Practise HRM Exam

Exam
Name___________________________________
MULTIPLECHOICE.Choosetheonealternativethatbestcompletesthestatementoranswersthequestion.
1) Humanresourcesmanagementrefersto:
A) allmanagerialactivities.
B) conceptsandtechniquesusedinleadingpeopleatwork.
C) conceptsandtechniquesfororganizingworkactivities.
D) managementtechniquesforcontrollingpeopleatwork.
E) themanagementofpeopleinorganizations.
1)
2) Theknowledge,education,training,skills,andexpertiseofafirmsworkersisknownas:
A) physicalcapital.
B) managementsphilosophy.
C) productioncapital.
D) humancapital.
E) culturaldiversity.
2)
3) Humanresourcespracticesthatsupportstrategyinclude:
A) performancemanagement.
B) rewardspractices.
C) staffingpractices.
D) policiesandprocedures.
E) productionscheduling.
3)
4) AcompanyutilizesasystemtomeasuretheimpactofHumanResourceswhichbalances
measuresrelatingtofinancialresults,customers,internalbusinessprocessesandhumancapital
management.Thissystemisknowsasthe:
A) HRIS.
B) HumanCapitalIndex.
C) balancedstrategy.
D) balancedscorecard.
E) noneoftheabove.
4)
5) Youhavebeentaskedwithbuildingemployeeengagementatthefirmyouworkfor.Strategic
humanresourcesinitiativesyouwouldconsiderimplementinginclude:
A) employeerecognitionprograms.
B) employeerecognitionprogramsandmanagementdevelopmentprograms.
C) jobdesignindicators.
D) diversityprograms.
E) employeerelationsactivity.
5)
6) HRdepartmentstaffmembersaretraditionallyinvolvedinkeyoperationalresponsibilities.Which
ofthefollowingisanoperationalresponsibility?
A) settinggoalsandobjectives
B) interpretinghumanrightlaws
C) collectingmetrics
D) analyzingmetrics
E) interpretinghealthandsafetylegislation
6)
7) Beingcompletelyfamiliarwithemploymentlegislation,HRpoliciesandprocedures,collective
agreements,andtheoutcomeofrecentarbitrationhearingsandcourtdecisionsismostclosely
relatedwithwhichofthefollowingHRactivities?
A) servingasaconsultant
B) formulatingpoliciesandprocedures
C) offeringadvice
D) providingservices
E) servingasachangeagent
7)
8) Thepracticeofcontractingwithoutsidevendorstohandlespecifiedfunctionsonapermanent
basisisknownas
A) contractadministration.
B) payrollandbenefitsadministration.
C) hiringtemporaryemployees.
D) outsourcing.
E) labour-managementrelations.
8)
9) Thecompanysplanforhowitwillbalanceitsinternalstrengthsandweaknesseswithexternal
opportunitiesandthreatsinordertomaintaincompetitiveadvantageisknownas
A) environmentalscanning.
B) HRstrategy.
C) policiesandprocedures.
D) strategy.
E) noneoftheabove.
9)
10) RitaistheHRDirectorofamanufacturingcompany.Sherecentlyundertookresearchtoidentify
competitorcompensationandincentiveplans,informationaboutpendinglegislativechangesand
availabilityoftalentinthelabourmarketfortheupcomingstrategicplanningmeeting.Ritawas
conducting:
A) environmentalscanning.
B) anexternalmarketsurvey.
C) anemployeeengagementsurvey.
D) anenvrionmentalstudy.
E) anexternalopportunities/threatsstudy.
10)
11) TheHRmanagerofSmith&Yucompanywasheavilyinvolvedinadownsizingexerciseofthe
companyssalesforceduetoaneconomicdownturn.Hewasalsoinvolvedinarrangingfor
outplacementservicesandemployeeretentionprogramsaswellasrestructuringofthebusiness
followingthedownsizing.ThisisanexampleofHRsrolein:
A) environmentalscanningandexecutingstrategy.
B) environmentalscanning.
C) executingstrategy.
D) operationalactivities.
E) formulatingstrategy.
11)
12) Thecorevalues,beliefs,andassumptionsthatarewidelysharedbymembersofanorganization
areknownas:
A) organizationalclimate.
