Introduction to Human Resources Exam
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Course Introduction
Introduction to Human Resources provides students with a foundational understanding of the key principles and practices within the field of human resource management. The course explores topics such as recruitment and selection, employee training and development, performance appraisal, compensation and benefits, labor relations, and workplace diversity. Emphasis is placed on the strategic role of HR in supporting organizational goals and fostering a positive work environment. Through real-world examples and case studies, students develop insights into how effective human resources practices contribute to organizational success and employee satisfaction.
Recommended Textbook
Managing Human Resources 8th canadian edition by Monica Belcourt
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15 Chapters
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Page 2
Chapter 1: The World of Human Resources Management
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Sample Questions
Q1) Methods of reducing labour costs include downsizing,outsourcing,and employee leasing.
A)True
B)False
Answer: True
Q2) Employees and the public at large are demanding that employers demonstrate greater social responsibility.
A)True
B)False
Answer: True
Q3) HRIS systems in some organizations help managers to connect with employees and with the HR data they need.What type of technological effect is this?
A)relational
B)operational
C)transformational
D)configurational
Answer: A
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Page 3
Chapter 2: Strategy and Human Resources Planning
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Sample Questions
Q1) Attrition and early retirement are means for organizations to reduce excess labour.
A)True
B)False
Answer: True
Q2) Core capabilities are integrated skills and knowledge sets within an organization that distinguish it from its competitors and deliver value to customers.
A)True
B)False
Answer: True
Q3) There are two approaches to HR forecasting: quantitative and qualitative.
A)True
B)False
Answer: True
Q4) Succession planning is the process of identifying,developing,and tracking key individuals so that they may eventually assume top-level positions.
A)True
B)False
Answer: True
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Chapter 3: Equity and Diversity in Human Resources Management
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Sample Questions
Q1) A crucial element of any diversity management initiative is proper training across the organization.
A)True
B)False Answer: True
Q2) The concept of employment equity is rooted in the federal Charter of Rights and Freedoms,and in federal and provincial human rights codes.
A)True
B)False Answer: True
Q3) Employment equity involves the implementation of special measures and reasonable accommodation.
A)True
B)False Answer: True
Q4) Human rights legislation is the cornerstone of equity legislation.
A)True
B)False Answer: True
Page 5
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Chapter 4: Job Analysis and Work Design
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Sample Questions
Q1) Which of the following is most correct when it comes to job analysis?
A)Artificial inflation of job duties must always be double-checked against the NOC.
B)A job analyst must weigh information obtained from the NOC above incumbent data.
C)A job analyst must weigh manager information more heavily than job incumbent data.
D)More information about the job is always better.
Q2) What is the main difference between job analysis and job design?
A)Job analysis looks at jobs as they currently are; job design is about reorganizing work.
B)Job analysis is required to ensure that HR functions are based on sound and valid data; job design is focused on compensation and the financial worth of the work.
C)Job analysis is a process; job design is a function.
D)Job analysis is the study of jobs as currently performed; job design is concerned with changing job structures to improve efficiency.
Q3) What factors should be considered in designing a job?
Q4) What are the advantages and disadvantages of flextime or flexible working hours?
Q5) Discuss the job characteristics that motivate employees.
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Page 6
Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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Sample Questions
Q1) Which of the following is an important limitation of using educational institutions for recruitment?
A)The education students receive is not relevant to the workplace.
B)Basing recruitment of candidates on grade transcripts is not a valid selection tool.
C)Recruitment is limited to sales and retail.
D)Candidates generally have limited full-time job experience.
Q2) What is a key factor in the success of any employee referral program?
A)measuring results
B)paying employees well for good referrals
C)increasing the visibility of the program
D)ensuring nepotism
Q3) In addition to the positive morale benefits,recruiting from within the organization also attempts to capitalize on HR and human capital investments.
A)True
B)False
Q4) Public employment agencies work closely with private employment agencies.
A)True
B)False
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Chapter 6: Employee Selection
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Sample Questions
Q1) Validity refers to what a selection procedure measures and how well it measures it.
A)True
B)False
Q2) Organization C has developed a new selection system.The company is interested in determining if the system predicts performance on the job,so Organization C gave the selection tests to 100 existing employees.What is the best way to describe this process?
A)assessing concurrent validity through a cross-validation study
B)assessing concurrent validity through a criterion-related validity study
C)assessing predictive validity through a criterion-related validity study
D)assessing predictive validity through a cross-validation study
Q3) Mary was asked a question in an interview about a hypothetical incident and was asked how she would respond to it.What is this type of interview called?
A)a situational interview
B)a panel interview
C)a mock interview
D)a nondirective interview
Q4) Identify and explain the five primary types of employment tests.
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Chapter 7: Training and Development
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Sample Questions
Q1) By increasing the anxiety of new employees,orientation efforts are more likely to be successful due to the effort/anxiety curve.
A)True
B)False
Q2) Which of the following tasks would be most conducive to whole-versus-part learning?
A)for a tennis professional: teaching a tennis lesson
B)for a cake decorator: putting a customer's name on a birthday cake
C)for a shoe salesperson: finding a certain pair of shoes in the stockroom
D)for a grocery store cashier: looking up the register code for a grocery item
Q3) Which technique for training managers emphasizes handling real-life employee problems and receiving immediate feedback?
A)the leaderless group
B)the management game
C)the case study
D)behaviour modelling
Q4) Internship programs benefit students,but rarely benefit employers.
