HRM701 Final Exam ( Latest 2026/2027 Update) with Questions
and Verified Answers| | 100% Correct | Grade A+
• Question
1. What are some of the disadvantages in employment faced by the four designated
groups in Canada?
Correct Answer: ANS: There are four designated groups in Canada that have not
received equitable treatment in employment: (1) women, (2) Aboriginal peoples, (3)
people with disabilities; and (4) visible minorities. (1) Women tend to be concentrated in
occupations that are accorded lower status and pay. (2) Many Aboriginal workers are
concentrated in low-paying, unstable employment. (3) The unemployment rate for
employable people with disabilities is much higher than the national unemployment
rate. People with disabilities face attitudinal barriers, physical demands that are
unrelated to actual job requirements, and inadequate access to technical- and
human-support systems that would make productive employment possible. (4) Visible
minority groups vary in their labour force profiles; however, studies have shown that
Latin Americans and Southeast Asians experience lower-than-average incomes, higher
rates of unemployment, and reduced access to job interviews, even when they have the
same qualifications as other candidates. Culturally biased aptitude tests, lack of
recognition of foreign credentials, and excessively high language requirements pose
systemic barriers for visible minority groups.
• Question
2. What are the steps involved in filing and investigating a human rights complaint?
Correct Answer: ANS: Individuals under federal jurisdiction have the right to file a
complaint with the Canadian Human Rights Commission (CHRC) if they feel they have
been discriminated against on any of the prohibited grounds. The complainant must first
complete a written report describing the discriminatory action. A CHRC representative
reviews the facts and determines if the claim is legitimate. Once a complaint has been
accepted by the CHRC, an investigator is assigned to the case in order to gather more
facts, from both the complainant and the accused. The investigator submits a report to
the CHRC, recommending a finding of either substantiation or non-substantiation of the
allegation. If the allegation is substantiated, a settlement may be arranged in the course
of the investigation. If the parties are unable to reach agreement, a human rights
tribunal consisting of up to three members may be appointed to further investigate the
complaint. If the tribunal finds that a discriminatory practice did take place, it may order
the person or organization responsible to compensate the victim. Any person who
obstructs an investigation or a tribunal, or fails to comply with the terms of a settlement,
can be fined and/or jailed.
Provincial human rights laws are enforced in a very similar manner. Individuals who feel
they have been discriminated against on any of the prohibited grounds file a written
complaint with the applicable human rights commission, which then investigates the
claim. The majority of cases are resolved at the investigation stage. If agreement cannot
be reached, the case is presented to the province's human rights commission. The
, members of the commission study the evidence and then submit a report to the minister
in charge of administering the human rights legislation. The minister may appoint an
independent board of in
• Question
3. What can employers do to deter sexual harassment?
Correct Answer: ANS: Employers must develop an effective sexual harassment policy if
they wish to deter sexual harassment. The policy should be clear and comprehensive,
publicizing to all organizational members that sexual harassment will not be tolerated.
Supervisors and managers should be trained to understand human rights legislative
requirements and their role in providing an environment free from harassment. A formal
complaint procedure should be established that allows employees to report harassment
occurrences without fear of retaliation. All charges should be investigated immediately
and, if warranted, discipline should be administered. Cases should be followed up to
ensure a satisfactory resolution of the problem.
• Question
1. How are the wages for jobs determined? Why is this process important?
Correct Answer: ANS: The basis on which compensation payments are determined, and
the way they are administered, can significantly affect employee productivity and the
achievement of organizational goals. Internal influences include the employer's
compensation policy, the worth of the job, the performance of the employee, and the
employer's ability to pay. External factors influencing wage rates include labour market
conditions, area wage rates, cost of living, the outcomes of collective bargaining, and
legal requirements.
• Question
2. Briefly explain the different job evaluation systems.
Correct Answer: ANS: Organizations use four basic job evaluation techniques to
determine the relative worth of jobs. The job ranking system arranges jobs in numerical
order on the basis of the importance of the job's duties and responsibilities to the
organization. The job classification system slots jobs into pre-established grades.
Higher-rated grades will require more responsibilities, working conditions, and job
duties. The point system of job evaluation uses a point scheme based upon the
compensable job factors of skill, effort, responsibility, and working conditions. The more
compensable factors a job possesses, the more points are assigned to it. Jobs with
higher accumulated points are considered more valuable to the organization. The factor
comparison system evaluates jobs on a factor-by-factor basis against key jobs in the
organization.
and Verified Answers| | 100% Correct | Grade A+
• Question
1. What are some of the disadvantages in employment faced by the four designated
groups in Canada?
