HR Planning and Development Exam Practice Tests
Course Introduction
HR Planning and Development explores the strategic processes that organizations use to ensure they have the right people with the right skills at the right time. This course examines workforce analysis, forecasting, succession planning, and the development of human resource strategies aligned with organizational goals. Students will learn how to identify current and future HR needs, implement effective talent management practices, and design training and development programs to enhance employee performance and organizational effectiveness. Special emphasis is placed on navigating demographic changes, technological advancements, and evolving business environments to maintain competitive advantage through human capital.
Recommended Textbook
Human Resources Management in Canada 14th Canadian Edition by Gary Dessler
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17 Chapters
1164 Verified Questions
1164 Flashcards
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Page 2
Chapter 1: The Strategic Role of Human Resources Management
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61 Verified Questions
61 Flashcards
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Sample Questions
Q1) A minimum wage issue has been a key topic in a provincial election.Which external factor does this most closely relate to
A) government.
B) economic factors.
C) globalization.
D) management practices.
E) environmental concerns.
Answer: A
Q2) Which of the following activities was part of the traditional role of personnel administration in the early 1900s?
A) Hiring and firing employees
B) Environmental scanning
C) Coaching and mentoring employees
D) Being part of the strategic planning discussions
E) Handling union-management relations
Answer: A
Q3) Employee empowerment is decreasing.
A)True
B)False
Answer: False
Page 3
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Chapter 2: The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces
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Sample Questions
Q1) An employer requesting that an employment agency refer only male candidates for consideration as management trainees is an example of
A) unintentional discrimination.
B) constructive discrimination.
C) systemic discrimination.
D) discrimination because of association.
E) intentional discrimination indirectly through another party.
Answer: E
Q2) Identify five prohibited grounds of discrimination and describe how ONE of the five you identify can be the source of constructive discrimination.
Answer: Any five of the prohibited grounds will do with an example of constructive discrimination,e.g.,a height requirement for police officers.
Q3) In general,courts in Canada have permitted electronic monitoring (e.g.,tracking the websites that employees are visiting)as long as there is proper balancing of opposing interests.
A)True
B)False
Answer: True
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Chapter 3: Human Resources Management and Technology
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63 Flashcards
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Sample Questions
Q1) The costs of implementing human resources information system range from
A) $1000 to $10,000.
B) $1000 to $100,000.
C) $1000 to $12 million.
D) $1000 to $500,000.
E) $1000 to $1 million.
Answer: C
Q2) What is the main reason why there are major privacy concerns when setting-up an HRIS?
A) The amount of data stored there
B) The cost/benefit of the system
C) The sensitive personal nature of much of the data stored there
D) The need for buy-in from all organizational members
E) The fact that anyone can access an HRIS and modify the data stored there
Answer: C
Q3) Data can help HR managers make recommendations and develop strategies for their workforces.
A)True
B)False
Answer: True
Page 5
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Chapter 4: Designing and Analyzing Jobs
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Sample Questions
Q1) In an office with one Supervisor,one Assistant,two Clerks,and two Data-Entry Operators,there are
A) four jobs and four positions.
B) six jobs and six positions.
C) four positions and four jobs.
D) four jobs and six positions.
E) four positions and six jobs.
Q2) The most widely used method for determining the duties and responsibilities of a job is
A) direct observation.
B) a participant diary/log.
C) the interview.
D) the position analysis questionnaire.
E) the functional job analysis questionnaire.
Q3) Team-based job design works best in which type(s)of organizational structure?
A) Hierarchical
B) Flat and matrix
C) Hierarchical and matrix
D) Matrix
E) Flat
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Chapter 5: Human Resources Planning
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Sample Questions
Q1) You are the HR Manager of a company experiencing the loss of market share and declining profits.The CEO would like you to recommend a strategy for gradually reducing staff while avoiding involuntary turnover.Which of the following would be the best recommendation?
A) Introducing a reduced workweek
B) Laying off employees
C) Offering attractive buyout packages
D) Downsizing through attrition
E) Offering attractive early retirement packages
Q2) Entry-level jobs are
A) filled more easily externally.
B) filled more easily internally.
C) filled most often through transfers.
D) filled most often through promotions.
E) filled most often through demotions.
Q3) Like trend analysis,ratio analysis assumes that productivity will increase over time.
