Industrial Relations
Final Exam
Course Introduction
Industrial Relations explores the dynamic relationships between employers, employees, trade unions, and the government within the workplace. The course examines the historical development, theoretical frameworks, and practical aspects of industrial relations, including collective bargaining, conflict resolution, labor law, and the role of institutions in shaping employment conditions. Students will analyze case studies and contemporary issues affecting industrial relations systems globally, gaining insights into negotiation strategies, dispute mechanisms, and the impact of globalization and technology on work environments.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by Victor M. Catano
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10 Chapters
722 Verified Questions
722 Flashcards
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Page 2
Chapter 1: An Introduction to Recruitment and Selection
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) Why must Canadian organizations be cognizant of the influences of globalization when considering recruitment and selection?
A) Globalization affects the pricing strategies for goods and services.
B) Globalization creates higher trade barriers for entry.
C) Globalization demonstrates that best practices for staffing are necessary.
D) Globalization threatens the survival of domestic retailers.
Answer: C
Q2) Why do growing numbers of employers require their human resources professionals to have CHRP designations?
A) Certified human resources professionals must adhere to a code of ethics that dictates standards of performance.
B) Certified human resources professionals clearly understand all legislation.
C) Certified human resources professionals can enforce organizational conflict-of-interest policies and ethical codes of conduct.
D) Certified human resources professionals are certified in their HR field of expertise, which requires less post-secondary education.
Answer: A
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3
Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) Choose a specific job you are familiar with and choose one characteristic that you think is critical to successfully performing that job. If you were the HRM hiring for this position, what would you consider in measuring the characteristic and job performance to ensure reliability and validity?
Answer: Refer to the short answer question and answer (above) on science-based selection, reliability, and validity. Figure 2.1, Job Analysis, Selection, and Criterion Measurements of Performance: A Systems Approach (p. 34), Table 2.1, Human Resources Management: Science versus Practice in Selection (p. 38), and Recruitment and Selection Notebook 2.1 Validity (p. 52) emphasize the importance of job analysis, selection, and criterion measurements of performance, systems approach, and science-based selection. Refer to the example of the Winnipeg Police Service (p. 37).
Q2) Validity is the degree to which observed scores are free from random measurement errors.
A)True
B)False
Answer: False
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Chapter 3: Foundations of Recruitment and Selection II
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Which one of the following questions can be asked of a potential candidate?
A) Were you born in Canada?
B) Are you legally entitled to work in Canada?
C) What is your name on your birth certificate?
D) Is French your first language?
Answer: B
Q2) What protection does Bill have under human rights law in this situation?
A) Bill is not being discriminated against as public safety requires a high standard of driving skills.
B) Bill is protected on the grounds of physical disability.
C) Bill is protected by employment equity legislation.
D) Bill is not being discriminated against as driving requires quick response of his hands and feet.
Answer: B
Q3) When a manufacturer decides not to hire women in areas requiring heavy lifting, this is an example of indirect discrimination or adverse impact discrimination.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) The evolution toward rapidly changing jobs and organizations that demand flexibility of their workers has led some HR practitioners to search for alternatives to traditional job analysis techniques. What factors are impinging on traditional job analysis? What are competencies? List three important elements of competencies. What role do competencies have in recruitment and selection?
Q2) Which of the following best defines a job position?
A) a collection of positions with related job activities and duties
B) the different duties and responsibilities performed by one employee
C) the knowledge, skills, and abilities required to perform work
D) the tasks, duties, and responsibilities associated with work
Q3) Refer to Scenario 4-1. What would NOT be one of your key guidelines while conducting the job analysis?
A) A job analysis is a formal, structured process carried out under a set of guidelines established in advance.
B) A job analysis refers to a single methodology.
C) A job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.
D) A job analysis uses a range of techniques.
Q4) Describe one job analysis method.
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Chapter 5: Recruitment, Selection, and Job Performance
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65 Verified Questions
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Sample Questions
Q1) Refer to Scenario 5-3. What performance appraisal method are the hospitals using?
