SAMPLE ESSAY QUESTIONS – CHAPTER 1-6

1. Discuss the three types of impacts an HRIS system has on a company? Identify and describe all three.

2. What is the difference between reactive and proactive change in an HRM response to a crisis? Provide an
example of each?

3. What are two benefits of not laying off staff? What are two disadvantages? What is an alternative to a
layoff – identify and describe.
4.
5. Describe the relationship between the Line Manager and HRM Departments. Provide two responsibilities
for each?
6.
7. Describe what strategy formulation and implementation are and each one’s primary function.
8.
9. What are the four criteria for sustaining a competitive advantage through people?
10.
11. Name the six steps of an effective Employment Equity implementation strategy? Describe the key
elements in either Step two, three or four.
12. Provide a definition of diversity management. What are three advantages of a Diversification
Management Strategy?
13. What is the difference between a job, a position, and a job family?
14. What are three commonly used job analysis methods? Describe two detail.
15. What are the four considerations of job design? What problem does job design attempt to solve?
16. What is the difference between job crafting and job carving?
17. Name the four standard interview types. Give a full definition and example question for two of the four
types?
18. Name two types of pre-employment testing and which type(s) of validity test is most applicable and why?
 Question 1
1 out of 1 points
A bank is experiencing rapid retirement of baby boomers. The bank needs to retain its employment
levels because of the volume of work, and it does not want to increase the workload of its employees.
Which statement outlines the best strategy for the bank to pursue to address this situation?
Selected Answer: b.
Offer higher compensation packages to attract qualified candidates.
Answers: a.
Increase production efforts to gain more revenue.
b.
Offer higher compensation packages to attract qualified candidates.
c.
Do nothing as the situation will rectify itself through attrition.
d.
Downsize the firm to save on labour costs.
 Question 2
0 out of 1 points
Which of the following is an application of “big data” and workforce analytics in human resources
management?
Selected Answer: d.
using trade data to predict unemployment figures
Answers: a.
using job applicant data to predict performance
b.
using sales data to segment markets
c.
using exit interviews to predict unemployment figures
d.
using trade data to predict unemployment figures
 Question 3
1 out of 1 points
Only human resource managers are responsible for the activities that are classified under the category
of HRM.
Selected Answer:
False
Answers: True

False

 Question 4
 0 out of 1 points
Organizations own their human capital, including investments made in training and development.
Selected Answer:
True
Answers: True

False
 Question 5
1 out of 1 points
Many organizations struggle to sufficiently attend to the needs and issues that transgender and gender-
nonconforming people face.
Selected Answer:
True
Answers:
True
False
 Question 6
0 out of 1 points
The introduction of advanced technology tends to increase the number of jobs that require basic skills.
Selected Answer:
True
Answers: True

False
 Question 7
1 out of 1 points
Which area of human resources management is responsible for full-cycle recruitment, promotions,
and terminations?
Selected Answer: d.
workforce
planning
Answers: a.
labour relations
b.
total rewards
c.
risk management
d.
workforce
planning
 Question 8
1 out of 1 points
Compared with the past, what are two areas to which contemporary HR managers add value?
Selected Answer: b.
 streamlining costs and helping with business strategies
Answers: a.
performing administrative issues and streamlining costs
b.
streamlining costs and helping with business strategies
c.
performing administrative issues and adhering to employment laws
d.
dealing with unions and streamlining costs
 Question 9
0 out of 1 points
Scenario 1.1

Canada Proud is a small food processing company located in northern British Columbia. Recently, it
has faced pressures from competitors who have been able to produce similar products more cheaply.
The owners of Canada Proud are looking into the possibility of starting a branch of the company in
Mexico. Trade agreements among countries around the globe help companies like Canada Proud in
becoming globally competitive. However, the company is aware that there may be opposition to such
a move, especially if it affects the future viability of its current operations.

