Full Study Deck Flashcards

Question

What is a Class B fire? A. A fire that involves combustible metals B. A fire that involves ordinary combustibles as well as wiring or electrical appliances C. A fire that involves ordinary combustible liquids, flammable gases, greases, and similar materials such as gas, oil, paint or propane gases D. None of the above

Answer 1

Answer: (C) A fire that involves ordinary combustible liquids, flammable gases, greases, and similar materials such as gas, oil, paint or propane gases Class A Fires involve common combustibles such as wood, paper, cloth, rubber, trash and plastics. Class B Fires involve flammable liquids, solvents, oil, gasoline, paints, lacquers and other oil-based products. Class C Fires involve energized electrical equipment such as wiring, controls, motors, machinery, or appliances. Class D Fires involve combustible metals such as magnesium, lithium and titanium. Class K Fires involve combustible cooking media such as oils and grease commonly found in commercial kitchens

Answer 2

The correct answer is a. Organization's can not decertify a union. Only employees can decertify the union that is representing them, and their organization must in no way be involved in that process.

Answer 3

The answer is: c. Developing a lesson plan

Answer 4

The correct answer is b. Negative reinforcement occurs when negative outcomes are removed as a result of positive behaviour. Another example would be if a supervisor stopped nagging an employee when he/she met deadlines.

Answer 5

The answer is a. Final offer arbitration Chilling Effect = In a legal context, a chilling effect is the inhibition or discouragement of the legitimate exercise of natural and legal rights by the threat of legal sanction. Functional Area: L&ER

Answer 6

The answer is c. Establishing SMART goals. 1. The objectives should be quantifiable and measurable and accompanied by a description of how they will be accomplished. 2. The results that are expected must be under the employee’s control. Managers must be willing to empower employees to accomplish their goals on their own, giving them discretion over the methods they use (but holding them accountable for the outcomes). 3. The firm’s goals and objectives must be consistent, or aligned, with the goals of employees at all levels, including a firm’s top managers. 4. Time frames for when the goals are to be reviewed and evaluated need to be established. Functional Area: WP&TM

Answer 7

The answer is d. Results method **Trait Method** * Graphic Rating Scales – uses ratings like poor, good, excellent or does not meet, meets, exceeds. It's a linear skill with tick boxes. * Mixed-Standard Scales – descriptive rating definitions are customized and randomized for each trait, describing multiple levels of performance. Managers indicate whether the employee’s performance is less than, the same as, or more than described. * Forced-Choice Method – the manager chooses between two statements that best describe trait. * Essay Method – open-ended comments. **Behavioural Methods** • Critical Incident Method – describes the incidents that define successful and unsuccessful behaviour. * Behavioural Checklist Method – includes a list of desired behaviours/competencies. * Behaviourally Anchored Rating Scale (BARS) – multilevel performance descriptions are created for each competency/behaviour. * Behaviour Observation Scale (BOS) – uses a frequency scale against a behavioural checklist. **Results Methods** • Productivity Measures – number of units produced, positions filled, candidates interviewed, etc. • Management by Objectives – the achievement of preestablished goals. • S - Specific • M - Measurable • A - Achievable • R - Relevant • T - Timely • Balanced Scorecard – a blend of financial, customer, process and learning targets.

Answer 8

The correct answer is a. - Employee relations Essentially, employee relations is a two person relationship between employee and employer. The focus is on how to effectively manage and strengthen this relationship. Industrial Relations on the other hand, is a three person relationship between the organisation, the union and the workforce that the union represents. Labor relations are relations between the union(s) and the company. Employee relations are relations between the employer (management) and the employees.

Answer 9

The correct answer is a. An overlearning strategy Overlearning is particularly desirable when it is important for employees to react quickly without even thinking. For example, this is desired when responding to a machinery malfunction where safety is at risk.

Answer 10

The correct answer is d. A disagreement about the interpretation of a policy **Cognitive conflict** focuses on issue-related differences, whereas **affective conflict** focuses on differences of a personal nature that undermines trust and respect.

Answer 11

The answer is: b. Succession planning

Answer 12

The answer is a. Line function Functional Area: OE

Answer 13

The answer is: b. Represent more than one side of a dispute

Answer 14

The answer is a. The right to know, the right to participate, and the right to refuse unsafe work. Functional Area: HW&SW

Answer 15

The answer is b. It has low reliability. Functional Area: HRMR&FM Validity ensures the measure is accurately assessing what it is **_supposed_** to measure Reliability ensures the **_consistency_** of the measure

Answer 16

The answer is: d. HRIS

Answer 17

The answer is a. Interest arbitration **Interest arbitration** is a mechanism used to resolve disputes in the collective bargaining process. In binding interest arbitration, disputing parties agree in advance to accept the terms of a deal as decided by a neutral third party **Rights arbitration** decides a dispute over the interpretation of a provision in a collective agreement, or if there is an allegation by one party that the other has violated the terms of the agreement. The arbitrator's decision in both interest and rights arbitration is binding on both parties. **Expedited arbitrations** are fixed fee arbitrations with strict time frames and limitations on number of documents, length of briefs and time for the hearing. The process takes less than 90 days from the appointment of the arbitrator to the issuance of the award, and there is only one hearing day. Functional Area: L&ER

Answer 18

The answer is: c. A budget **A balance sheet is:** Assets=Liabilities + Shareholders’ Equity **A cash flow statement** is a financial statement that provides aggregate data regarding all cash inflows a company receives from its ongoing operations and external investment sources. **A critical path method (CPM), or critical path analysis (CPA),** is an algorithm for scheduling a set of project activities. It is commonly used in conjunction with the program evaluation and review technique (PERT). A critical path is determined by identifying the longest stretch of dependent activities and measuring the time required to complete them from start to finish.

Answer 19

The answer is c. It is a non-binding voluntary process. Conciliation = Mediation = non binding and does not always result in a settlement. Functional Area: L&ER

Answer 20

The answer is a. When measuring adverse impact in employment selection rates. Functional Area: HRMR&FM

Answer 21

The answer is c. Providing health benefits through an insurer. **• Avoidance=**Stop providing the service or doing the activity. **• Acceptance=**An organization will choose to accept the risks. **• Modification=**Change the activity to reduce the likelihood of the risk occurring or to reduce the severity of the consequences. **• Transfer or Sharing=**Transfer the risk to another organization through signing a contractual agreement. Functional Area: PP

Answer 22

Answer: (C) Adult learners tend to require little to no self direction in order to excel within the learning environment. In order for Adult Learners to excel within a learning environment they require self direction. What do you mean by 'adult learning principles'? Knowles identified the six principles of adult learning outlined below. * Adults are internally motivated and self-directed * Adults bring life experiences and knowledge to learning experiences * Adults are goal oriented * Adults are relevancy oriented * Adults are practical * Adult learners like to be respected

Answer 23

The answer is: b. Indicate an employee's willingness to be represented by the union

Answer 24

The answer is a. Evidence-based Approach Functional Area: PP

Answer 25

Motivation + Satisfaction + Commitment to the Organization

Answer 26

The correct answer is b. Business cases that present challenging situations are used to assess problem solving and analytical skills.

Answer 27

The answer is: c. Risk assessment Methods for identifying hazards include: * Walk-through surveys * Safety sampling * Task and job inventories * Historical safety records * Incident investigations * Safety audits * Employee complaints

Answer 28

The answer is a. Employee engagement survey results. Functional Area: HRMR&FM

Answer 29

The answer is: d. Charter of Rights and Freedoms **The Human Rights Code** is a statute in the Canadian province of Ontario that guarantees equality before the law and prohibits discrimination in specific social areas such as housing or employment. The Code's goal specifically prohibits discrimination based on race , colour , gender identity or expression , sex , sexual orientation , disability , creed , age and other grounds. **Ontario's Pay Equity Act:**"pay equity" requires an assessment of all jobs in an organization and an unbiased comparison of the work done by women to the work done by men in order to determine whether the women are being compensated equitably. **The Employment Equity Act** requires federal jurisdiction employers to engage in proactive employment practices to increase the representation of four designated groups: women, people with disabilities, Aboriginal peoples, and visible minorities. The act requires that employers remove barriers to employment that disadvantage members of the four designated groups. The term reasonable accommodation is often used for the removal of such barriers to employment. Examples of employment barriers are wheelchair inaccessible buildings, or practices that make members of a designated group uncomfortable. Employers are also required to institute positive policies for the hiring, training, retention, and promotion of members of the designated groups. **The Canadian Charter of Rights and Freedoms** guarantees the rights and freedoms set out in it subject only to such reasonable limits prescribed by law as can be demonstrably justified in a free and democratic society. These freedoms include: fundamental, democratic, mobility, legal, equality. **The Employment Standards Act, 2000 ( ESA)** provides the minimum standards for most employees working in Ontario. It sets out the rights and responsibilities of employees and employers in most Ontario workplaces.

