Personnel Management Study Guide
Questions
Personnel Management focuses on the principles and practices involved in effectively managing an organization's workforce. This course covers key topics such as recruitment and selection, training and development, performance appraisal, compensation and benefits, labor relations, and employee motivation. Students will explore both the strategic and operational aspects of personnel management, including legal and ethical considerations. Through case studies and practical exercises, the course aims to develop skills in communication, conflict resolution, and decision-making to enhance the overall productivity and satisfaction of employees within an organization.
Recommended Textbook
Management of Human Resources The Essentials 4th Canadian Edition by Gary Dessler
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13 Chapters
1119 Verified Questions
1119 Flashcards
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Page 2
Chapter 1: The Strategic Role of Human Resources Management
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59 Verified Questions
59 Flashcards
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Sample Questions
Q1) The third phase of personnel management was concerned largely with A) payroll.
B) benefits administration.
C) corporate contribution and proactive management.
D) corporate contribution.
E) health and safety legislation compliance.
Answer: C
Q2) The broad objectives of HR associations across the country include A) skills updating.
B) assisting in the provision of training in the field of HR.
C) serving as a voice for HR practitioners.
D) providing opportunities for information exchange.
E) all of the above.
Answer: E
Q3) 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
Page 3
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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67 Verified Questions
67 Flashcards
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Sample Questions
Q1) A supervisor informing an employee that refusal to grant sexual favours will result in a poor performance rating is an example of
A) executive privilege.
B) sexual coercion.
C) a job-related annoyance.
D) sexual annoyance.
E) a BFOR.
Answer: B
Q2) Which of the following statements about the Charter of Rights and Freedoms is true?
A) The federal government is the final arbiter of the Charter.
B) The overall impact of the Charter on the LR scene has been significant.
C) The Charter provides the right to live and work anywhere in Canada.
D) The Charter provides for minority language education rights and the right to live and work anywhere in Canada.
E) The Charter guarantees the right to strike.
Answer: D
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Chapter 3: Designing and Analyzing Jobs
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72 Verified Questions
72 Flashcards
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Sample Questions
Q1) Jobs have become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.
A)True
B)False
Answer: True
Q2) Which of the following jobs could be analyzed effectively using direct observation?
A) human resources manager
B) lawyer
C) accounting clerk
D) design engineer
E) Any of these jobs could be analyzed using direct observation
Answer: C
Q3) Work simplification can increase operating efficiency in a stable environment.
A)True
B)False
Answer: True
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Chapter 4: Human Resources Planning and Recruitment
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158 Verified Questions
158 Flashcards
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Sample Questions
Q1) Factors that should be taken into account when determining an appropriate severance package include all of the following except
A) years of service.
B) the individual's likelihood of obtaining alternative employment.
C) salary.
D) age.
E) ethnic origin.
Q2) You have just been hired as the director of human resources at a mid-sized engineering company.The CEO has asked you to assist her in forecasting future human resources needs and would like you to first use a qualitative technique which is useful for long-range forecasting.Which technique do you choose?
A) a formal expert forecast
B) the nominal group technique
C) an informal expert forecast
D) the Delphi technique
E) managerial judgment
Q3) A strategy used to deal with an employee surplus is the promotion of employees.
A)True
B)False
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Page 6
Chapter 5: Selection
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) Astrid is considering using a selection test for the position of line cook in a hotel kitchen.This position must prepare meals to the specifications of the executive chef and follow instructions exactly.Astrid wants to make sure her test is both reliable and valid.Give Astrid some help by explaining what it means for a selection test to be both reliable and valid AND provide an example of a test she can use for the line cook that will be both reliable and valid.10 points total-5 for accurate description of what "reliable" means and how the test you devise is reliable and 5 for accurate description of what "valid" means and how the test you devise is valid.
Q2) Management assessment centres include activities and exercises that involve interviews and individual presentations.
A)True
B)False
Q3) Work samples focus on measuring
A) hypothetical situations.
B) expert appraisers' evaluations.
C) the "Big Five" personality dimensions.
D) physical abilities only.
E) job performance directly.
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Chapter 6: Orientation and Training
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129 Verified Questions
129 Flashcards
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Sample Questions
Q1) Identify and briefly describe 5 career anchors.
Q2) In column three of a task analysis record form, the standards of performance should be
A) as loose as possible.
B) tightly woven.
C) randomly selected.
D) stated in measurable terms.
E) estimated.
Q3) Harry's competence as a manager was rated very high.How is his competence defined and measured? measuring career assessments understanding employee needs forecasting the person's potential predicting an environmental assessment predicting career-related decisions
Q4) The manager's role in career development includes providing timely and objective performance feedback.
A)True
B)False
Q5) Identify and briefly describe five different training techniques.
Page 8
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Chapter 7: Performance Management
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81 Verified Questions
81 Flashcards
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Sample Questions
Q1) Susan, the HR director, is developing performance management training sessions for junior managers.She wants to be sure to emphasize the key success factor for effective performance appraisal that most often leads to optimum employee performance.The factor she emphasizes is
A) effective career development discussions.