Correct Answer: ANS: There are four designated groups in Canada that have not
received equitable treatment in employment: (1) women, (2) Aboriginal peoples, (3)
people with disabilities; and (4) visible minorities. (1) Women tend to be concentrated in
occupations that are accorded lower status and pay. (2) Many Aboriginal workers are
concentrated in low-paying, unstable employment. (3) The unemployment rate for
employable people with disabilities is much higher than the national unemployment
rate. People with disabilities face attitudinal barriers, physical demands that are
unrelated to actual job requirements, and inadequate access to technical- and
human-support systems that would make productive employment possible. (4) Visible
minority groups vary in their labour force profiles; however, studies have shown that
Latin Americans and Southeast Asians experience lower-than-average incomes, higher
rates of unemployment, and reduced access to job interviews, even when they have the
same qualifications as other candidates. Culturally biased aptitude tests, lack of
recognition of foreign credentials, and excessively high language requirements pose
systemic barriers for visible minority groups.
• Question
2. What are the steps involved in filing and investigating a human rights complaint?
Correct Answer: ANS: Individuals under federal jurisdiction have the right to file a
complaint with the Canadian Human Rights Commission (CHRC) if they feel they have
been discriminated against on any of the prohibited grounds. The complainant must first
complete a written report describing the discriminatory action. A CHRC representative
reviews the facts and determines if the claim is legitimate. Once a complaint has been
accepted by the CHRC, an investigator is assigned to the case in order to gather more
facts, from both the complainant and the accused. The investigator submits a report to
the CHRC, recommending a finding of either substantiation or non-substantiation of the
allegation. If the allegation is substantiated, a settlement may be arranged in the course
of the investigation. If the parties are unable to reach agreement, a human rights
tribunal consisting of up to three members may be appointed to further investigate the
complaint. If the tribunal finds that a discriminatory practice did take place, it may order
the person or organization responsible to compensate the victim. Any person who
obstructs an investigation or a tribunal, or fails to comply with the terms of a settlement,
can be fined and/or jailed.
Provincial human rights laws are enforced in a very similar manner. Individuals who feel
they have been discriminated against on any of the prohibited grounds file a written
complaint with the applicable human rights commission, which then investigates the
claim. The majority of cases are resolved at the investigation stage. If agreement cannot
be reached, the case is presented to the province's human rights commission. The
, members of the commission study the evidence and then submit a report to the minister
in charge of administering the human rights legislation. The minister may appoint an
independent board of in
• Question
3. What can employers do to deter sexual harassment?
Correct Answer: ANS: Employers must develop an effective sexual harassment policy if
they wish to deter sexual harassment. The policy should be clear and comprehensive,
publicizing to all organizational members that sexual harassment will not be tolerated.
Supervisors and managers should be trained to understand human rights legislative
requirements and their role in providing an environment free from harassment. A formal
complaint procedure should be established that allows employees to report harassment
occurrences without fear of retaliation. All charges should be investigated immediately
and, if warranted, discipline should be administered. Cases should be followed up to
ensure a satisfactory resolution of the problem.
• Question
1. How are the wages for jobs determined? Why is this process important?
Correct Answer: ANS: The basis on which compensation payments are determined, and
the way they are administered, can significantly affect employee productivity and the
achievement of organizational goals. Internal influences include the employer's
compensation policy, the worth of the job, the performance of the employee, and the
employer's ability to pay. External factors influencing wage rates include labour market
conditions, area wage rates, cost of living, the outcomes of collective bargaining, and
legal requirements.
• Question
2. Briefly explain the different job evaluation systems.
Correct Answer: ANS: Organizations use four basic job evaluation techniques to
determine the relative worth of jobs. The job ranking system arranges jobs in numerical
order on the basis of the importance of the job's duties and responsibilities to the
organization. The job classification system slots jobs into pre-established grades.
Higher-rated grades will require more responsibilities, working conditions, and job
duties. The point system of job evaluation uses a point scheme based upon the
compensable job factors of skill, effort, responsibility, and working conditions. The more
compensable factors a job possesses, the more points are assigned to it. Jobs with
higher accumulated points are considered more valuable to the organization. The factor
comparison system evaluates jobs on a factor-by-factor basis against key jobs in the
organization.
