Introduction to Human Resources Practice
Questions
Course Introduction
Introduction to Human Resources provides students with a foundational understanding of the role human resource management (HRM) plays in organizations. The course covers the major functions of HRM, including recruitment and selection, training and development, compensation and benefits, performance appraisal, and legal compliance. Students will explore how effective human resource strategies contribute to organizational success through employee motivation, engagement, and retention. Emphasis is placed on the evolving nature of work, the importance of diversity and inclusion, ethical considerations, and current trends affecting the HR profession. This course is ideal for those seeking an overview of HR principles and their application in todays dynamic workplace.
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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Sample Questions
Q1) The tendency of firms to extend their sales or manufacturing to new markets abroad is known as
A) cultural diversity.
B) globalization.
C) international marketing.
D) product diversification.
E) domestication.
Answer: B
Q2) You have been tasked with building employee engagement at the firm you work for.Strategic human resources initiatives you would consider implementing include
A) employee recognition programs.
B) diversity programs.
C) employee recognition programs and management development programs.
D) job design indicators.
E) employee relations activity.
Answer: C
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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Sample Questions
Q1) Employers may not use video surveillance in the workplace if a less invasive way of monitoring employees is reasonable and available.
A)True
B)False
Answer: True
Q2) Asking young female factory-position applicants to demonstrate their lifting skills and not asking older female candidates or any male candidates to do so is an example of
A) discrimination on the basis of age.
B) discrimination on the basis of age and gender.
C) discrimination on the basis of age and race.
D) a permissible employer practice.
E) unintentional direct discrimination.
Answer: B
Q3) Employers are expected to accommodate to the point of undue hardship.
A)True
B)False
Answer: True
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Chapter 3: Designing and Analyzing Jobs
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Sample Questions
Q1) Job analysis supports many key HR processes.Identify three (3) different HR areas where job analysis information is used and describe how job analysis information supports that area.For the last point, comment on the risk to organizations of not having up-to-date job analysis information.
Answer: Identify any three of human resources planning, recruitment and selection, compensation, performance management, labour relations, training development and career management, or restructuring.
The summary comment might describe the legal issues associated with making HR decisions based on faulty data or the significance of errors resulting from faulty data
Q2) A job description should not include phrases such as "other duties as assigned" because it can leave open the nature of the job and can be subject to abuse.
A)True
B)False
Answer: True
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Chapter 4: Human Resources Planning and Recruitment
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Sample Questions
Q1) In general terms, the lower the rate of unemployment,
A) the smaller the labour supply.
B) the easier it will be to recruit.
C) the larger the labour supply.
D) the smaller the labour demand.
E) the larger the labour demand.
Q2) ________ influence the attractiveness of the job to potential applicants.
Employment status policies
Promote-from-within policies
Human resources plans
Recruitment budgets
Compensation policies
Q3) Recruitment is the process of searching out and hiring qualified job applicants.
A)True
B)False
Q4) Many firms, recognizing the benefits of a multigenerational work force, are taking steps to recruit both older and younger workers.
A)True
B)False
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Chapter 5: Selection
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Sample Questions
Q1) Reliability is the accuracy with which a predictor measures what it purports to measure.
A)True
B)False
Q2) Strategic selection is important because of
A) ethical reasons.
B) the time and costs involved.
C) the costs involved, impact on performance, and legal implications.
D) the employment equity plan.
E) the budget required and legal implications.
Q3) Tests used to measure knowledge and/or proficiency acquired through education, training, and experience are known as:
A) achievement tests.
B) intelligence tests.
C) personality tests.
D) interest inventories.
E) aptitude tests.
Q4) IQ tests are tests that measure a single "intelligence" trait.
A)True
B)False
Page 7
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Chapter 6: Orientation and Training
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Sample Questions
Q1) In a task analysis record form, the task list defines the jobs
A) primary tasks.
B) secondary tasks.
C) main tasks and subtasks.
D) supplementary tasks.
E) supplemental tasks.
Q2) When an employee actually learns a job by performing it, it is called
A) computerized training.
B) job instruction training.
C) vestibule training.
D) on-the-job training.
E) distance learning.
Q3) Consultants, professors of business, freelance writers, and proprietors of small retail businesses tend to be identified with the career anchor of managerial competence. creativity and intuition. technical and functional. autonomy and independence. security.
Q4) Identify and briefly describe five different training techniques.
Page 8
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Chapter 7: Performance Management
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Sample Questions
Q1) When preparing for the appraisal interview, there are three things to do.First, assemble the data, second, prepare the employee, and finally,
A) choose the time and place.
B) prepare the appraisal examination.
C) do the performance appraisal.
D) lay out an action plan.
