Human Resource Management
Mock Exam
Course Introduction
Human Resource Management focuses on the strategic and operational processes involved in the effective management of people within organizations. This course covers foundational theories, key functions, and contemporary practices, including recruitment and selection, training and development, performance appraisal, compensation, employee relations, and legal aspects of HRM. Students will learn how to align human resource strategies with organizational objectives, address challenges in a dynamic workforce, and explore the ethical and cultural considerations crucial in todays global labor environment. Through case studies, practical scenarios, and group work, participants develop analytical, problem-solving, and decision-making skills essential for effective human resource professionals.
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) The practice of contracting with outside vendors to handle specified functions on a permanent basis is known as
A) payroll and benefits administration.
B) outsourcing.
C) labour-management relations.
D) contract administration.
E) hiring temporary employees.
Answer: B
Q2) Internal factors impacting HRM include all of the following except A) organizational culture.
B) organizational climate.
C) globalization.
D) management practices.
E) retention strategies.
Answer: C
Q3) Productivity refers to the amount of goods produced from one year to the next.
A)True
B)False
Answer: False
Page 3
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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Sample Questions
Q1) Employment equity legislation aims to
A) bring the six traditionally disadvantaged groups into the mainstream of Canada's labour force.
B) remove employment barriers and promote equality for women, visible minorities, aboriginal people, and persons with disabilities.
C) promote unqualified people on the basis of gender, race, and disability.
D) remove employment barriers and promote equality for people who have been discriminated against based on association and political belief.
E) remove employment barriers and promote equality for people who have been discriminated against based on sexual orientation, marital status, and age.
Answer: B
Q2) A company policy that allows for the monitoring of employee use of the internet on company computers is a violation of the privacy rights of employees.
A)True
B)False
Answer: False
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Page 4
Chapter 3: Human Resources Management and Technology
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Sample Questions
Q1) Stacey works for a large organization and she scans her employer's website to determine if there is any online training to help her improve her presentation skills.What is the name given in the textbook for the part of the employer's website where Stacey will most likely find online access to training courses?
A) Skills exchange blog
B) Instructional database
C) Training menu
D) Learning portal
E) Skills module
Answer: D
Q2) An HRIS is primarily a transaction processor,editor,and record keeper,maintaining employee,organizational,and HR-related data.
A)True
B)False
Answer: True
Q3) It is uncommon for managers to request reports from the HRIS.
A)True
B)False
Answer: False
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Chapter 4: Designing and Analyzing Jobs
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Sample Questions
Q1) Candace works for a small start-up with a few levels of management.Which type of organizational structure most likely exists at the company that Candace works for?
A) Bureaucratic organization
B) Hierarchical organization
C) Flat organization
D) Boundaryless organization
E) Matrix organization
Q2) What is a written statement of what the jobholder actually does,how he or she does it,and under what conditions the job is performed?
A) A position analysis
B) A job standard
C) A job specification
D) A job description
E) A job analysis
Q3) An organization chart provides details about actual communication patterns,degree of supervision,amount of power and authority,and specific duties and responsibilities.
A)True
B)False
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Chapter 5: Human Resources Planning
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Sample Questions
Q1) Job sharing occurs when an employee covers the work for another employee who is temporarily absent due to illness or other circumstances.
A)True
B)False
Q2) 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.
Q3) Entry-level jobs are
A) filled more easily externally.
B) filled more easily internally.
C) filled most often through transfers.
D) filled most often through promotions.
E) filled most often through demotions.
Q4) A content marketing firm has lost a large client.The leadership team has decided to enact a hiring freeze and not fill vacancies as they arise.What is one challenge with this approach?
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Chapter 6: Recruitment
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Sample Questions
Q1) How are skills inventories used with respect to job postings?
A) Skills inventories eliminate the need for job postings.
B) Job postings eliminate the need for skills inventories.
C) Skills inventories are used to create job postings.
