Course Introduction
Personnel Management
Textbook Exam Questions
Personnel Management examines the essential principles and practices involved in effectively managing an organizations human resources. The course explores key topics such as recruitment and selection, training and development, performance appraisal, compensation, labor relations, and employee motivation. Students learn how to develop and implement personnel policies that align with organizational goals, foster a positive work environment, and ensure legal compliance. Through case studies and real-world scenarios, the course equips future managers with skills to address workforce challenges and promote employee engagement and productivity.
Recommended Textbook
Managing Human Resources 6th canadian edition by Monica Belcourt
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16 Chapters
1643 Verified Questions
1643 Flashcards
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Page 2
Chapter 1: The World of Human Resources Management
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Sample Questions
Q1) Which of the following best summarizes the competency model for HR professionals?
A) HR professionals require change mastery, HR mastery, personal credibility, and business mastery.
B) HR professionals require HR mastery, business mastery, global acumen, and change mastery.
C) HR professionals require IT mastery, HR mastery, business mastery, and ethics.
D) HR professionals require IT mastery, HR mastery, global acumen, and change mastery.
Answer: A
Q2) What are the competencies of the human resources manager?
A) business mastery, HR mastery, and personal credibility
B) business mastery, HR mastery and executive mastery
C) change mastery, personal credibility, union mastery, and HR mastery
D) business mastery, HR mastery, personal credibility, and change mastery
Answer: D
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3
Chapter 2: Strategy and Human Resources Planning
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Sample Questions
Q1) Which of the following best describes the core values of a company?
A) They encompass the systematic monitoring of external opportunities.
B) They are the basic purpose of the organization.
C) They are the strong enduring beliefs and principles used by the company to make decisions.
D) They provide a perspective on where the company is headed.
Answer: C
Q2) Replacement charts are listings of current jobholders who are potential replacements if an opening occurs.
A)True
B)False
Answer: True
Q3) Which of the following is an important shortcoming of an organization's having to rely on part-time employees?
A) limited benefits
B) no job security
C) lack of training
D) no organizational loyalty
Answer: D
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Page 4
Chapter 3: Equity and Diversity in Human Resources Management
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Which of the following groups is most likely to view the Canadian Charter of Rights and Freedoms as a disappointment?
A) unions
B) women
C) designated groups in general
D) religious groups
Answer: B
Q2) Aboriginals face major employment barriers, which may be compounded by which of the following?
A) language and cultural barriers
B) illiteracy
C) reluctance to leave the area in which they grew up
D) negative past employment experience
Answer: A
Q3) The labour movement in Canada has generally been opposed to the concept of employment equity.
A)True
B)False
Answer: False
Page 5
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Chapter 4: Job Analysis, Employee Involvement, and
Flexible Work Schedules
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102 Verified Questions
102 Flashcards
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Sample Questions
Q1) What is the core job dimension that describes the degree to which a job has a substantial impact on the lives or work of other people?
A) skill variety
B) task identity
C) task significance
D) autonomy
Q2) Which of the following factors does Herzberg describe as key to enriching jobs?
A) pay, promotion, pension, purpose, and perks
B) achievement, recognition, growth, responsibility, and performance of the whole job
C) safety needs, social needs, self-esteem needs, and self-actualization
D) skill variety, task identity, task significance, autonomy, and feedback
Q3) Which of the following is the best advice for "virtual teams" to be successful?
A) Team members should NOT meet in person.
B) Team members should meet in person at least occasionally.
C) All team members should understand advanced computer and telecommunications technology so that breakdowns in communication do not occur frequently.
D) Team members should be selected based on certain personal characteristics such as a collaborative mindset.
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Chapter 5: Expanding the Talent Pool: Recruitment and Careers
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Sample Questions
Q1) Public employment agencies work closely with private employment agencies.
A)True
B)False
Q2) Private employment agencies often specialize in particular occupations or professions.
A)True
B)False
Q3) Mentoring is one important indicator of management support in career development.