E) document all information to be discussed in the interview.
Q2) MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps except
A) setting long-term performance targets.
B) setting the organization's goals.
C) setting the department's goals.
D) providing feedback to employees.
E) discussing the department's goals.
Q3) When using a graphic rating scale, the central tendency error occurs when raters rate people too high.
A)True
B)False
Q4) Identify and briefly describe five different performance appraisal methods.
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Chapter 8: Strategic Pay Plans
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Sample Questions
Q1) With skill/competency-based pay, employees are paid for the range, depth, and type of skills and knowledge they are capable of using, rather than for the job currently held.
A)True
B)False
Q2) An example of an informal survey conducted by an employer would be a(n)
A) governmental agency survey.
B) professional organization survey.
C) telephone survey.
D) industry-wide survey.
E) commercial survey.
Q3) Important considerations for paying employees include all the following except
A) equity considerations.
B) legal considerations.
C) average age considerations.
D) union considerations.
E) policy considerations.
Q4) Identify and briefly describe the five components of total rewards.
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Chapter 9: Employee Benefits and Services
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Sample Questions
Q1) Some employers provide subsidized employee transportation.
A)True
B)False
Q2) A job-related services benefit that is designed to help employees who must help elderly parents or relatives who are not fully able to care for themselves is known as
A) personal care.
B) eldercare.
C) aging care.
D) family medical care.
E) on-site eldercare.
Q3) The benefit that provides a fixed lump-sum benefit in addition to life insurance benefits when death is accidental is
A) major medical insurance.
B) dental coverage.
C) survivors' benefit.
D) accidental death and dismemberment insurance.
E) health insurance.
Q4) Briefly describe five government-sponsored employee benefits in Canada.
Q5) Identify and describe 5 different voluntary employer-sponsored benefits.
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Chapter 10: Occupational Health and Safety
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Sample Questions
Q1) Perhaps the most important and effective thing that an employer can do to reduce workers' compensation costs is to develop an aggressive
A) accident investigation program.
B) loss-control program.
C) health and safety program.
D) return-to-work program.
E) accident-reporting program.
Q2) In general, when compared to non-smoking employees, smokers exhibit the following characteristics except for
A) higher disability claims.
B) reduced productivity.
C) endangering of coworkers who breathe smoky air.
D) a greater risk of occupational accidents.
E) higher turnover.
Q3) Most safety experts agree that safety commitment must begin with hourly employees.
A)True
B)False
Q4) Briefly discuss the three basic causes of accidents in the workplace.
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Chapter 11: Managing Employee Separations: Foundations
of Employee Engagement Communication and Turnover Management
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Sample Questions
Q1) The average age of retirement in the private sector is
A) 65
B) 72
C) 62
D) 60
E) 66
Q2) One way to avoid layoffs is to hire temporary supplemental employees with the understanding that their work is of a temporary nature where they may be laid off at any time.These temporary employees are called
A) continuous employees.
B) temporary employee defence.
C) the rings-of-defence.
D) voluntary employees.
E) contingent employees.
Q3) Group termination laws require employers who are terminating a large group of employees to give them more notice than required upon termination of an individual employee.
A)True
B)False
Q4) Identify the three conditions that should be present when a layoff occurs. Page 13
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Chapter 12: Labour Relations
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Sample Questions
Q1) The process whereby a union is legally deprived of its official recognition as the exclusive bargaining agent for a group of employees is known as
A) decertification due to fraud.
B) voluntary decertification.
C) decertification.
D) automatic decertification.
E) termination of a voluntarily-recognized union.
Q2) The most important part of the union structure for human resources managers is the A) national union.
B) local.
C) provincial/territorial federation of labour.
D) local/district labour council.
E) central or regional office.
Q3) The basis of a firm's labour relations strategy is the decision to accept or avoid unions.
A)True
B)False
Q4) Discuss in detail any two aspects of the impact of unionization on HRM.
Q5) Identify and briefly describe the five steps of the labour relations process.
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Chapter 13: Managing Human Resources in a Global Business
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Sample Questions
Q1) The balance sheet approach for formulating expatriate pay uses all of the following home-country groups of expenses except
A) pay supplements.
B) job evaluation.
C) goods and services.
D) income taxes.
E) housing.
Q2) The most common method for formulating expatriate pay, to equalize purchasing power across countries, is a technique known as the
A) balance sheet approach.
B) balance of payments approach.
C) balanced pay approach.
D) income statement approach.
E) balance of trade method.
Q3) Identify and describe the three barriers confronting new immigrants to Canada upon attempting to enter the labour force.
Q4) Expatriates are noncitizens of the countries in which they are working.
A)True
B)False
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