A)True
B)False
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Chapter 6: Recruitment
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Sample Questions
Q1) Which of the following do companies normally rely on when hiring externally for an executive-level position?
A) Online recruitment
B) Professional search firms
C) Employee referrals
D) Private employment agencies
E) Newspaper ads
Q2) Determining the job requirements during the recruitment process involves
A) reviewing the employment equity plan and updating the plan, if necessary.
B) reviewing the performance management strategy and updating the strategy, if necessary.
C) reviewing the job description and the job specifications and updating them, if necessary.
D) solely relying on the supervisor's judgment with input from his or her employees.
E) solely relying on the human resources requisition form related to the most recent hire.
Q3) Identify and describe the four main steps in the recruitment process.
Q4) What are the advantages of external recruitment?
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8
Chapter 7: Selection
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Sample Questions
Q1) To help evaluate candidates for a quality control position,Jennifer uses an applicant-tracking system to match the applicant's information with that of current Quality Control employees; she then asks those employees to provide their feedback on the applicant's suitability for the position.What is this an example of?
A) Participatory selection
B) 360-degree recruitment
C) Groupthink
D) Teamscreen
E) Crowdsourcing
Q2) What is a selection ratio?
A) The ratio of the number of interviews conducted to the total number of applicants
B) The ratio of the total number of applicants hired to the total number of applicants
C) The ratio of the cost per hire to the probability of turnover
D) The ratio of the number of applicants passing the testing stage to the total number of applicants
E) The ratio of the cost per hire to the company's total payroll cost
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9
Chapter 8: Onboarding and Training
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Sample Questions
Q1) Newly hired or promoted executives typically do not participate in formal orientation activities.
A)True
B)False
Q2) Which of the following is the first step in helping new employees manage the learning curve?
A) Diversity management programs
B) Employment equity programs
C) Development programs
D) Onboarding programs
E) Training programs
Q3) A training method that joins two or more distant groups using a combination of audio and visual equipment is called
A) classroom training.
B) video conferencing.
C) programmed learning.
D) on-the-job training.
E) job instruction training.
Q4) Identify and briefly describe the five steps in the training and development process.
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Chapter 9: Career and Management Development
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Sample Questions
Q1) Career development must empower employees to self-assess and interpret their own life experiences and assist employees in making sense of their distinct perspective and implementing co-evolution; which shift in thinking about career development is this related to?
A) From traits and states to context
B) From prescriptive to process
C) From linear to non-linear
D) From scientific facts to narrative evaluations
E) From describing to modelling
Q2) A person's lifestyle is considered to be a career anchor according to Edgar Schein.
A)True
B)False
Q3) Developmental job rotation not only helps the trainee to broaden his or her experience,but it also helps the trainee discover which jobs he or she prefers.
A)True
B)False
Q4) Identify and briefly describe five career anchors.
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Chapter 10: Performance Management
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Sample Questions
Q1) According to the textbook,what should be the foundation of performance management?
A) Equity
B) Expectation
C) Clarity
D) Ethics
E) Improvement
Q2) Sophie will be meeting with each of her team members at the start of the fiscal year.Her agenda includes discussing their performance goals,pay,career aspirations and training and development needs.This process is referred to as
A) onboarding.
B) orientation.
C) performance appraisals.
D) performance management.
E) career development.
Q3) Job performance is a unidimensional construct.
A)True
B)False
Q4) Identify and briefly describe five different performance appraisal methods.
Q5) Describe two reasons why 360-degree appraisals are increasingly common.
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Chapter 11: Strategic Pay Plans
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72 Verified Questions
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Sample Questions
Q1) Which of the following is another way of categorizing jobs when undertaking the job classification/grading method,other than using class descriptions and placing jobs into classes based on their correspondence to these descriptions?
A) Draw up a set of classifying rules for each class and then categorize the jobs according to these rules.
B) Rank jobs by classifying factors.
C) Rank jobs against other classes of jobs.
D) Assign points to various job classes.
E) Rank jobs from lowest to highest class.
Q2) Dominique has just been hired as the HR manager for a small but growing manufacturing company.Up until now,pay rates have been determined at the time of hire and are loosely based on "market" pay rates.Dominique has already noticed that some employees don't think the rates of pay are fair.How should Dominique go about establishing pay rates that are both externally and internally equitable? In your answer,indicate the issues that may arise if this is not done.
Q3) Describe two advantages of broadbanding?