Answer 30

The answer is: c. Key Stakeholder Balanced Scorecard – a blend of financial, customer, process and learning targets. Functional Area: WP&TM

Answer 31

The answer is c. The organization has many new employees. A compa-ratio divides an individual’s pay rate by the midpoint of a predetermined salary range. A compa-ratio of 1.0 means that the employee is paid at the exact midpoint of the range, whereas values higher or lower than 1.0 indicate how they are paid relative to the midpoint. Functional Area: TR

Answer 32

The correct answer is a. Empowerment Engagement is an intrinsic motivation. Engaged employees are motivated to do their best, have high levels of job satisfaction, and are committed to an organization. Empowerment may contribute to employees being engaged, but it does not define the intrinsic state of engagement.

Answer 33

The answer is c. Action learning Functional Area: L&D

Answer 34

The answer is a. Relational database A **relational database** is a type of database that stores and provides access to data points that are related to one another. Relational databases are based on the relational model, an intuitive, straightforward way of representing data in tables. A **hierarchical database** model is a data model in which the data are organized into a tree-like structure. The data are stored as records which are connected to one another through links. A **network database** is a type of database model wherein multiple member records or files can be linked to multiple owner files and vice versa. The model can be viewed as an upside-down tree where each member information is the branch linked to the owner, which is the bottom of the tree. A **centralized database** (sometimes abbreviated CDB) is a database that is located, stored, and maintained in a single location. Functional Area: HRMR&FM

Answer 35

The answer is: d. Vacation pay **Monetary Rewards / Direct Pay** * Base Pay * Performance Pay * Merit pay * Short-term Incentives * Long-term Incentives **Indirect Pay** * Health & Welfare Benefits * Retirement Plans * Time off with Pay (vacation) * Perquisites & Employee Services (e.g., cars, clubs, education reimbursement) * Working Conditions * Supervisor Behaviour * Co-workers Functional Area: TR

Answer 36

The correct answer is b. The training can be applied in different settings. The transfer of training refers to the ability of the participant to apply the learning outside the classroom. Three types of trainng transfer include far transfer, horizontal transfer, and vertical transfer.

Answer 37

The answer is: c. A fundamental breach of the employment contract by the employer A constructive dismissal in Ontario is defined as follows: if an employer makes a substantial change to the terms of an employee’s employment without the employee’s consent or demonstrates an intention to no longer be bound by the terms of the employment contract the employee has the option of treating his or her employment as having been terminated

Answer 38

The answer is: b. Situational-based question The main difference between behavioral and situational interview questions is that behavioral questions are focused on the past and situational questions are focused on the future. **Situational interviews** = allows interviewers to get their subjects away from canned generalities and prepackaged answers, forcing job candidates to offer specific examples of how they used job-related skills to solve real-life problems in the past. **Behavioural interviews** = In a behavioral interview, job candidates are asked to provide examples of how they've handled work-related situations. **Case-based interviews** = A case interview is part of the job interview process in consulting in which you as the candidate have to analyze and solve a problematic business scenario while interacting with the interviewer. **Stress interviews** = Stress interview questions rarely have a right answer. The interviewer is not looking for a polished response, they are looking at how you deal with the pressure of the question. Demonstrate your problem-solving skills by providing detail on how you would or have approached a situation, instead of searching for what you think they want to hear. \*\*Structured interviews better than unstructured interviews.

Answer 39

The correct answer is b. The 75th percentile is the value under which 75% of companies pay. The 50th percentile is the value under with 50% of the companies pay. They could be 10% apart, 5% apart, or any percentage value apart - it will depend on the value paid at the 75th and 50th percentile.

Answer 40

The correct answer is c. The Wage Curve shows the minimum, target, and maximum rates of pay for successive pay bands or grades.

Answer 41

The answer is c. Structured interview Functional Area: WP&TM

Answer 42

The correct answer is a.Declarative knowledge Declarative knowledge focuses on learning facts and informaton, where as the others mentioned include some element of experience. Anderson’s Adaptive Character of Thought is a general theory of cognition that distinguishes between three stages of learning: 1. Declarative Knowledge • The learning of knowledge, facts and information. • The learner is still resource dependent. 2. Knowledge Compilation • Integrating tasks into sequences. • Learner’s performance may still be fragmented. 3. Procedural Knowledge • The task or skill is mastered. • Performance is automatic.

Answer 43

The correct answer is: b. Reduce the liabilities arising from risks that are realized The goal of a risk management program is to reduce or eliminate risk. If a risk was realized, any resulting liability would not be impacted by whether a risk management process was implemented.

Answer 44

The correct answer is c. Labels must include a reference to the Material Safety Data Sheets (MSDS) which include the harmful ingredients and the guidelines for use, storage, disposal, and treatment.

Answer 45

The correct answer is b. Behaviour Observation A **behaviour observation scale (think scale 1-5)** includes a behavioural statement and a scale indicating the frequency with which the employee engages in that behaviour (for example, never, sometimes, often, or always). The **critical incident method** of performance appraisal involved identifying and describing specific events (or incidents) where the employee did something really well or something that needs improvement **Behavioural Checklist Method** **(think checklist boxes)**– includes a list of desired behaviours/competencies. **Behaviourally Anchored Rating Scale (BARS)** **(think 1-2 fails, 3-5 meets, 6-7 exceeds)** – multilevel performance descriptions are created for each competency/behaviour.

Answer 46

Answer: (C) Facilitating compensation analysts in eliminating wage rate compression. Job analysis and resulting job descriptions and specifications do help HR and the organization perform certain functions and duties more effectively. Above examples include the determination of performance standards, ensuring job selection criteria is job-specific, and developing training programs focused on the requirements of specific jobs. C is not an objective because wage compression is the reduction of pay differences between job classes that must be addressed with compensation policies and decisions, not job analysis.

Answer 47

1. Clarity of Expectations (Motivation) 2. Meaningfulness (Task significance aka Line of Sight) (Motivation) 3. Self-Efficacy (Motivation) 4. Autonomy (Satisfaction) 5. Effective Feedback (Satisfaction) 6. Rewarding Relationships (Commitment) 7. Values of Organization and Leading (Commitment) 8. Opportunity to Grow (Commitment)

Answer 48

The correct answer is d. Succession management focuses on the development and retention of internal talent. An increased attraction of a competitor's high performers would indicate that the organization's external recruitment program was effective.

Answer 49

The correct answer is d. Culture Organization culture represents the norms of an organization that are impacted by organizational values, beliefs, symbols and rituals.

Answer 50

The answer is: c. Negative reinforcement decreases positive behaviour. Reinforcement Theory: **Positive Reinforcement** * Positive outcomes are provided for positive behaviour * Increases positive behaviour **Negative Reinforcement** * Negative outcomes are removed for positive behaviour * Increases positive behaviour **Punishment** * Negative outcomes are providedfor negative behaviour * Decreases negative behaviour **Extinction** * Positive outcomes are removedfor negative behaviour * Decreases negative behaviour

Answer 51

The correct answer is b. Promise An organization cannot do the following, called TIPS: T hreaten •Suggest the organization will close down if it becomes unionized I ntimidate •Seek retaliation against those employees in favour of the union P romise •Offer to pay better wages or benefits if they remain union free S py •Send secret representative in to attend union/employee meetings

Answer 52

The answer is: a. Functional Departmentalization **Functional Departmentalization** - centralized control is more efficient, specialty focus increases expertise, mentoring is available, internal communication is easy, decision making may take longer, collaboration requires compromise **Product Departmentalization** - responsible for whole process, easy to implement cross-functional process improvement, decision making is faster, duplication of effort, more expensive **Customer** **Departmentalization** - focus on customer satisfaction, easy access to resources, decision making is faster, duplication of efforts and more expensive **Geographic Departmentalization** - physically close to the customer, more in tune with customer needs, decision making is faster, duplication of efforts, less cross-geographic collaboration

Answer 53

The correct answer is a. Cash compensation, such as base pay and short- and long-term performance pay, are considered to be "direct" compensation. Time off with or without pay, such as vacation or leaves of absense, are considered to be "in-direct" pay as it doesn't add more cash value to one's total annual compensation.

Answer 54

The answer is: c. Assertiveness Personality can be a predictor of performance, here are the big five: * **O**penness * **C**onscientiousness * **E**motional stability * **A**greeableness * Extraversio**N**

Answer 55

The answer is d. Job content. **The two-factor theory** states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other. It was developed by psychologist Frederick Herzberg. Functional Area: OE

Answer 56

The answer is d. Cease and desist action Functional Area: L&ER

Answer 57

a. The correct answer is a. A pre-post training assessment is an evaluation tool, not a needs analysis tool.

