Course Introduction
Industrial Relations
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Industrial Relations examines the complex relationships between employers, employees, labor unions, and government within the workplace. This course provides an in-depth analysis of the development, structure, and functioning of industrial relations systems, exploring topics such as collective bargaining, conflict resolution, labor legislation, workplace negotiations, and the impact of globalization on labor markets. Students will gain insights into the theories and practices that shape labor-management interactions and acquire the skills necessary to navigate and manage contemporary issues in industrial relations across various sectors.
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) What are the advantages of obtaining a professional designation such as the CHRP?
Answer: A CHRP identifies you as possessing the required knowledge and skills to practise human resources management. It also indicates a professional who will act ethically. Recent research by HRPAO indicates that those with the CHRP have an advantage over those who do not when seeking and maintaining employment, and in terms of compensation levels and stakeholders' perception of their achievement. Increasingly, employers are requiring the CHRP for employment of all HR professionals.
Q2) According to the Work Foundation and Institute for Employment Studies in the United Kingdom, what percentage of investment in human resources will produce an approximate increase of $2300 of profit per employee?
A) 1 percent
B) 5 percent
C) 10 percent
D) 50 percent
Answer: C
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3
Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
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Sample Questions
Q1) The Meiorin case became a precedent setting case in British Columbia in the 1990s. What was the main thesis of the case?
A) Male and female firefighters run at different speeds.
B) Bona fide occupational requirements are discriminatory.
C) Women should not be hired as firefighters if they cannot pass the fitness tests.
D) The maximal oxygen uptake can be expanded with increased fitness.
Answer: B
Q2) What is the first step in an organization's selection process?
A) reviewing the candidate pool for the job position
B) identifying knowledge, skills, abilities, and other attributes constructs for the job position
C) acquiring job analysis information for the job position
D) developing performance indicators and job dimension for the job position
Answer: C
Q3) Issues of fairness need to be determined statistically.
A)True
B)False
Answer: False
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4
Chapter 3: Foundations of Recruitment and Selection II
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) What are the four legal means that affect employment practices in recruitment and selection?
A) constitutional law, human rights law, employment equity, and labour law
B) constitutional law, criminal law, civil law, and labour law
C) criminal law, labour law, employment equity, and federal law
D) human rights law, employment equity, labour law, and civil law
Answer: A
Q2) Refer to Scenario 3.3. Who might be liable in this situation?
A) the employer
B) the employee
C) the manager
D) the employer and manager
Answer: D
Q3) Refer to Scenario 3.3. In this situation, which of the following behaviours would NOT be discrimination?
A) Behaviour that is based on a condition of employment.
B) Behaviour that is a misuse of supervisory authority.
C) Behaviour that is nonverbal and limited to only a few incidents.
D) Behaviour that is unintended.
Answer: A
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Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) Refer to Scenario 4-1. What major strategic focus in employee selection could distinguish Scribe Engineering as a high-performing organization rather than an underperformer?
A) a linkage between organizational goals and short-term organizational needs
B) a linkage between organizational goals and long-term organizational needs
C) a linkage between organizational and human resource planning needs
D) a linkage between long-term organizational and human resource goals
Q2) Refer to Scenario 4-1. The technical support job description states "take initiative to resolve customer concerns." What is this an example of?
A) a job summary
B) a competency
C) a job specification
D) a job responsibility
Q3) What is a job-specific competency of an administrative assistant job position?
A) time management
B) relevant knowledge
C) written communication
D) self-image
Q4) Describe one job analysis method.
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Chapter 5: Recruitment, Selection, and Job Performance
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Sample Questions
Q1) Which of the following is an example of contextual behaviour?
A) communication proficiency
B) leadership
C) supervision
D) personal discipline
Q2) Which measures of job performance attempt to capture individual differences among employees with respect to job-related behaviours?
A) attributes
B) behaviour
C) criteria
D) performance indicators
Q3) Contextual performance is closely related to organizational citizenship behaviour.
