TEST BANK FOR HUMAN RESOURCES MANAGEMENT IN CANADA 15TH CANADIAN EDITION BY GARY DESSLER CHAPTERS 1 - 17

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TEST BANK FOR
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HUMAN RESOURCES MANAGEMENT IN CANADA

15TH CANADIAN EDITION BY GARY DESSLER

CHAPTERS 1 - 17

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Answers are at the end of each Chapter
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Chapter 1 sd




MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
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1) Human resources management refers to: sd sd sd sd




A) the management of people in organizations.
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B) concepts and techniques for organizing work activities. sd sd sd sd sd sd




C) all managerial activities. sd sd




D) concepts and techniques used in leading people at work. sd sd sd sd sd sd sd sd




E) management techniques for controlling people at work. sd sd sd sd sd sd




2) The knowledge, education, training, skills, and expertise of a firm's workers is known as:
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A) physical capital. sd




B) management's philosophy. sd




C) human capital. sd




D) production capital. sd




E) cultural diversity. sd




3) Human resources practices that support strategy include: sd sd sd sd sd sd




A) performance management. sd




B) production scheduling. sd




C) policies and procedures. sd sd




D) staffing practices. sd




E) rewards practices. sd




4) A companyutilizes a system to measure the impact of Human Resources which balances measures relating to fi
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nancial results, customers, internal business processes and human capital management. This system is knows as the:
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A) HRIS.
B) balanced strategy. sd




C) Human Capital Index. sd sd




D) balanced scorecard. sd




E) none of the above. sd sd sd




5) You have been tasked with building employee engagement at the firm you work for. Strategic human reso
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urces initiatives you would consider implementing include:
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A) employee recognition programs and management development programs. sd sd sd sd sd sd




B) diversity programs. sd




C) employee recognition programs. sd sd




D) employee relations activity. sd sd




E) job design indicators. sd sd




6) HR department staff members are traditionallyinvolved in keyoperational responsibilities. Which of the foll
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owing is an operational responsibility?
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A) setting goals and objectives sd sd sd




B) collecting metrics sd




C) analyzing metrics sd




D) interpreting human right laws sd sd sd




E) interpreting health and safety legislation sd sd sd sd

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7) Being completely familiar with employment legislation, HR policies and procedures, collective agreements,
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and the outcome of recent arbitration hearings and court decisions is most closelyrelated with which of the following
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HR activities?sd




A) serving as a consultant sd sd sd




B) formulating policies and procedures sd sd sd




C) offering advice sd




D) providing services sd




E) serving as a change agent sd sd sd sd




8) The practice of contracting with outside vendors to handle specified functions on a permanent basis is kno
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wn as sd




A) hiring temporary employees. sd sd




B) payroll and benefits administration. sd sd sd




C) contract administration. sd




D) outsourcing.
E) labour-management relations. sd




9) The company's plan for how it will balance its internal strengths and weaknesses with external opp
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ortunities and threats in order to maintain competitive advantage is known as
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A) HR strategy. sd




B) strategy.
C) environmental scanning. sd




D) policies and procedures. sd sd




E) none of the above. sd sd sd




10) Rita is the HR Director of a manufacturing company. She recently undertook research to identify competit
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or compensation and incentive plans, information about pending legislative changes and availabilityof talent in the l
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abour market for the upcoming strategic planning meeting. Rita was conducting:
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A) environmental scanning. sd




B) an employee engagement survey. sd sd sd




C) an external market survey. sd sd sd




D) an envrionmental study. sd sd




E) an external opportunities/threats study.
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11) The HR manager of Smith & Yu company was heavily involved in a downsizing exercise of the company's sales
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force due to an economic downturn. He was also involved in arranging for outplacement services and employee retent
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ion programs as well as restructuring of the business following the downsizing. This is an example of HR's role in:
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A) formulating strategy. sd




B) operational activities. sd




C) environmental scanning. sd




D) environmental scanning and executing strategy. sd sd sd sd




E) executing strategy. sd




12) The core values, beliefs, and assumptions that are widelyshared bymembers of an organization are known as:
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A) organizational climate. sd




B) the strategic plan.
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C) the mission statement.
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D) organizational culture. sd




E) the pervading atmosphere.
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