TABLE OF CONTENTS
SECTION 1: The Human Resource Environment
Chapter 1: Strategies, Trends, and Challenges in Human Resource Management
Chapter 2: Equity, Fairness, Health, and Safety in the Workplace
SECTION 2: Preparing for and Acquiring Human Resources
Chapter 3: Analyzing Work and Designing Jobs
Chapter 4: Planning for and Recruiting Human Resources
Chapter 5: Selecting Employees
SECTION 3: Talent Management
Chapter 6: Training, Learning, and Development
Chapter 7: Managing Employees' Performance
SECTION 4: Compensating and Rewarding Human Resources
Chapter 8: Total Rewards
SECTION 5: Meeting Other HR Goals
Chapter 9: Labor Relations
Chapter 10: Managing Human Resources Globally
Chapter 11: Creating and Sustaining High-Performance Organizations
,TABLE OF CONTENTS
SECTION 1: The Human Resource Environment
Chapter 1: Strategies, Trends, and Challenges in Human Resource Management
Chapter 2: Equity, Fairness, Health, and Safety in the Workplace
SECTION 2: Preparing for and Acquiring Human Resources
Chapter 3: Analyzing Work and Designing Jobs
Chapter 4: Planning for and Recruiting Human Resources
Chapter 5: Selecting Employees
SECTION 3: Talent Management
Chapter 6: Training, Learning, and Development
Chapter 7: Managing Employees' Performance
SECTION 4: Compensating and Rewarding Human Resources
Chapter 8: Total Rewards
SECTION 5: Meeting Other HR Goals
Chapter 9: Labor Relations
Chapter 10: Managing Human Resources Globally
Chapter 11: Creating and Sustaining High-Performance Organizations
,TEST BANK Human Resource Management 6th Canadian Edition
Chapter 1: Strategies, Trends, and Challenges in Human Resource Management
1) Managers and economists traditionally have seen human resource management as a source of
value to their organizations.
⊚ true
⊚ false
2) The concept of "human resource management" implies that employees are interchangeable,
easily replaced assets that should be managed like any other physical asset.
⊚ true
⊚ false
3) No two human resource departments will have precisely the same roles and responsibilities.
⊚ true
⊚ false
4) Recruitment refers to the process by which an organization selects applicants with the right
knowledge, skills, and abilities to help the organization achieve its goals.
⊚ true
⊚ false
5) Performance management requires that employee activities and outputs match the
individual's goals.
⊚ true
⊚ false
6) Important decisions in planning pay and benefits include how much to offer employees in
salary or wages, as opposed to bonuses, commissions, and other performance-related pay.
⊚ true
⊚ false
7) The shift to self-service requires HR to spend more time on day-to-day transactional tasks.
⊚ true
⊚ false
1
, 8) Compliance with laws and regulations is not an HR responsibility, but rather the sole
responsibility of managers within the organization.
⊚ true
⊚ false
9) HR is increasingly becoming a purely administrative function.
⊚ true
⊚ false
10) As part of its strategic role, one of the key contributions HR can make is to engage in
evidence-based HRM.
⊚ true
⊚ false
11) Canada underperforms the United States with respect to productivity.
⊚ true
⊚ false
12) HRM should have a significant role in carrying out a merger or acquisition.
⊚ true
⊚ false
13) Non-traditional workers e.g. contractors and temporary workers, currently represent more
than 50 percent of the workforce, and this percentage is expected to increase significantly.
⊚ true
⊚ false
14) Setting up a business enterprise in another country (e.g. building a factory in China) is called
outsourcing.
⊚ true
⊚ false
2
SECTION 1: The Human Resource Environment
Chapter 1: Strategies, Trends, and Challenges in Human Resource Management
Chapter 2: Equity, Fairness, Health, and Safety in the Workplace
SECTION 2: Preparing for and Acquiring Human Resources
Chapter 3: Analyzing Work and Designing Jobs
Chapter 4: Planning for and Recruiting Human Resources
Chapter 5: Selecting Employees
SECTION 3: Talent Management
Chapter 6: Training, Learning, and Development
Chapter 7: Managing Employees' Performance
SECTION 4: Compensating and Rewarding Human Resources
Chapter 8: Total Rewards
SECTION 5: Meeting Other HR Goals
Chapter 9: Labor Relations
Chapter 10: Managing Human Resources Globally
Chapter 11: Creating and Sustaining High-Performance Organizations
,TABLE OF CONTENTS
SECTION 1: The Human Resource Environment
Chapter 1: Strategies, Trends, and Challenges in Human Resource Management
Chapter 2: Equity, Fairness, Health, and Safety in the Workplace
SECTION 2: Preparing for and Acquiring Human Resources
Chapter 3: Analyzing Work and Designing Jobs
Chapter 4: Planning for and Recruiting Human Resources
Chapter 5: Selecting Employees
SECTION 3: Talent Management
Chapter 6: Training, Learning, and Development
Chapter 7: Managing Employees' Performance
SECTION 4: Compensating and Rewarding Human Resources
Chapter 8: Total Rewards
SECTION 5: Meeting Other HR Goals
Chapter 9: Labor Relations
Chapter 10: Managing Human Resources Globally
Chapter 11: Creating and Sustaining High-Performance Organizations
,TEST BANK Human Resource Management 6th Canadian Edition
Chapter 1: Strategies, Trends, and Challenges in Human Resource Management
1) Managers and economists traditionally have seen human resource management as a source of
value to their organizations.
⊚ true
⊚ false
2) The concept of "human resource management" implies that employees are interchangeable,
easily replaced assets that should be managed like any other physical asset.
⊚ true
⊚ false
3) No two human resource departments will have precisely the same roles and responsibilities.
⊚ true
⊚ false
4) Recruitment refers to the process by which an organization selects applicants with the right
knowledge, skills, and abilities to help the organization achieve its goals.
⊚ true
⊚ false
5) Performance management requires that employee activities and outputs match the
individual's goals.
⊚ true
⊚ false
6) Important decisions in planning pay and benefits include how much to offer employees in
salary or wages, as opposed to bonuses, commissions, and other performance-related pay.
⊚ true
⊚ false
7) The shift to self-service requires HR to spend more time on day-to-day transactional tasks.
⊚ true
⊚ false
1
, 8) Compliance with laws and regulations is not an HR responsibility, but rather the sole
responsibility of managers within the organization.
⊚ true
⊚ false
9) HR is increasingly becoming a purely administrative function.
⊚ true
⊚ false
10) As part of its strategic role, one of the key contributions HR can make is to engage in
evidence-based HRM.
⊚ true
⊚ false
11) Canada underperforms the United States with respect to productivity.
⊚ true
⊚ false
12) HRM should have a significant role in carrying out a merger or acquisition.
⊚ true
⊚ false
13) Non-traditional workers e.g. contractors and temporary workers, currently represent more
than 50 percent of the workforce, and this percentage is expected to increase significantly.
⊚ true
⊚ false
14) Setting up a business enterprise in another country (e.g. building a factory in China) is called
outsourcing.
⊚ true
⊚ false
2