Answer 58

The answer is: a. Workforce analytics focuses on efficiency metrics

Answer 59

The answer is a. Linear programming The **Markov Model** produces a series of matrices that detail the patterns of movement to and from the various jobs in the organization. This quantitative model requires the use of transitional probabilities, or the likelihood that an individual will exhibit movement behaviours. **Linear Programming** • A complex mathematical procedure. * It can determine the best supply mix solution to minimize costs or other constraints, such as desired staffing ratios. * The internal/external mix of candidates can be programmed into the equation for determining HR supply. * It enables HR planners to calculate “what if ” scenarios by changing or relaxing various model assumptions. **Management Inventory** An individualized record for managerial, professional, or technical personnel that includes all elements in the skills inventory with the addition of information on specialized duties, responsibilities, and accountabilities. This is the starrting point for taking an inventory of who you have internally. **Replacement management** is the process of finding employees for key managerial positions. **Replacement planning** is focused narrowly on identifying specific back-up candidates for given senior management positions. **Succession management** is the process of ensuring that pools of skilled employees are trained and available to meet the organization’s strategic objectives. **Movement Analysis** • Analyzes personnel supply, specifically the chain or ripple effect that promotions or job losses have on the movements of other personnel in organizations. • Identifies the total number of vacant or open positions in the organization or department, as well as the total number of personnel movements that are caused by replacing and filling these positions. • Planning time is typically one year, where we identify the number of people within a department or authority level. **Vacancy Model** • Analyzes flows of personnel throughout the organization by examining inputs and outputs at each hierarchical or compensation level. • Time frame is one year into the future. • Identifies the specific number of external and internal personnel required at each level and for the organization as a whole. • Calculates personnel supply requirements from the top down, beginning at the highest authority level, because the normal direction of movement in an organization is from the bottom to the top.

Answer 60

The answer is: d. High task identity Job Enrichment * Task Identity – doing the whole job * Task Significance – social value * Skill Variety – utilizing many skills * Job Autonomy – freedom to act * Job Feedback – self monitoring

Answer 61

The answer is a. An increase greater than the cost of living. Functional Area: HRMR&FM

Answer 62

The answer is a. People's intentions are a good predictor of their behaviour. Functional Area: OE

Answer 63

The answer is: c. Horizontal transfer Horizontal transfer = training can be effectively applied to different settings Far transfer = training can be effectively applied to new and different situations Vertical transfer = training is applied and organization performance improves Positive transfer = training is applied and employee performance improves Zero transfer = training is not applied and employee performance does not change Negative transfer = training is applied and employee performance worsens

Answer 64

The answer is: a. Self-designing team **Traditional work groups** – execute tasks **Employee involvement teams** – make suggestions **Semi-autonomous work groups** – make decisions and solve problems concerning work processes **Self-managing teams** – make decisions and solve problems concerning work productionSelf-designing teams – self-managing teams that also control team design and membership **Cross-functional teams** – involve employees from different functional areas within the organization **Project teams** – involve employees in completing a specific project **Virtual teams** – involve employees from different geographies or who rarely meet face to face

Answer 65

Answer: (C) Task importance Hackman and Oldman created the Job Characteristic Theory, which categorized five core job characteristics or dimensions. Those five core job characteristics or dimensions are: Skill Variety - the number of different skills required Task Identity - the extent the job is seen as involving a whole, identifiable task Task Significance - the perceived value of your job vis-à-vis others Autonomy-control of how to approach the job Feedback from the job itself - can you see the quality and/or quantity?

Answer 66

The answer is d. **It relies on encouragement techniques rather than punitive action.** **Positive Discipline** or PD is a discipline model used by schools and in parenting that focuses on the positive points of behavior. It is based on the idea that there are no bad children, just good and bad behaviors. Functional Area: L&ER

Answer 67

The answer is: a. Measuring an employee's performance against specific performance standards A **criterion-referenced** test is a style of test which uses test scores to generate a statement about the behavior that can be expected of a person with that score. Most tests and quizzes that are written by school teachers can be considered criterion-referenced tests.

Answer 68

The answer is: c. Reinforcement Reinforcement Theory: **Positive Reinforcement** * Positive outcomes areprovided for positive behaviour * Increases positive behaviour **Negative Reinforcement** * Negative outcomes are removed for positive behaviour * Increases positive behaviour **Punishment** * Negative outcomes are provided for negative behaviour * Decreases negative behaviour **Extinction** * Positive outcomes are removed for negative behaviour * Decreases negative behaviour

Answer 69

The answer is:d. Confusion ADVANTAGES of Matrix structure:Efficient management of large organizationsGreater collaboration across areasCentralized controlAvoids duplication DISADVANTAGESConflictConfusionHigher level of management skill requiredFunctional Area: OE

Answer 70

The answer is a. Direct discrimination **Direct discrimination** is the legal term that applies if you treat someone less favourably than someone else has been treated (or would be treated) because the person belongs to one of the protected groups. Unless there is a statutory exception, direct discrimination cannot be excused or defended. **Adverse effect** discrimination is a situation in which a policy that seems on its face to treat everyone equally actually has an adverse impact on a protected group. A **bona fide** occupational qualification, also known as **BFOQ**, is a characteristic or attribute required for a job that could be considered discrimination if it were not necessary to perform the job in question, or if the job were unsafe for one category of people but not another (i.e. blind pilot) **Systemic discrimination,** also known as institutionalised discrimination, is a culture of discrimination that pervades the workplace, where discrimination is a regular feature of interactions and processes or happens over a long period of time. Functional Area: PP

Answer 71

The answer is a. Conduct an organizational analysis. Functional Area: L&D

Answer 72

The answer is: b. Mean There are 3 main types of descriptive statistics: The distribution concerns the frequency of each value. The central tendency concerns the averages of the values. The variability or dispersion concerns how spread out the values are. Descriptive statistics describe what is going on in a population or data set. Inferential statistics, by contrast, allow scientists to take findings from a sample group and generalize them to a larger population. The two types of statistics have some important differences. Inferential Statistics include: Regression Correlation Analysis of Variance, or ANOVA for short, is a statistical test that looks for significant differences between means on a particular measure Functional Area: PP

Answer 73

The answer is c. Moving to a defined-benefit pension plan. Functional Area: HRMR&FM

Answer 74

The correct answer is c. Baselines Baselines are used to assess the changes in the efficiency or effectiveness of an HR program at different points in time.

Answer 75

The correct answer is: a.HR Consultants often compete with each other when they bid for projects.

Answer 76

The correct answer is d. Nominal Scale A nominal scale includes a list of variables that have no value; in this case, a list of benefits. Four types of measurement scales: 1.Nominal Scales a list of variables that have no “value” (e.g., department name). 2.Ordinal Scales a list of variables that have an order (e.g., what employees like best or least; or what the want most, etc.). 3.Interval Scales a scale that tells us the mathematical difference between two responses (e.g., the Likert Scale). 4.Ratio Scales show the relationship between two variables (e.g., sales per employee).

Answer 77

The answer is: d. Experiential knowledge Anderson’s Adaptive Character of Thought (ACT Theory) is a general theory of cognition that distinguishes between three stages of learning: **1. Declarative Knowledge** * The learning of knowledge, facts and information. * The learner is still resource dependent. **2. Knowledge Compilation** * Integrating tasks into sequences. * Learner’s performance may still be fragmented. **3. Procedural Knowledge** * The task or skill is mastered. * Performance is automatic.

Answer 78

The correct answer is c. An HR deficit results in a shortage of workers. All options except for re-hiring retirees address a Human Resource surplus.

Answer 79

The answer is: a. Employees receive shares at no cost.

Answer 80

The answer is d. Booster session Functional Area: L&D

Answer 81

The answer is: a. PIPEDA **PIPEDA =** The Personal Information Protection and Electronic Documents ActUnder PIPEDA, personal information includes any factual or subjective information, recorded or not, about an identifiable individual. This includes information in any form, such as:-age, name, ID numbers, income, ethnic origin, or blood type; opinions, evaluations, comments, social status, or disciplinary actions; and employee files, credit records, loan records, medical records, existence of a dispute between a consumer and a merchant, intentions (for example, to acquire goods or services, or change jobs). What is not covered by PIPEDA?There are some instances where PIPEDA does not apply. Some examples include:-Personal information handled by federal government organizations listed under the **Privacy Act** Provincial or territorial governments and their agents-Business contact information such as an employee’s name, title, business address, telephone number or email addresses that is collected, used or disclosed solely for the purpose of communicating with that person in relation to their employment or profession-An individual's collection, use or disclosure of personal information strictly for personal purposes (e.g. personal greeting card list)-An organization's collection, use or disclosure of personal information solely for journalistic, artistic or literary purposes Businesses must follow the 10 fair information principles to protect personal information, which are set out in Schedule 1 of PIPEDA. The principles are:1. Accountability2. Identifying Purposes3. Consent4. Limiting Collection5. Limiting Use, Disclosure, and Retention6. Accuracy7. Safeguards8. Openness9. Individual Access10. Challenging Compliance

Answer 82

The answer is: c. Experimental designs **Experimental designs** are highly structured like descriptive research and is also known for use of control procedures used during experimental designs related to tests of causal relationships. **A time series** is a series of data points indexed (or listed or graphed) in time order. Most commonly, a time series is a sequence taken at successive equally spaced points in time. Thus it is a sequence of discrete-time data. Examples of time series are heights of ocean tides, counts of sunspots, and the daily closing value of the Dow Jones Industrial Average

Answer 83

The answer is d. Ensuring the survey job descriptions are relevant. Functional Area: TR

Answer 84

The answer is: b. Immigrants The Four Designated Groups: 1. Women 2. Aboriginal peoples Indian, Inuit or Métis. 3. Persons with disabilities long term or recurring physical, mental, sensory, psychiatric or learning impairment who consider themselves to be disadvantaged in employment by reason of that impairment. 4. Members of visible minorities people, other than Aboriginal peoples, who are non Caucasian in race or non white in colour. Functional Area: L&ER

Answer 85

The answer is d. Flextime Functional Area: WP&TM

Answer 86

Answer: (D) Non-malicious intent. Business necessity allows certain employment requirements that discriminate if they are reasonably needed to meet the normal and safe operation of an organization. Bona fide occupational requirements are similar and refer to certain discriminatory practices. Systems of seniority that are well established and consistently applied have also been used as defense strategies. Although these three options are available as defense strategies, each is subject to great scrutiny and often limited in their use. For option D, although it may not have been the intention to discriminate, if the practice or requirement does discriminate, the complaint will be upheld and must be settled.