Refer to Scenario 1.1. Which trade agreement would be applicable in Canada Proud’s case?
Selected Answer: d.
the Canada–Mexico Free Trade Agreement (CMFTA)
Answers: a.
the General Agreement on Tariffs and Trade (GATT)
b.
the United States–Mexico–Canada Agreement (USMCA)
c.
the North American Economic Cooperation (NAEC)
d.
the Canada–Mexico Free Trade Agreement (CMFTA)
 Question 10
0 out of 1 points
Which term refers to a graphical representation of all organizational jobs along with the
numbers of employees currently occupying those jobs and future employment requirements?
Selected Answer: c.
a Markov analysis
Answers: a.
a trend analysis
 b.
a staffing table
c.
a Markov analysis
d.
a skills inventory
 Question 11
1 out of 1 points
Replacement charts are listings of current jobholders who are potential replacements if an opening
occurs.
Selected Answer:
True
Answers:
True
False
 Question 12
0 out of 1 points
Which term refers to reducing the workforce through the departure of employees who resign or retire?
Selected Answer: c.
contracting out
Answers: a.
termination
b.
attrition
c.
contracting out
d.
contraction
 Question 13
0 out of 1 points
An organization wants to track the percentage and actual number of employees who remain
in each of the firm’s jobs from one year to the next. What would this organization find
beneficial?
Selected Answer: c.
a succession plan
Answers: a.
a Markov analysis
b.
a skills inventory
c.
a succession plan
 d.
a replacement chart
 Question 14
1 out of 1 points
National and regional unemployment rates are often considered a general indicator of labour supply.
Selected Answer:
True
Answers:
True
False
 Question 15
0 out of 1 points
A Markov analysis focuses on the number of employees in particular jobs and their skill levels,
compensation, and job tenure.
Selected Answer:
True
Answers: True

False
 Question 16
1 out of 1 points
Severance pay is a lump-sum payment given to terminated employees.
Selected Answer:
True
Answers:
True
False
 Question 17
1 out of 1 points
Scenario 2.2

Avie Products Inc. is planning to add a third shift to its production schedule. It currently has 450
workers involved in all aspects of its fertilizer business, which is known as the best in Canada. A
recent surge in demand from its global customers is driving the need for more workers; however, Simi
Meher, the CEO, is concerned that the surge may be temporary, especially considering the recent
economic downturns in the global environment where Avie does business.

Refer to Scenario 2.2. What would assist Avie in determining how many additional workers it would
need for the third shift?
Selected Answer: b.
balancing supply and demand
Answers: a.
Markov analysis
 b.
balancing supply and demand
c.
replacement charting
d.
succession planning
 Question 18
1 out of 1 points
An employer should try to eliminate unintentional discrimination, but is not legally accountable for
such discrimination.
Selected Answer:
False
Answers: True

False
 Question 19
0 out of 1 points
An example of a bona fide occupational qualification (BFOQ) for age is the argument that a younger
employee will project a better, more energetic image to the public.
Selected Answer:
True
Answers: True

False
 Question 20
1 out of 1 points
The Canadian Charter of Rights and Freedoms guarantees some fundamental rights for all
Canadians.
Selected Answer:
True
Answers:
True
False
 Question 21
0 out of 1 points
Federal law prohibits discrimination based on sexual orientation.
Selected Answer:
False
Answers:
True
False
 Question 22
1 out of 1 points
The overall goal for an organization with respect to employment equity is to achieve a workforce
representative of the demographic composition of the external workforce.
 Selected Answer:
True
Answers:
True
False
 Question 23
1 out of 1 points
Employment equity is voluntary; diversity management is not.
Selected Answer:
False
Answers: True

False
 Question 24
0 out of 1 points
Which organizational situation best represents the principle of the duty to accommodate?
Selected c.
Answer: renovating so that the building has wheelchair access, even if it is through a rear-
entrance loading dock
Answers: a.
following the uniform guidelines for accommodation
b.
equipping washrooms with lower mirrors and faucets, as well as with wider doors
c.
renovating so that the building has wheelchair access, even if it is through a rear-
entrance loading dock
d.
having regular employee surveys for disabled employees to ensure their needs are
met
 Question 25
1 out of 1 points
The federal pay equity legislation applies to all employees in Canada.
Selected Answer:
False
Answers: True

