Human Resource Management Exam Preparation Guide
Course Introduction
Human Resource Management explores the principles, practices, and strategies involved in effectively managing an organizations human capital. The course covers key topics such as recruitment and selection, training and development, performance management, compensation and benefits, labor relations, and legal issues affecting the workplace. Emphasizing both theoretical frameworks and practical applications, students will examine how HR professionals align workforce planning with organizational goals, foster employee engagement, ensure compliance with employment laws, and contribute to a positive organizational culture. By the end of the course, students will have a foundational understanding of HR functions and skills essential for successful people management in a dynamic business environment.
Recommended Textbook
Industrial Relations in Canada 4th Edition by
Fiona A.E. McQuarrie
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13 Chapters
712 Verified Questions
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Page 2
Chapter 1: An Introduction to Industrial Relations in Canada
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Q1) Which right contained in the Charter of Rights and Freedoms has been the subject of major cases dealing with industrial relations?
A) Freedom of association
B) Freedom of the press
C) 1Freedom of conscience
D) Right to vote
Answer: A
Q2) Unions emerged in response to working conditions that are almost unknown today, at least in most industrialized countries.
A)True
B)False
Answer: True
Q3) What is meant by the term "jurisdiction"?
A) The geographic coverage of a piece of legislation
B) The history of the legislation in a given area
C) The question of which arbitrator will adjudicate a dispute
D) Legal responsibility for an issue
Answer: D
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3
Chapter 2: Theories of Industrial Relations
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Q1) In the factories of the Industrial Revolution, control of the business rested with the factory owner. Which of these was not a function performed at the discretion of the owner?
A) Designing the production process
B) Designing a payment schedule in conformity with the guidelines established by the craft guild
C) Deciding how the work was to be performed
D) Deciding who would perform the work
Answer: B
Q2) Selig Perlman felt that unions should focus on creating economic security and opportunity to bring about what result?
A) The promotion of large-scale social change.
B) The creation of a stable, long-term basis for union existence.
C) A rejection of the principles of capitalism.
D) A greater practical understanding of union members by the middle class.
Answer: B
Q3) In 17th-century North America, craftspeople rarely owned their own businesses.
A)True
B)False
Answer: False
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Chapter 3: History of the Canadian Union Movement
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Q1) What is meant by the terms "primary industry" and "secondary industry"?
Answer: Primary industries are resource-based industries such as forestry, fishing, and mining. Secondary industries are those which use or process the products of resource-based industries, such as construction and steel production.
Q2) This 2014 campaign is one of the ways that Canadian unions are exploring new opportunities in order to maintain their presence.?
A) Temporary Worker Program
B) Nine Hour Movement
C) Unions Unite
D) Organize Now Initiative
Answer: A
Q3) What was the by-product of enacting the Wagner Act in the US?
A) The right to organize
B) The right to be free from employer harassment
C) The right to picket
D) The reduction of union/employer conflict
Answer: D
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Chapter 4: The Structure of Canadian Unions
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Q1) Describe the structure and function of each level of the Canadian labour movement.
Q2) How are the affairs of the parent union governed and what style of decision-making is used?
Q3) Members of a local union pay a percentage of their salary as their monthly membership dues.
A)True
B)False
Q4) What are some of the responsibilities of shop stewards in the local unions?
Q5) What is the major mechanism through which the direction of the Canadian Labour Congress is determined?
A) The national convention
B) The vice-presidents' council
C) The executive board
D) The delegates' council
Q6) 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
Page 6
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Chapter 5: The Organizing Campaign
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Q1) The level of sufficient membership support required for certification is consistent in most Canadian jurisdictions.
A)True
B)False
Q2) What are exempt employees?
Q3) The principle of 'community of interest' underlies which two of three considerations in determining whether a bargaining unit is appropriate?
A) Definition of an employee and managerial and non-managerial employees
B) Size and location and size of company
C) Definition of employee and job titles
D) Managerial employees and non-managerial employees.
Q4) Every certification application must contain a description of the bargaining unit that the proposed union is seeking to represent. Generally that description contains what information?
A) A list of names, addresses, and phone numbers of employees to be included in the bargaining unit
B) A list of job titles to be included in the bargaining unit
C) A list of names of those employees to be excluded from the bargaining unit
D) All of the above
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Chapter 6: Establishing Union Recognition
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Q1) Which of the following is not a potential remedy which might be applied by a labour relations board in the case of an unfair labour practice?
A) A make whole order
B) Ordering the union to be reimbursed for any extra organizing expenses incurred in combating anti-union activity by the employer
C) Ordering the reinstatement of employees who were disciplined because of anti-union animus
D) Sentencing the offending party to a jail term
Q2) How does the labour board assess the level of support for the application?
A) It looks at the delays between the application and collecting the signatures
B) It compared the employer's list of employees with the union's list of application supporters
C) It makes a judgment on the readability of the signatures
D) It determines whether the signatures are legitimate and valid
Q3) Which of the following is not a reason that union raids occur?
