TEST BANK AND SOLUTION MANUAL FOR
CANADIAN HUMAN RESOURCE
MANAGEMENT 12TH CANADIAN EDITION BY
HERMANN SCHWIND
,TABLE OF CONTENTS
PART 1: The Strategic Human Resource Management Model
• CHAPTER 1: Strategic Human Resource Management
PART 2: Planning Human Resources
• CHAPTER 2: Job Analysis and Design
• CHAPTER 3: Human Resource Planning
PART 3: Attracting Human Resources
• CHAPTER 4: Legal Requirements and Managing Diversity
• CHAPTER 5: Recruitment
• CHAPTER 6: Selection
PART 4: Placing, Developing, and Evaluating Human Resources
• CHAPTER 7: Onboarding, Training and Development, and
Career Planning
• CHAPTER 8: Performance Management
PART 5: Motivating and Rewarding Human Resources
• CHAPTER 9: Compensation Management
, • CHAPTER 10: Employee Benefits and Services
PART 6: Maintaining High Performance
• CHAPTER 11: Managing Employee Relations
• CHAPTER 12: Ensuring Health and Safety at the Workplace
• CHAPTER 13: The Union–Management Framework
CHAPTER 1: STRATEGIC HUMAN RESOURCE MANAGEMENT
1. Which of the following best describes the role of strategic
human resource management in an organization?
A. To maintain employee records and administrative functions
B. To ensure legal compliance with labor laws
C. To align human resources with organizational goals
D. To manage payroll and benefits for employees
Correct Answer: C
Rationale: Strategic human resource management focuses on
aligning human resources with the organization's strategic goals
to enhance overall performance and achieve objectives.
, 2. What is the primary goal of strategic human resource
management?
A. Maximizing employee satisfaction
B. Enhancing organizational performance
C. Reducing turnover
D. Improving workplace conditions
Correct Answer: B
Rationale: The primary goal of strategic HRM is to align human
resources with organizational goals, thereby improving the
overall performance of the organization.
3. Which of the following is an example of a strategic HR
decision?
A. Creating job descriptions
B. Determining training needs
C. Developing a compensation strategy
D. Conducting exit interviews
Correct Answer: C
Rationale: Developing a compensation strategy aligns with the
CANADIAN HUMAN RESOURCE
MANAGEMENT 12TH CANADIAN EDITION BY
HERMANN SCHWIND
,TABLE OF CONTENTS
PART 1: The Strategic Human Resource Management Model
• CHAPTER 1: Strategic Human Resource Management
PART 2: Planning Human Resources
• CHAPTER 2: Job Analysis and Design
• CHAPTER 3: Human Resource Planning
PART 3: Attracting Human Resources
• CHAPTER 4: Legal Requirements and Managing Diversity
• CHAPTER 5: Recruitment
• CHAPTER 6: Selection
PART 4: Placing, Developing, and Evaluating Human Resources
• CHAPTER 7: Onboarding, Training and Development, and
Career Planning
• CHAPTER 8: Performance Management
PART 5: Motivating and Rewarding Human Resources
• CHAPTER 9: Compensation Management
, • CHAPTER 10: Employee Benefits and Services
PART 6: Maintaining High Performance
• CHAPTER 11: Managing Employee Relations
• CHAPTER 12: Ensuring Health and Safety at the Workplace
• CHAPTER 13: The Union–Management Framework
CHAPTER 1: STRATEGIC HUMAN RESOURCE MANAGEMENT
1. Which of the following best describes the role of strategic
human resource management in an organization?
A. To maintain employee records and administrative functions
B. To ensure legal compliance with labor laws
C. To align human resources with organizational goals
D. To manage payroll and benefits for employees
Correct Answer: C
Rationale: Strategic human resource management focuses on
aligning human resources with the organization's strategic goals
to enhance overall performance and achieve objectives.
, 2. What is the primary goal of strategic human resource
management?
A. Maximizing employee satisfaction
B. Enhancing organizational performance
C. Reducing turnover
D. Improving workplace conditions
Correct Answer: B
Rationale: The primary goal of strategic HRM is to align human
resources with organizational goals, thereby improving the
overall performance of the organization.
3. Which of the following is an example of a strategic HR
decision?
A. Creating job descriptions
B. Determining training needs
C. Developing a compensation strategy
D. Conducting exit interviews
Correct Answer: C
Rationale: Developing a compensation strategy aligns with the
