Human Resources Management In Canada, 14e Gary Des
Human Resources Management in Canada, 14e Gary Des
Exam (elaborations)
Human Resources Management in Canada 14th Edition By Gary Dessler, Nita Chhinzer, Nina Cole (Test Bank)
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Human Resources Management in Canada, 14e Gary Des
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Human Resources Management In Canada, 14e Gary Des
Human Resources Management in Canada, 14e Gary Dessler, Nita Chhinzer, Nina Cole (Test Bank)
Human Resources Management in Canada, 14e Gary Dessler, Nita Chhinzer, Nina Cole (Test Bank)
HUMAN RESOURCES
MANAGEMENT IN CANADA
Canadian Fourteenth Edition
Gary Dessler
Nita Chhinzer
,Human Resources Management in Canada, 14e (Dessler)
Chapter 1 The Strategic Role of Human Resources Management
1) 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.
Answer: C
Type: MC
Learning Objective: 1.1: Define human resources management and analyze how it relates to the
management process.
2) 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.
Answer: B
Type: MC
Learning Objective: 1.1: Define human resources management and analyze how it relates to the
management process.
3) HRM involves formulating and implementing HRM systems that are aligned with the
organization's strategy to ensure the workforce has competencies and behaviours required to
achieve the organization's strategic objectives.
Answer: TRUE
Type: TF
Learning Objective: 1.1: Define human resources management and analyze how it relates to the
management process.
4) Define and briefly describe the term "human resources management."
Answer: Five points recommended: 2 for a definition that is close to the textbook
("management of people in organizations") and 3 for being able to identify something close to
"formulating and implementing HRM systems (such as recruitment, performance appraisal, and
compensation) that are aligned with the organization's strategy…"
Type: ES
Learning Objective: 1.1: Define human resources management and analyze how it relates to the
management process.
,5) Which term is a "course of action"?
A) Strategy
B) Human capital
C) Business model
D) Management
E) Authority
Answer: A
Type: MC
Learning Objective: 1.1: Define human resources management and analyze how it relates to the
management process.
6) Which of the following helps guide the company to its desired destination?
A) Business model
B) Strategic Plan
C) Authority
D) Obligation
E) Responsibility
Answer: B
Type: MC
Learning Objective: 1.1: Define human resources management and analyze how it relates to the
management process.
7) Most students graduating in the next few years either will work for small businesses or will
create new small businesses of their own, usually without a designated HR department. This
means that entrepreneurs, employees, HR managers, and all managers in small, medium, and
large businesses should be educated on human resources management.
Answer: TRUE
Type: TF
Learning Objective: 1.2: Describe the value of HR expertise to non-HR managers and
entrepreneurs.
8) Human resources management is important to all managers so they can avoid making
common mistakes which may include hiring the wrong person for the job.
Answer: TRUE
Type: TF
Learning Objective: 1.2: Describe the value of HR expertise to non-HR managers and
entrepreneurs.
9) HR responsibilities have shifted from operational to strategic responsibilities, which involve
formulating and executing organizational strategy.
Answer: TRUE
Type: TF
Learning Objective: 1.3: Explain how HRM has changed over recent years to include a higher-
level advisory role.
, 10) 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.
Answer: B
Type: MC
Learning Objective: 1.3: Explain how HRM has changed over recent years to include a higher-
level advisory role.
11) Which of the following activities was part of the traditional role of personnel administration
in the early 1900s?
A) Hiring and firing employees
B) Environmental scanning
C) Coaching and mentoring employees
D) Being part of the strategic planning discussions
E) Handling union-management relations
Answer: A
Type: MC
Learning Objective: 1.3: Explain how HRM has changed over recent years to include a higher-
level advisory role.
12) 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 limited role in organizations.
Answer: E
Type: MC
Learning Objective: 1.3: Explain how HRM has changed over recent years to include a higher-
level advisory role.
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) company objectives.
B) environmental scanning.
C) strategy.
D) policies and procedures.
E) SWOT.
Answer: C
Type: MC
Learning Objective: 1.3: Explain how HRM has changed over recent years to include a higher-
level advisory role.
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