HRM 200 Quiz 1 - Quiz 1 Answers PDF

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Quiz 1 Answers...

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1 / 1 point

n1 Human resources management refers to

a) the management of people in organizations.

b) concepts and techniques used in leading people at work.

c) all managerial activities.

d) management techniques for controlling people at work.

e) concepts and techniques for organizing work activities. 1/1 point

Questi on 2

A company uses a system to measure the impact of human resources which balances 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. Questi on 3

1/1 point

The practice of contracting with outside vendors to handle specified functions on a permanent basis is known as

a) hiring temporary employees.

b) labour-management relations.

c) payroll and benefits administration.

d) outsourcing. 1/1 point

Questi on 4

Rita is the HR Director of a manufacturing company. She recently undertook research to identify competitor compensation and incentive plans, information about pending legislative changes, and availability of talent in the labour market for the upcoming strategic planning meeting. Rita was conducting

a) environmental scanning.

b) an employee engagement survey.

c) an external market survey.

d) an external opportunities/threats study. Questi on 5

1/1 point

The prevailing atmosphere or ''internal weather" that exists in an organization and its impact on employees is

a) the importance of having a mission statement.

b) the need for a corporate culture.

c) the need for performance appraisals.

d) organizational climate. 1/1 point

Questi on 6 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. Questi on 7

1/1 point

Establishing minimum employee entitlements is most closely associated with

a) human rights legislation.

b) employment standards legislation.

c) pay equity legislation.

d) the Charter of Rights and Freedoms. Questi on 8

1/1 point

Human rights legislation

a) is quite limited in scope.

b) affects every employer in Canada.

c) prohibits intentional discrimination only.

d) primarily affects compensation and selection. 1/1 point

Questi on 9 Deliberately refusing to hire, train, or promote an individual on the basis of age is an example of

a) systemic discrimination.

b) discrimination on the basis of association.

c) intentional/direct discrimination.

d) unintentional discrimination. 1/1 point

Questio n 10 A justifiable reason for discrimination based on business necessity is known as

a) a business necessity requirement.

b) a bona fide occupational requirement.

c) permissible discrimination.

d) reverse discrimination. 1/1 point

Questio n 11

Jim is a new employee. He makes unwelcome sexual remarks and jokes. His behaviour is offensive and intimidating to the female employees. Jim's behaviour is an example of

a) permissible behaviour.

b) sexual coercion.

c) sexual harassment.

d) permissible behaviour as long as it does not violate a policy. Questio n 12

1/1 point

The existence of certain occupations that have traditionally been performed by males and others that have been female dominated is known as

a) concentration.

b) occupational segregation.

c) the glass ceiling.

d) underemployment. Questio

1/1

point

n 13

An integrated system that is used to gather, store, and analyze information regarding an organization's human resources is known as

a) a web database.

b) an HRIS.

c) a relational database.

d) HR technology. 1/1 point

Questio n 14

All staff of a company that has purchased an HRIS are undergoing systems training. Which phase is the company in?

a) training phase

b) implementation phase

c) adoption phase

d) institutionalization phase 1/1 point

Questio n 15

A network that is interconnected within an organization, using web technologies for sharing information internally, is called

a) an HRIS.

b) a subsystem.

c) the internet.

d) an intranet. Questio n 16

1/1 point

Having an HRIS enables managers to make a more informed decision. It also provides information that is relevant, useful, timely, and accurate. Reports are generated to facilitate this process. The most commonly requested reports from an HRIS are

a) performance evaluations.

b) compensation reports.

c) basic information such as name and address.

d) all of the above. 1/1 point

Questio n 17 HR technology has

a) increased the administrative burden on the HR department.

b) prevented employees from accessing their personnel information.

c) not contributed to any changes in the HR department.

d) reduced the administrative burden on the HR department. 1/1 point

Questio n 18

The use of HRIS data to assess the performance of an organization's workforce using statistics and research design techniques is referred to as

a) tombstone data.

b) workforce data.

c) data warehousing.

d) workforce analytics. 1/1 point

Questio n 19 The definition of ________ is the formal relationships among jobs in an organization

a) organizational structure

b) organization chart

c) job hierarchy

d) chain-of-command Questio

1/1

point

n 20 The process of systematically organizing work into tasks is involved in

a) organizational design.

b) job design.

c) job evaluation.

d) writing job descriptions. Questio n 21

1/1 point

Making jobs more rewarding or satisfying by adding more meaningful tasks is primarily associated with

a) industrial democracy.

b) co-determination.

c) job enrichment.

d) job rotation. Questio n 22

1/1 point

The procedure for determining the tasks, duties, and responsibilities of a job and the human attributes required to perform it is known as

a) writing a job specification.

b) preparing a job description.

c) job evaluation.

d) job analysis. 1/1 point

Questio n 23 A list of a job's duties, responsibilities, reporting relationships, and working conditions is known as

a) a position analysis.

b) the job standards.

c) a job analysis questionnaire.

d) a job description. 1/1 point

Questio n 24

By comparing the knowledge, skills, and abilities that employees bring to the job with those that are identified through job analysis, managers can determine the gap that exists. This is particularly useful for a) establishing recruitment criteria.

b) determining a job's pay range.

c) training and development.

d) designing the job. Questio n 25

1/1 point

The field of study concerned with analyzing work methods and establishing time standards is known as

a) ergonomics.

b) industrial engineering.

c) job analysis.

d) job evaluation.

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