B) organizationalculture.
C) thepervadingatmosphere.
D) themissionstatement.
E) thestrategicplan.
12)
13) AstheHRconsultantofanewlyformedcompany,Arunhasplannedapresentationfortheline
managersonorganizationalcultureandthepurposeitserves.Whichofthefollowingpointswould
Arunhaveincludedinhispresentation?
A) increasingtraininglevels
B) fosteringemployeeloyaltyandcommitmentandprovidingemployeeswithasenseof
direction
C) fosteringemployeeloyaltyandcommitment
D) successionplanning
E) creatingaworldlieratmosphere
13)
14) Theprevailingatmosphereorinternalweatherthatexistsinanorganizationanditsimpacton
employeesis
A) organizationalclimate.
B) theneedforperformanceappraisals.
C) theneedforacorporateculture.
D) amythaboutorganizations.
E) theimportanceofhavingamissionstatement.
14)
15) RevlexInc.hasdecidedtoallowitsfrontlineworkerstomakedecisionsregardingtheorderingof
certainsuppliesthatwereformerlymadebymanagers.Thisinitiativeisanexampleof:
A) jobrestructuring.
B) employeeempowerment.
C) managementdevelopment.
D) achangeinorganizationalclimate.
E) workplaceincentives.
15)
16) JoeBrownwashiredbyamanufacturingfirmasasupervisor.Duringhisfirstfewweeksasa
supervisorherealisedthatemployeeswhoreporttohimexpectalotofdirectionfromhimand
expectallofthedecisionmakingtobedonebyhim.JoeBrowndecidedtotrainhisemployeesto
takeonadditionalresponsibilitiesandmakedecisionswithinaspecificscope.JoeBrownis:
A) empoweringhisstaff.
B) embracinghisstaff.
C) outsourcinghisstaff.
D) reducinghisstaff.
E) noneoftheabove.
16)
17) Economicdownturnsaregenerallyassociatedwith:
A) highturnover.
B) lowerunemploymentrates.
C) morecompetitionforqualifiedemployees.
D) anoverwhelmingnumberofjobapplicantsforvacancies.
E) skillsshortages.
17)
18) Theratioofanorganizationsoutputstoitsinputsisknownas:
A) thelabourmarket.
B) theequityratio.
C) productivity.
D) thesupplyanddemandequation.
E) competitiveability.
18)
19) ExternalenvironmentalinfluenceshavingadirectorindirectinfluenceonHRMincludewhichof
thefollowing:
A) labourmarketconditions.
B) increasingempowerment.
C) organizationalclimate.
D) decreasingworkforcediversity.
E) organizationalculture.
19)
20) Theratioofanorganizationsoutputssuchasgoodsanditsinputssuchascapitaliswhichofthe
following:
A) productivity.
B) outsourcing.
C) aninternalenvironmentalinfluence.
D) workforcediversity.
E) thelabourmarket.
20)
21) Whenunemploymentratesfall:
A) trainingandretentionstrategiesincreaseinimportance.
B) thereisalwaysagreaterdemandforservices.
C) retentionstrategiesincreaseinimportance.
D) thereisalwaysagreaterdemandforservicesandtrainingstrategiesincrease.
E) unionsaremorelikelytoorganizeworkers.
21)
22) MortgageFinancialneedstorecruit10employeesforaperiodofthreemonthstoassistitsteamof
underwritersduringthebusyseason.Thecompanydoesnotwanttoprovidethese10employees
regularfull-timeorpart-timestatus.AstheHRmanager,whatwouldyousuggestthecompany
dointhissituation?
A) increasetheworkloadofstaff
B) usecontingentemployees
C) outsourcetheunderwritingfunction
D) donothingaboutthesituation
E) developaretentionplan
22)
23) Thecharacteristicsoftheworkforceareknownas:
A) unionization.
B) populationtrends.
C) demographics.
D) diversity.
E) organizationalclimate.
23)
24) Thesinglemostimportantfactorgoverningthesizeandcompositionofthelabourforceis:
A) thebirthrate.
B) populationgrowth.
C) diversity.
D) immigrationpatterns.
E) thedeathrate.
