Labour Studies
Exam Materials
Course Introduction
Labour Studies explores the complex world of work, employment relations, and the labor movement from historical, economic, social, and political perspectives. This interdisciplinary field examines topics such as workers rights, unionization, labor laws and policies, changing workplace dynamics, globalization, and the impact of technology on employment. Students will gain a deeper understanding of issues like wage inequality, workplace health and safety, industrial relations, and the role work plays in society, equipping them with the critical skills to analyze and engage with contemporary labor issues both locally and globally.
Recommended Textbook Recruitment and Selection in Canada 6th Edition by Victor
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Page 2
M. Catano
Chapter 1: An Introduction to Recruitment and Selection
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69 Verified Questions
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Sample Questions
Q1) Refer to Scenario 1-2. What current legislative requirement challenge may have an impact on TS Inc.'s recruitment and selection practices?
A) human rights, privacy, and security issues
B) rapid advances in information technology
C) changing work force demographics
D) total compensation and reward strategy
Answer: A
Q2) Which of the following elements are part of the socioeconomic external environment that affects recruitment and selection?
A) national and international organization policies
B) human resources information systems and management
C) globalization and demographics
D) cost containment and marketplace
Answer: C
Q3) HRM must coordinate human resource activities with all parts of the organization and people.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) Which employment test has been identified as being biased in favour of males?
A) Bennett Mechanical Comprehension test
B) Wonderlic Personnel test
C) Toronto Police Service physical abilities test
D) cognitive ability test
Answer: A
Q2) An employer's recruitment and selection-process goal is to attract and hire an applicant who possesses the knowledge, skills, abilities, and other attributes to successfully perform the job.
A)True
B)False
Answer: True
Q3) In the "Mystery Diners" article, what was the main selection mistake made by the manager?
A) not systematically analyzing the requirements of the job
B) failing to appreciate the importance of experience when judging a candidate
C) overemphasizing the physical appearance of candidates
D) considering customer preferences for pretty young wait staff
Answer: A
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Page 4
Chapter 3: Foundations of Recruitment and Selection II
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Sample Questions
Q1) Constitutional law becomes an issue only when recruitment or selection practices are challenged in a human rights tribunal or court.
A)True
B)False
Answer: True
Q2) Which of the following statements best defines discrimination?
A) the duty of an employer to put in place modifications to discriminatory employment practices
B) any employment rule, practice, or policy that has a negative effect on employees
C) the denial of opportunity to a person or class of people based on a group characteristic such as age, colour, race, religion, marital status, or mental or physical disability
D) any unwelcome conduct or consequences that may detrimentally affect the work environment
Answer: C
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Chapter 4: Job Analysis and Competency Models
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Sample Questions
Q1) Refer to Scenario 4-1. What would NOT be one of your key guidelines while conducting the job analysis?
A) A job analysis is a formal, structured process carried out under a set of guidelines established in advance.
B) A job analysis uses a single methodology.
C) A job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.
D) A job analysis uses a range of techniques.
Q2) To be legally defensible, a job analysis process should have all of the following features, EXCEPT which one?
A) rely on a set of formal procedures
B) be documented
C) rely on input from the best subject-matter expert available D) be completed by a trained job analyst
Q3) Extroversion is a predictor for the competency of adapting and coping.
A)True
B)False
Q4) What is the difference between a job description and a job specification? What are KSAOs?
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Chapter 5: Recruitment, Selection, and Job Performance
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Sample Questions
Q1) Describe two methods for measuring job performance.
Q2) Cognitive ability appears to be the best predictor of task performance across all job situations.
A)True
B)False
Q3) Which of the following is NOT a job task behaviour for an airplane pilot?
A) promoting safety procedures
B) navigation
C) managing air crew
D) takeoff and landing
Q4) 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
Q5) What is contextual performance? Briefly describe two categories of contextual performance.
Q6) Explain how human rights relate to performance appraisal processes.
Q7) Define performance management.
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Chapter 6: Recruitment
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Sample Questions
Q1) Refer to Scenario 6-3. How could the municipalities build a positive perception about government organizations in the minds of the young business job seekers?
A) image advertising
B) a corporate image
C) branding
D) realistic job previews
Q2) Why is corporate image important in recruiting efforts? Explain the difference between image advertising and branding.
Q3) One disadvantage of using Canada Employment Centres for recruitment is that hiring success is limited to certain occupational categories.
A)True
B)False
Q4) What type of measures used to evaluate recruiting methods includes turnover and absenteeism?
A) attitudinal
B) performance
C) behavioural
D) subjective
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Page 8
Chapter 7: Selection I: Applicant Screening
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Sample Questions
Q1) What screening method would you use to screen for a lifeguard's CPR certification?
A) an application form
B) an employment interview
C) a written CPR test
D) a reference check
Q2) Screening refers to the early stages of a sequential selection process in which applicants that meet the selection criteria are selected for further consideration and more assessment.
A)True
B)False
Q3) Which condition is required to establish predictive validity for a WAB?
A) large applicant pool for a specific job
B) benchmark jobs in similar organizations
C) previously established BIB categories
D) valid and reliable job evaluation processes
Q4) What are false positives and false negatives? How do these occur?
Q5) List and briefly describe three screening methods that are frequently used.
Q6) What is employment equity? How does it affect the screening process?
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Chapter 8: Selection II: Testing and Other Assessments
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Sample Questions
Q1) Which concept refers to an individual's degree of proficiency or competency on a given task that develops through performing the task?
A) performance
B) skill
C) proficiency
D) aptitude
Q2) Refer to Scenario 8-1. If employers can establish a bona fide occupational requirement, which of the following CANNOT be administered?
A) random alcohol testing of employees in safety-sensitive jobs
B) drug or alcohol testing for reasonable cause or post-accident discovery
C) periodic or random testing following disclosure of a current or past drug or alcohol dependency or abuse problem
D) pre-employment and random drug testing
Q3) A specific, narrow ability or skill that may be used to predict job performance is also called cognitive ability.
A)True
B)False
Q4) What is personality and what are two ways that personality can be measured?
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Chapter 9: Selection III: Interviewing
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Sample Questions
Q1) Employment interviews need to be based on a job analysis so that they assess job-relevant KSAOs.
A)True
B)False
Q2) Describe three purposes of the employment interview.
Q3) 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
Q4) Which sentence does NOT describe Frame-of-Reference Training?
A) It helps interviewers understand the performance dimensions they are assessing. B) It contributes significantly to inter-rater reliability and rating accuracy.
C) It defines and describes behavioural examples for different performance levels for each dimension.
D) It allows interviewers to model the acceptable behaviours to the candidates they are interviewing.
Q5) What is an unstructured interview?
Q6) Describe two structured employment interview techniques.
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Chapter 10: Decision Making
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Sample Questions
Q1) Which of the following is NOT a constraint or a competing demand employers must contend with when making selection decisions?
A) time pressures
B) satisficing
C) an oversupply of applicants
D) selecting individuals who have adequate information about the job requirements
Q2) In organizations that select candidates for the organization rather than for specific jobs, which of the following is NOT required?
A) selecting for organizational fit
B) having strong external hiring policies
C) possessing flexible job descriptions
D) hiring to fill dynamic and changing jobs
Q3) Top-down selection is the proportion of applicants for one or more positions who are hired.
A)True
B)False
Q4) What are some of the advantages of group decision making in selection?
Q5) What are two common types of errors made in selection decision making?
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