Introduction to Human Resources Final
Exam
Course Introduction
Introduction to Human Resources offers students an overview of the key functions, principles, and practices within the field of human resource management. The course covers topics such as recruitment and selection, training and development, performance management, compensation and benefits, workplace diversity, labor relations, and employment law. Emphasis is placed on understanding how effective HR strategies contribute to organizational success, fostering a positive work environment, and complying with legal and ethical standards. By the end of the course, students will gain foundational knowledge and practical insights necessary to pursue further studies or entry-level positions in human resources.
Recommended Textbook
Management of Human Resources The Essentials 4th Canadian Edition by Gary Dessler
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Chapter 1: The Strategic Role of Human Resources Management
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Q1) The goal of HRM is to align people practices with organizational strategy to produce behaviours required to achieve organizational goals.
A)True
B)False
Answer: True
Q2) We are currently in "Phase 4" of the human resources movement where HR has evolved towards helping the organization to achieve its strategic objectives.There are six competencies, described by Ulrich et al., 2009 in the text, that are part of HR professionalism.Identify and describe in detail two of these HR competencies.
Answer: Some detailed and accurate description of two of credible activist, culture and change steward, talent manager and organizational designer, strategy architect, operational executor, and business ally.
Q3) HRM has evolved over the last few decades due to economic forces such as globalization, technological changes, and intense competition, all of which make human capital more important.
A)True
B)False
Answer: True
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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Q1) Which of the following statements is accurate about reasonable accommodation?
A) Accommodation short of the point of undue hardship to the employer is acceptable in certain circumstances.
B) An employer is only required to accommodate in the case of discrimination on the basis of gender.
C) Employers are expected to redesign a work station to enable an individual with a physical disability to do a job.
D) Employers are not expected to adjust work schedules to accommodate religious beliefs.
E) Employers are not expected to adjust employment policies and practices if discrimination is found.
Answer: C
Q2) Identify five prohibited grounds of discrimination and describe how ONE of the five you identify can be the source of constructive discrimination.
Answer: Any five of the prohibited grounds will do with an example of constructive discrimination, eg., a height requirement for police officers.
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Chapter 3: Designing and Analyzing Jobs
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Q1) A typical job analysis questionnaire has several
A) non-job-related questions.
B) questions regarding biographical data.
C) open-ended questions.
D) questions about the incumbent's educational background.
E) closed-ended questions.
Answer: C
Q2) An individual preparing a job description for the first time would find it helpful to refer to the
A) HRDC Job Classification Dictionary.
B) National Occupational Classification.
C) Canadian Classification and Dictionary of Occupations.
D) Dictionary of Occupational Titles.
E) Standard Occupational Classification.
Answer: B
Q3) Work simplification can increase operating efficiency in a stable environment.
A)True
B)False
Answer: True
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Page 5
Chapter 4: Human Resources Planning and Recruitment
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Q1) An examination of human resources records may reveal all of the following except people who already have the requisite KSAs. employees who are working in jobs below their education or skill levels. occupational segregation. underemployment.
persons with the potential to move into the vacant position if given some additional training.
Q2) External supply is one source of human resources supply.
A)True
B)False
Q3) Which of the following is the first step in human resource planning?
A) forecasting future HR needs
B) forecasting the availability of internal candidates
C) forecasting the availability of external candidates
D) analyzing the HR implications of the organization's strategic plans
E) balancing supply and demand
Q4) One advantage of employee referrals is that, because there are no advertising fees involved, paying bonuses represents a low recruiting cost.
A)True
B)False
Page 6
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Chapter 5: Selection
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Q1) According to the 30/70 rule,
A) interviewees should remain silent 30 percent of the time.
B) interviewers should speak 70 percent of the time and interviewees should speak 30 percent of the time.
C) interviewers should remain silent 30 percent of the time.
D) the interview should be structured to begin with 30 minutes of questions from the interviewer followed by 70 minutes of questions from the interviewee.
E) interviewers should speak 30 percent of the time and interviewees should speak 70 percent of the time.
Q2) To comply with human rights laws, an interviewer should not ask questions about any of the following except
A) ethnic background.
B) childcare arrangements.
C) marital status.
D) workers' compensation history.
E) educational qualifications.
Q3) IQ tests are tests that measure a single "intelligence" trait.
A)True
B)False
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Chapter 6: Orientation and Training
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Q1) The following are all personality types that John Holland found through his research except realistic orientation. social orientation. vocational orientation. investigative orientation. enterprising orientation.
Q2) Antonio owns several franchises of a successful quick-serve restaurant chain, which he manages as a single business enterprise.He built this business from the ground up, starting and then selling successful businesses in order to "buy into" the franchises.Antonio has two children, Susan and Alex, who are both now in their 20's.He would like them to take over the business from him when he retires.Susan and Alex both took the Vocational Preference Test (VPT)-Susan's type was identified as investigative and Alex's type was identified as realistic.Based on your knowledge of the VPT, assess whether Antonio should try to develop either Susan or Alex (or both) to take over the business.
