Reference no: EM133178993

Part 1.

1 . Deliberately refusing to hire, train, or promote an individual based on any of the prohibited grounds is an example of

A) intentional discrimination.

B) proactive recruitment.

C) systemic discrimination.

D) unintentional discrimination.

E) a permissible employment practice.

2. According to the textbook's definition of human resources management, this field involves

A) management techniques for controlling people at work.

B) concepts and techniques used in leading people at work.

C) the management of people in organizations.

D) all managerial activities.

E) concepts and techniques for organizing work activities.

3. The collection of tasks and responsibilities performed by one person is known as

A) a job specification.

B) a job description.

C) a job analysis.

D) an occupation.

E) a position.

4. In an office with one Supervisor, one Assistant, two Clerks, and two Data-Entry Operators, there are

A) four jobs and four positions.

B) six jobs and six positions.

C) four positions and four jobs.

D) four jobs and six positions.

E) four positions and six jobs.

5. The knowledge, education, training, skills, and expertise of a firm's workers are known as

A) management's philosophy.

B) human capital.

C) physical capital.

D) production capital.

E) cultural diversity.

6. The process of reviewing human resources requirements to ensure that the organization has the required number of employees with the necessary skills to meet its goals is known as

A) selection.

B) training and development.

C) strategic management.

D) recruitment.

E) human resources planning.

7. A company that is ready to launch its operations to other countries purposely passes over some employees for related management positions, feeling their ethnic background would hinder the development of relationships and sales. This is a direct violation of the

A) Citizen Rights Act.

B) Employment Standards Act.

C) human rights legislation of the applicable province or territory.

D) employment equity legislation of the applicable province or territory.

E) health and safety legislation of the applicable province or territory.

8. HR technology has

A) reduced the administrative burden on the HR department.

B) prevented employees from accessing their personnel information.

C) made it difficult to have access to information.

D) increased the administrative burden on the HR department.

E) not contributed to any changes in the HR department.

9. According to the textbook, which of the following is now being used more commonly to measure the activities and results of human resources?

A) Metrics

B) Academic research evidence

C) Science

D) Strategy

E) Subjective popular press articles

10. Economic conditions refers to

A) the impact of fluctuations in economic activity.

B) the demographics of those in the population.

C) the availability of potential candidates in specific occupations.

D) retirement trends in the population.

E) immigration trends in the population.

11. What is the term used to refer to the negotiations that take place between a labour union and an employer?

A) Collective bargaining

B) Constructive bargaining

C) Union-management bargaining

D) Worker representation bargaining

E) Cooperative bargaining

12. What is the formal term used for the termination of an individual's employment with an organization?

A) Firing

B) Parting

C) Severance

D) Turnover

E) Quitting

13. In Canada, which of the following is true regarding screening candidates for substance abuse?

A) Employers are always permitted to screen candidates for substance abuse, if they choose to do so.

B) Employers are only permitted to screen candidates for substance abuse if the substance that they are abusing is illegal.

C) Employers are only permitted to screen candidates for substance abuse if the substance that they are abusing is legal.

D) Alcohol and drug addiction is considered to be a disability under human rights codes.

E) It is often acceptable to discriminate against candidates during the selection process when that discrimination is based on alcohol or drug addiction.

14. Which of the following is the first step in helping new employees manage the learning curve?

A) Diversity management programs

B) Employment equity programs

C) Development programs

D) Onboarding programs

E) Training programs

15. Which of the following can potential employers usually ask for in selection?

A) Marital status

B) Age

C) Information about illnesses

D) Experience

E) Maiden name

16. What has been the impact on Canadian manufacturing jobs from global competition?

A) The skill level required has decreased.

B) They require more workers for the same level of production.

C) They have moved to low-wage countries.

D) The competition has decreased.

E) The pay scale has increased.

17. Which of the following is the acronym for the Canada-wide, legally mandated system designed to protect workers by providing crucial information about hazardous materials or substances in the workplace?

A) VDT/RSI

B) Bill C-45

C) MSDS

D) OHSA

E) WHMIS

18. All provinces, territories, and the federal jurisdiction have occupational health and safety legislation based on which principle?

A) Diligence

B) Complexity

C) External responsibility

D) Joint responsibility

E) Education

19. Wages, salaries, incentives, commissions, and bonuses are known as which of the following?

A) Indirect deposits

B) Indirect financial payments

C) Variable payments

D) Direct deposits

E) Direct financial payments

20. An employer ensures that they are gender-neutral in devising salaries for jobs that are both male- and female-dominated. Which type of legislation is the employer adhering to?

A) Comparable worth

B) Pay equity

C) External equity

D) Internal inequity

E) Broadbanding

Part 2- True or false

21. HR professionals are expected to be change agents who lead the organization and its employees through organizational change.

22. Productivity refers to the amount of goods produced from one year to the next.

23. The primary objective of most employment legislation in Canada is to prevent employers from exploiting paid workers.

24. Research indicates that companies that use technology effectively to manage their HR functions are more effective than those that do not.

25. The indirect costs of turnover include the cost of posting the job, recruiting and interviewing new candidates.

26. Many firms are now providing pre-retirement counselling to employees who are about to retire, which cover matters such as financial planning, relationship issues, and health issues.

27. Expatriates are citizens of the country where the parent company is based who are sent to work in another country.

28. Recent research indicates that there is a strong positive relationship between employee engagement and organizational performance indicators, such as sales growth and total shareholder return.

29. The hardest part of organizational change is managing employee resistance.

30. In Canada, most of the labour force growth over the last decade has been attributable to immigration, and immigrants continue to be a critical component of Canada's workforce.

Part 3

31. The condition of the labour market is a key environmental influence on human resources management in any organization. With the end of mandatory retirement in most Canadian jurisdictions, there are employees from all four of the demographic groups in the workforce. Identify and briefly describe each of the four demographic groups, then describe two challenges posed by the differences between the demographic groups in the workplace.

32. Describe Management by Objective (MBO), and explain its advantages and give an example of MBO within the sales field.

33. Two job ads for a store clerk position are posted on Craigslist. One is for a small corner store that employs only two clerks. The other is for a large department store chain. Both ads say "must be available to work on Saturday." A qualified individual whose religious observances mean they are unavailable for work on Saturday applies for each job.

Describe the employer's responsibility for reasonable accommodation in this case, and why you think the employer would be expected to accommodate the job applicant in each case.

34. Define and give an example of:

1) intentional discrimination and

2) unintentional discrimination-also known as constructive or systematic discrimination.

35. What has been your favourite topic discussed and why? Here, you must show understanding of the topic you are choosing.