Test Bank — Human Resources Management in Canada, 13th Canadian Edition — Gary Dessler / Nita Chhinzer

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Human Resources Management in Canada
UV – 13th Canadian Edition
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TEST BANK AP
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O Gary Dessler
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Nita Chhinzer
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Comprehensive Test Bank for Instructors

and Students

© Gary Dessler & Nita Chhinzer

All rights reserved. Reproduction or distribution without permission is prohibited.




Created by MedConnoisseur ©2025/2026

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TABLE OF CONTENTS
Human Resources Management in Canada
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– 13th Canadian Edition
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Gary Dessler & Nita Chhinzer

AP
1. The Strategic Role of Human Resources Management
2. Introduction: The Changing Legal Emphasis
3. Introduction: Human Resources Management and Technology
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4. Introduction: Designing and Analyzing Jobs
5. Human Resources Planning
6. Recruitment O
7. Selection
8. Onboarding and Training VE
9. Career and Management Development
10.Performance Management
11.Strategic Pay Plans
12.Pay-for-Performance and Financial Incentives
13.Employee Benefits and Services
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14.Occupational Health and Safety
15.Managing Employee Separations
16.Labour Relations
17.Managing Human Resources in a Global Business




Created by MedConnoisseur ©2025/2026

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Chapter 1 The Strategic Role of Human Resources Management

1) Human resources management refers to
A) management techniques for controlling people at work.
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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.
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Answer: C
Diff: 1 Type: MC Page Ref: 2
Topic: The Strategic Role of Human Resources Management
Skill: Recall AP
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.
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Answer: B
Diff: 1 Type: MC Page Ref: 2
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Topic: The Strategic Role of Human Resources Management
Skill: Recall
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3) A company uses a system to measure the impact of human resources using complimentary
measures relating to financial results, customers, internal business processes, and human capital
management. This system is known as the
A) HRIS.
B) balanced scorecard.
C) Human Capital Index.
D) balanced strategy.
E) human capital competency.
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Answer: B
Diff: 3 Type: MC Page Ref: 10
Topic: Measuring the Value of HR: Metrics
Skill: Applied

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4) You have been tasked with building employee engagement at the firm you work for. Strategic
human resources initiatives you would consider implementing include
A) employee recognition programs celebrated monthly.
B) diversity programs particularly for younger employees.
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C) opportunities for growth, development, and advancement.
D) job design indicators to measure daily performance.
E) social activities to enhance employee relations.
Answer: C
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Diff: 2 Type: MC Page Ref: 7
Topic: Human Resources Manager's Duties
Skill: Applied
AP
5) Melanie organizes training for employees. She compared data on the volume of repeat
customer orders before and after the sales team completed a customer relations program to
evaluate the effectiveness of the program. What did Melanie collect to complete her evaluation?
A) Metrics
B) Evidence
C) Facts
D) Objectives
E) Outcomes
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Answer: A
Diff: 2 Type: MC Page Ref: 10
Topic: Measuring the Value of HR: Metrics
Skill: Applied
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6) Being completely familiar with employment legislation, HR policies and procedures,
collective agreements, and the outcome of recent arbitration hearings and court decisions is most
closely related to which of the following HR activities?
A) Offering advice
B) Formulating policies and procedures
C) Providing services
D) Serving as a consultant
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E) Serving as a change agent
Answer: A
Diff: 3 Type: MC Page Ref: 5
Topic: The Human Resources Movement: Concern for People and Productivity
Skill: Applied