A) The employees already have the work experience of a unionized environment
B) The organizing campaign is not usually aggressive
C) The organizing campaign is less costly
D) The employer goes out seeking a new union
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Page 8
Chapter 7: Defining and Commencing Collective Bargaining
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Q1) 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
Q2) Which of the following are examples of bad faith bargaining?
A) Outright refusal to bargain
B) Having no intention to conclude a collective agreement
C) Bargaining directly with the employees rather than the union
D) All of the above
Q3) The Rand formula requires that all employees covered by the certification order pay union dues, even if they do not wish to be members of a union.
A)True
B)False
Q4) On occasion, there may be representation on the union's negotiating team from the regional or national level of the union. Describe two reasons why this would occur.
Q5) Discuss the ideal composition of a management bargaining committee. (183-184)
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Chapter 8: The Collective Bargaining Process
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Q1) Why is it difficult to determine the amount of bargaining power held by either union or management in the negotiation process?
Q2) When talks broke down in 2014 during the collective bargaining of a new agreement between some 47,000 health care workers in British Columbia and the Health Employers Association of British Columbia (HEABC), what turned the tide for the unions involved? ?
A) The unions' willingness to take what was being offered
B) HEABC's realization that negotiations were complex and things would only get worse
C) No single factor impacted the ability of the parties to eventually reach agreement
D) The Hospital Employees' Union (HEU) voting 96% in favour of strike action
Q3) Describe the bargaining sub-processes known as intra-organizational bargaining and attitudinal structuring.
Q4) List and describe the factors affecting the employer's bargaining power.
Q5) Integrative bargaining is characterized by the notion of win/ loss.
A)True
B)False
Q6) Describe the ratification process.
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Page 10
Chapter 9: Strikes and Lockouts
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Q1) Strikes in Canada have not represented a significant loss of working time in any recent period. The rate in any given year has never exceeded six-tenths of 1 percent.
A)True
B)False
Q2) Discuss each side's actions and motivations that can end a strike. (Pages 261-263)
Q3) A union member crossing his/her own picket line is demonstrating
A) A sign of disrespect
B) A sign of disloyalty
C) They are prepared to go to jail
D) That they do not agree with the reasoning behind the strike
Q4) The Canadian government is reluctant to use back to work legislation as a dispute resolution method.
A)True
B)False
Q5) When picketing a struck place of employment, picketers are able to say whatever they want on their signs.
A)True
B)False
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Chapter 10: Third-Party Intervention During Negotiations
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Q1) One study on strike activity in the private sector found the following represented costs to the party indicated:
A) $200 per day to striking workers
B) $100 per day to striking workers
C) $800 per day to employers
D) $1,000 per day to employers
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) In jurisdictions where mediation is required prior to a strike or lockout taking place, the usual practice is that the mediator will "book out" of the negotiations before the strike or lockout can occur. What does booking out mean?
Q5) In some Canadian jurisdictions, conciliation is required as a precondition to a strike or lockout.
A)True
B)False
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Chapter 11: The Grievance Arbitration Process
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Q1) Why does Danny Cavanagh, CUPE NS, say that the goal is to avoid the arbitration if at all possible?
A) It is costly and litigious
B) It takes place before and arbitration and with lawyers
C) The grievance system is meant to be a reasonable way to resolve disputes
D) All of the above
Q2) What are the general exceptions to the "grieve, then work" principle?
A) If the collective agreement violation puts the grievor's physical safety in jeopardy
B) When money is at issue
C) If the grievor feels particularly strongly about the issue
D) If the issue concerns a Charter violation
Q3) When a labour relations board accepts a complaint that the union has failed to meet its duty of fair representation, it undertakes an investigation of the workplace grievance.
A)True
B)False
Q4) How did the grievance arbitration process become transformed from an informal process to one that is formal and legalistic?
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Page 13
Chapter 12: Changes to the Union or the Employer
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Q1) 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
Q2) In most Canadian labour laws, what is the level of support required for a decertification?
A) The same level that is required for certification
B) Similar to the level required for certification
C) Less than the level required for certification
D) Greater than the level required for certification
Q3) What is the name of the process used to cancel a union's certification?
A) Decertification
B) Term of cancellation
C) Reverse certification
D) Decreditation
Q4) What are some of the challenges faced by labour relations boards in determining whether or not successorship exists?
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Chapter 13: Future Issues for Workers, Work Arrangements,
Organizations, and the Industrial Relations System
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Q1) How is globalization affecting the Canadian union movement?
A) It is forcing unions to seek mergers with international unions
B) It is affecting their travel and communication costs
C) It is raising concerns about potential job loss and reduced protection for employees
D) It is increasing their resource base
Q2) Given the increase in non-traditional work arrangements, what is the priority in collective bargaining for most industrial based unions today?
A) Maintaining the standards associated with full-time permanent employment and its benefits
B) Improving conditions for telecommuters
C) Eliminating part-time work
D) Regulating temporary contracts
Q3) The initiative undertaken by the CAW to include same-sex spousal benefits in collective agreements has been hailed as an example of what?
A) Progressive leadership which would appeal to new members and activists
B) Leading the auto industry out of the Dark Ages
C) Implementing changes sought through an employee survey
D) An effective recruitment strategy
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