False
 Question 26
0 out of 1 points
What is the main difference between job analysis and job design?
Selected b.
Answer: Job analysis is the study of jobs as currently performed; job design is a tool used for
human resources planning.
 Answers: a.
Job analysis is required to ensure that HR functions are based on sound and valid data;
job design is focused on compensation and the financial worth of the work.
b.
Job analysis is the study of jobs as currently performed; job design is a tool used for
human resources planning.
c.
Job analysis is a process; job design is a function.
d.
Job analysis is the study of jobs as currently performed; job design is concerned with
changing job structures to improve efficiency.
 Question 27
0 out of 1 points
Job specifications describe the duties, tasks, and responsibilities performed on the job and therefore
play a key role in performance appraisal.
Selected Answer:
True
Answers: True

False
 Question 28
0 out of 1 points
What is the concept called when “the interaction and outcome of team members are greater than the
sum of their individual efforts”?
Selected Answer: c.
positive culture
Answers: a.
optimal performance
b.
synergy
c.
positive culture
d.
energy
 Question 29
0 out of 1 points
Job specifications usually cover two areas: (1) the skill required to perform the job, and (2) the level
of autonomy inherent in the position.
Selected Answer:
True
Answers: True

False
 Question 30
1 out of 1 points
According to the text, what is a disadvantage of job sharing?
Selected Answer: c.
unclear distribution of responsibilities
Answers: a.
decreased employee appraisals
b.
increased motivation
c.
unclear distribution of responsibilities
d.
increased compensation
 Question 31
1 out of 1 points
Which term refers to the process of obtaining information about jobs by determining the duties, tasks,
or activities of jobs?
Selected Answer: b.
job analysis
Answers: a.
position evaluation
b.
job analysis
c.
position analysis
d.
job evaluation
 Question 32
0 out of 1 points
In performing its job analyses, a company interviews its accountants on the factors that contribute to
their success as accountants in the firm. Which job analytic technique is this company using?
Selected Answer: c.
position analysis
questionnaire
Answers: a.
competency-based analysis
b.
critical incident method
c.
position analysis
questionnaire
 d.
task inventory analysis
 Question 33
1 out of 1 points
The job characteristics model suggests that motivated, satisfied, and productive employees (1)
experience meaningful work, (2) experience responsibility for work outcomes, and (3) have
knowledge of the results of their work activities.
Selected Answer:
True
Answers:
True
False
 Question 34
0 out of 1 points
Which of the following is NOT a method generally used to improve the effectiveness of recruitment?
Selected Answer: a.
yield ratios
Answers: a.
yield ratios
b.
surveys
c.
realistic job
previews
d.
employment testing
 Question 35
0 out of 1 points
Which of the following is NOT a service generally offered by public employment agencies?
Selected Answer: d.
apprenticeship
programs
Answers: a.
employment testing
b.
evaluation programs
c.
job evaluation
d.
apprenticeship
programs
 Question 36
 0 out of 1 points
Scenario 5.1

Beloitte Industries Inc. (BI Inc.) has been one of Canada’s leading financial advisory firms for over 50
years. Staffed by roughly 4,000 employees in most major cities across the country, BI Inc. prides itself
on hiring recent graduates from renowned business schools and offering them competitive salaries,
excellent benefits and perks, and limitless training and development opportunities. Employees also
have the opportunity to work from home a couple days a week. Over the years, the company realized
that while it has no problems recruiting top candidates to the firm, it is having a more difficult time
retaining them. Exit surveys reveal that while employees appreciate all the perks, benefits, and top
salaries that attracted them to the organization, they are not able to enjoy them due to six-day
workweeks and 14-hour days, leaving very little time for friends and family. They did not know of
these work situations when they were hired.

