Human Resource Management Exam Preparation Guide

Course Introduction

Human Resource Management is a comprehensive course that delves into the strategies, policies, and practices used to effectively manage an organizations workforce. Covering topics such as recruitment, selection, training and development, performance appraisal, compensation, and labor relations, the course examines the role of HR professionals in fostering a positive work environment and aligning employee performance with organizational goals. Emphasis is placed on legal and ethical considerations, diversity and inclusion, motivation, and the development of effective communication and leadership skills essential for successful human capital management in todays dynamic business landscape.

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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Q1) Industrial relations is a broad, interdisciplinary field of study and practice that encompasses some aspects of the employment relationship.

A)True

B)False

Answer: False

Q2) The 1982 Dolphin Delivery case dealt with

A) an employer injunction to request picketing

B) an employer injunction to prevent picketing

C) a union injunction to request picketing

D) a union injunction to prevent picketing

Answer: B

Q3) List two early Charter of Rights and Freedoms cases that have been important for industrial relations issues.

Answer: *1982 Dolphin Delivery Case

*1991 Lavigne case

*Dunmore v. Ontario

Q4) What is the union's primary role in the workplace?

Answer: A union's primary role is to represent the employees in interactions with the employer.

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Chapter 2: Theories of Industrial Relations

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Q1) According to Marx and Engels, what is the reason for the existence of unions and what is their ultimate objective?

Answer: The emergence of unions was a symptom of an ongoing class struggle. Unions were the means by which the working class could avoid exploitation by the upper class. In order to survive, unions had to have a larger political purpose. They would be a vehicle of class discontent which would eventually lead to the overturning of capitalism and the development of a classless society.

Q2) Karl Marx and Freidrich Engels believed that the emergence of unions was a symptom of what?

A) The need to overthrow capitalism

B) An ongoing class struggle

C) The need for political action

D) The need to improve workers' standard of living

Answer: B

Q3) 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

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Chapter 3: History of the Canadian Union Movement

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Q1) Which level of government in Canada has primary responsibility for the enactment of legislation governing labour relations?

A) The federal government

B) Provincial governments

C) Municipal governments

D) The federal and provincial governments have joint responsibility

Answer: B

Q2) How did the Catholic Church respond to the presence of the Knights of Labor in Quebec?

Answer: The Church, referring to a letter obtained from the Vatican, declared membership in the Knights of Labor a "grievous sin" since they supposedly required "unswerved obedience to occult chiefs". Knights' members were banned from taking communion and had to file declarations that they had left the Knights if they wished to regain the privilege of taking communion. A later intervention by a leader of the Knights with Catholic bishops caused the letter to be rescinded and the Knights continued to operate.

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Chapter 4: The Structure of Canadian Unions

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Q1) Members who take time away from their jobs to serve on the executive

A) Retain their seniority and benefits

B) Take leave without pay and cannot return to their union job

C) Must resign their position

D) Get to be promoted upon their return

Q2) Usually the union membership is free to structure the union as it sees fit.

A)True

B)False

Q3) The CLC Code of union citizenship acknowledges all but which of the following in relation to CLC affiliates?

A) Different sizes

B) Internal structures

C) Geographic locations

D) Inequitable gender representations

Q4) 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

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Chapter 5: The Organizing Campaign

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Q1) Which of the following is not a criterion for an employee to be excluded from the bargaining unit as an exempt employee?

A) The performance of work involving administrative support to top managers

B) Access to employment records

C) Responsibility for the scheduling of certain operations

D) Involvement in the preparation of plans for collective bargaining

Q2) 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

Q3) What are some of the challenges which confront labour relations boards as they attempt to determine if there exists the necessary level of support for certification and which employees should be included? (132)

Q4) During an organizing campaign, unions must not conduct their campaign activities at the workplace or during working hours.

A)True

B)False

Q5) What is a sweetheart agreement?

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Chapter 6: Establishing Union Recognition

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Q1) Who may initiate a raid in the context of a union certification?

Q2) Can a union lose its certification by virtue of the company being sold or merged with another company? Explain your answer.

Q3) What is the 'terminal date'?

A) The date when the notice must be taken down

B) The date that the application becomes null and void

C) The date that the Board must receive the submissions

D) The date that the employees must be formally notified of the application

Q4) Why would a labour board hold a hearing during the application for certification? What form would such a hearing take? (155)

Q5) When does assessing levels of employee support for a union become complicated?

A) When the signatures are printed and not written

B) When there has been a delay between getting the signatures and submitting the application

C) When employees supporting the union are contemplating leaving the employer

D) When the employer asserts that the signatures are fraudulent

Q6) What is an application bar?

Q7) In the context of a union certification, what is a raid?

Q8) What is an unfair labour practice in the context of an organizing campaign?

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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) Discuss the concept of union security. In particular, you should address the fundamental issue of whether or not employees should be obligated to participate in unions and list some forms of union security. (178-179)

Q3) Under most Canadian jurisdictions, when must negotiations begin once a certification order has been issued?

