Introduction to Human Resource Management
Exam Questions
Course Introduction
Introduction to Human Resource Management provides an overview of the fundamental principles and practices involved in managing people within organizations. The course explores key HR functions such as recruitment and selection, employee development, performance management, compensation and benefits, labor relations, and workplace safety. Students will examine the strategic role of human resource management in supporting organizational goals and fostering a positive work environment. Emphasis is placed on understanding legal and ethical considerations, diversity and inclusion, and the evolving impact of technology on HR practices. This course equips students with foundational knowledge and practical skills necessary for effective human resource management in a dynamic business environment.
Recommended Textbook
Canadian Human Resource Management 11th Edition by Hermann Schwind
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Page 2
Chapter 1: Strategic Human Resource Management
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Sample Questions
Q1) Which of the following is NOT one of the 6 stages of moral development by Kohlberg?
A)obedience and punishment
B)reciprocity
C)transitional
D)law and order
E)the social contract
Answer: C
Q2) Which of the following is NOT a benefit of conducting a human resource audit?
A)it ensures timely compliance with legal requirements
B)it reduces human resource costs through more effective procedures
C)it reveals corrupt activities in other departments
D)it stimulates uniformity of human resource policies and practices
E)it enhances the professional image of the department
Answer: C
Q3) Allophones are defined as someone whose native tongue is Albanian.
A)True
B)False
Answer: False
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Chapter 2: Job Analysis and Design
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Sample Questions
Q1) Job enlargement adds more responsibilities and autonomy to a job,giving the worker greater powers to plan,do,and evaluate job performance.
A)True
B)False
Answer: False
Q2) In the National Occupational Classification,the second digit is for education level.
A)True
B)False
Answer: True
Q3) "Undertakes other tasks assigned by the supervisor" is an example of a responsibility on a job description.
A)True
B)False
Answer: True
Q4) Job descriptions will most often be signed by an incumbent and their supervisor.
A)True
B)False
Answer: True
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Page 4
Chapter 3: Human Resource Planning
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Sample Questions
Q1) The most common components of an HRIS system are recruitment and applicant tracking,time and attendance,training and development,performance management,career planning,compensation,benefits and pension administration,employment equity information,performance evaluation,health and safety,and labour relations.However,the number of data fields,where information can be stored is greatly limited due to the functionality of the system.
A)True
B)False Answer: False
Q2) One reason that part-time employment is advantageous to an employer is that it increases flexibility so that employers can match the workforce with peak demands.
A)True
B)False Answer: True
Q3) Organizational strategies define the human resource objectives.
A)True
B)False Answer: True
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5
Chapter 4: Legal Requirements and Managing Diversity
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Sample Questions
Q1) Governments often create special regulatory commissions and boards:
A)in order to avoid flooding the courts (with often minor issues)as the workplace becomes increasingly regulated
B)in order to make jobs for the unemployed regulators
C)in order to do a preliminary organizing of cases before sending them to the courts
D)because courts are refusing to hear cases regarding minor issues
E)because courts did not know enough to make reasonable judgments
Q2) Firing an employee for drug or alcohol dependency can be considered as discrimination in some cases.
A)True
B)False
Q3) The Supreme Court has held that the Canadian Charter does not include the right to strike or to collectively bargain.
A)True
B)False
Q4) Legal direct discrimination is called bona fide occupational requirement.
A)True
B)False
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Chapter 5: Recruitment
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Sample Questions
Q1) In preparing a resume,which of the following is highly relevant?
A)grammar and syntax
B)using specific words
C)personal goals
D)work experience
E)education
Q2) Because the economic environment can change quickly,recruiters should monitor changing statistics and conditions which include all of the following EXCEPT:
A)employment statistics
B)leading economic indicators
C)cash flow
D)want ad index
E)predicted sales levels versus actual sales levels
Q3) Studies have indicated that the age and title of a recruiter may be factors in creating a favourable impression in campus recruiting.
A)True
B)False
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Chapter 6: Selection
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Sample Questions
Q1) Rational approaches include both content and construct validity.
A)True
B)False
Q2) One method of integrity testing is the use of graphic responses tests.A method that is prohibited in some provinces by the Employment Standards Act is:
A)written tests
B)attitude tests
C)polygraph testing
D)computer interactive testing
E)employment testing
Q3) Which one of the following would NOT be considered as an unethical selection practice?
A)hiring based on friendship or relationship rather than suitability
B)taking bribes
C)accepting gifts from a placement agency
D)hiring on suitability and merit
E)taking age and gender information into consideration when not required by the nature of the job
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8
Chapter 7: Orientation, Training and Development, and Career Planning
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Q1) The involvement of human resource departments in employee career planning has grown in recent years mainly because career planning does all of the following EXCEPT:
A)taps employee potential
B)reduces management hoarding of key employees
C)automatically filters out and removes unacceptable employees
D)develops promotable employees
E)assists employment equity plans
Q2) Socialization is about introducing the culture of an organization.
