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Test Bank For Human Resources Management in Canada, 15th Edition by Gary Dessler, ISBN: 9780137291878, All 17 Chapters Covered, Verified Latest Edition$20.99
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Test Bank For Human Resources Management in Canada, 15th Edition by Gary Dessler, ISBN: 9780137291878, All 17 Chapters Covered, Verified Latest Edition
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HRM in Canada, 15th Edition by Dessler
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HRM In Canada, 15th Edition By Dessler
Test Bank For Human Resources Management in Canada, 15th Edition by Gary Dessler, ISBN: 9780137291878, All 17 Chapters Covered, Verified Latest Edition Test Bank For Human Resources Management in Canada, 15th Edition by Gary Dessler, ISBN: 9780137291878, All 17 Chapters Covered, Verified Latest Edi...
Human Resources Management in Canada
15th Canadian Edition by Gary Dessler
Chapters 1 - 17
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GN 11700591
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Answers are at the end of each Chapter
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Chapter 1 GN
MULTIPLE CHOICE. GN
Choose the one alternative that best completes the statement or answers the que
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stion.
1) Human resources management refers to:
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A) the management of people in organizations.
GN GN GN GN GN
B) concepts and techniques for organizing work activities.
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C) all managerial activities.
GN GN
D) concepts and techniques used in leading people at work.
GN GN GN GN GN GN GN GN
E) management techniques for controlling people at work.
GN GN GN GN GN GN
2) The knowledge, education, training, skills, and expertise of a firm's workers is known as:
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A) physical capital. GN
B) management's philosophy. GN
C) human capital. GN
D) production capital. GN
E) cultural diversity. GN
3) Human resources practices that support strategy include:
GN GN GN GN GN GN
A) performance management. GN
B) production scheduling. GN
C) policies and procedures. GN GN
D) staffing practices. GN
E) rewards practices. GN
4) A company utilizes a system to measure the impact of Human Resources which balances measures
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Nrelating to financial results, customers, internal business processes and human capital management. This s
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ystem is knows as the:
GN GN GN GN
A) HRIS.
B) balanced strategy. GN
C) Human Capital Index. GN GN
D) balanced scorecard. GN
E) none of the above. GN GN GN
5) You have been tasked with building employee engagement at the firm you work for. Strategic
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human resources initiatives you would consider implementing include:
GN GN GN GN GN GN GN GN
A) employee recognition programs and management development programs.
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B) diversity programs. GN
C) employee recognition programs. GN GN
D) employee relations activity. GN GN
E) job design indicators.
GN GN
6) HR department staff members are traditionally involved in key operational responsibilities. Which
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of the following is an operational responsibility?
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A) setting goals and objectivesGN GN GN
B) collecting metrics GN
C) analyzing metrics GN
D) interpreting human right laws GN GN GN
E) interpreting health and safety legislation GN GN GN GN
, GN
lOMoAR cPSD|
GN 11700591
7) Being completely familiar with employment legislation, HR policies and procedures, collective agr
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eements, and the outcome of recent arbitration hearings and court decisions is most closely related with
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which of the following HR activities?
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A) serving as a consultant GN GN GN
B) formulating policies and procedures GN GN GN
C) offering advice GN
D) providing services GN
E) serving as a change agent GN GN GN GN
8) The practice of contracting with outside vendors to handle specified functions on a permanent
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basis is known as
GN GN GN
A) hiring temporary employees. GN GN
B) payroll and benefits administration.
GN GN GN
C) contract administration. GN
D) outsourcing.
E) labour-management relations. GN
9) The company's plan for how it will balance its internal strengths and weaknesses with
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external opportunities and threats in order to maintain competitive advantage is known as
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A) HR strategy. GN
B) strategy.
C) environmental scanning. GN
D) policies and procedures. GN GN
E) none of the above. GN GN GN
10) Rita is the HR Director of a manufacturing company. She recently undertook research to identif
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y competitor compensation and incentive plans, information about pending legislative changes and avail
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ability of talent in the labour market for the upcoming strategic planning meeting. Rita was conducting
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:
A) environmental scanning. GN
B) an employee engagement survey.
GN GN GN
C) an external market survey.
GN GN GN
D) an envrionmental study.
GN GN
E) an external opportunities/threats study.
GN GN GN
11) The HR manager of Smith & Yu company was heavily involved in a downsizing exercise of the c
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ompany's sales force due to an economic downturn. He was also involved in arranging for outplacement
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services and employee retention programs as well as restructuring of the business following the downsizin
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g. This is an example of HR's role in:
GN GN GN GN GN GN GN GN
A) formulating strategy. GN
B) operational activities. GN
C) environmental scanning. GN
D) environmental scanning and executing strategy. GN GN GN GN
E) executing strategy. GN
12) The core values, beliefs, and assumptions that are widely shared by members of an organization ar
GN GN GN GN GN GN GN GN GN GN GN GN GN GN GN
e known as:
GN GN
A) organizational climate. GN
B) the strategic plan. GN GN
C) the mission statement.
GN GN
D) organizational culture. GN
E) the pervading atmosphere.
GN GN
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