A) Within one calendar month

B) As soon as either party advises the other of their intention to commence bargaining

C) Within eight days of the notice

D) As quickly as possible once the certification order is received

Q4) 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

Q5) What should be the first action undertaken by a well prepared negotiating team?

Page 9

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Chapter 8: The Collective Bargaining Process

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Q1) Which of the following is a factor that can affect bargaining power?

A) Environmental factors

B) Socio-economic factors

C) Hierarchical factors

D) Demographic factors

Q2) Describe the bargaining sub-processes known as intra-organizational bargaining and attitudinal structuring.

Q3) During the Pre-negotiation stage why does each side often group proposals into categories like "essential" and "dropped off the table"?

A) So that they can indicate the category when presenting

B) To make it easier to link similar proposals

C) To set the stage for distributive bargaining

D) So that those that can be traded are identified early

Q4) In which of the negotiation stages do the parties determine their priorities and goals?

A) The negotiation stage

B) The pre-negotiation stage

C) The collective bargaining phase

D) The pre-ratification stages

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Chapter 9: Strikes and Lockouts

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Q1) List and describe the different motivations for strikes and lockouts. (Page 242-243)

Q2) Given the amount of collective agreements negotiated in Canada, strikes or lockouts are unusual. What percent of Canadian collective agreements are settled without a strike or lockout?

A) 60%

B) 72%

C) 84%

D) 90%

Q3) Discuss Canada's strike record versus that of other industrialized countries. (Page 263)

Q4) What are the two major functions served by picketing?

Q5) Discuss each side's actions and motivations that can end a strike. (Pages 261-263)

Q6) A work-to-rule campaign occurs when union members interpret the terms of the collective agreement very narrowly and follow them very closely in order to slow down production.

A)True

B)False

Q7) Define the terms "strike" and "lockout."

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Chapter 10: Third-Party Intervention During Negotiations

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Q1) What strike saw the mediator's recommendations being incorporated into government back-to-work legislation imposed to end the strike?

A) Vancouver transit strike

B) British Columbia transit strike

C) Nova Scotia nurses' strike

D) Calgary police strike

Q2) Describe the form of third-party intervention known as mediation-arbitration.

Q3) What is the condition precedent to an industrial inquiry commission being appointed in British Columbia?

A) The strike or lockout must be at least 30 days old

B) A dispute need not actually exist but a dispute is likely to arise

C) A strike must be 72 hours away

D) All other forms of third-party intervention must have failed

Q4) In the event that the report of the conciliation officer is unable to resolve the dispute, what is the next step in most Canadian jurisdictions?

A) The appointment of a tripartite mediation board

B) The appointment of a mediator

C) The appointment of a tripartite conciliation board

D) The appointment of a labour commissioner

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Chapter 11: The Grievance Arbitration Process

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Q1) Which of the following would typically be classified as an individual grievance?

A) A dispute over the seniority provisions of the agreement

B) A dispute over a disciplinary sanction given to an employee

C) A dispute over the contracting-out provisions of the agreement

D) A dispute over the union security clause

Q2) 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

Q3) Discuss three alternatives to the traditional arbitration process. (Pages 324, 327, 330)

Q4) Expedited arbitration is mandated by legislation in all Canadian provinces. A)True

B)False

Q5) Describe the process usually used for the selection of grievance arbitrators.

Q6) How did the grievance arbitration process become transformed from an informal process to one that is formal and legalistic?

Q7) What is the standard of proof required in arbitration hearings?

Q8) What is a union's duty of fair representation in the grievance process?

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Chapter 12: Changes to the Union or the Employer

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Q1) When a raiding union is successful and a new certification order is issued, what is the only change to the previous certification order?

A) The names of the employer and the union

B) The identification of the bargaining unit

C) The scope of the certification order

D) The name of the union

Q2) If a labour board finds sufficient evidence of continuity or complete abdication of responsibility by a business owner, a declaration of successorship will be issued.

A)True

B)False

Q3) Discuss the impact of workplace restructuring on unions and discuss some union responses to restructuring. (Pages 368-371)

Q4) What is not permitted during a legal decertification vote?

A) Secret ballot

B) Voting outside of working hours

C) Vote conducted in the workplace

D) A simple yes/no question

Q5) When can issues of successorship arise?

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Chapter 13: Future Issues for Workers, Work Arrangements,

Organizations, and the Industrial Relations System

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Q1) What are the advantages to the union in using the salting technique in organizing drives?

Q2) How are unions getting information out to young people?

A) Telephone campaigns

B) Websites and social media

C) Word of mouth

D) Job fairs

Q3) Organizations are exploring new forms of structure that involve decreasing levels of hierarchy. How are these changes problematic for unions?

A) They make communication more difficult

B) They reduce the traditional hierarchical distinctions between managers and employees

C) They complicate the bargaining process

D) All of the above

Q4) The majority of Canadian workers aged 15 to 24 fall into the category of non-standard work.

A)True

B)False

Page 15

Q5) Discuss the interrelationship between visible minorities and underemployment.

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