Human Resources Planning Review
Questions
Course Introduction
Human Resources Planning focuses on the systematic process organizations use to ensure they have the right number of employees with the appropriate skills to meet current and future business objectives. Students will examine workforce analysis, forecasting demand and supply of labor, succession planning, and strategies for addressing gaps through recruitment, training, or restructuring. The course also explores internal and external factors influencing HR planning, the role of technology in talent management, and the alignment of human resources strategies with organizational goals. Through case studies and practical assignments, students develop skills to implement effective HR plans that support organizational growth and adaptability.
Recommended Textbook Management of Human Resources The Essentials 4th 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 management philosophy based on the belief that attitudes and feelings of workers are important and deserve more attention is known as
A) socialism.
B) scientific management.
C) the human resources movement.
D) the human relations movement.
E) psychology.
Answer: D
Q2) One characteristic of Generation X employees is
A) mastery of technology.
B) eagerness to make a contribution.
C) a sense of security linked to corporate loyalty.
D) an orientation towards action.
E) a desire for work/life balance.
Answer: E
Q3) Management can lose its authority and power by empowering its employees.
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) What is a bona fide occupational requirement (BFOR)? Define the term and give an example of a BFOR for a truck driver.
Answer: A bona fide occupational requirement is a justifiable reason for discrimination based on business necessity. For a truck driver, a BFOR would be corrected vision of approximately 20/20.
Q2) Refusing to promote a highly qualified white male into senior management because his wife has just been diagnosed with a chronic illness that might interfere with his willingness to work long hours is an example of A) differential treatment.
B) discrimination on the basis of association.
C) discrimination on the basis of disability.
D) systemic discrimination.
E) reverse discrimination.
Answer: B
Q3) A deliberately structured process is involved when developing an employment equity program.
A)True
B)False
Answer: True
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Chapter 3: Designing and Analyzing Jobs
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Sample Questions
Q1) Jobs have become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.
A)True
B)False
Answer: True
Q2) Job enlargement involves
A) vertical loading.
B) multi-skilling.
C) systematically moving employees from one job to another.
D) increased challenge.
E) horizontal loading.
Answer: E
Q3) Designing an organizational structure depends on the strategic goals of the company.
A)True
B)False
Answer: True
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Chapter 4: Human Resources Planning and Recruitment
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Sample Questions
Q1) To deal with a labour shortage, firms often use all of the following strategies except A) subcontracting work.
B) offering generous early retirement and buyout packages. C) scheduling overtime.
D) transferring and promoting employees.
E) recruiting.
Q2) Popularity of internet job boards among job seekers is high due to the types of job postings available. the features of the job boards. the technological requirements of the internet. the number of job postings available on one site. nothing, they are not popular.
Q3) Highly educated immigrants are the predominant drivers of growth in the Canadian labour pool.
A)True
B)False
Q4) A strategy used to deal with an employee surplus is the promotion of employees.
A)True B)False
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Chapter 5: Selection
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Sample Questions
Q1) Tests that measure an individual's potential to perform a job, provided he or she is given proper training, are known as
A) aptitude tests.
B) interest inventories.
C) achievement tests.
D) personality tests.
E) intelligence tests.
Q2) Toward the end of the interview, time should be allotted to do all of the following except
A) advocate for the firm, if appropriate.
B) politely advise a candidate if it has been determined that he or she will not be given further consideration.
C) advocate for the position, if appropriate.
D) thank the interviewee.
E) answer any questions the candidate may have.
Q3) Criterion-related validity is the extent to which a selection instrument, such as a test, samples the knowledge and skills needed to perform the job.
A)True
B)False
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Page 7
Chapter 6: Orientation and Training
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Sample Questions
Q1) A technique for determining the training needs of newly hired employees is A) task analysis.
B) observations.
C) personnel records.
D) performance analysis.
E) testing.
Q2) Under Canadian human rights legislation, several aspects of training programs must be assessed with an eye toward the program's impact on
A) reverse discrimination.
B) white males.
C) company profits.
D) highly educated workers.
E) designated group members.
Q3) E-learning is the delivery and administration of learning opportunities and support via videoconferencing to enhance employee performance.
A)True
B)False
Q4) Identify and briefly describe 5 career anchors.
Q5) Identify and briefly describe five different training techniques.
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Chapter 7: Performance Management
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Sample Questions
Q1) When conducting the appraisal interview, all of the following should be kept in mind except
A) developing an action plan.
B) being direct and specific.
C) encouraging the person to talk.
D) talking in generalities.
E) not getting personal.
Q2) Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.
A)True
B)False
Q3) When a person is accused of poor performance, research indicates that the first reaction that he/she may have is often
A) ignoring the accusation.
B) aggression.
C) changing the subject.
D) anger.
E) denial.