Answer 87

The answer is: a. Divide the net benefit of the program by the program cost

Answer 88

The answer is a. Intellectual capital Functional Area: S

Answer 89

The answer is a. Workplace Hazardous Materials Information System Functional Area: HW&SW

Answer 90

The answer is c. Adults are problem-centred, as opposed to subject-centred. Functional Area: L&D

Answer 91

The answer is b. Ensure only competent individuals enter the profession. Functional Area: PP

Answer 92

The answer is: c. Classroom Seating Arrangements: Classroom = Low participant involvement U Shape = Moderate Participant Involvement Round Tables = High Participant Involvement Functional Area: L&D

Answer 93

The answer is d. Stakeholders Because... Major environmental factors include: • Economic Climate • Globalization • Political and Legislative Factors • Technological Factors • Demographic Factors • Social/Cultural Factors Functional Area: S

Answer 94

The answer is c. Self-Efficacy Engagement = Motivation + Satisfacation + Commitment Clarity of expectations, meaningfulness, and self-efficacy are part of motivation 1. Clarity of Expectations (Motivation) 2. Meaningfulness (Task significance aka Line of Sight) (Motivation) 3. Self-Efficacy (Motivation) ------------- 4. Autonomy (Satisfaction) 5. Effective Feedback (Satisfaction) -------------- 6. Rewarding Relationships (Commitment) 7. Values of Organization and Leading (Commitment) 8. Opportunity to Grow (Commitment)

Answer 95

Answer: (A) Pay grades are classes, rates or steps that are assigned to jobs of approximately the same value or level of difficulty.

Answer 96

The answer is: b. Quartile Median. Think Middle. Mean. When you think of averaging, you are most likely to think of finding the mean Mode. Mode refers to the number in a list that occurs most often.

Answer 97

Answer (A) Utility analysis. For Human Resource Management, utility analysis refers to a specific tool designed to estimate the institutional gain or loss anticipated to a company from various HR interventions designed to enhance the value of the workforce Merit pay grid is a tool for allocating merit raises based on the performance level of the employee and the pay grade quartile in which they fall. Graphic rating scale is a performance appraisal method in which appraisers use a numerical scale to rate employees on a series of characteristics. Compa-ratio is a measure of distribution of employees within their pay range calculated by dividing the mean base pay by the mid-point of the pay range.

Answer 98

The correct answer is: c. A conflict of interest occurs when a person who is making a decision on behalf of his or her employer is influenced as a result of receiving s personal gain.

Answer 99

The answer is: b. Right to title legislation Functional Area: PP

Answer 100

The correct answer is c. The Bargaining Zone defines the overlap between the union's and management's bargaining positions. If management's highest wage offer is higher than the lowest offer the union is willing to accept, then there is a zone within which successful bargaining can occur.

Answer 101

The answer is: c. Providing legal advice

Answer 102

The correct answer is c.Approving safety policy Health and Safety representatives recommend policy but management is accountable for approving company policies.

Answer 103

The answer is c. Demographics Functional Area: PP

Answer 104

Answer: (B) Cost-plus benefits plan. A cafeteria-style benefits plan enables employees to choose the benefits that are best suited to their particular needs; a modular approach is where employees can select from among a number of pre-packaged sets of benefits; and a core plus-options plan is where employees can choose from among a variety of options to augment a basic level of protection. Option (B) is not a recognized flexible benefits program.

Answer 105

The Practice of Human Resources Management includes, but is not limited to, one or more of the following: 1. The development and implementation of human resources policies and procedures; 2. Consultation in the area of human resources management; 3. Providing advice to clients, managers, and employees in matters pertaining to management of human resources; 4. The representation of clients and organizations in proceedings related to human resources management; 5. Program development and evaluation in the area of human resources management; 6. The supervision of other Human Resources professionals whether registered or non‐registered; 7. Coaching of employees, managers, and other individuals in matters relating to work and employment; 8. The conduct of research in the area of human resources management; and 9. Teaching in the area of human resources management.

Answer 106

The answer is: a. A criterion deficiency occurs. Functional Area: WP&TM

Answer 107

The answer is c. Job analysis **Workforce planning** determines the human capital needed, analyzes what is avaiablle, and identifies the action required. **Job analysis** is the process of gathering, examining and interpreting data about a job's tasks and responsibilities. It generally includes tracking an employee's duties and the duration of each task, observing the employee performing his or her job, interviewing the employee, managers and others who interact with the employee, and comparing the job to other jobs in the same department and job grade or job family. A **job evaluation** is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Functional Area: OE

Answer 108

1. Denial - "it wont happen!" (defence mechanism based on fear) 2. Resistance - "No way!" 3. Exploration - "Let me learn more!" 4. Accceptance - "OK!:

Answer 109

The answer is: d. Identify performance goals The process involves five steps: 1. Align Succession Management Plans with Strategy 2. Identify the Skills and Competencies Needed to Meet Strategic Objectives 3. Identify High-Potential Employees 4. Provide Developmental Opportunities and Experiences 5. Monitor Succession Management

Answer 110

The answer is: d. Cost leadership strategy Functional Area: S

Answer 111

The answer is d. **Disabled workers** Functional Area: PP

Answer 112

The answer is c. **Provide post-training coaching on the job.** Functional Area: L&D

Answer 113

The answer is a. Adverse impact Adverse impact refers to employment practices that appear neutral but have a discriminatory effect on a protected group. Adverse impact occurs when a decision, practice or policy has a disproportionately negative effect on a protected group, even though the adverse impact may be unintentional. Adverse impact is often used interchangeably with "disparate impact" Functional Area: WP&TM

Answer 114

The answer is b. Trait method **Trait Method** * Graphic Rating Scales – uses ratings like poor, good, excellent or does not meet, meets, exceeds. It's a linear skill with tick boxes. * Mixed-Standard Scales – descriptive rating definitions are customized and randomized for each trait, describing multiple levels of performance. Managers indicate whether the employee’s performance is less than, the same as, or more than described. * Forced-Choice Method – the manager chooses between two statements that best describe trait. * Essay Method – open-ended comments. **Behavioural Methods** • Critical Incident Method – describes the incidents that define successful and unsuccessful behaviour. * Behavioural Checklist Method – includes a list of desired behaviours/competencies. * Behaviourally Anchored Rating Scale (BARS) – multilevel performance descriptions are created for each competency/behaviour. * Behaviour Observation Scale (BOS) – uses a frequency scale against a behavioural checklist. **Results Methods** • Productivity Measures – number of units produced, positions filled, candidates interviewed, etc. • Management by Objectives – the achievement of preestablished goals. • S - Specific • M - Measurable • A - Achievable • R - Relevant • T - Timely • Balanced Scorecard – a blend of financial, customer, process and learning targets.

Answer 115

The correct answer is c. A learning organization is an organization that encourages learning through every day operations and interactions in addition to a variety of other ways.

Answer 116

The correct answer is b. The main purpose of succession management is to identify high performing individuals and prepare them for future career growth in line with the organization's needs.

Answer 117

The answer is d. Replacement planning The **Markov Model** produces a series of matrices that detail the patterns of movement to and from the various jobs in the organization. This quantitative model requires the use of transitional probabilities, or the likelihood that an individual will exhibit movement behaviours. **Linear Programming** • A complex mathematical procedure. * It can determine the best supply mix solution to minimize costs or other constraints, such as desired staffing ratios. * The internal/external mix of candidates can be programmed into the equation for determining HR supply. * It enables HR planners to calculate “what if ” scenarios by changing or relaxing various model assumptions. **Management Inventory** An individualized record for managerial, professional, or technical personnel that includes all elements in the skills inventory with the addition of information on specialized duties, responsibilities, and accountabilities. This is the starrting point for taking an inventory of who you have internally. **Replacement management** is the process of finding employees for key managerial positions. **Replacement planning** is focused narrowly on identifying specific back-up candidates for given senior management positions. **Succession management** is the process of ensuring that pools of skilled employees are trained and available to meet the organization’s strategic objectives. **Movement Analysis** • Analyzes personnel supply, specifically the chain or ripple effect that promotions or job losses have on the movements of other personnel in organizations. • Identifies the total number of vacant or open positions in the organization or department, as well as the total number of personnel movements that are caused by replacing and filling these positions. • Planning time is typically one year, where we identify the number of people within a department or authority level. **Vacancy Model** • Analyzes flows of personnel throughout the organization by examining inputs and outputs at each hierarchical or compensation level. • Time frame is one year into the future. • Identifies the specific number of external and internal personnel required at each level and for the organization as a whole. • Calculates personnel supply requirements from the top down, beginning at the highest authority level, because the normal direction of movement in an organization is from the bottom to the top.

