Industrial Relations
Final Test Solutions
Course Introduction
Industrial Relations examines the complex relationships between employers, employees, labor unions, and government within the workplace. This course explores the theoretical foundations and historical development of industrial relations, alongside contemporary practices in negotiation, collective bargaining, dispute resolution, and labor law. Students will analyze the impact of globalization, technological advancements, and socio-economic changes on work environments, as well as the strategies adopted by various stakeholders to resolve conflicts and improve workplace productivity.
Throughout the course, real-world case studies and policy analyses equip students with practical knowledge essential for effectively navigating and managing industrial relations in both public and private sectors.
Recommended Textbook
Strategic Human Resources Planning 6th edition by Ken McBey
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14 Chapters
1024 Verified Questions
1024 Flashcards
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Page 2
Chapter 1: Strategic Management
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) In order for senior managers to determine who the company's customers are,where they are located,and what product or service characteristics the customers value,the managers must develop a statement of the fundamental benefits of the products or services being offered in the marketplace.What is this statement known as?
A) value proposition
B) vision statement
C) value statement
D) vision proposition
Answer: A
Q2) If employees understand the behaviours and performance levels that will be rewarded on the job,what type of benefit is produced that will help managers formulate a strategy?
A) clarity
B) incentives
C) change
D) efficiency
Answer: B
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Chapter 2: Aligning HR With Strategy
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Sample Questions
Q1) Ten Tree Apparel
Ten Tree Apparel is a Regina-based company devoted to producing all its clothing responsibly and locally.It uses only 100 percent organic cotton and unprocessed hemp to create premium-priced contemporary clothing that is unique.Ten Tree Apparel's clothing comes with a distinctive environmental bonus.For every piece of clothing a customer purchases,Ten Tree Apparel plants ten trees.The brand believes in a social enterprise model of business that can inspire a new group of consumers to tackle environmental challenges through reforestation efforts.
Why is strategic HR planning important to Ten Tree Apparel?
A) The planning process itself results in improved goal attainment.
B) The implementation results in an effective organizational strategy.
C) It motivates and attracts high-performing employees.
D) It helps achieve competitive advantage through distinct employee competencies.
Answer: A
Q2) A clearly written mission statement typically increases turnover.
A)True
B)False
Answer: False
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Chapter 3: Environmental Influences on HRM
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Sample Questions
Q1) Which of the following is a forecasting method that human resource professionals may rely on when generating predictions about an organization's future?
A) scenario planning
B) professional consultants
C) strategic indicators
D) competitive indicators
Answer: A
Q2) Emerging economies such as China and India have many workers who are willing to work longer hours for less pay than workers in developed countries such as Canada.
A)True
B)False
Answer: True
Q3) What are the four stages that can be used to analyze the external environment?
A) scanning,monitoring,forecasting,assessing
B) monitoring,forecasting,assessing,extrapolating
C) scanning,forecasting,monitoring,analyzing
D) monitoring,scanning,assessing,extrapolating
Answer: A
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5
Chapter 4: The HR Forecasting Process
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Sample Questions
Q1) A projection is a single numerical estimate of HR requirements associated with a specific time horizon and set of assumptions.
A)True
B)False
Q2) Which of the following is NOT related to attrition?
A) retirements
B) voluntary turnover
C) terminations
D) deaths
Q3) An advantage to internal recruitment is that the employee does not need extensive socialization within the organization.
A)True
B)False
Q4) Which of the following is NOT an internal factor that will affect HR demand?
A) downsizing management
B) vacations and sick days
C) planned redundancy
D) training and development
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Chapter 5: Determining HR Demand
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Sample Questions
Q1) What technique should be used if you want all the participants to have equal participation in the sessions and to minimize dominance,personal attacks,and defensive behaviour?
A) Delphi technique
B) critical incident technique
C) repatriation technique
D) nominal group technique
Q2) Unlike trend analysis,impact analysis relies on subjective,but expert,judgments.
A)True
B)False
Q3) Why are assumptions necessary when implementing the steps of the nominal group technique?
A) to minimize the chance that expert estimates will be misinterpreted
B) to make sure that the group is not dominated by one expert estimate
C) to eliminate the necessity for experts to defend their estimates
D) to ensure the validity and confidentiality of the expert estimates
Q4) According to the textbook,typical estimates for scenario forecasting are organized into optimistic,realistic,and pessimistic scenarios.
A)True
B)False
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Chapter 6: Ascertaining HR Supply
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Sample Questions
Q1) Why is succession planning critical for effective HR planning?
A) It helps to develop employees with new experiences and jobs in case they are laid off.
B) It helps employees to stay motivated because it promotes them for their performance.
C) It helps an organization to stabilize its organizational structures and flexibility.
D) It saves time and money and helps employees to smooth their movement for external hiring.
Q2) A renewal model can also be referred to as a probabilistic or stochastic model.
A)True
B)False
Q3) What does the term "labour wastage" mean?
A) excessive labour supply
B) productivity inefficiencies
C) absenteeism and turnover
D) high cost labour
Q4) A management inventory is used for professional or technical personnel.
A)True
B)False
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Chapter 7: Succession Management
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Sample Questions
Q1) Which organization cited in the textbook has a six-hour replacement strategy if its CEO dies suddenly?
A) Target
B) Walmart
C) Apple
D) McDonald's
Q2) Core competencies are characteristics,such as business knowledge,shared by different positions within an organization
A)True
B)False
Q3) According to the textbook,about one half of the HR managers surveyed in 2011 didn't consider grooming potential leaders a high priority.