B) the quality of the performance appraisal dialogue between the manager and employee.
C) linking pay with performance.
D) legally compliant policies.
E) none of the above.
Q2) The individual ratings that are still the heart of most appraisal systems are the A) customer ratings.
B) individual ratings.
C) peer ratings.
D) self-paced ratings.
E) supervisor's ratings.
Q3) Identify and briefly describe five rating scale appraisal problems.
Q4) Define MBO, describe the steps in the MBO appraisal program, and explain three problems to avoid.
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Chapter 8: Strategic Pay Plans
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78 Verified Questions
78 Flashcards
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Sample Questions
Q1) Collapsing salary grades and ranges into just a few wide levels or "bands" is called A) broadbanding.
B) job specialization.
C) wide banding.
D) compensation banding.
E) red circle banding.
Q2) Reasons why incentive plans do not work include all of the following except firms do not get what they pay for. pay is not a motivator. performance pay cannot replace good management. rewards may undermine responsiveness. rewards rupture relationships.
Q3) Skill/competency-based and market-based pay entirely eliminates the need for evaluating the worth of one job relative to others in the firm.
A)True
B)False
Q4) The point method of job evaluation is easily explained to employees.
A)True B)False
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Chapter 9: Employee Benefits and Services
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80 Verified Questions
80 Flashcards
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Sample Questions
Q1) Briefly describe five government-sponsored employee benefits in Canada.
Q2) The fastest growing occupational disabilities are
A) HIV/AIDS-related.
B) back problems.
C) psychiatric.
D) chronic fatigue.
E) repetitive strain injuries.
Q3) A golden parachute is an executive perk in the form of a salary guarantee in which of the following circumstances?
A) overseas transfer
B) targeting of the company for acquisition or merger
C) termination of employment
D) death of the executive in a work-related accident
E) divorce from spouse
Q4) The Canada/Quebec Pension Plan provides three types of benefits: retirement income, survivor benefits, and disability benefits.
A)True
B)False
Q5) Identify and describe 5 different voluntary employer-sponsored benefits.
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Chapter 10: Occupational Health and Safety
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) The following are all traditional techniques used for dealing with worker alcoholism and substance abuse problems except
A) referral to an outside agency.
B) discharge.
C) outplacement counselling.
D) in-house counselling.
E) disciplining.
Q2) One of the most consistent findings in the literature is that successful safety programs require
A) employee teams.
B) career development.
C) behaviour modification.
D) strong management commitment.
E) achievement.
Q3) Employee drug testing can be used in virtually all work-related circumstances.
A)True
B)False
Q4) List and describe the three basic rights of employees under the joint responsibility model of occupational health and safety and describe the employer's "due diligence" requirement.
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Chapter 11: Managing Employee Separations: Foundations
of Employee Engagement Communication and Turnover Management
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60 Verified Questions
60 Flashcards
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Sample Questions
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) Procedural justice refers to
A) fairness in interpersonal interactions by treating others with respect.
B) the fairness of the process used to make a decision.
C) managers conducting their interpersonal dealings.
D) highly publicized vehicles through which employees can appeal.
E) the fairness and justice of the outcome of a decision.
Q3) A system of progressive penalties usually involves warnings (verbal and written), suspensions (paid and/or unpaid), and discharge.
A)True
B)False
Q4) Identify and briefly describe three foundations of a fair and just discipline process.
Q5) Identify the three conditions that should be present when a layoff occurs.
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Chapter 12: Labour Relations
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84 Verified Questions
84 Flashcards
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Sample Questions
Q1) In a ________, collective bargaining is accepted as an appropriate mechanism for establishing workplace rules.
A) union suppression approach
B) union substitution approach
C) proactive human resources approach
D) union avoidance strategy
E) union acceptance strategy
Q2) Bargaining has commenced at the Airport Authority in Vancouver.The management bargaining team has as its mandate to strive for a mutually acceptable collective agreement.This is an example of
A) union avoidance strategy.
B) labour relations strategy.
C) proactive human resources approach.
D) union substitution approach.
E) union acceptance strategy.
Q3) The grievance procedure provides the opportunity for the interpretation of contract language.
A)True
B)False
Q4) Discuss in detail any two aspects of the impact of unionization on HRM.
Page 14
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Chapter 13: Managing Human Resources in a Global Business
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77 Verified Questions
77 Flashcards
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Sample Questions
Q1) A four-level approach to special training for expatriate candidates includes training in all of the following except
A) attitudes and how they influence behaviour.
B) factual knowledge about the target country.
C) awareness of cultural differences.
D) family dynamics.
E) language, adjustment, and adaptation.
Q2) Geocentrism, rarely seen, assumes that management candidates must be searched for domestically.
A)True
B)False
Q3) The first step in ensuring the foreign assignee's success is A) screening.
B) job enrichment.
C) human resource planning.
D) succession planning.
E) job previews.
Q4) Expatriates are noncitizens of the countries in which they are working.
A)True B)False
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