Answer 118

The answer is c. Background check Functional Area: WP&TM

Answer 119

The answer is b. Proportional value Compare jobs * *• Job to Job Method** * *• Proportional Value Method -** The proportional value of job comparison is also known as the indirect comparison. It is a method of comparing male and female job classes. It ensures that pay equity is given on a job-to-job approach. This method allows companies to look at the manner in which male job classes are paid within the organization through a thorough examination of the relationship between compensation and the value of work performance. * *• Proxy Comparison Method (used in the government sector)** Functional Area: TR

Answer 120

The answer is d. More diverse groups have greater difficultly becoming cohesive. Functional Area: OE

Answer 121

The answer is: b. A part-learning approach involving distributed practice Functional Area: L&D

Answer 122

The answer is c. Vacancy model The **Markov Model** produces a series of matrices that detail the patterns of movement to and from the various jobs in the organization. This quantitative model requires the use of transitional probabilities, or the likelihood that an individual will exhibit movement behaviours. **Linear Programming** • A complex mathematical procedure. * It can determine the best supply mix solution to minimize costs or other constraints, such as desired staffing ratios. * The internal/external mix of candidates can be programmed into the equation for determining HR supply. * It enables HR planners to calculate “what if ” scenarios by changing or relaxing various model assumptions. **Management Inventory** An individualized record for managerial, professional, or technical personnel that includes all elements in the skills inventory with the addition of information on specialized duties, responsibilities, and accountabilities. This is the starrting point for taking an inventory of who you have internally. **Replacement management** is the process of finding employees for key managerial positions. **Replacement planning** is focused narrowly on identifying specific back-up candidates for given senior management positions. **Succession management** is the process of ensuring that pools of skilled employees are trained and available to meet the organization’s strategic objectives. **Movement Analysis** • Analyzes personnel supply, specifically the chain or ripple effect that promotions or job losses have on the movements of other personnel in organizations. • Identifies the total number of vacant or open positions in the organization or department, as well as the total number of personnel movements that are caused by replacing and filling these positions. • Planning time is typically one year, where we identify the number of people within a department or authority level. **Vacancy Model** • Analyzes flows of personnel throughout the organization by examining inputs and outputs at each hierarchical or compensation level. • Time frame is one year into the future. • Identifies the specific number of external and internal personnel required at each level and for the organization as a whole. • Calculates personnel supply requirements from the top down, beginning at the highest authority level, because the normal direction of movement in an organization is from the bottom to the top.

Answer 123

The answer is c. Administrative controls Functional Area: HW&SW

Answer 124

The answer is d. Compatible values Functional Area: PP

Answer 125

The answer is: b. Job enlargement

Answer 126

* Bad job design * Bad structural design * Ineffective spans of control * Insufficient sharing of information * Duplication of effort * Conflict between departments * Too many committees \*Slow Response Times\*

Answer 127

The answer is: b. Specific, Measurable, Achievable, Relevant, Timely

Answer 128

The answer is b. False positive Functional Area: WP&TM

Answer 129

The answer is b. Point-of-contact control Functional Area: HW&SW

Answer 130

The correct answer is c. Benefits minus cost divided by the cost The benefits minus the cost indicates the monetary value of the program. In order to express the value as a percentage of the cost, it is then divided by the cost. A positive return on investment should result in a number greater than .1 or 100%

Answer 131

The correct answer is b. Prediction **Prediction** A single numerical estimate of HR requirements associated with a specific time horizon and a set of assumptions. **Projection** Incorporates several HR estimates based on a variety of assumptions. **Envelope** An analogy in which one can easily visualize the corners of an envelope containing the upper and lower limits, or “bounds,” of the various HR projections extending into the future. **Scenario** A proposed sequence of events with its own set of assumptions and associated program details. **Contingency Planning** Plans to be implemented when unanticipated changes to organizational or environmental factors which may negate the usefulness of the existing HR forecasting predictions or projections.

Answer 132

The answer is: c. Engaging in pattern bargaining

Answer 133

The answer is:b. Performance incentives

Answer 134

The answer is a. Domino theory Functional Area: HW&SW

Answer 135

The answer is c. Psychological, physical, behavioural, and organizational. Functional Area: HW&SW

Answer 136

D. "Not at this time"

Answer 137

The correct answer is d. Andragogy is an adult-oriented approach to learning and development that recognizes that adults are goal oriented, want to participate in their learning, draw upon their experiences, and prefer to learn independently.

Answer 138

The answer is: a. Cognitive Variables, Organizational Environment, Motivation, Attitudes Functional Area: L&D

Answer 139

The answer is: b. A conflict of Interest

Answer 140

The answer is: b. Skill, effort, responsibility, working conditions Pay Equity, Universal Compensable Factors• Skill• Effort• Responsibility• Working Conditions

Answer 141

The answer is d. How would you go about designing an employee orientation program? **Situational interview** questions present the candidate with a hypothetical situation and ask them how they would handle it. “What would you do if…” **Behavioral interview** questions ask the candidate to recall a past experience and describe how they did handle in. Functional Area: WP&TM

Answer 142

The correct answer is a. - Employees can receive conflicting directions. Dual reporting relationships are characteristic of a matrix organization, often resulting in confusion or conflict.

Answer 143

The answer is: b. Safety Committee Representative

Answer 144

The correct answer is a. Through HR Planning, the supply and demand of human capital is determined so that appropriate initiatives can be implemented to address gaps in talent.

Answer 145

Risk Management Steps Step 1 - Identify the Risks Step 2 - Assess the Risks Step 3- Develop Strategies Step 4 – Implement Strategies and Communicate Step 5 - Monitor the Results

Answer 146

The answer is a. Bargaining unit employees who choose not to join the union still pay union dues. Functional Area: L&ER

Answer 147

The answer is: c. 100

Answer 148

The correct answer is c.Not applied and employee performance does not change Zero transfer occurs when the training is not applied and employee performance does not change. Negative transfer occurs when training is applied and employee performance worsens, and positive transfer occurs when training is applied and employee performance improves.

Answer 149

The correct answer is c. Management by Objectives, or MBO, evaluates employees against pre-established SMART goals. It does not necessarily evaluate the skills required to achieve those goals.

Answer 150

The answer is a. Community of interests. Functional Area: L&ER

Answer 151

The answer is a. Job tasks Position analysis questionnaire is a job analysis questionnaire that evaluates **job skill level and basic characteristics** of applicants for a set match of employment opportunity. Functional Area: OE

Answer 152

The answer is a. Clinical Functional Area: WP&TM

Answer 153

The correct answer is d. Exit interviews are most often held with employees that have resigned for the purposes of concluding the employment relationship, receiving feedback, and collecting any company property that the employee has in their possession.

Answer 154

The correct answer is c: Introversion Personality can be a predictor of performance: • **O**penness to new experiences • **C**onscientiousness • **E**motional stability • **A**greeableness • Extraversio**N**

Answer 155

The correct answer is c. Career Level Skill, effort, responsibility, and working conditions are the factors commonly considered in compensable factor job evaluation. In many job evaluation plans, they can be further broken into sub-factors as well

Answer 156

The answer is: b. To terminate the contract if it is running over budget Functional Area: PP

Answer 157

The answer is a. During a legal strike. Functional Area: L&ER

Answer 158

Answer: (B) The Red Seal Program The Inter-provincial Standards Red Seal Program (also known as the Red Seal Program) was established more than 45 years ago to provide greater ease for mobility of skilled workers throughout Canada.

Answer 159

The answer is: a. Rules of professional conduct

Answer 160

The answer is: a. Worksharing **Surplus Programs include:** * Employee lay-offs or terminations; * Job sharing and Work-Sharing; * Hiring freeze and natural attrition. **Deficit Programs include:** * Hiring part-time, full-time or temporary employees; * Promoting or transferring staff to where they areneeded; * Recalling laid off workers or retirees; * Contracting out.

Answer 161

The answer is: b. Conducting benchmarking Benchmarking is a way of discovering what is the best performance being achieved – whether in a particular company, by a competitor or by an entirely different industry. This information can then be used to identify gaps in an organization’s processes in order to achieve a competitive advantage.

Answer 162

The answer is: a. It aligns well with Scientific Management. Human relations movement refers to the researchers of organizational development who study the behaviour of people in groups, particularly in workplace groups and other related concepts in fields such as industrial and organizational psychology. It originated in the 1930s' Hawthorne studies, which examined the effects of social relations, motivation and employee satisfaction on factory productivity. The movement viewed workers in terms of their psychology and fit with companies, rather than as interchangeable parts, and it resulted in the creation of the discipline of human relations management. Area: OE

Answer 163

The answer is: c. It allows employees to be "self-directed free agents".