A)True
B)False
Q4) Which of the following external recruiting sources normally provides applicants who stay with the organization the longest?
A) educational institutions
B) newspaper ads
C) employer referrals
D) job postings
Q5) An assessment centre is a place where people are evaluated.
A)True
B)False
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Chapter 6: Employee Selection
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Sample Questions
Q1) A validity coefficient of -1.00 indicates the complete absence of a relationship between the predictor and criterion data.
A)True
B)False
Q2) Why has interest in person-organization fit been increasing?
A) because of organizations' increased need for teamwork and flexibility
B) because of the movement toward union-free hiring
C) because job descriptions are becoming more rigid
D) because of advances in selection tools
Q3) Compared to other psychological tests, handwriting analysis is an unreliable predictor of personality.
A)True
B)False
Q4) Asking a candidate for an auto mechanic position to disassemble and reassemble a carburetor is an example of which of the following?
A) a work sample test
B) a job knowledge test
C) a physical ability test
D) an interest inventory
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Chapter 7: Training and Development
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) The HR department has the most important role in the orientation program because it is the centre of the organization-employee interface.
A)True
B)False
Q2) Performance-centred objectives are not widely used due to concerns about the potential for biased evaluation of results.
A)True
B)False
Q3) Feedback to trainees is important for motivational purposes as well as knowledge of results.
A)True
B)False
Q4) Orientation is the formal process of familiarizing new employees with the organization, their job, and their work unit.
A)True
B)False
Q5) Internship programs benefit students, but rarely benefit employers.
A)True
B)False
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Chapter 8: Appraising and Improving Performance
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118 Verified Questions
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Sample Questions
Q1) Which of the following is a major advantage of a behaviourally anchored rating scale?
A) It requires a great deal of employee participation, which leads to acceptance.
B) The rating scale can be used across many jobs.
C) It takes a relatively short time to develop.
D) It allows the appraiser to observe rather than judge.
Q2) Why do employee appraisal programs sometimes fail?
Q3) Criterion contamination occurs when correlations between two raters of an employee are inconsistent.
A)True
B)False
Q4) Most performance appraisals focus on long-term improvement, rather than short-term achievements.
A)True
B)False
Q5) Three types of appraisal interviews are tell-and-sell, tell-and-listen, and problem-solving.
A)True
B)False
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Chapter 9: Managing Compensation
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Sample Questions
Q1) Which of the following terms refers to paying wages that are relatively equal to the value of the work being performed?
A) comparable worth
B) pay equity
C) compensable factors
D) equal pay
Q2) Among the goals of strategic compensation policy are rewarding past performance, attracting new employees, and reducing turnover.
A)True
B)False
Q3) Which of the following is the measure of the average change in prices over time in a fixed "market basket" of goods and services?
A) a cost of living allowance
B) a cost of living adjustment
C) the consumer price index
D) the inflation index
Q4) Labour market conditions have little impact on wage rates paid to employees.
A)True
B)False
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Chapter 10: Pay For Performance: Incentive Rewards
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Sample Questions
Q1) Which of the following is a pay plan that only compensates sales employees based on a percentage of sales?
A) straight ratio plan
B) straight salary plan
C) straight commission plan
D) straight bonus plan
Q2) Approximately 50 percent of Canadian companies offer some form of variable pay.
A)True
B)False
Q3) Under a straight commission plan, compensation is based entirely on a percentage of sales.
A)True
B)False
Q4) Profit-sharing plans represent one way that wealth can be redistributed at which of the following levels?
A) the firm level
B) the regional level
C) the national level
D) the international level
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Chapter 11: Employee Benefits
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Sample Questions
Q1) Bob Sankar, an accountant at ABM Media Inc., earns below market compensation but continues to work with the organization because of its excellent retirement benefits. In this instance, which benefits objective is most relevant?
A) cost effectiveness
B) pay competitiveness
C) attraction
D) retention
Q2) Which of the following would NOT be considered a primary objective of most benefits programs?