24)
25) Anyattributethathumansarelikelytousetotellthem,thatpersonisdifferentfromme,and
thusincludessuchfactorssuchasrace,gender,age,valuesandculturalnorms,isknownas
A) differences.
B) characteristics.
C) minorities.
D) diversity.
E) perceptions.
25)
26) Babyboomers:
A) havehadveryhighfertilityrates.
B) willbeincreasingrapidlyinnumbersoverthenextfewdecades.
C) resultedinafocusonrecruitmentandselectioninorganizationsinthepast.
D) arecurrentlycausingagreatdealofcompetitionforadvancement.
E) werebornbetween1946and1965.
26)
27) CharacteristicsofGenerationXemployeesinclude:
A) masteringoftechnology.
B) eagernesstomakeacontribution.
C) adesireforwork/lifebalance.
D) senseofsecuritylinkedtocorporateloyalty.
E) action-orientedness.
27)
28) TheSandwichGenerationrefersto:
A) GenerationY.
B) employeeswitholderandyoungercoworkers.
C) individualswithresponsibilitiesforyoungdependentsandelderlyrelatives.
D) individualswhoarecaughtinthegenerationgap.
E) employeeswhohavetobringtheirlunchtoworkbecausetheycantaffordtoeatout.
28)
29) IfyouweretheHRadvisorofacompanywherethemajorityoftheworkforceconsistedof
employeesbornafter1980,whatinitiativeswouldyourecommendprovidingtokeepthegroup
challenged?
A) jobsecurity
B) continuousskilldevelopment
C) empowermentandchallengingwork
D) flexibleworkarrangements
E) eldercarebenefits
29)
30) IfyouweretheHRadvisorofacompanywherethemajorityoftheworkforceconsistedof
employeesbornbefore1965whatinitiativeswouldyourecommendprovidingtokeepthegroup
challenged?
A) flexibleworkarrangements
B) jobsecurity
C) independentwork
D) eldercareandpensionbenefits
E) onsitegymfacilities
30)
31) Canadianswhoarefunctionallyilliterateare:
A) exactingatollonorganizationsproductivitylevels.
B) involvedinacademicupgradingthroughtheirplaceofemployment.
C) olderCanadianswhodidnothavetheopportunitytoattendschool.
D) abletoperformroutinetechnicaltaskswithoutassistance.
E) nolongerintheworkforce.
31)
32) Approximately________percentoftheCanadianpopulationcouldbemembersofvisible
minoritiesby2017.
A) 20
B) 50
C) 30
D) 40
E) noneoftheabove
32)
33) Whichofthefollowingstatementsistrue?
A) MostvisibleandethnicminorityCanadiansareprofessionals.
B) Ethnicdiversityisincreasing.Currently,morethan200differentethnicgroupsare
representedamongCanadianresidents.
C) ThemajorityofCanadiansareofFrenchorBritishorigin.
D) EthnicdiversityisstartingtoleveloffinCanada.
E) TheproportionofvisibleandethnicminoritiesenteringtheCanadianlabourmarketpeaked
inthemid-1990sandisgraduallydecreasing.
33)
34) Technologicaladvancesinmanufacturinghave:
A) decreasedtheimportanceofwhite-collarjobs.
B) resultedinadeclineintheimpactofworkforcediversity.
C) eliminatedmanyblue -collarjobs.
D) hadlittleimpactonservice-sectorfirms.
E) ledtosignificantincreasesintheemploymentofpersonswithdisabilities.
34)
35) Whichofthefollowingjobsarelikelytoincreaseinthemarketasaresultoftechnological
advances?
A) assemblylinework
B) professionaljobsandmanagerialpositions
C) blue-collarjobs
D) professionaljobs
E) notypesofjobswillincrease
35)
36) Questionsconcerning________areatthecoreofagrowingcontroversybroughtaboutbythenew
informationtechnologies.
A) datacontrol,accuracy,righttoprivacyandethics
B) privacyandsocialresponsibility
C) speed,accuracy,andefficiency
D) employeestresslevels
E) jobsatisfaction
36)
37) YouaretheDirectorofHumanResourcesatarealestatedevelopmentcompanybasedinToronto.