D) Applicants must create a skills inventory before applying to a job posting.
E) Skills inventories are often used as a supplement to job postings.
Q2) It is illegal to use alternative publications targeted at designated group members in recruitment advertising.
A)True
B)False
Q3) Nepotism is a problem most closely associated with A) write-ins.
B) educational institutions.
C) human resource agencies.
D) employee referrals.
E) walk-ins.
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) Which interviewing method occurs when an applicant is interviewed by a number of interviewers at once?
A) The panel interview
B) The situational interview
C) The sequential interview
D) The serialized interview
E) The behavioural interview
Q2) Demonstrating that a selection technique is a valid predictor of job success for all subgroups is consistent with which of the following forms of validity?
A) Criterion-related validity
B) Differential validity
C) Content validity
D) Construct validity
E) Discriminant validity
Q3) For financially sensitive positions,a credit check may also be included as part of the background investigation and reference checking stage.
A)True
B)False
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Chapter 8: Onboarding and Training
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Sample Questions
Q1) A key aspect of a successful executive integration process includes which of the following?
A) Understanding all of the nuances of the organization before the first day of work
B) Understanding that executives rarely experience reality shock
C) Letting executives integrate on their own initiative
D) Stressing the importance of listening as well as demonstrating competency
E) Clarifying the perks that managers receive once they have reached executive status
Q2) Identify and briefly describe five different training techniques.
Q3) 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
Q4) Identify and briefly describe the five steps in the training and development process.
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Chapter 9: Career and Management Development
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Sample Questions
Q1) Employers are increasingly granting technical and professional employees extended periods of time off to attend a college or university in order to pursue a higher degree or to upgrade their skills; these periods of time off are referred to as
A) upgrade programs.
B) vacations.
C) sabbaticals.
D) temporary leaves of absence.
E) leaves without pay.
Q2) There is a growing need for leaders who can listen to others and tolerate mistakes made in good faith as part of a learning process.
A)True
B)False
Q3) Many firms retain ________ to develop their top managers' effectiveness.
A) mentors
B) executive coaches
C) instructional designers
D) leaders
E) managers
Q4) Identify and briefly describe five career anchors.
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Chapter 10: Performance Management
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Q1) Which performance appraisal technique maintains a record of uncommonly good or undesirable examples of an employee's work-related behaviour,which are reviewed with the employee at predetermined times?
A) Paired comparison method
B) Behaviourally anchored rating scales
C) Alternation ranking method
D) Critical incident method
E) Forced distribution method
Q2) Which performance appraisal technique involves listing all employees to be rated followed by indicating the employee who is the highest on the characteristic being measured and also the one who is the lowest?
A) Behaviourally anchored rating scale
B) Paired comparison method
C) Forced distribution method
D) Alternation ranking method
E) Graphic rating scale
Q3) Paolo is a vice president of finance.He was to get some feedback on a manager on his team as there are concerns around how this manager works with her team and peers.What performance appraisal method is most appropriate and why?
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Page 12
Chapter 11: Strategic Pay Plans
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Q1) The argument that the way in which most compensation surveys are constructed,interpreted,and used leads almost invariably to a situation in which firms set higher wages than they otherwise might is reflective of which of the following terms?
A) Employee discrimination
B) Upward bias
C) Systemic undervaluing
D) Stereotyping of data
E) Report bias
Q2) Executive compensation tends to emphasize performance incentives less than typical employee pay plans.
A)True
B)False
Q3) The purpose of pay equity legislation is to eliminate discrimination based on age and culture.
A)True
B)False
Q4) Describe pay-for-knowledge compensation systems as they relate to competencies and describe what a pay-for-knowledge program should include.
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Chapter 12: Pay-For-Performance and Financial Incentives
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Q1) The stock option is currently the most popular long-term incentive in Canada.
A)True
B)False
Q2) Compensation plans for salespeople have typically relied heavily on incentives,such as sales commissions.