Answer 164

The answer is d. Employees want to feel they belong. Functional Area: OE

Answer 165

Answer: (B) Medical treatment costs. The correct answer is "B". The other costs in the question are considered to be indirect costs.

Answer 166

The answer is: c. Quizzes

Answer 167

Answer is C. Encourage company management support systems and networks comprised of female managers. ► A, B and D are only a few examples of a number of specific actions organizations can take to maximize the human resources of female managers. However, limiting management support systems and networks to only female managers as indicated in (C), limits the opportunities to share experiences and information and gain invaluable support from male peers. It also limits the opportunity for women to meet and learn from men in more advanced stages of their careers and identify potential future mentors and role models.

Answer 168

The answer is: c. Transaction-based forecasting

Answer 169

The answer is d. Replacement planning The **Markov Model** produces a series of matrices that detail the patterns of movement to and from the various jobs in the organization. This quantitative model requires the use of transitional probabilities, or the likelihood that an individual will exhibit movement behaviours. **Linear Programming** • A complex mathematical procedure. * It can determine the best supply mix solution to minimize costs or other constraints, such as desired staffing ratios. * The internal/external mix of candidates can be programmed into the equation for determining HR supply. * It enables HR planners to calculate “what if ” scenarios by changing or relaxing various model assumptions. **Management Inventory** An individualized record for managerial, professional, or technical personnel that includes all elements in the skills inventory with the addition of information on specialized duties, responsibilities, and accountabilities. This is the starrting point for taking an inventory of who you have internally. **Replacement management** is the process of finding employees for key managerial positions. **Replacement planning** is focused narrowly on identifying specific back-up candidates for given senior management positions. **Succession management** is the process of ensuring that pools of skilled employees are trained and available to meet the organization’s strategic objectives. **Movement Analysis** • Analyzes personnel supply, specifically the chain or ripple effect that promotions or job losses have on the movements of other personnel in organizations. • Identifies the total number of vacant or open positions in the organization or department, as well as the total number of personnel movements that are caused by replacing and filling these positions. • Planning time is typically one year, where we identify the number of people within a department or authority level. **Vacancy Model** • Analyzes flows of personnel throughout the organization by examining inputs and outputs at each hierarchical or compensation level. • Time frame is one year into the future. • Identifies the specific number of external and internal personnel required at each level and for the organization as a whole. • Calculates personnel supply requirements from the top down, beginning at the highest authority level, because the normal direction of movement in an organization is from the bottom to the top.

Answer 170

The correct answer is a. An employee gives the same favorable response to every question. When an employee indicates they strongly agree with every statement on an employee survey, it is likely that they are not answering truthfully.

Answer 171

The answer is c. SAAS Software as a service or SAAS let's you pay as you go, versus purchasing full licensing agreements on the software

Answer 172

The answer is: c. Assertiveness Personality can be a predictor of performance, here are the big five: * **O**penness * **C**onscientiousness * **E**motional stability * **A**greeableness * Extraversio**N**

Answer 173

The correct answer is c. Situational interviews **Panel intreview** - interviewed by a group of people at the same time **Serial interview** - A serial interview involves a group of people, but not all at once. You are handed off from person to person. **Situational interviews** - During the situational interview candidates are asked specific questions about how they would handle certain circumstances at their job. The candidate is asked to assess a situation and to provide solutions on how they would handle it. **Behavioural interviews** - based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future, i.e., past behavior predicts future performance. **Situational interview questions present the candidate with a hypothetical situation and ask them how they would handle it. ... Behavioral interview questions ask the candidate to recall a past experience and describe how they did handle in.** **Case-based interviews** - is a type of job interview in which the candidate must analyze and solve a problematic business scenario (“case study”). **Stress interviews** - A stress interview is an interviewing style that companies use to gauge a candidate's response to stress. The idea is that it'll give the hiring team an idea of how you'll respond when juggling various high-priority tasks, dealing with challenging clients, or facing a difficult co-worker or manager. **Mass interviews** - is defined as where a panel interviews several candidates simultaneously. The panel poses a problem, and then watches to see which candidate takes the lead in formulating an answer.

Answer 174

Answer: (A) Physical access that restricts those who are mobility impaired. ► Again, B and C are examples of discriminatory employment practices based on sex and race, and are in violation of human rights legislation. A is systemic discrimination because it excludes the possible hiring and employment of individuals who are mobility impaired due to the maintenance of inaccessible workplace facilities.

Answer 175

The answer is c. I found the training useful. Functional Area: L&D

Answer 176

The answer is: b. Unfreeze stage **UNFREEZE** * Instill belief in the change * Give reasons * Empathize **TRANSITION** * Shift * Explain WIFM * Empower champions * Gather input * Involve * Train * Pace the change **REFREEZE** * Make it Stick * Senior management commitment * Celebrate * Reinforce

Answer 177

The answer is b. A contract requires mutual consideration to be valid. Functional Area: PP

Answer 178

The answer is: a. To access specialized expertise

Answer 179

The answer is d. Ergonomics Functional Area: HW&SW

Answer 180

The answer is: b. Balancing all parties' needs and interests

Answer 181

The answer is d. It streamlines processes and refocuses HR efforts on organizational strategy. Functional Area: HRMR&FM

Answer 182

The answer is: a. To identify safety hazards

Answer 183

The answer is: a. Vibration

Answer 184

Answer: (B) Interviews are often used to sell the job to the applicant. Option B is correct; interviews provide applicants with the opportunity to ask questions about the job and organization to help make a decision whether both are appropriate for him or her Option A is incorrect because interviews are often conducted later in the process after unqualified candidates have been screened out by tests, work samples, etc., thereby reducing number of interviews needed (interviews are costly and time-consuming). Option C is incorrect because interviews are often used to collect information not provided in the resume or application form. Option D is incorrect because interviews are better suited to assess non cognitive attributes such as social skills, initiation, teamwork, etc.; job samples, tests, etc. are better suited for knowledge and cognitive assessment.

Answer 185

The answer is b. Employee perquisites Functional Area: TR

Answer 186

The answer is: d. Share purchase plan Long-Term Rewards * Employee Stock Bonus Plans * Employee Share Purchase Plans * Employee Stock Option Plans * Phantom Shares Performance Pay Plans Gain-Sharing: * Scanlon - Scanlon Plan is cost-saving, gain-sharing, productivity-incentive plan in which any saving (agreed upon standard labour cost per unit of output subtracted from actual labour cost per unit of output) is shared equally between the workers and the organization * Rucker - The Rucker Plan is based on the premise that the ratio of labor costs to production value (actual net sales plus or minus inventory changes, minus outside purchased materials and services) is historically stable in the manufacturing industry. * Improshare - Improshare, which stands for Improved Productivity through Sharing. Improshare was created by Mitchell Fein, an industrial engineer. The Improshare plan is a form of gainsharing that focuses on sharing physical productivity gains with employees. * Family of Measures - A combination of performance measures/metrics which, when taken together, provide multiple perspectives on an organization’s achievement of its desired end state. Functional Area: TR

Answer 187

The answer is: b. A-type conflict **C-type conflicts (cognitive conflicts)** • C-type is a clash of opinions, experiences, values• typically, they can be easily resolved with further discussion **A-type conflicts (affective conflicts)** * Often have a long-lasting impact on team dynamics * Disagreements become personal rather than professional * Focusing on the individual, and not the issue or idea * Language is often leaves feelings of disrespect, distrust, and dislike **Role Ambiguity** • Goals and assigned responsibilities are unclear **Role Conflict** * Incompatible role expectation due to a lack of role clarity, they might miss the unspoken expectations * Inter-role conflict – conflicting responsibilities that make an employee unable to fulfill the responsibilities for multiple duties * Inter-sender conflict – occurs if competing expectations are coming from two different stakeholders * Intra-sender conflict – The same person gives two conflicting directivesStatus * The differences between various team members positions, titles, and responsibilitiesSocial Loafing * Team members are relying on others and not work as hard as they normally would be if they worked by themselves

Answer 188

The correct answer is b.Enables the criminal prosecution of organizations whose negligence results in employee injury, illness, or death. Bill C-45 is an amendment to the Criminal Code of Canada arising from the Westray Mine fatalities.