Toattractandretainemployeesbornafter1981whichofthefollowingwouldbethemoststrategic
toimplement?
A) moreopportunitytoworkindependently
B) greaterjobsecurity
C) acomprehensivepensionplan
D) anenvironmentalstewardshipprogram
E) eldercare
37)
38) YouaretheHRgeneralistofanationalrailway.Whichemploymentlegislationwouldyoureferto
whenitcomestoemployeerelationsissueswithintheorganization?
A) federal
B) provincial
C) territorial
D) provincial/territorial
E) noneoftheabove
38)
39) WhichofthefollowingapplytoemployersandemployeesacrossCanada?
A) Employmentequitylegislation
B) EmploymentInsuranceandemploymentlegislation
C) EmploymentInsuranceandCanada/QuebecPensionPlan
D) EmploymentInsuranceandhumanrightslegislation
E) theCanadaLabourCode
39)
40) Thetendencyoffirmstoextendtheirsalesormanufacturingtonewmarketsabroadisknownas:
A) domestication.
B) globalization.
C) culturaldiversity.
D) internationalmarketing.
E) productdiversification.
40)
41) Theglobalizationofmarketsandmanufacturinghasvastlyincreased:
A) employeeturnover.
B) thequalityofproductsandservices.
C) thepricesofproductsandservices.
D) standardizationpractices.
E) internationalcompetition.
41)
42) Theprocessofanalyzingmanufacturingprocesses,reducingproductioncosts,andcompensating
employeesbasedontheirperformancelevelsisfoundin:
A) thehumanrelationsmovement.
B) scientificmanagement.
C) thehumanresourcesmovement.
D) thescientificmovement.
E) noneoftheabove.
42)
43) WhichofthefollowingwasgivenemphasisinFrederickTaylorstheoryonHRM?
A) cross-functionalcooperation
B) compensationtiedtoperformance
C) workconditions
D) jobrotation
E) empowermentofemployees
43)
44) Managementpracticesinthelate1800sandearly1900semphasized:
A) workplaceharmony.
B) higherwages.
C) empowerment.
D) tasksimplificationandperformance-basedpay.
E) self-management.
44)
45) MaryParkerFollettwasa:
A) believerinself-management.
B) believerinthemotivationalpowerofmoney.
C) supporteroftheviewthatworkersareafactorofproduction.
D) strongadvocateofauthoritarianmanagement.
E) strongadvocateofscientificmanagement.
45)
46) Themanagementphilosophybasedonthebeliefthatattitudesandfeelingsofworkersare
importantanddeservemoreattentionisknownas:
A) thehumanrelationsmovement.
B) psychology.
C) socialism.
D) thehumanresourcesmovement.
E) scientificmanagement.
46)
47) TheHawthorneStudiesarecloselylinkedwith:
A) thehumanresourcesmovement.
B) thehumanrelationsmovement.
C) scientificmanagement.
D) MaryParkerFollett.
E) FrederickTaylor.
47)
48) WhichofthefollowingstatementsistrueoftheHawthorneStudies?
A) Workermoralewasgreatlyinfluencedbysuchfactorsasthesupervisorsleadershipstyle.
B) Researcherswerenotinterestedinthefactorsinfluencingworkermoraleandproductivity.
C) Economicincentiveswerefoundtobethemostcloselylinkedtoproductivity.
D) Theconclusionshadlittleimpactonmanagementpractices.
E) Treatingworkerswithdignityandrespectwasfoundtohaveaweakcorrelationto
productivity.
48)
49) Whichofthefollowingactivitieswaspartofthethetraditionalroleofpersonnelmanagementin
theearly1900s?
A) coachingandmentoring
B) handlingunion-managementrelations
C) beingpartofthestrategyplanningdiscussions
D) environmentalscanning
E) hiringandfiringemployees
49)
50) Intheearly1900s,personneladministration,asitwasthencalled:
A) wascloselytiedtounion-managementrelations.
B) focussedontryingtoimprovethehumanelementinorganizations.
C) playedaverysubservientroleinorganizations.
D) washighlyinfluencedbylawsandregulations.
E) servedakeyadvisoryroleinorganizations.
50)
51) Thesecondphaseofpersonnelmanagementarrivedinthe1930swith:
A) minimumwagelegislation.