Q4) Describe pay-for-knowledge compensation systems as they relate to competencies and describe what a pay-for-knowledge program should include.
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Page 13
Chapter 12: Pay-For-Performance and Financial Incentives
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Sample Questions
Q1) According to Frederick Herzberg what kind of factor is working conditions?
A) Hygiene
B) Motivator
C) High-level
D) Intrinsic
E) Premium
Q2) Effective recognition needs to be all of the following except
A) immediate.
B) personal.
C) spontaneous.
D) specific.
E) unclear.
Q3) Paula reviews her company's financial reports to ensure that revenues exceed expenses before distributing a percentage of the resulting difference amongst her company's employees; what is this most likely an example of?
A) Group incentive plan
B) Semi-variable incentive plan
C) Individual incentive plan
D) Profit-sharing plan
E) Gainsharing plan
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Chapter 13: Employee Benefits and Services
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Sample Questions
Q1) XYZ is a content marketing firm.They have clients across Canada and hire consultants across the country as well.They have no physical office and instead allow employees to work from home and connect remotely for meetings.This arrangement is referred to as
A) flextime.
B) telecommuting.
C) flexwork.
D) compressed workweeks.
E) work sharing.
Q2) Melanie has a defined contribution pension plan; she will know the actual benefits that she will receive ahead of time.
A)True
B)False
Q3) Workers' compensation is,in effect,what type of insurance plan?
A) Pension
B) Bureaucratic
C) Guaranteed
D) "No cost"
E) "No fault"
Q4) Briefly describe five government-sponsored employee benefits in Canada.
Page 15
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Chapter 14: Occupational Health and Safety
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Sample Questions
Q1) To promote the inclusion of persons with disabilities,which of the following did the Ontario government develop?
A) The Disability Act
B) The Ontario Mental Health Network
C) The Accessibility for Ontarians with Disabilities Act
D) The Disability Help Network
E) The Acute Care Clinic of Ontario
Q2) According to the textbook,employees who smoke have
A) reduced productivity.
B) increased productivity.
C) a lower risk of occupational accidents.
D) higher job satisfaction.
E) higher organizational commitment.
Q3) According to the textbook,which of the following would be most likely to be considered as an unsafe condition?
A) Throwing materials
B) Lifting improperly
C) Instigating horseplay
D) Defective equipment
E) Using equipment unsafely
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Chapter 15: Managing Employee Separations: Turnover, Communication, and Employee Engagement
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Sample Questions
Q1) The temporary withdrawal of employment to workers based on economic or business reasons is referred to as
A) a voluntary leave.
B) a layoff.
C) full termination.
D) progressive discipline.
E) partial termination.
Q2) According to the textbook,which of the following industries has the highest turnover rate in Canada?
A) Automotive
B) Communications
C) Financial
D) Construction
E) Health
Q3) A system of progressive penalties usually begins with warnings (verbal and written),then suspensions (paid or unpaid),and,ultimately,dismissal.
A)True
B)False
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Chapter 16: Labour Relations
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Sample Questions
Q1) Unionization rates have been fairly stable in Canada.
A)True
B)False
Q2) Which of the following refers to the union philosophy of obtaining economic benefits and improved treatment for union members?
A) Pre-strike activity
B) Social unionism
C) Information picketing
D) Political unionism
E) Business unionism
Q3) According to the textbook,wage rates and vacation entitlements are more likely to be fixed-sum issues that are typically handled by a(n)________ approach.
A) productivity
B) concessionary
C) interest-based
D) distributive
E) mutual gains
Q4) Identify and briefly describe the five steps of the labour relations process.
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Page 18
Chapter 17: Managing Human Resources in a Global Business
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Sample Questions
Q1) Expatriates are citizens of the country where the parent company is based who are sent to work in another country.
A)True
B)False
Q2) Identify and describe the three barriers confronting new immigrants to Canada upon attempting to enter the labour force.
Q3) A corporation where the prevailing attitude is that the home-country managers are superior to those in the host country,and that all key management positions are to be filled by parent-country nationals,has which global staffing policy?
A) Ethnocentric
B) Geocentric
C) Unicentric
D) Polycentric
E) Multicentric
Q4) A polycentric staffing policy is usually more expensive than sending expatriates abroad.
A)True
B)False
Page 19
Q5) Discuss steps that can be taken to assist in the repatriation process.
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