A)True
B)False
Q3) Organizationally sponsored career planning can further employee growth,tap employee potential,and satisfy employee needs.
A)True
B)False
Q4) Job performance,exposure,and organizational loyalty are all possible career development actions.
A)True
B)False
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Chapter 8: Performance Management
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Sample Questions
Q1) Job analysis has a direct impact on performance appraisal by:
A)uncovering specific performance criteria
B)ignoring job standards
C)utilizing external workforce analysis
D)negotiating union contracts
E)setting sales goals
Q2) One serious problem with all subjective measures of employee evaluation is the problem of:
A)rater bias
B)employee misunderstandings
C)impersonal objectivity that ignores character traits
D)evaluator exhaustion
E)excessive expenditures
Q3) Performance standards are the benchmarks against which performance is measured.
A)True
B)False
Q4) Leniency and strictness biases in performance evaluation more commonly occur when performance standards are too detailed or explicit.
A)True
B)False
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Chapter 9: Compensation Management
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Sample Questions
Q1) Companies utilize a variety of methods to set pay rates.Which factors can challenge organizational plans and policies concerning wages and salaries?
A)child labour laws
B)production bonuses
C)scatterlines
D)government regulations
E)the British North-America Act
Q2) Piecework,bonuses,and commissions can all be considered types of individual incentive plans.
A)True
B)False
Q3) When relative pay is too low,employees cannot meet their physiological and security needs.
A)True
B)False
Q4) Performance can be defined as the accomplishment of assigned tasks,while productivity can be defined as a measure of output.
A)True
B)False
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Chapter 10: Employee Benefits and Services
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Sample Questions
Q1) The central problem in the administration of supplementary compensation is:
A)the lack of employee involvement
B)management disinterest
C)union interference
D)the disorganization of many human resource departments
E)a result of the organization's external environment
Q2) Because BOTH the employer and the employee pay into the Canada Pension Plan,it is referred to as a voluntary benefit employment plan.
A)True
B)False
Q3) GST/HST applies to some employee benefits,but not to others.Generally,GST/HST does not have to be paid on:
A)parking
B)tuition fees
C)frequent flyer points
D)car operating costs
E)holiday trips within North America
Q4) Personal leave days allow an employee to skip work for any reason and get paid.
A)True
B)False
Page 12
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Chapter 11: Managing Employee Relations
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Sample Questions
Q1) Good employee relations practices can reduce employment costs by:
A)increasing turnover and absenteeism among less effective employees
B)having employees take voluntary salary and wage cuts
C)reducing the number and size of rewards needed
D)offering an organization a recruiting advantage
E)improving workforce demographics
Q2) All of the following are among the requirements necessary to dismiss an employee for incompetence EXCEPT:
A)having reasonable and objective performance standards that have been communicated to all employees
B)being able to show that other employees are able to achieve the standards set
C)it can be based on a single incident of incompetence
D)having evidence of warnings given to the employee
E)demonstrating that the employee concerned had reasonable time to improve performance
Q3) Communication systems that exist to get information from employees are called an upward system.
A)True
B)False
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Page 13
Chapter 12: Ensuring Health and Safety at the Workplace
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Q1) Although the situation in Canada may likely be somewhat different,in the United States workplace violence:
A)is the second-highest cause of workplace death for women
B)is the single-highest cause of all workplace deaths
C)appears large but studies show it to be a minor cause of injury and death in the workplace
D)is usually caused by the most productive and satisfied employees
E)surprisingly has little impact on such jobs as taxi drivers and service station attendants
Q2) With the growing emphasis on health and safety in the workplace,accident rates are no longer considered high.
A)True
B)False
Q3) Part of a company's health and safety policy should include any member of the public who enters company property.
A)True
B)False
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Chapter 13: The Union-Management Framework
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Q1) Even though the workers in an organization have the right to form a union,management by law does not have to recognize it.
A)True
B)False
Q2) Generally,union employees have better benefits (e.g.pensions,health,paid vacation,and sick leave)than non-union employees.
A)True
B)False
Q3) One similarity between Canadian and American labour legislation is that Canadian labour law also allows employers a great amount of freedom and leeway in countering a union organizing drive.
A)True
B)False
Q4) Labour unions alter the work environment as they change the relationship between employees and the organization.
A)True
B)False
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Chapter 14: Global Human Resource Management
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Q1) Strategic integration of resourcing and development at the international level,which involves proactive identification,development,and strategic deployment of high-performing and high-potential employees on a global scale is known as:
A)world talent management
B)global talent management
C)talent management
D)global wisdom and collaboration
E)collaboration management
Q2) These firms focus on economies of scale and each of their subsidiaries operate independently:
A)international firms
B)domestic firms
C)multinational firms
D)global/transnational firms
E)worldwide firms
Q3) Culture assimilators consist of a series of episodes dealing with interpersonal issues in a cross-cultural situation.
A)True
B)False
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