B) healthandsafetylegislation.
C) adecreaseinunionizingactivities.
D) adecreaseinunionizingactivitiesandminimumwagelegislation.
E) thedecreasingmomentumofthescientificmanagementmovement.
51)
52) IfyouwereanHRprofessionalinthe1940sor1950syouwouldlikelyhavehadthefollowing
activitiesaddedontoyourportfolioofexistingresponsibilities:
A) focusingonproactivemanagement.
B) administeringbenefits.
C) runningthepayrolldepartment.
D) handlingorientationandperformanceappraisals.
E) hiringandfiring.
52)
53) Thethirdmajorphaseinpersonnelmanagementwasadirectresultof:
A) governmentinterventionfollowingthedepression.
B) adesireforprofessionalism.
C) theimpactofthehumanrelationsmovement.
D) anincreaseinunionizingactivities.
E) theincreasingamountofgovernmentlegislation.
53)
54) Thethirdphaseofpersonnelmanagementwasconcernedlargelywith:
A) healthandsafetylegislationcompliance.
B) payroll.
C) corporatecontributionandproactivemanagement.
D) corporatecontribution.
E) benefitsadministration.
54)
55) ThefourthphaseofHRMisongoing.Currentmanagementthinkingholdsthat:
A) employeesarequitesimilarintermsoftherewardstheyseek.
B) thegoalsandaimsofmanagementmustbeachievedatallcosts.
C) socialinfluencesarenolongerimportanttomostemployees.
D) employeesareoftenthefirmsbestcompetitiveadvantage.
E) employeesaremotivatedprimarilybycompensationandbenefits.
55)
56) Characteristicsofaprofessioninclude:
A) certificationofmembers.
B) theexistenceofacommonbodyofknowledgeandcertificationofmembers.
C) manydiversepointsofview.
D) governmentregulation.
E) competingcodesofethics.
56)
57) ThebroadobjectivesofHRassociationsacrossthecountryinclude:
A) assistingintheprovisionoftraininginthefieldofHR.
B) providingopportunitiesforinformationexchange.
C) servingasavoiceforHRpractitioners.
D) skillsupdating.
E) alloftheabove.
57)
58) TheCanadiannationalbodythroughwhichallprovincialandspecialistHRassociationsare
affiliatediscalledthe:
A) InternationalPersonnelManagementAssociationCanada.
B) CanadianCouncilofHumanResourcesAssociations.
C) HumanResourcesProfessionalsAssociationofOntario.
D) SocietyforHumanResourceManagement.
E) CanadianManagementAssociation.
58)
59) Payoffsassociatedwithproperlyimplementedethicsprogramsinclude:
A) increasedstakeholderconfidence.
B) greaterclient/customerandemployeeloyalty.
C) increasedprofits.
D) decreasedvulnerabilitytolegalliabilityissues.
E) alloftheabove.
59)
60) Theimplied,enforced,orfeltobligationofmanagers,actingintheirofficialcapacities,toserveor
protecttheinterestsofgroupsotherthanthemselves,isknownas:
A) valuingdiversity.
B) legalcompliance.
C) socialresponsibility.
D) professionalism.
E) acodeofethics.
60)
61) Takingastandonanti-animaltesting,humanrightsprotection,andenvironmentalconservationis
anexampleofafirms:
A) ethicspolicy.
B) senseofsocialresponsibility.
C) missionstatement.
D) desireforlegalcompliance.
E) codeofethics.
61)
TRUE/FALSE.WriteTifthestatementistrueandFifthestatementisfalse.
62) ThegoalofHRMistoalignpeoplepracticestoorganizationalstrategytoproducebehaviours
requiredtoachieveorganizationalgoals.
10
62)
63) HRresponsibilitieshaveshiftedfromoperationaltostrategicresponsibilitieswhichinvolve
formulatingandexecutingorganizationalstrategy.
63)
64) AnHRprofessionalcanbuildemployeeengagementbycoachinglinemanagerstobuildtrusting
relationshipswiththeiremployees,establishingrecognitionprogramsandprovidingmanagement
developmentprograms.