Answer 189

The answer is: a. Nominal Group Technique **Nominal group technique** is a structured meeting format designed to elicit participation from all members of the group in order to arrive at the best possible solution. **The Delphi Technique** is based on the principle that forecasts (or decisions) from a structured group of individuals are more accurate than those from unstructured groups. The experts answer questionnaires in two or more rounds. After each round, a facilitator or change agent provides an anonymised summary of the experts' forecasts from the previous round as well as the reasons they provided for their judgments. **A Regression analysis** is a set of statistical processes for estimating the relationships between a dependent variable and one or more independent variables. **The Markov analysis** is a method used to forecast the value of a variable whose predicted value is influenced only by its current state, and not by any prior activity. In essence, it predicts a random variable based solely upon the current circumstances surrounding the variable

Answer 190

The correct answer is c. Stress interviews **Panel intreview** - interviewed by a group of people at the same time **Serial interview** - A serial interview involves a group of people, but not all at once. You are handed off from person to person. **Situational interviews** - During the situational interview candidates are asked specific questions about how they would handle certain circumstances at their job. The candidate is asked to assess a situation and to provide solutions on how they would handle it. **Behavioural interviews** - based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future, i.e., past behavior predicts future performance. **Case-based interviews** - is a type of job interview in which the candidate must analyze and solve a problematic business scenario (“case study”). **Stress interviews** - A stress interview is an interviewing style that companies use to gauge a candidate's response to stress. The idea is that it'll give the hiring team an idea of how you'll respond when juggling various high-priority tasks, dealing with challenging clients, or facing a difficult co-worker or manager. **Mass interviews** - is defined as where a panel interviews several candidates simultaneously. The panel poses a problem, and then watches to see which candidate takes the lead in formulating an answer.

Answer 191

The answer is:c. The probability and consequences of safety risks in the workplace A hazard analysis is used as the first step in a process used to assess risk. The result of a hazard analysis is the identification of different type of hazards. A hazard is a potential condition and exists or not.

Answer 192

The correct answer is a. Socialization Socialization - Ongoing process of reinforcing the organization's values, goals, and priorities On-boarding - Helping new employeees fit in to the organization's culture Orientation - Providing standard information about who, what, and where

Answer 193

The answer is: a. Terms that are lower than the minimum standards set out in the Act can be negotiated through collective bargaining.

Answer 194

The answer is: d. Employee referral

Answer 195

The correct answer is d. Stock options are equity plans that vest over time. They can be a good retention strategy that encourage employees to take a long-term focus on bottom-line performance.

Answer 196

The answer is b. Money paid into the plan is held in a trust and paid out when the employee leaves the organization. Employees who participate in a deferred profit sharing plan see their contributions grow tax-free, which can lead to bigger investment gains over time, due to the compounding effect. They can access the funds prior to retirement; funds may be withdrawn partly or in their entirety within the first two years of membership. Taxes are then paid upon withdrawal Functional Area: TR

Answer 197

The answer is: b. Vision The Vision Statement: A clear and compelling statement about the future that serves to unite an organization’s efforts. The Mission Statement: An articulation of a view of a realistic, credible and attractive future for the organization. The Values Statement: Conveys a sense of identity for employees.

Answer 198

Gallop - Q12 Aon Hewit Towers Watson

Answer 199

The correct answer is a. (Resignations + retirements + involundary terminations) divided by headcount It is necessary to track every incident of an employee exiting the company in order to measure turnover.

Answer 200

The correct answer is: b. As part of the Canadian Constitution, The Charter of Rights and Freedoms is a law that underpins all other laws in Canada.

Answer 201

The answer is: d. Attentional advice

Answer 202

The answer is a. Minimizing the role of unionization in the workplace. **_Industrial Relations_** •Includes all the employment issues and relationships governing the workplace. *For example:* •The organization of the work environment •Employment contracts •Human resource management •Employment relations •Conflict management •Employee attitudes and behaviours at work Functional Area: S

Answer 203

The answer is: c. Team productivity rises as the number of members increases.

Answer 204

The answer is b. They hear claims of illegal strikes and lockouts. Functional Area: L&ER

Answer 205

The answer is a. Demotion A **constructive dismissal** in Ontario is defined as follows: if an employer makes a substantial change to the terms of an employee's employment without the employee's consent or demonstrates an intention to no longer be bound by the terms of the employment contract Functional Area: L&ER

Answer 206

The answer is: c. The return on investment of the training **Needs Analysis:** 1. Organization analysis assesses strategy, priorities,environment, training transfer culture. 2. Task analysis assesses the job requirements. 3. Person analysis assesses the desired performance,performance gaps, and obstacles.

Answer 207

The answer is: b. Strategic thinking The Five Disciplines/Characteristics of a LearningOrganization: 1. Systems thinking 2. Personal mastery 3. Mental models 4. Shared vision 5. Team learning

Answer 208

The answer is a. Management forecasts Functional Area: HRMR&FM

Answer 209

The answer is: b. Salary distribution Compa-ratio (comparison ratio) is a compensation metric that compares the salary an employee is paid to the midpoint of the salary range for their position or similar positions at other companies. Compa-ratios reveal how far an employee's pay is from the market midpoint - in other words salary distribution.

Answer 210

You have entered c. The answer is c. Class C **Class A** - fires are fires in ordinary combustibles such as wood, paper, cloth, rubber, and many plastics. **Class B** - fires are fires in flammable liquids such as gasoline, petroleum greases, tars, oils, oil-based paints, solvents, alcohols. Class B fires also include flammable gases such as propane and butane. Class B fires do not include fires involving cooking oils and grease. **Class C** - C fires are fires involving energized electical equipment such as computers, servers, motors, transformers, and appliances. Remove the power and the Class C fire becomes one of the other classes of fire. **Class D** - fires are fires in combustible metals such as magnesium, titanium, zirconium, sodium, lithium, and potassium. **Class K** - fires are fires in cooking oils and greases such as animal and vegetable fats. Functional Area: HW&SW

Answer 211

The answer is c. Every 3 years Functional Area: HW&SW

Answer 212

The answer is a. Consult with his/her supervisor. Functional Area: PP

Answer 213

The answer is d. What is the role of benefits in our compensation strategy? Functional Area: TR

Answer 214

The answer is c. The employer voluntarily recognizes the union as its employees' representative. The Certification Process •Contact between employees and a union representative •Organizing meeting •Formation of an in house organizing committee •Application to the Labour Relations Board •Determination of the bargaining unit •Recognition or employee vote •Contract negotiations

Answer 215

Job analysis is the process of obtaining information about jobs by determining the duties, tasks, or activities of those jobs. The procedure involves systematically investigating jobs by following a number of predetermined steps specified in advance of the study. When completed, job analysis results in a written report summarizing the information obtained from the analysis of 20 or 30 individual job tasks or activities. HR managers use these data to develop job descriptions and job specifications. These documents, in turn, are used to perform and enhance the different HR functions, such as the development of performance appraisal criteria or the content of training classes. The ultimate purpose of job analysis is to improve organizational performance and productivity This can be conducted through interviews, questionnaires, observations, diaries.

Answer 216

The answer is: d. Role conflict

Answer 217

1. What can go wrong? 2. What can be done to “prevent” or “respond to”the risk.

Answer 218

**Avoidance** - Stop providing the service or doing the activity. **Acceptance** - An organization will choose to accept the risks. **Modification** - Change the activity to reduce the likelihood of the risk occurring or to reduce the severity of the consequences. **Transfer or Sharing** - Transfer the risk to another organization through signing a contractual agreement.

Answer 219

The answer is a. To articulate the employer brand. Functional Area: S

Answer 220

The correct answer is d.Conducting a needs anlaysis Training needs analysis includes an organization, task and person analysis, and identifies what and whether training is required.

Answer 221

The correct answer: is d. Escalate Risks are either avoided through safeguards, transferred to a third party (for example an insurance company through the purchase of insurance), or accepted as a result of them being minor.

Answer 222

The answer is c. Establish a sense of urgency. * *Kotter’s Eight-Step Change Model:** 1. Create a Sense of Urgency 2. Create a Guiding Coalition 3. Develop a Vision and Strategy 4. Communicate the Vision and Strategy 5. Empower Broad-Based Action 6. Generate Short-term Wins 7. Consolidate Gains and Produce More Change 8. Anchor the Change in the Culture of the Organization

Answer 223

The correct answer is b. A Market culture is characterized as having a stable structure with an external focus.

Answer 224

The answer is a. Work sharing is part of the surplus program Four Stages of Forecasting: Step 1 - Determining demand Step 2 - Ascertain supply Step 3 - Calculate net requirements Step 4 - Institute deficit or surplus programs **Deficit Programs include:** • Hiring part-time, full-time or temporary employees; • Promoting or transferring staff to where they are needed; • Recalling laid off workers or retirees; • Contracting out. **Surplus Programs include:** • Employee lay-offs or terminations; • Job sharing and Work-Sharing; • Hiring freeze and natural attrition.

Answer 225

The answer is c. Employers have complete control over the cost. Functional Area: TR

Answer 226

The answer is c. Weighted application **A weighted application** is a form whose responses are assigned a numerical value that correlates to the skills, knowledge, and abilities needed to perform the job. Individual items of information are validated against performance and turnover measures and given appropriate weights. **Point factor analysis (PFA)** is a systemic bureaucratic method for determining a relative score for a job. Functional Area: WP&TM

Answer 227

The answer is d. A supervisor and a worker representative must conduct a joint investigation. Functional Area: HW&SW

Answer 228

The answer is: a. The value of a consequence

Answer 229

The answer is: b. Thermal stress Thermal Stress Exposure to extreme cold can cause hypothermia, chilblains and frostbite.Exposure to extreme heat can cause swelling, heat, rash, heat cramps, heat stroke, and fainting. Exposure to heat can occur through:• Conduction – touching something• Convection – standing close to something• Radiation – being exposed to radiation wavesExposure to RadiationIonizing Radiation: x-rays, gamma rays, alpha particles, beta particles, neutrons. Non-Ionizing Radiation: ultraviolet radiation, visible, radiation, infrared radiation, microwave radiation, radio waves.Radiation is controlled through engineering controls, administrative controls and personal protective equipment. Controlling Chemical Hazards Chemical Reaction Category includes vapours. Physical Action Category includes airborne particles. Chemical States include solid, liquid and gas. Chemical Contaminants include dust, fumes, smoke, mist, vapour gas and liquid.