A) reducing turnover
B) improving employee satisfaction
C) retaining top-performing employees
D) attracting and motivating employees
Q3) Flexible benefits plans are also known as "cafeteria" plans.
A)True
B)False
Q4) Employee assistance programs (EAPs) help employees mainly with relocation costs.
A)True
B)False
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Chapter 12: Safety and Health
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Sample Questions
Q1) The members of the safety committee should investigate only accidents resulting in serious injuries.
A)True
B)False
Q2) Most jurisdictions require the establishment of health and safety committees with both union and management representation. Which of the following is one of the expectations of this approach?
A) that it would educate the union about the problems their membership cause
B) that it would show the union how tough management can be
C) that it would help to develop a non-adversarial union-management climate
D) that it would force the union not to strike
Q3) The size of the organization usually determines the kinds of health services provided to employees.
A)True
B)False
Q4) Nurses are victims of violence at a rate that is 16 times higher than other service workers.
A)True
B)False
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Chapter 13: Employee Rights and Discipline
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Sample Questions
Q1) Under the employment-at-will concept, who can terminate the employment relationship?
A) employers or the government
B) employees, unions, or employers
C) employees or the government
D) employees or employers
Q2) Johnny Damon, the human resource manager at Damon Electric Utility, wants to reduce the pay for one of his employees. The pay is included in the employee's employment contract. How can Mr. Damon legally change the employee's pay?
A) get the employee to agree to the change and provide a new benefit
B) adjust the pay unilaterally, as Mr. Damon is the human resource manager
C) get a lawyer to make the change
D) get top management to make the change
Q3) In law, negligence is the failure to honour established contracts.
A)True
B)False
Q4) Ethics can be defined as a set of standards of acceptable conduct and moral judgment.
A)True
B)False
15
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Chapter 14: The Dynamics of Labour Relations
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Sample Questions
Q1) As long as employers do not object to unionization, they can influence employees to vote for one union rather than another.
A)True
B)False
Q2) If employers interfere with the union certification process, the labour relations board can recognize a union regardless of the percentage of employees that have signed authorization cards.
A)True
B)False
Q3) Which of the following groups initiate most organizing campaigns?
A) employees
B) union organizers
C) rival unions
D) Human Resources Development Canada
Q4) Labour relations boards are responsible for administering labour law.
A)True
B)False
Q5) What are the primary reasons for employee unionization?
Q6) Explain the impact of unionization on managers.
Q7) Briefly describe the six steps in the organizing process.
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Chapter 15: International Human Resources Management
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Sample Questions
Q1) Which of the following is the key purpose of repatriation?
A) to train expatriates prior to their first international assignment
B) to help employees make the transition back home
C) to adapt leadership and decision-making styles to the host country
D) to reduce communication errors in foreign assignments
Q2) In general, it is typically better to hire host-country nationals when operating abroad because it is less expensive, it pleases the local government, and it eliminates the problem of employees adjusting to the culture.
A)True
B)False
Q3) ABM is an international firm with headquarters in the United States. Its operations in other parts of the world are fully autonomous. What type of firm is ABM?
A) a multinational corporation
B) an international corporation
C) a transnational corporation
D) a global enterprise
Q4) NAFTA has spurred job growth in all three member countries.
A)True
B)False
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Chapter 16: Creating High Performance Work Systems
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Sample Questions
Q1) Efforts to achieve external fit help focus the design of high-performance work systems on strategic drivers.
A)True
B)False
Q2) High-performance work systems need to be periodically evaluated in terms of organizational priorities and initiatives.
A)True
B)False
Q3) To promote an egalitarian environment, organizations such as Monsanto have decided to pay all employees based on salary.
A)True
B)False
Q4) Most high-performance work systems focus their training efforts on ensuring that employees have the skills necessary to assume a greater degree of responsibility.
A)True
B)False
Q5) Describe how the components of the work system fit together and support strategy.
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