64)
65) Managementcanloseitsauthorityandpowerbyempoweringitsemployees.
65)
66) HRprofessionalsareincreasinglyexpectedbytheiremployerstobechangeagentswholeadthe
organizationanditsemployeesthroughchange
66)
67) Thegrowingemphasisoneducationandhumancapitalreflectsseveralsocialandeconomic
factors,suchastheincreaseinprimary-sectoremployment.
67)
68) Recentresearchindicatesthatthereisastrongpositiverelationshipbetweenemployee
engagementandorganizationalperformance.
68)
69) Technologicaladvanceswillcontinuetoshiftemploymentfromsomeoccupationstoothers,while
contributingtoadeclineinproductivity.
69)
70) HRMhasevolvedoverthelastfewdecadesduetoeconomicforcessuchasglobalization,
technologicalchanges,andintensecompetition,allofwhichmakehumancapitalmoreimportant.
70)
71) AsanHRprofessionalintodaysorganizations,youneedtobeconcernedwithethicalissuessuch
assecurityofinformation,employeeandclientprivacy,governanceandconflictsofinterest.
71)
ESSAY.Writeyouranswerinthespaceprovidedoronaseparatesheetofpaper.
72) DiscusshowtheimpactofHRMonanorganizationismeasured.
73) DiscusstheresponsibilitiesofHumanResourceManagement.
74) YouhavebeenhiredastheDirectorofHumanResourcesatatelecommunicationscompany.Define
organizationalcultureandclimateandexplaintheimportanceofeachtothecompany.
75) DescribekeyHRMissuesrelatedtodemographictrendsandworkforcediversity.
76) DiscussthetheoriesthathavecontributedtotheevolutionofHRMandthechallengesfaced.
77) DescribetheroleofethicsinHRManditschallengesandbenefits.
11
AnswerKey
Testname:UNTITLED1
1) E
Topic: StrategicRoleofHRM
Skill: Recall
2) D
Skill: Recall
3) E
Skill: Recall
4) D
Skill: Applied
5) B
Skill: Applied
6) C
Skill: Applied
7) C
Skill: Applied
8) D
Skill: Recall
9) D
Skill: Recall
10) A
Skill: Applied
11) C
Skill: Applied
12) B
Topic: EnvironmentalInfluencesonHRM
Skill: Recall
13) B
Skill: Applied
14) A
Skill: Recall
15) B
Skill: Applied
16) A
Skill: Applied
12
AnswerKey
Testname:UNTITLED1
17) D
Skill: Recall
18) C
Skill: Recall
19) A
Skill: Applied
20) A
Skill: Recall
21) A
Skill: Applied
22) B
Skill: Applied
23) C
Skill: Recall
24) B
Skill: Recall
25) D
Skill: Recall
26) E
Skill: Recall
27) C
Skill: Recall
28) C
Skill: Recall
29) C
Skill: Applied
30) D
Skill: Applied
31) A
Skill: Applied
32) A
Skill: Recall
13
AnswerKey
Testname:UNTITLED1
33) B
Skill: Applied
34) C
Skill: Recall
35) B
Skill: Applied
36) A
Skill: Recall
37) D
Skill: Applied
38) A
Skill: Applied
39) C
Skill: Recall
40) B
Skill: Recall
41) E
Skill: Applied
42) B
Topic: TheHRMovement
Skill: Recall
43) B
Skill: Recall
44) D
Skill: Recall
45) A
Skill: Applied
46) A
Skill: Recall
47) B
Skill: Recall
48) A
Skill: Applied
14
AnswerKey
Testname:UNTITLED1
49) E
Skill: Recall
50) C
Skill: Recall
51) A
Skill: Applied
52) D
Skill: Applied
53) E
Skill: Recall
54) C
Skill: Applied
55) D
Skill: Recall
56) C
Topic: GrowingProfessionalisminHR
Skill: Applied
57) E
Skill: Recall
58) B
Skill: Recall
59) E
Skill: Recall
60) C
Skill: Recall
61) B
Skill: Applied
62) TRUE
Skill: Recall
63) TRUE
Skill: Applied
64) TRUE
Skill: Applied
15
AnswerKey
Testname:UNTITLED1
65) FALSE
Skill: Applied
66) TRUE
Skill: Recall
67) FALSE
Skill: Applied
68) TRUE
Skill: Recall
69) FALSE
Skill: Applied
70) TRUE
Skill: Applied
71) TRUE
Skill: Recall
72) HRprofessionalsneedtobeabletomeasurethevalueandimpactoftheirorganizationshumancapitalandHRM
practices.TraditionaloperationalmeasuresfocusedonthesizeandcostoftheHRfunctionsuchasabsenteeismrates
andcostperhire,buttodaysmeasuresneedtoreflectthequalityofpeopleandtheeffectivenessofHRMinitiatives
thatbuildworkforcecapability.
