Deck 1: The Strategic Role of Human Resources Management

Question 1

Revlex Inc.has decided to allow its front line workers to make decisions regarding the ordering of certain supplies that were formerly made by managers.This initiative is an example of

A)workplace incentives.
B)a change in organizational climate.
C)job restructuring.
D)employee empowerment.
E)management development.

Answer 1

D

Question 2

The prevailing atmosphere or ''internal weather" that exists in an organization and its impact on employees is

A)the need for performance appraisals.
B)the importance of having a mission statement.
C)a myth about organizations.
D)organizational climate.
E)the need for a corporate culture.

Answer 2

D

Question 3

The ratio of an organization's outputs,such as goods,to its inputs,such as capital,is which of the following?

A)outsourcing
B)workforce diversity
C)the labour market
D)productivity
E)an internal environmental influence

Answer 3

D

Question 4

Rita is the HR Director of a manufacturing company.She recently undertook research to identify competitor compensation and incentive plans,information about pending legislative changes,and availability of talent in the labour market for the upcoming strategic planning meeting.Rita was conducting

A)an employee engagement survey.
B)an external opportunities/threats study.
C)an environmental scan.
D)an external market survey.
E)an environmental study.

Question 5

The ratio of an organization's outputs to its inputs is known as

A)the labour market.
B)the supply and demand equation.
C)competitive ability.
D)the equity ratio.
E)productivity.

Question 6

Economic downturns are generally associated with

A)high turnover.
B)lower unemployment rates.
C)skills shortages.
D)an overwhelming number of job applicants for vacancies.
E)more competition for qualified employees.

Question 7

External environmental influences having a direct or indirect influence on HRM include which of the following?

A)increasing empowerment
B)decreasing workforce diversity
C)labour market conditions
D)organizational climate
E)organizational culture

Question 8

When unemployment rates fall

A)there is always a greater demand for services.
B)training and retention strategies increase in importance.
C)unions are more likely to organize workers.
D)there is always a greater demand for services,and training strategies increase in importance.
E)retention strategies increase in importance.

Question 9

Joe Brown was hired by a manufacturing firm as a supervisor.During his first few weeks as a supervisor,he realized that employees who report to him expect a lot of direction and expect him to do all of the decision making.Joe Brown decided to train his employees to take on additional responsibilities and make decisions within a specific scope.Joe Brown is

A)outsourcing his staff.
B)reducing his staff.
C)embracing his staff.
D)empowering his staff.
E)none of the above.

Question 10

Human resources management refers to

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.

Question 11

HR department staff members are traditionally involved in key operational responsibilities.Which of the following is an operational responsibility?

A)analyzing metrics
B)dealing with employees' administrative needs
C)interpreting human right laws
D)setting goals and objectives
E)interpreting health and safety legislation

Question 12

As the HR consultant of a newly formed company,Arun has planned a presentation for the line managers on organizational culture and the purpose it serves.Which of the following points would Arun have included in his presentation?

A)increasing training levels
B)fostering employee loyalty and commitment
C)fostering employee loyalty and commitment and providing employees with a sense of direction
D)succession planning
E)creating a more worldly atmosphere

Question 13

The company's plan for how it will balance its internal strengths and weaknesses with external opportunities and threats to maintain a competitive advantage is known as

A)HR strategy.
B)environmental scanning.
C)strategy.
D)policies and procedures.
E)none of the above.

Question 14

A company uses a system to measure the impact of human resources which balances measures relating to financial results,customers,internal business processes,and human capital management.This system is known as the HRIS.

A)balanced scorecard
B)Human Capital Index
C)balanced strategy
D)none of the above
E)all of the above

Question 15

Mortgage Financial needs to recruit 10 employees for a period of three months to assist its team of underwriters during the busy season.The company does not want to provide these 10 employees regular full-time or part-time status.As the HR manager,what would you suggest the company do in this situation?

A)develop a retention plan
B)outsource the underwriting function
C)increase the workload of staff
D)use contingent employees
E)do nothing about the situation

Question 16

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.