Q4) Identify and briefly describe five rating scale appraisal problems.
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Chapter 8: Strategic Pay Plans
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Sample Questions
Q1) Work/life programs help employees do their jobs effectively using A) flexible scheduling and childcare.
B) vacation and holidays.
C) employer-paid insurance.
D) advancement opportunities.
E) recognition programs.
Q2) Employers usually survey other firms to see if they are paying comparable pay for comparable jobs.
A)True
B)False
Q3) Most of the pay equity acts in Canada focus on four compensable factors-skill, effort, responsibility, and working conditions.
A)True
B)False
Q4) Skill/competency-based and market-based pay entirely eliminates the need for evaluating the worth of one job relative to others in the firm.
A)True
B)False
Q5) Identify and briefly describe the five components of total rewards.
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Chapter 9: Employee Benefits and Services
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Sample Questions
Q1) Employees who work during the notice period provided by the employer before employment is terminated receive a lump sum payment called "pay in lieu of notice."
A)True
B)False
Q2) A pension plan in which a certain amount of profit is credited to each employee's account, payable at retirement, termination, or death, is a
A) group pension plan.
B) defined benefit pension plan.
C) defined contribution plan.
D) deferred profit-sharing plan.
E) group RRSP.
Q3) Felicia has just received the rate increases from the company's extended health care benefit suppliers and she is dreading the conversation she is about to have with the chief financial officer.Felicia is the HR generalist in her organization-help her out by giving her four good ideas she can bring forward to help her organization control health care costs.
Q4) Identify and briefly describe five employee services including at least two from personal services and two job-related services.
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Chapter 10: Occupational Health and Safety
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Sample Questions
Q1) Occupational health and safety inspectors have all of the following powers except A) issuing orders to stop work.
B) entering a workplace at any time without a warrant or prior notification.
C) imposing jail terms.
D) carrying out safety inspections of workplaces.
E) issuing orders to stop emission of contaminants.
Q2) Accidents are generally most frequent between the ages of 17 and 28, declining thereafter to reach a low
A) in the late twenties and thirties.
B) in the late forties and fifties.
C) in the late thirties and forties.
D) in the late fifties and sixties.
E) at age 65.
Q3) Safety and accident prevention concerns managers because
A) work-related accidents figures are staggering.
B) of global competition.
C) cutting costs is essential.
D) customer service is extremely important.
E) employees need to be motivated.
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Page 12
Chapter 11: Managing Employee Separations: Foundations
of Employee Engagement Communication and Turnover Management
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Sample Questions
Q1) The steps in a termination interview include planning the interview carefully, getting to the point, describing the situation, and doing the majority of talking.
A)True
B)False
Q2) Laws that require an employer to notify employees in the event that the employer decides to terminate a group of employees are called
A) "at will" laws.
B) privacy laws.
C) notification laws.
D) employment termination laws.
E) group termination laws.
Q3) To increase employee engagement, many firms
A) give employees extensive data on the performance of and prospects for their operations.
B) encourage employees to form relationships with each other outside of work.
C) give top-performing employees extra perks and raises.
D) ensure there is gender equity in all of their employment policies.
E) ensure that employees performing at a below-average level are effectively disciplined.
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Chapter 12: Labour Relations
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Sample Questions
Q1) Factors accounting for union membership trends in Canada include all of the following except
A) more effective HR practices in non-unionized firms.
B) the increase in service sector.
C) a decline in employment in industries that have traditionally been highly unionized.
D) increase in white-collar jobs.
E) none, there are no exceptions listed above.
Q2) Situations in which interest arbitration may be involved include all of the following except
A) negotiations involving firefighters in most jurisdictions.
B) negotiations involving police officers in most jurisdictions.
C) negotiations involving public servants in some jurisdictions.
D) negotiations involving nursing home employees in most jurisdictions.
E) none, there are no exceptions listed above.
Q3) The primary goal of the labour unions active in Canada is to obtain job security for their members.
A)True
B)False
Q4) Identify and briefly describe the five steps of the labour relations process.
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Chapter 13: Managing Human Resources in a Global Business
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Sample Questions
Q1) When sending employees abroad, employers must address practical issues such as A) knowledge dissemination.
B) developing talent on a global basis.
C) deployment.
D) naturalization.
E) assignment letters.
Q2) The training level that corresponds to raising awareness of cultural differences and their impact on business outcomes is
A) Level 1.
B) Level 2.
C) Level 3.
D) Level 4.
E) Level 5.
Q3) Level 3 of the training of employees for global assignments is focused on
A) the impact of cultural differences.
B) understanding how attitudes are formed.
C) factual knowledge of the target country.
D) language acquisition and adaptation skills.
E) non-verbal communication awareness.
Q4) Discuss steps that can be taken to assist in the repatriation process.
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