WatsonWayattdevelopedaHumanCapitalIndexwhichoutlines30keyHRpracticesandindicatestheir
contributionstoshareholdervalue.These30practicesweresummarizedinto5categoriesrecruitingexcellence,clear
rewardsandaccountability,collegialandflexibleworkplace,communicationsintegrityandprudentuseofresources.
Manyorganizationsareusingthebalancedscorecardapproach,whichtranslatesintofinancialresults,customers,
internalbusinessprocessandhumancapital.
Skill: Applied
73) Humanresourcesmanagementresponsibilitiesandactivitiesfallintotwocategories:operationalresponsibilitiesand
strategicresponsibilities.TraditionallyHRprofessionalshavefocusedonoperationalresponsibilities.However,there
isagrowingfocusonHRtakingamorestrategicrole.
Operationalresponsibilities includeactivitiessuchasselectionandassimilationintotheorganization,development
ofcapabilitiesandtransitionoutoftheorganization.TraditionalrolesofHRprofessionalsincludeactingasan
in-houseconsultant,offeringadviceonHR-relatedmatters,formulatingHRpoliciesandproceduresandotherHR
services.Intherecentyearsmostoftheadministrative/operationalactivitiesofHRhavebeenoutsourced.
Strategicresponsibilities includegettinginvolvedinstrategyformulationandexecution.HRprofessionalstogether
withlinemanagersundertakeenvironmentalscanning,whichhelpstheorganizationtoidentifyandanalyzeinternal
strengthsandweaknessesandexternalthreatsandopportunities.HRprofessionalscanprovideinformationabout
suchthingsastheincentiveprogramsusedbycompetitors,pendinglegislativechangesandimpendinglabour
shortages.Intermsofexecutingstrategy,HRprofessionalsactaschangeagentswhenorganizationsgothrough
significantchangessuchasmergers,acquisitions,anddownsizing.HRalsoisinvolvedinreducinglabourcostsby
introducingstrategiestoreduceturnover,absenteeismandoccupationalinjuriesandaccidents.
Skill: Recall
16
AnswerKey
Testname:UNTITLED1
74) Organizationculture consistsofthecorevalues,beliefs,andassumptionsthatarewidelysharedbymembersofan

organization.Itservesavarietyofpurposes:
communicatingwhattheorganizationbelievesinandstandsfor
providingemployeeswithasenseofdirectionandexpectedbehaviour(norms)
shapingemployeesattitudesaboutthemselves,theorganization,andtheirroles
creatingasenseofidentity,orderliness,andconsistency
fosteringemployeeloyaltyandcommitment
Organizationalclimate referstotheprevailingatmospherethatexistsinanorganizationanditsimpacton
employees.Themajorfactorsinfluencingtheclimatearemanagementsleadershipstyle,HRpoliciesandpractices,
andamountandstyleofcommunication.Thetypeofclimatethatexistsisgenerallyreflectedinthelevelofemployee
motivation,jobsatisfaction,performance,andproductivity,andthushasadirectimpactonorganizationalprofits
and/orongoingviability.
Skill: Applied
75) KeydemographicanddiversityissuesfacedbyCanadianorganizationsincludeage,education,women,visible
minorities,aboriginalpeopleandpersonswithdisabilities.