A) graphic rating scale
B) results method
C) behavioural rating scale
D) ranking system
Q2) John Campbell and his associates have developed a theory of work performance. Campbell proposes that the behaviours that people are expected to exhibit as part of their job appear to fall into eight job performance dimensions. You are applying for a position as an HRM. Describe and give an example of two performance dimensions from Campbell's model that you believe would be major performance components required of a HRM. Describe how these performances are expressed in relation to an organization's mission and goals. How could this desired performance be measured? What criteria could be used? What determines individual differences in Campbell's eight job performance components? Why would you perform more effectively and efficiently than another candidate?
Q3) Performance measurement is always subjective and is not reliable to predict future performance.
A)True
B)False
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Page 7
Chapter 6: Recruitment
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Sample Questions
Q1) Refer to Scenario 6-2. Which two internal factors are influencing BCH's recruitment strategy?
A) the scarce qualified nursing labour and legal environment
B) BCH's business plan of becoming an employer of choice and union contracts
C) the nurse applicants' job expectations and attitudes
D) the part-time labour market and outsourcing
Q2) Refer to Scenario 6-3. How could the municipalities build a positive perception about government organizations in the minds of the young business job seekers?
A) image advertising
B) a corporate image
C) branding
D) realistic job previews
Q3) Unlike job boards, there is no cost to joining a social network.
A)True
B)False
Q4) Recruitment is done separately from the selection process.
A)True
B)False
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Chapter 7: Selection I
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71 Verified Questions
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Sample Questions
Q1) Employers can use orientation and mentoring programs to inculcate the normative expectations and culture for new employees who may have previous work experience.
A)True
B)False
Q2) Which researcher presents an explanatory or ecological model for the predictive validity of biodata?
A) Imus
B) Saks
C) Asher
D) Breaugh
Q3) Reference checks generally take place early in the screening process as a way to reduce the applicant pool.
A)True
B)False
Q4) Screening is the first step of the selection process. It involves identifying individuals from the applicant pool who have minimum qualifications for the targeted position.
A)True
B)False
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Page 9
Chapter 8: Selection II
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Sample Questions
Q1) Fitness testing or physical or medical examinations should be administered only after the applicant has been given an offer of employment, which is made conditional on the applicant's passing the test or exam.
A)True
B)False
Q2) If you are seeking an individual with quick finger dexterity for a keyboard operator position, what can dexterity be classified as?
A) an aptitude
B) an attribute
C) a skill
D) an ability
Q3) Which concept is referred to as an individual's degree of proficiency or competency on a given task that develops through performing the task?
A) performance
B) skill
C) proficiency
D) aptitude
Q4) What is personality and what are two ways that personality can be measured?
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Page 10
Chapter 9: Selection III
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Sample Questions
Q1) Factors such as the applicant's physical appearance and nonverbal behaviours during the interview can affect the interviewer's evaluation of the applicant.
A)True
B)False
Q2) If a competency for a job is communication, what would be an example of a behavioural indicator?
A) responding to clients and concerns
B) interpersonal relations
C) people skills
D) oral and written communication skills
Q3) According to Videotron, which of the following is NOT a benefit of speed interviewing?
A) Potential biases of any one interviewer are cancelled out.
B) Performance of new employees is ensured with standard questions.
C) A large number of candidates can be assessed in a cost-effective manner.
D) The candidate's job suitability is assessed accurately and robustly.
Q4) Several elements contribute to a structured interview. Describe five of these.
Q5) Describe three purposes of the employment interview.
Q6) What is an unstructured interview?
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Chapter 10: Decision Making
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Sample Questions
Q1) What are some of the constraints facing managers during the selection process?
Q2) In most general undergraduate university degrees, what is the cut-off that has been established by convention in the last decade?
A) 80 percent
B) 70 percent
C) 60 percent
D) 50 percent
Q3) What type of theories are personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness?
A) explicit
B) implicit
C) psychological
D) attribution
Q4) What is the simplest way of combining applicant information in the selection process?
A) Add the scores together.
B) Apply weighted averages.
C) Apply moving averages.
D) Separate quantitative and qualitative data.
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