) Intra-organizational bargaining
C) Integrative bargaining
D) Distributive bargaining
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Page 10
Chapter 9: Strikes and Lockouts
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Q1) Engineers at CN went on strike on November 28, 2009. What caused the strike to end on December 2, 2009?
A) Management staff had worked as locomotive engineers
B) There was an error in the strike notification provided by the union
C) Back-to-work legislation was introduced in the House of Commons
D) Management gave in to the Union's demands
Q2) Illegal strikes that occur during the term of a collective agreement may occur spontaneously as an expression of union members' dissatisfaction.
A)True
B)False
Q3) What was the Supreme Court of Canada's ruling on the issue of picketing?
A) Restrictions on picketing must not interfere with the picketers' freedom of expression
B) Picketing is an inherent right under the Charter.
C) Picketing gives the union more power, which must be tempered by the courts.
D) Non-union staff and suppliers who are affected by picketing are collateral damage.
Q4) Define the terms "strike" and "lockout."
Q5) What is the basic purpose of a strike or lockout?
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Page 11
Chapter 10: Third-Party Intervention During Negotiations
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Q1) What is the primary reason that the conciliation process is used in federal, provincial, and municipal public service disputes?
A) They involve essential services
B) It is required by law in all Canadian jurisdictions
C) Conciliation has an excellent track record in resolving disputes in the public sector
D) Conciliation is the least expensive for the parties
Q2) What provinces can establish a disputes inquiry board?
A) Alberta and Manitoba
B) Ontario and Manitoba
C) Alberta and Ontario
D) Ontario and Quebec
Q3) What are final offer votes?
Q4) What did a study of private sector use of conciliation determine in relation to it reducing the likelihood of strikes?
A) Conciliation dramatically reduced strike activity
B) Conciliation had no significant effect on strike activity
C) Conciliation did not reduce either the number or length of strikes
D) Conciliation resulted in increased strike activity
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12
Chapter 11: The Grievance Arbitration Process
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Q1) Bearing in mind a union's duty of fair representation, which of the following is an option in the disposition of a grievance?
A) Settle the grievance
B) Withdraw the grievance
C) Proceed to arbitration
D) All of the above
Q2) Define the term "grievance."
Q3) What is the purpose of the opening statement in an arbitration hearing?
Q4) What is the term used to describe a grievance filed by the union on behalf of all employees?
A) Group grievance
B) Union grievance
C) Policy grievance
D) Comprehensive grievance
Q5) In Canada the arbitrator is empowered to rule on whether and interpretation is correct and can change the collective agreement if it is found to be lacking..
A)True
B)False
Q6) What is the standard of proof required in arbitration hearings?
Page 13
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Chapter 12: Changes to the Union or the Employer
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Q1) A common employer declaration states that all the employer's businesses are considered to be a single business for the purposes of certification and the collective agreement.
A)True
B)False
Q2) Which of the following statements holds
A) Newly certified unions are less likely to be raided
B) There are time bars in place to restrict when applications for certification can be made for a group of workers already in a certified union
C) Raiding can occur at any time before the expiry of the collective agreement
D) Raiding is illegal in a few Canadian jurisdictions
Q3) What is the purpose of a 'reopener clause'?
A) To give notice to management that the union wants to make changes
B) To allow the parties on mutual consent to revise any part of the collective agreement
C) To allow the parties to renegotiate terms of the collective agreement while it is still in effect
D) To give notice to the union that management wants to make changes
Q4) What is meant by the term successorship?
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Page 14
Chapter 13: Future Issues for Workers, Work Arrangements,
Organizations, and the Industrial Relations System
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Q1) In Canada, industrial relations follows the more traditional models of union/management relationships. What is one cause of this?
A) Resistance to change
B) Canadian unions have more success with this model
C) Legislation forces this type of relationship
D) It is too costly to embrace new models
Q2) According to twenty-something Sonier, now a member-at-large for her union executive what issues are of greater concern for younger workers?
A) How to effectively file grievances
B) Looking to the future - Pension Issues
C) Health and Safety issues
D) Having a good union network
Q3) Canadian labour law is much stricter than American labour law in restricting what during strikes?
A) Picketing
B) Replacement workers
C) Work slow downs
D) Work to rule campaigns
Q4) Why are the new flatter organizations problematic for unions?
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