Refer to Scenario 5.1. BI Inc.’s problems stem from which of the following?
Selected Answer: d.
lack of flexibility for employees
Answers: a.
not providing all the realities of the job when
hiring
b.
too many unexpected surprises
c.
providing unrealistic rewards
d.
lack of flexibility for employees
 Question 37
0 out of 1 points
The lines of advancement for an individual within an organization are known as job paths.
Selected Answer:
True
Answers: True

False
 Question 38
0 out of 1 points
What are candidates now using to spread awareness about their experiences?
Selected Answer: d.
intranet sites
Answers: a.
social media sites
b.
 word of mouth
c.
feedback to the recruiters
d.
intranet sites
 Question 39
1 out of 1 points
Yield ratios should be calculated for each recruiting source.
Selected Answer:
True
Answers:
True
False
 Question 40
0 out of 1 points
Research has found that potential candidates are more attracted to an organization when information
about the organization is conveyed through online testimonials instead of word of mouth.
Selected Answer:
True
Answers: True

False
 Question 41
1 out of 1 points
A common approach to establishing a career development program is to integrate it with the existing
HR functions and structures in the organization.
Selected Answer:
True
Answers:
True
False
 Question 42
0 out of 1 points
In general, which of the following is appropriate to ask on an application form?

Selected Answer: a.
whether the applicant has a criminal record
Answers: a.
whether the applicant has a criminal record
b.
whether the applicant has ever been in jail
c.
whether the applicant has prior arrests
 d.
whether the applicant is eligible to be bonded
 Question 43
0 out of 1 points
Which statement best describes content validity?
Selected Answer: c.
Two or more raters agree on the validity of the instrument.
Answers: a.
The testing instruments are administered to a different sample of
employees.
b.
The selection instrument looks like actual work that is done on the job.
c.
Two or more raters agree on the validity of the instrument.
d.
Performance on the testing instrument is related to work performance.
 Question 44
1 out of 1 points
General intelligence is a stronger predictor of job performance than emotional intelligence.

Selected Answer:
True
Answers:
True
False
 Question 45
1 out of 1 points
Data obtained from nondirective interviews are difficult to validate.
Selected Answer:
True
Answers:
True
False
 Question 46
1 out of 1 points
Personality tests measure disposition and temperament.
Selected Answer:
True
Answers:
True
False
 Question 47
1 out of 1 points
Because of the general physical differences between the genders, physical ability tests should be
 carefully validated based on the essential functions of the job.
Selected Answer:
True
Answers:
True
False
 Question 48
0 out of 1 points
What is one main reason for ensuring that selection procedures are valid?
Selected Answer: b.
because validity guarantees the success of the selection
procedure
Answers: a.
to test reliability
b.
because validity guarantees the success of the selection
procedure
c.
to ensure comprehensive training for HR professionals
d.
because validity is related to employee productivity
 Question 49
0 out of 1 points
If an organization’s selection procedures yield comparable data over a period of time, the procedures
are valid.
Selected Answer:
True
Answers: True

False
 Question 50
1 out of 1 points
Scenario 6.1

Canadian Fasteners is an Ottawa-based packing firm that packages nuts, bolts, and screws for various
Canadian furniture companies. The firm started operations in 2003 with 13 employees and has grown
to over 150 employees today. Employees are paid hourly rates with benefits similar to other packing
firms across Ontario. The work does not require previous experience. Canadian Fasteners has been
struggling to recruit and hire the right employees to take the company into the future. Part of the
problem is that workers, especially floor workers, are hired by informal employee referrals with no
formal application process or even an interview. As a result, the company faces a high turnover rate
and spends valuable time training new employees who may not have the required skills to effectively
do the job in the first place.
Refer to Scenario 6.1. What does Canadian Fasteners need to do to gather information about its
candidates?
Selected Answer: a.
gather applications and conduct interviews
Answers: a.
gather applications and conduct interviews
b.
continue as it is currently doing things
c.
run background and credit checks on all
employees
d.
administer a lie detector test