A)True
B)False
Q4) What is the normal planning time horizon for succession planning?
A) one month
B) one quarter
C) one year
D) two years
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Chapter 8: Information Technology for HR Planning
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Sample Questions
Q1) Workforce analytics applications address the challenge of getting business intelligence for operational decision making.
A)True
B)False
Q2) In order for data security systems to be effective,there must be a proper balance between what an individual is expected to divulge and another factor.What is this second factor?
A) what information employment and management decisions require B) what the security system costs and the known or projected benefits
C) what level of technology acceptance and user satisfaction is expected
D) what the size of the organization is relative to its external environment
Q3) Why does an organization issue a request for proposal?
A) to communicate what is sought from the vendor
B) to request pricing information from the vendor
C) to substantiate intention to buy from the vendor
D) to request an IT demonstration from the vendor
Q4) One new trend in information technology for HR planning involves the use of forensic reporting.
A)True
B)False
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Chapter 9: Change Management New
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Sample Questions
Q1) When managers and employees examine the assumptions they have used to arrive at a point of view,they are using mental model learning that enables them to bypass the assumptions that may be locking them into a particular frame of mind.
A)True
B)False
Q2) Which type of learning is typified by encouraging participation in decision making and open expression of conflicting views,using valid information and widespread and open testing of evaluations?
A) systems thinking
B) double-loop learning
C) single-loop learning
D) team learning
Q3) Force-field analysis is an approach to understanding and changing individual or group perceptions and behaviours by seeking to understand the interdependent forces that act on individuals or groups and that motivate them toward certain courses of action and restrain them from others.
A)True
B)False
Q4) What is the purpose of force-field analysis in the change management process?
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Chapter 10: Downsizing and Restructuring
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Sample Questions
Q1) If employees believe that they will be rewarded for loyal service and feel protected by job security,what type of contract do they have?
A) employment contract
B) psychological contract
C) union contract
D) long-term contract
Q2) According to the textbook,what is the most common benefit provided to displaced workers?
A) job referral service
B) benefits continuation
C) family counselling
D) severance pay
Q3) What organizational initiative provides a program of counselling and job search assistance for workers who have been terminated?
A) ethics
B) succession
C) outplacement
D) reintegration
Q4) What are four of the reasons that organizations downsize?
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Chapter 11: Strategic International HRM
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Sample Questions
Q1) What is one advantage of increased use of home-country nationals?
A) They are well versed in a company's needs and norms.
B) They are familiar with the parent-country culture.
C) They have greater familiarity with the host-country culture.
D) They require lower relocation costs.
Q2) What are the three international training approaches promoted by the textbook?
A) case studies,lecture-based briefings,vicarious learning
B) information giving,behavioural modelling,experiential forms of training
C) role-playing,field experiences,sensitivity training
D) culture assimilators,on-the-job,area studies
Q3) Identify and briefly explain the three different approaches to SIHRM.
Q4) Compensation to expatriates for goods and services,housing,and taxes,are the three outlay categories where the least discrepancies can arise for an organization.
A)True
B)False
Q5) The five-factor personality model has been demonstrated as irrelevant to expatriate adjustment because it is based on North American research.
A)True
B)False
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Chapter 12: Mergers and Acquisitions
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Sample Questions
Q1) Merging two organizational cultures is challenging.What is it called when the partner companies abandon key elements of their current cultures and adopt new norms?
A) cultural pluralism
B) cultural transformation
C) cultural integration
D) cultural assimilation
Q2) What is it called when one company seeks to acquire another company?
A) consolidation
B) conglomerate
C) vertical merger
D) takeover
Q3) What is one benefit for organizations that apply due diligence in order to manage their culture during a merger?
A) lower absenteeism and attrition
B) improved job satisfaction
C) increased stock prices
D) higher revenues and profits
Q4) List two major results of the research surrounding success rates of mergers and acquisitions.
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Chapter 13: Outsourcing
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Sample Questions
Q1) Which core competency does Nike retain in-house while outsourcing nearly everything else?
A) product design
B) financial analysis
C) customer service
D) employee recruitment
Q2) What are two primary reasons why organizations outsource?
A) strategic and transactional focus
B) access to specialized expertise and advanced technology
C) access to specialized expertise and ability to service remote locations
D) organizational politics and restructuring
Q3) What were two HR functions that Avenor Inc.of Montreal outsourced?
A) preliminary interviews and training needs analysis
B) pensions and payroll administration
C) program delivery and executive salary negotiations
D) wellness programs and strategic HR planning
Q4) Quality improvement is typically cited as a benefit of outsourcing,and therefore it is written into the outsourcing contract.
A)True
B)False
Page 15
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Chapter 14: Hr Assessment and Analytics
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Sample Questions
Q1) What organizational costs would be affected by a smoking cessation program?
A) pension costs
B) vacation costs
C) presenteeism costs
D) productivity costs
Q2) Which of the following is a part of the 5C model of HRM impact?
A) change management
B) commitment
C) compliance
D) communication
Q3) Corporate scorekeeping allows organizations to make a plan that fits organizational strategy.
A)True
B)False
Q4) What are two of the main employee attitudes that are measured in HRM effectiveness surveys?
A) initiative and satisfaction
B) satisfaction and collaboration
C) empowerment and commitment
D) engagement and motivation
Page 16
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