Q3) Identify and briefly describe five different training techniques.
Q4) Identify and briefly describe 5 career anchors.
Q5) Identify and briefly describe the five steps in the training and development process.
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Chapter 7: Performance Management
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Q1) An example of the alternation ranking method would include all of the following steps except
A) crossing off names not known well enough to rank.
B) defining the compensable factors.
C) putting the lowest-ranking employee on the last line.
D) listing the highest-ranking employee on the first line.
E) listing all the employees to be ranked.
Q2) It would be a disadvantage for firms to combine several appraisal tools.
A)True
B)False
Q3) A method for appraising performance involving setting specific measurable goals with each employee and then periodically reviewing the progress made is called
A) progress review method.
B) critical goal method.
C) behaviourally anchored rating scale method.
D) management by objectives.
E) periodic review method.
Q4) Identify and briefly describe five different performance appraisal methods.
Q5) Identify and briefly describe five rating scale appraisal problems.
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Chapter 8: Strategic Pay Plans
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Q1) A total rewards approach considers
A) cost constraints.
B) business strategy.
C) individual reward components as part of an integrated whole.
D) employee value.
E) compensation and benefits together.
Q2) The rate range is usually built around the
A) job evaluation.
B) wage line or curve.
C) performance appraisal.
D) job specialization.
E) Hay system.
Q3) The point method plan of job evaluation identifies several compensable factors, each having several degrees, as well as the degree to which each of these factors is present in the job.
A)True
B)False
Q4) Identify the four major compensable factors used in most point method job evaluation plans and identify and describe two sub-factors that might be used for each of the four major compensable factors.
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Chapter 9: Employee Benefits and Services
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Q1) A flexible benefits plan may include certain non-optional items.
A)True
B)False
Q2) Employees in Ontario and the federal jurisdiction may be eligible for ________ in certain termination situations, in addition to pay in lieu of notice.
A) unemployment pay
B) notice pay
C) exit pay
D) severance pay
E) terminal pay
Q3) The average cost of benefits, as a percentage of payroll, is approximately
A) 30%.
B) 37%.
C) 50%.
D) 25%.
E) 10%.
Q4) Unpaid leaves of absence are costless for employers.
A)True
B)False
Q5) Identify and describe 5 different voluntary employer-sponsored benefits.
Page 11
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Chapter 10: Occupational Health and Safety
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Q1) The function of joint health and safety committees is to provide a non-adversarial atmosphere where management and labour can work together to ensure a safe and healthy workplace.
A)True
B)False
Q2) Employers should inquire about the workers' compensation history of job applicants in order to avoid hiring accident-prone individuals.
A)True
B)False
Q3) Occupational health and safety legislation falls into three categories.One of those categories is
A) WHMIS.
B) workplace injuries.
C) rules for specific industries.
D) protective clothing.
E) safety inspections.
Q4) Ergonomics is the art of fitting the workstation and work to the individual.
A)True
B)False
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Chapter 11: Managing Employee Separations: Foundations
of Employee Engagement Communication and Turnover Management
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Q1) The first foundation of an effective disciplinary process is
A) effective supervision of employees.
B) using technology to monitor employee behaviour.
C) a high-performance culture in the organization.
D) a clear system of progressive sanctions of employee behaviour.
E) rules and regulations.
Q2) The following issues should all be included in a set of rules and regulations regarding discipline except
A) transfer of one's job.
B) theft.
C) insubordination.
D) destruction of company property.
E) drinking on the job.
Q3) The fundamental question at the heart of "just cause" is whether an employee has irreparably harmed the employment relationship to the point that it would be unreasonable to expect the employer to continue the employment relationship.
A)True
B)False
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Q4) Identify the three conditions that should be present when a layoff occurs.
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Chapter 12: Labour Relations
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Q1) The group of employees in a firm, plant, or industry that has been recognized by an employer or certified by a LRB as appropriate for collective bargaining purposes is known as a labour union.
A)True
B)False
Q2) Which type of union security arrangement recognizes the fact that the union must represent all employees in the bargaining unit, whether or not they choose to belong to the union?
A) open shop
B) union shop
C) closed shop
D) the Rand formula
E) maintenance-of-membership
Q3) There must be a clause in every collective agreement forbidding strikes or lockouts during the life of the contract.
A)True
B)False
Q4) Identify and briefly describe the five steps of the labour relations process.
Q5) Discuss in detail any two aspects of the impact of unionization on HRM.
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Chapter 13: Managing Human Resources in a Global Business
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Q1) The following are all factors that demand adapting personnel policies and procedures to the differences among countries in which subsidiaries are based except
A) industrial relations factors.
B) import tax rates.
C) cultural factors.
D) economic factors.
E) labour cost factors.
Q2) The training level that corresponds to a focus on attitudes and aims to get participants to understand how attitudes are formed and influence behaviour is
A) Level 1.
B) Level 2.
C) Level 3.
D) Level 4.
E) Level 5.
Q3) International EAPs can help expatriates with mental health, which is often affected by the stressful relocation process.
A)True
B)False
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