Question 17

Being completely familiar with employment legislation,HR policies and procedures,collective agreements,and the outcome of recent arbitration hearings and court decisions is most closely related to which of the following HR activities?

A)environmental scanning
B)formulating policies and procedures
C)providing services
D)serving as a consultant
E)serving as a change agent

Question 18

The emotional and intellectual involvement of employees in their work,and the intensity,focus,and involvement they bring to their jobs is known as

A)employee recognition.
B)workplace diversity.
C)employee engagement.
D)job design indicators.
E)employee relations.

Question 19

The practice of contracting with outside vendors to handle specified functions on a permanent basis is known as

A)payroll and benefits administration.
B)outsourcing.
C)labour-management relations.
D)contract administration.
E)hiring temporary employees.

Question 20

The core values,beliefs,and assumptions that are widely shared by members of an organization are known as

A)the strategic plan.
B)the mission statement.
C)organizational culture.
D)organizational climate.
E)the pervading atmosphere.

Question 21

The management philosophy based on the belief that attitudes and feelings of workers are important and deserve more attention is known as

A)socialism.
B)scientific management.
C)the human resources movement.
D)the human relations movement.
E)psychology.

Question 22

Technological advances have

A)resulted in outsourcing operational HR activities.
B)decreased the importance of white-collar jobs.
C)resulted in a decline in the impact of workforce diversity.
D)had little impact on service-sector firms.
E)led to significant increases in the employment of persons with disabilities.

Question 23

The characteristics of the workforce are known as

A)organizational climate.
B)population trends.
C)diversity.
D)unionization.
E)demographics.

Question 24

Any attribute that humans are likely to use to tell themselves "that person is different from me," including factors such as race,gender,age,values,and cultural norms,is known as

A)differences.
B)characteristics.
C)perceptions.
D)minorities.
E)diversity.

Question 25

The tendency of firms to extend their sales or manufacturing to new markets abroad is known as

A)cultural diversity.
B)globalization.
C)international marketing.
D)product diversification.
E)domestication.

Question 26

You are the HR generalist of a national railway.Which employment legislation would you refer to when it comes to employee relations issues within the organization?

A)provincial/territorial
B)provincial
C)territorial
D)federal
E)none of the above

Question 27

Which of the following apply to employers and employees across Canada?

A)the Canada Labour Code
B)employment equity legislation
C)employment insurance and the Canada/Quebec Pension Plan
D)employment insurance and employment legislation
E)employment insurance and human rights legislation

Question 28

In the early 1900s,personnel administration,as it was called then

A)focused on trying to improve the human element in organizations.
B)served a key advisory role in organizations.
C)was closely tied to union-management relations.
D)was highly influenced by laws and regulations.
E)played a very subservient role in organizations.

Question 29

Which of the following activities was part of the traditional role of personnel management in the early 1900s?

A)hiring and firing employees
B)environmental scanning
C)coaching and mentoring
D)being part of the strategy planning discussions
E)handling union-management relations

Question 30

If you were the HR advisor of a company where the majority of the workforce consisted of employees born before 1965,what initiatives would you recommend providing to keep the group challenged?

A)independent work
B)job security
C)onsite gym facilities
D)eldercare and pension benefits
E)flexible work arrangements

Question 31

Canadians who are functionally illiterate are

A)involved in academic upgrading through their place of employment.
B)older Canadians who did not have the opportunity to attend school.
C)no longer in the workforce.
D)able to perform routine technical tasks without assistance.
E)exacting a toll on organizations' productivity levels.

Question 32

Baby boomers

A)were born between 1981 and 2000.
B)were born between 1946 and 1965.
C)resulted in a focus on recruitment and selection in organizations in the past.
D)have very high fertility rates.
E)are currently causing a great deal of competition for advancement.

Question 33

The second phase of personnel management arrived in the 1930s with

A)a decrease in unionizing activities.
B)minimum wage legislation.
C)a decrease in unionizing activities and minimum wage legislation.
D)the decreasing momentum of the scientific management movement.
E)health and safety legislation.