A)True
B)False
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Chapter 8: Performance Management
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Sample
Questions
Q1) Suppose the performance evaluations that delivery drivers receive are partially influenced by the fact that some drivers operate in areas where there are major traffic problems while others operate in areas with few traffic problems.Which of the following would these performance evaluations suffer from?
A)criterion contamination
B)lack of relevance
C)lack of reliability
D)rater bias
Q2) Suppose the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors.Which of the following would these performance evaluations suffer from?
A)criterion contamination
B)lack of reliability
C)criterion deficiency
D)lack of criterion relevance
Q3) Identify and discuss the two general purposes of performance evaluation.
Q4) Performance is a function of ability,motivation,and environment.
A)True
B)False
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Chapter 9: Managing Compensation
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Sample Questions
Q1) An advantage of published wage surveys is compatibility with the organization's jobs.
A)True
B)False
Q2) Pay equity is covered only under federal jurisdiction.
A)True
B)False
Q3) The employment standards acts set minimum requirements with respect to wages,hours of work,and overtime.
A)True
B)False
Q4) Steps within a rate range allow pay increases based on merit or seniority or a combination of the two.
A)True
B)False
Q5) Wage compression can be avoided by granting wage increases solely on the basis of the CPI.
A)True
B)False
Q6) How are the wages for jobs typically determined? Why is this process important?
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Chapter 10: Pay for Performance: Incentive Rewards
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Sample Questions
Q1) Which of the following is a key objective of enterprise incentive plans?
A)to limit "free ridership"
B)to reward top performers
C)to support government reward programs
D)to create a "culture of ownership"
Q2) Employers using a lump-sum merit program will need to periodically increase base salaries in order for employees to keep pace with the cost of living or general market wages.
A)True
B)False
Q3) Enterprise incentive plans allow all organizational members to participate in the plan's payout.
A)True
B)False
Q4) Which of the following is NOT a reason that merit raises may fail to achieve their intended purpose?
A)Merit raises may be based on seniority or favouritism.
B)The performance appraisal system is deficient.
C)Employees are unable to differentiate between merit and other pay increases.
D)Incentive rewards are linked to organizational goals.
Page 12
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Chapter 11: Employee Benefits
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Sample Questions
Q1) Company-sponsored preretirement programs force employees to think about what their lives will be like after they leave the organization.
A)True
B)False
Q2) Employee assistance programs (EAPs)help employees mainly with relocation costs.
A)True
B)False
Q3) Bob Jones was recently permanently laid off.His company,ACME Manufacturing,has issued Bob a cheque that represents one month's pay for every year Bob worked at ACME.What does this cheque represent?
A)Bob's unused vacation pay
B)Bob's unused benefits
C)Bob's unused sick leave
D)Bob's severance pay
Q4) What's a major problem facing the Canada Pension Plan?
A)the aging population
B)public disapproval
C)decreased subsidies from government
D)employer resistance
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Chapter 12: Promoting Safety and Health
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Sample Questions
Q1) Mary is beginning to sense a loss of security and adequacy in her work at ABC Inc.What is it that she is beginning to experience?
A)cumulative trauma disorders
B)distress
C)eustress
D)dysfunctional adaptation
Q2) The Internet and other forms of information technology can play a key role in health and safety programs.
A)True
B)False
Q3) What is the best method to capitalize on the benefits of video display terminals while safeguarding employee health?
A)placing the computer monitor to the side of the desk
B)placing the computer screen 10 to 25 cm (4 to 9 inches)below eye level
C)placing the computer screen 30 cm (12 inches)above eye level
D)adjusting the brightness and contrast controls on the screen to be as high as possible
Q4) Briefly describe the duties of employers,supervisors,and workers with respect to health and safety legislation.
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Page 14
Chapter 13: Employee Rights and Discipline
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Sample Questions
Q1) In British Columbia,members of the provincial parliament (MPPs)voted to implement new anti-bullying rules for workplaces.What type of employment law does this represent?
A)ethical law
B)statutory legislation
C)anti-discrimination law
D)common law
Q2) A major responsibility of the HR department is to develop,and to have top management approve,its disciplinary policies and procedures.
A)True
B)False
Q3) The correct sequence of progressive discipline is as follows: (1)written warning,(2)oral warning,(3)suspension,and (4)discharge.
A)True
B)False
Q4) In law,negligence is the failure to honour established contracts.
A)True
B)False
Q5) What are some of the pros and cons of "open-door" policies?
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Chapter 14: The Dynamics of Labour Relations
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Sample Questions
Q1) During collective bargaining,each side normally places only their primary negotiator at the table.
A)True
B)False
Q2) Bargaining power consists of economic,political,and social influence to achieve demands.
A)True
B)False
Q3) Employers are obligated to negotiate in good faith with the union.
A)True
B)False
Q4) What do we call a neutral third party who resolves labour disputes by issuing a final decision that the parties must accept?
A)an arbitrator
B)a conciliator
C)a mediator
D)a chief executive officer
Q5) Interest-based bargaining usually leads to suspicion and compromise.
A)True
B)False
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Chapter 15: International Human Resources Management
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Sample Questions
Q1) Only 20 percent of people globally are covered by any sort of social insurance programs.
A)True
B)False
Q2) What is repatriation?
A)a process to train expatriates prior to their first international assignment
B)adaptation of leadership and decision-making styles to the host country
C)a process to help employees make the transition back home
D)the ability of employees to settle in their international assignments
Q3) International HRM is virtually identical to domestic HRM.
A)True
B)False
Q4) Pay plans in Japan tend to focus on individual performance and achievement.
A)True
B)False
Q5) Women expatriates are thought to succeed in part because they are visible and distinctive.
A)True
B)False
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