A)True
B)False
Q4) Explain how human rights relate to performance appraisal processes.
Q5) Define criterion relevance, criterion contamination and criterion deficiency.
Q6) What is contextual performance? Briefly describe two categories of contextual performance.
Q7) Describe two methods for measuring job performance.
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Chapter 6: Recruitment
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Sample Questions
Q1) Why is corporate image important in recruiting efforts? Explain the difference between image advertising and branding.
Q2) Which term best defines the process through which an organization reaches a decision that a job candidate fits the organization's values and culture, and has the attributes desired by the organization?
A) person-job fit
B) person-organization fit
C) cultural fit
D) organizational fit
Q3) Which term defines a set of potential candidates who may be interested in, and who are likely to apply for, a specific job?
A) members of a protected group
B) the labour market
C) a contingent workforce
D) an applicant pool
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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Sample Questions
Q1) Dokko and her co-researchers showed in their research that when knowledge and skill advantage were factored out, work experience was associated with improved performance.
A)True
B)False
Q2) What does a biographical information blank include?
A) educational experiences, hobbies, and family relationships
B) education, work experience, and training
C) personal background, life experience, and sexual orientation
D) knowledge, skills, abilities, and other attributes
Q3) There are many online recruitment companies that help organizations with online candidate sourcing, job board posting management, and many other electronic methods to attract job seekers to organization positions. These companies are increasingly offering more online recruitment and selection services that are much more than just posting job advertisements online. Give an example of how companies can incorporate technology to screen applicants online either through their own company career website or by using a large national/international Internet site. Describe some potential benefits and challenges of online screening.
Q4) Job applicants have to be screened with great care. Explain.
Q5) What are false positives and false negatives? How do these occur?
Page 9
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Chapter 8: Selection II
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Sample Questions
Q1) Refer to Scenario 8-1. There are many actions the HRM can take. What would be an important step in dealing with this situation?
A) establish policies and procedures to support whistle blowers
B) adopt discrimination prevention policies and practices
C) ensure valid and reliable drug and alcohol testing
D) educate management on drug and alcohol testing procedures
Q2) Refer to Scenario 8-1. What legal protected ground would mandatory employee drug testing be violating in this situation?
A) health and safety
B) mental and physical disability
C) there is no violation
D) workplace substance abuse
Q3) Which of the following does NOT need to be met to be accepted as a professional testing standard?
A) Tests must be reliable and valid.
B) Tests must be fair and unbiased.
C) Tests must have utility.
D) Tests must be cost effective.
Q4) What is the goal of employment testing?
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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) "You have scheduled a course, hired a teacher, and registered students. On the day of the course, students arrive; however, the teacher does not show up. What do you do?"
What type of interview question is this?
A) behavioural
B) real-life
C) situational
D) leading
Q3) Refer to Scenario 9-1. What is the purpose of OMC's employment interview?
A) It is used as one of the first stages in the selection process.
B) It is used to assess the noncognitive attributes such as interpersonal working relationships, initiative, and conscientiousness.
C) It is used at the same time as screening and testing to reduce costs.
D) It is used to confirm information that was provided in the résumé.
Q4) What is an unstructured interview?
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Page 11
Chapter 10: Decision Making
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Sample Questions
Q1) The belief that unswerving eye contact reveals honesty, directness, and confidence is an example of an implicit theory.
A)True B)False
Q2) Describe one of the statistical or judgmental approaches used for the collection and combination of information.
Q3) In which approach are data are combined statistically?
A) the statistical composite
B) the trait rating approach
C) the profile interpretation
D) the pure statistical approach
Q4) What are some of the constraints facing managers during the selection process?
Q5) Surveys indicate that in most organizations one individual makes selection decisions.
A)True B)False
Q6) Describe some of the major challenges facing HR professionals with respect to decision making in the recruitment and selection process.
Q7) What are some of the advantages of group decision making in selection?
Page 12
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