A)True
B)False
Q3) According to Frederick Herzberg what kind of factor is working conditions?
A) Hygiene
B) Motivator
C) High-level
D) Intrinsic
E) Premium
Q4) Effective recognition needs to be all of the following except
A) immediate.
B) personal.
C) spontaneous.
D) specific.
E) unclear.
Q5) Describe five important points to consider when implementing an incentive plan.
Page 14
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Chapter 13: Employee Benefits and Services
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Sample Questions
Q1) Mark works at a IT consulting firm.He has to drop his daughter at daycare every morning.Instead of beginning work at 9 a.m.and finishing at 5 p.m.,he works from 9:30 a.m.to 5:30 p.m.This arrangement is referred to as
A) flextime.
B) telecommuting.
C) flexwork.
D) compressed workweeks.
E) work sharing.
Q2) 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
Q3) The provincial and federal governments pay the full cost of the workers' compensation system.
A)True
B)False
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Page 15
Chapter 14: Occupational Health and Safety
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Q1) Perhaps the most important and effective thing that an employer can do after an accident to reduce workers' compensation costs is to develop which of the following?
A) An accident investigation program
B) A loss-control program
C) An employee assistance program
D) An aggressive return-to-work program
E) An accident-reporting program
Q2) Which of the following is the acronym for the Canada-wide,legally mandated system designed to protect workers by providing crucial information about hazardous materials or substances in the workplace?
A) VDT/RSI
B) Bill C-45
C) MSDS
D) OHSA
E) WHMIS
Q3) Most workplace violence arises from co-workers-rather than customers or strangers.
A)True
B)False
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Page 16
Chapter 15: Managing Employee Separations: Turnover, Communication, and Employee Engagement
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Sample Questions
Q1) Which of the following describes the situation where good performers choose to leave an organization while poor performers stay?
A) Informal turnover
B) Dysfunctional turnover
C) Formal turnover
D) Functional turnover
E) Involuntary turnover
Q2) In the termination interview process described in the textbook,which of the following was the final step in that process?
A) Identify the next step
B) Listen to the employee
C) Review all elements of the severance package
D) Describe the situation briefly
E) Arrange for an outplacement counselling meeting
Q3) Your CEO has asked you to identify three things the company can do to improve employee relations.What advice will you give her?
Q4) Identify and briefly describe the six steps to be followed in a termination interview.
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Chapter 16: Labour Relations
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Q1) Maria joins the union after calculating that with the union she will increase her net pay from the company by 4% after union dues compared with the 2% per year increase that she has been receiving.What is Maria's reason for joining the union called?
A) A dissonance-based reason
B) A utility-based reason
C) A political/ideological reason
D) A grievance reason
E) A career planning reason
Q2) Which of the following is true regarding labour relations legislation across Canada?
A) Collective agreements must be in force for a minimum of two years.
B) Disputes over matters arising from the interpretation of a collective agreement are only settled through conciliation.
C) Procedures are in place for the certification of a union.
D) Labour relations boards are comprised only of union representatives.
E) Strikes or lockouts are allowed during the life of a collective agreement.
Q3) Pensions and benefits for younger workers have become more of a union priority.
A)True
B)False
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Chapter 17: Managing Human Resources in a Global Business
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Q1) In the levels of cross-cultural training described in the textbook,which level corresponds to a focus on attitudes and aims to get participants to understand how attitudes are formed and how they influence behaviour?
A) Level 1
B) Level 2
C) Level 3
D) Level 4
E) Level 5
Q2) Identify and describe the three barriers confronting new immigrants to Canada upon attempting to enter the labour force.
Q3) There are steps or levels to cross-cultural training as described in the textbook.Which level of cross-cultural training corresponds to raising the trainee's awareness of the impact of cultural differences?
A) Level 1
B) Level 2
C) Level 3
D) Level 4
E) Level 5
Q4) Discuss steps that can be taken to assist in the repatriation process.
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