Withthebabyboomersretiringwithinthenextfewdecades,Canadaissaidtobefacedwithaloomingshortageof
skilledworkers.OntheotherhandistheSandwichGeneration,withresponsibilitiesforbringingupchildrenaswell
ascaringforelderlyrelativeswhoarenolongercapableoffunctioningindependently.Therefore,organizationsare
forcedtolookatHRpracticestoaccommodatethegrowingneedsandconcernsoftheseemployees.Forexample,
somecompanieshavestartedtoprovideeldercarebenefitstothosewhohaveelderlyrelatives.Membersof
GenerationXhavepushedHRpracticestoincludeflexibleworkarrangementsandabetterwork/lifebalance.
GenerationY,whoarenowbeginningtoentertheworkforce,areknownasmastersoftechnologyandcomfortable
withauthorityanddiversity.Organizationsareyetagainrequiredtomakechangestokeepthisgroupchallengedand
tomanagetheoveralldiversityintheworkplace.WiththelevelofeducationincreasingamongsttheCanadian
workforce,managersareexpectedtotrytoensurethatthetalentsandcapabilitiesofemployeesarefullyutilizedand
thatopportunitiesareprovidedforcareergrowth.
Employmentforwomenhassteadilyincreasedoverthedecades,andorganizationsareaccommodatingworking
womenandsharedparentingresponsibilitiesbyofferingon-sitedaycare,emergencychildcaresupport,andflexible
workarrangements.Visibleminoritiesareenteringthelabourmarketatafasterplacethantherestofthepopulation,
whichposesnumerouschallengesforemployerswithincreaseddiversity.Employersarerequiredtorecognize
foreigncredentialsandbefairintherecruitmentandselectionprocesstogiveopportunitiestothosewhoarenewto
Canada.Personswithdisabilitiesstillcontinuetoexperiencehighratesofunemploymentandunderemployment,and
toreceivelowerpay.
Skill: Applied
17
AnswerKey
Testname:UNTITLED1
76) TheevolutionofHRMcanbediscussedthroughthefollowingtheories.
ScientificManagement:ConcernforProduction
Theprocessofscientificallyanalyzingmanufacturingprocesses,reducingproductioncosts,andcompensating
employeesbasedontheirperformancelevels.
HumanRelationsMovement:ConcernforPeople
Amanagementphilosophybasedonthebeliefthattheattitudesandfeelingsofworkersareimportantanddeserve
moreattention.
TheHumanResourcesMovement:ConcernforPeopleandProductivity
Amanagementphilosophyfocusingonconcernforpeopleandproductivity.
Arrivingatthisjointfocusonpeopleandproductivityinvolvedfourevolutionaryphases.
Themainreasonforthisevolutionhasbeeneconomicfactorssuchasglobalization,intensecompetitionand
deregulation,whichhavemadehumancapitalmoreimportant.Manytraditionalsourcesofcompetitiveadvantage
havebecomelesspowerful.Companiesarenowusinghumancapitaltocreateacompetitiveadvantage.However,
therearenumberofchallengesthatslowtheprogress.HRisstillconsideredacost-centrebymostlineandsenior
management.ManyHRprofessionalsalsoneedtoacquiremorebroad -basedbusinessknowledgeandskillsetsand
berecognizedasequalbusinesspartnersatthedecision -makingtable.
Topic: HistoryofHRM
Skill: Recall
77) TheprofessionalizationofHRMhascreatedtheneedforauniformcodeofethicsasoneoftherequirementsof
maintainingprofessionalstatus.CCHRACodeofEthicsprovideguidelinesforemployeesandemployers.
IncreasinglyHRisinvolvedinprovidingethicstraining,andmonitoringtoensurecompliancewiththecodeofethics.
KeyethicalissuesfacingCanadianorganizationspertaintosecurityofinformation,employeeandclientprivacy,
environmentalissues,governance,andconflictsofinterest.
Mainreasonsforfailuretoachievedesiredoutcomesareattributedtolackofleadershipandinadequatetraining.
Advantagesofhavinganethicsprogramproperlyimplementedincludeincreasedconfidenceamongstakeholders,
greaterclient,customerandemployeeloyalty,decreasedvulnerabilitytocrime,reducedlossesduetointernaltheft
andincreasedpublictrust.
Topic: ProfessionalisminHRM
Skill: Recall
18

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74) Organizationculture consistsofthecorevalues,beliefs,andassumptionsthatarewidelysharedbymembersofan

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