Question 34

Questions concerning ________ are at the core of a growing controversy brought about by new information technologies.

A)data control,accuracy,right to privacy,and ethics
B)employee stress levels
C)job satisfaction
D)privacy and social responsibility
E)speed,accuracy,and efficiency

Question 35

The third major phase in personnel management was a direct result of

A)the increasing amount of government legislation.
B)the impact of the human relations movement.
C)a desire for professionalism.
D)government intervention following the depression of the 1930s.
E)an increase in unionizing activities.

Question 36

Gen Xers

A)are risk averse.
B)were born between 1965 and 1980.
C)have a sense of security linked to corporate loyalty.
D)will increase rapidly in number over the next few decades.
E)were born between 1981 and 2000.

Question 37

If you were the HR advisor of a company where the majority of the workforce consisted of employees born after 1980,what initiatives would you recommend providing to keep the group challenged?

A)continuous skill development
B)job security
C)empowerment and challenging work
D)eldercare benefits
E)flexible work arrangements

Question 38

Management practices in the late 1800s and early 1900s emphasized

A)self-management.
B)workplace harmony.
C)higher wages.
D)empowerment.
E)task simplification and performance-based pay.

Question 39

Which of the following statements is TRUE?

A)Ethnic diversity is starting to level off in Canada.
B)Canada's workforce is among the most ethnically diverse in the world.
C)The majority of Canadians are of French or British origin.
D)Most visible and ethnic-minority Canadians are professionals.
E)The proportion of visible and ethnic minorities entering the Canadian labour market peaked in the mid-1990s and is gradually decreasing.

Question 40

The globalization of markets and manufacturing has vastly increased

A)employee turnover.
B)the quality of products and services.
C)standardization practices.
D)the prices of products and services.
E)international competition.

Question 41

The current phase of HRM is ongoing.Current management thinking holds that

A)the goals and aims of management must be achieved at all costs.
B)employees are motivated primarily by compensation and benefits.
C)social influences are no longer important to most employees.
D)employees are quite similar in terms of the rewards they seek.
E)employees are often the firm's best competitive advantage.

Question 42

HR responsibilities have shifted from operational to strategic responsibilities which involve formulating and executing organizational strategy.

Question 43

HR has evolved towards helping the organization to achieve its strategic objectives.There are five critical pieces of knowledge that are part of HR professionalism.Identify and describe in detail two of these HR competencies.

Question 44

Management can lose its authority and power by empowering its employees.

Question 45

HR professionals are increasingly expected by their employers to be change agents who lead the organization and its employees through change.

Question 46

The Canadian national body through which all provincial and specialist HR associations are affiliated is called the

A)Canadian Management Association.
B)Canadian Council of Human Resources Associations.
C)Society for Human Resource Management.
D)Human Resources Professionals Association of Ontario.
E)International Personnel Management Association-Canada.

Question 47

Define and briefly describe the term "human resources management."

Question 48

The goal of HRM is to align people practices with organizational strategy to produce behaviours required to achieve organizational goals.

Question 49

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.

Question 50

HRM has evolved over the last few decades due to economic forces such as globalization,technological changes,and intense competition,all of which make human capital more important.

Question 51

Recent research indicates that there is a strong positive relationship between employee engagement and organizational performance.

Question 52

An HR professional can build employee engagement by coaching line managers to build trusting relationships with their employees,establishing recognition programs,and providing management development programs.

Question 53

The growing emphasis on education and human capital reflects several social and economic factors,such as the increase in primary-sector employment.

Question 54

Developing a reputation as an environmental leader and demonstrating corporate social responsibility

A)is part of every organization's mission statement.
B)is not supported by shareholders in for-profit enterprises.
C)is only common in not-for-profit enterprises.
D)helps organizations to gain market share and retain employees.
E)is a key responsibility of the human resources leader.

Question 55

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.