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HR exam
| Question | Answer |
|---|---|
| Unions have a role in organizations because some degree of conflict is inevitable between workers and management, true or false | true |
| the Canadian Union of Public Employees is Canadas largest labour union true or false | false, its Canadian Labour Congress |
| a union steward is elected by union members to represent them, true or false | true |
| in Canada unionization is much higher in the private sector than the public sector, true or false | false, higher in public sector |
| the Rand formula makes the payment of union dues mandatory for members true or false | true |
| in Canada labour relations is primarily a provincial/territorial responsibility true or false | true |
| unions can be certified and decertified true or false | true |
| strikes and lockouts are costly and disruptive true or false | true |
| what are the levels of decisions involved in labour relations | administering collective agreements, labour relations strategy, and negotiating collective agreements |
| when someone is unsatisfied with their supervisors response they should contact: | their union steward |
| organizations are concerned about the impact of unions on A)the labour market B)market share C)the national office of the Canadian labour congress D) Productivity, profits, and stock performance E) product markets | D, productivity profits and stock performance |
| a prohibited conduct of an employer, union, or individual under the relevant labour legislation is called a: A) inappropriate act B) unfair labour practice C)inappropriate labour practice D) essential bargaining right | B |
| unions have the goal of what: A) obtaining pay, job security, and satisfying working conditions B) giving members a voice in what effects them D) only obtaining pay, job security, satisfying work conditions "giving members a voice in decisions" | D |
| ______ is a collective decision of the union members not to work or to slow down until certain demands or conditions are met | a strike |
| the least formal and most widely used alternative to resolving conflicts between employees and management is what | a grievance |
| global expansion can provide a business with new markets in which there are millions or billions of new customers true or false | true |
| the country in which an organizations headquarters is in is called the home country true or false | true |
| a global organization is highly flexible and uses cultural differences as an advantage true or false | true |
| culture has very little influence on the appropriateness of HRM practices true or false | false |
| the education and skill levels of a country's labour force affect the extent to who which companies want to operate there true or false | true |
| an organization that expands internationally does not require expertise in the host country legal system because the organization is only required to adhere to the home country's laws and regulations true or false | false |
| organizations fill many foreign positions with host country nationals because host country nationals can more easily understand the values and customers of the local workforce true or false | true |
| repatriation Is the process of preparing expatriates for a foreign assignment true or false | true |
| while high-performance work systems may result in high product quality and reduce turnover, they have little impact on outcomes such as efficiency and productivity true or false | false |
| one of the most popular ways to empower employees is to design work so that it can be performed on an individual basis true or false | false |
| a learning culture creates the conditions in which managers encourage flexibility and experimentations true or false | true |
| job satisfaction is subjective because it is based on values perceptions and ideas of what is important true or false | true |
| employee engagement refers to giving employees responsibility and authority to make decisions true or false | false |
| when employees have low engagement and a negative employee experience they are still likely passionate about their work true or false | false |
| the usual way to measure satisfaction or engagement is with a survey true or false | true |
| an exit interview is to prevent a =n employee from becoming disgruntled true or false | true |
| turnover initiated by an employer is called involuntary turnover true or false | true |
| an official written warning is the usual first step in progressive discipline true or false | false, verbal warning |
| which of the following is not an element of a high performance work system A) organizational structure B) reward systems C) task design D)people E) all choices are elements of a high performance work system | E |
| which of the following is an outcome that is not promoted by a high performance work system A) competition B) learning C) collaboration D) innovation E) accountability | A |
| in high performance work systems task design: A)makes jobs narrow in scope and responsibility B) makes jobs efficient C) encourages high quality results D) both B & C | D |
| giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service is called employee: | empowerment |
| an organization that supports lifelong learning by enabling all employees to acquire and share knowledge is known as A) learning organization B) adaptive learning C) learning organization D) next generation organization E) knowledgable organization | C |
| turnover initiated by employees is called | voluntary turnover |
| all of the following costs are associated with involuntary turnover except A) recruiting, selecting and training B) lost productivity C) lawsuits D) workplace violence E) higher profits | E |
| what is the usual first step in a progressive discipline system? A)termination B) temporary suspension C) official written warning D) verbal warning E) threat of temporary suspension | D |
| creating a formal discipline process is a primary responsibility of A) the human resource department B) supervisors and line managers C) employee D) the government E) all choices | A |
| technology has not yet had any impact on how HRM is conducted true or false | false |
| workplace safety includes both physical and ______ safety A)physiological B) regulated C)legal D) future E) informal | A |
| pay equity is legislation intended to address the _____ gap between men and women in a workplace | wage |
| a job specification is a list of the knowledgeable skills abilities and other characteristics that an individual must have to perform a particular job true or false | true |
| the tool created by the federal government to provide a standardized source of information about jobs in canadas labour market is the National Occupational Classification true or false | true |
| the first step in the workforce planning process is forecasting true or false | true |
| candidate experience is a critical determinant of the organizations reputation and employer brand true or false | true |
| an application form can request information regarding an applicants marital status or age true or false | false |
| succession planning focuses on employees who have been identified as lower performers and identifies specific plans to enhance their performance true or flase | false |
| the primary purpose of recruiting is to identify and attract potential employees true or false | true |
| job sharing involves two part time employees carrying out tasks associated with A) improving efficiency B) decreasing costs C) a single position D) several jobs E) distributed work | C |
| employees are most likely to learn when training is linked to their current job experiences and tasks true or false | true |
| talent development programs courses and events that are developed and organized by the organizations describes A) formal training B) informal training C) training D) onboarding E) learning | A |
| organizations establish performance management system to meet three broad purposes : strategic, administrative, and developmental true or false | true |
| job performance tests have the advantage of being : A) job specific B) commercially available at very minimal cost C) generalizable D) inexpensive E) similar to personality tests | A |
| three human resource roles | recruitment, employee relations, training development |
| list 2 competencies of a HRM professional | communication skills and decision making skills |
| list three prohibited grounds of discrimination | race, gender, disability |
Created by:
katiecbutcher