Answer 230

The answer is: b. Distributive justice

Answer 231

The answer is: d. Assessing measures of central tendency and variation

Answer 232

The answer is a. To understand the distribution of employees within pay ranges. Simply stated, a compa-ratio compares an individual employee’s salary to the midpoint of a given salary range. A compa-ratio of 1.0 means that the employee is paid at the exact midpoint of the range, whereas values higher or lower than 1.0 indicate how they are paid relative to the midpoint. Broadbanding is a method for evaluation and construction of job grading structure that exchanges a large number of narrow salary ranges for a smaller number of broader salary ranges. ... This type of pay structure encourages the development of broad employee skills and growth while reducing the opportunity for promotion. Functional Area: TR

Answer 233

The answer is: c. Experimental designs **Experimental designs** are highly structured like descriptive research and is also known for use of control procedures used during experimental designs related to tests of causal relationships. **A time series** is a series of data points indexed (or listed or graphed) in time order. Most commonly, a time series is a sequence taken at successive equally spaced points in time. Thus it is a sequence of discrete-time data. Examples of time series are heights of ocean tides, counts of sunspots, and the daily closing value of the Dow Jones Industrial Average.

Answer 234

The answer is b. Employees are aware of their mental models and their impact on behaviour. Learning Organization = Acquires, organizes, and shares information and knowledge, and uses new information/knowledge to change its behaviour in order to achieve its objectives and improve its effectiveness. * *•Systems thinking**=seeing the big picture * *•Personal mastery**=commitment of the individual to the preocess of learning; to be tthe best they can be * *•Mental models**=assumptions held about how they see the world * *•Building shared vision**=everyone being on the same page about the future * *•Team learning**=people learning together through shared experiences, and by sharing and challenging ideas Functional Area: L&D

Answer 235

The answer is b. Graphic rating scale method Trait Method * Graphic Rating Scales – uses ratings like poor, good, excellent or does not meet, meets, exceeds. It's a linear skill with tick boxes. * Mixed-Standard Scales – descriptive rating definitions are customized and randomized for each trait, describing multiple levels of performance. Managers indicate whether the employee’s performance is less than, the same as, or more than described. * Forced-Choice Method – the manager chooses between two statements that best describe trait. * Essay Method – open-ended comments. Behavioural Methods • Critical Incident Method – describes the incidents that define successful and unsuccessful behaviour. * Behavioural Checklist Method – includes a list of desired behaviours/competencies. * Behaviourally Anchored Rating Scale (BARS) – multilevel performance descriptions are created for each competency/behaviour. * Behaviour Observation Scale (BOS) – uses a frequency scale against a behavioural checklist. Results Methods • Productivity Measures – number of units produced, positions filled, candidates interviewed, etc. • Management by Objectives – the achievement of preestablished goals. • S - Specific • M - Measurable • A - Achievable • R - Relevant • T - Timely • Balanced Scorecard – a blend of financial, customer, process and learning targets.

Answer 236

Answer: (B) Job specifications Job Specifications describe what an applicant for a specific position should know in terms of their technical, professional and managerial knowledge in order to successfully perform the job. Job specifications also outline what the applicant should have in terms of educational background, experience, training and personal qualities in order to successfully perform the job. And finally, the job specifications should outline what the job applicant can expect in terms of the nature of the job, compensation offered, job functions, as well as their duties, position in the organizational hierarchy and the opportunities for advancement that will be available to them.

Answer 237

The correct answer is a. Rewarding Relationships Rewarding relationships, values of organization and leadership, opportunity to grow are all part of commitment 1. Clarity of Expectations (Motivation) 2. Meaningfulness (Task significance aka Line of Sight) (Motivation) 3. Self-Efficacy (Motivation) 4. Autonomy (Satisfaction) 5. Effective Feedback (Satisfaction) 6. Rewarding Relationships (Commitment) 7. Values of Organization and Leading (Commitment) 8. Opportunity to Grow (Commitment)

Answer 238

The answer is b. Extraversion OCEAN: Openness, Conscientiousness, Extraversion, Agreeableness and Neutroticism

Answer 239

The answer is:c. Policy WHMIS program includes: **Labels** * Product identifier and Supplier identity * Reference to Material Safety Data Sheets (MSDS) * Hazard Symbols and Risk Phrases * Precautionary measures and First Aid measures **Material Safety Data Sheets (MSDS)** * Harmful ingredients * Guidelines for use, storage, disposal, treatment **Employee Training**

Answer 240

The answer is: d. Human Rights Code **The Human Rights Code** is a statute in the Canadian province of Ontario that guarantees equality before the law and prohibits discrimination in specific social areas such as housing or employment. The Code's goal specifically prohibits discrimination based on race , colour , gender identity or expression , sex , sexual orientation , disability , creed , age and other grounds. **The Employment Equity Act** requires federal jurisdiction employers to engage in proactive employment practices to increase the representation of four designated groups: women, people with disabilities, Aboriginal peoples, and visible minorities. The act requires that employers remove barriers to employment that disadvantage members of the four designated groups. The term reasonable accommodation is often used for the removal of such barriers to employment. Examples of employment barriers are wheelchair inaccessible buildings, or practices that make members of a designated group uncomfortable. Employers are also required to institute positive policies for the hiring, training, retention, and promotion of members of the designated groups. **Under Ontario's Pay Equity Act**, "pay equity" requires an assessment of all jobs in an organization and an unbiased comparison of the work done by women to the work done by men in order to determine whether the women are being compensated equitably. **The Employment Standards Act, 2000 ( ESA)** provides the minimum standards for most employees working in Ontario. It sets out the rights and responsibilities of employees and employers in most Ontario workplaces.

Answer 241

The answer is c. Span of control Functional Area: OE

Answer 242

The answer is: d. Administrative control Methods of controlling hazards includes: * **Elimination:** wherever possible the best control is to eliminate the hazard. * **Engineering Controls:** the use of metal guards, shields, barriers, etc. * **Administrative Controls:** ensuring proper processes, instruction, training, rotating shifts, etc. * **Personal Protective Equipment:** wearing masks, gloves, aprons, hard-hats, steel-toed boots, etc.

Answer 243

The answer is: a. Employee satisfaction, motivation, and commitment

Answer 244

The answer is b. Acceptance of decisions is higher. Functional Area: OE

Answer 245

RACI = Responsible Accountable Consulted Informed

Answer 246

The correct answer is c. Pay equity addresses the wage gap between men and women that have not been caused by legitimate reasons, such as work experience, education level, hours worked, unionization, and family responsiblities.

Answer 247

The answer is b. Employment insurance Functional Area: TR

Answer 248

The answer is: a. Communities of practice

Answer 249

The answer is: c. Removing electrical fuses prior to repairing machinery ‘Lockout’ means to physically neutralize all energies in a piece of equipment before beginning anymaintenance or repair work. Lockouts generally involve:-Stopping all energy flows (for example, by turning off switches, or valves on supply lines which are called energy-isolating devices)-Locking switches and valves (i.e., putting lockout on those energy-isolating devices) -Securing the machine, device, or power transmission line in a de-energized state (for example, by applying blocks or blanks, or bleeding hydraulic or pneumatic pressure from lines)

Answer 250

The correct answer is: d. Responsible, Accountable, Consulted, Informed The RACI matrix addresses who is responsible and accountable for various tasks, as well as who is consulted and informed along the way.

Answer 251

The answer is: b. The 75th percentile is 25 percent higher than the 50th percentile. 75th percentile could be any number higher than the 50th percentile. It only reflects the number of data points that are above the 50% mark

Answer 252

The correct answer is c. Semi-autonomous teams are empowered to make decisions, however their authority is not complete when compared to self-managed teams that have complete authority over all aspects of their work, training, budgeting, and performance appraisal.

Answer 253

The correct answer is: a.Involving multiple stakeholders in the identification of risks will ensure that all perspectives are considered.

Answer 254

The answer is c. Breach of a psychological contract. Functional Area: OE

Answer 255

The answer is c. The highest seniority granted to a union representative while in office. Functional Area: L&ER

Answer 256

The answer is b. Employees who are paid above the maximum of their pay range. The term “red circle rate” is used to describe an employee whose pay is above their position's maximum rate. Conversely, a “green circle rate” is used to describe the salaries of your underpaid employees, who you should consider paying more equitably as soon as possible Functional Area: TR

Answer 257

The answer is: c. Controlling, Organizing, Planning, Leading

Answer 258

The answer is a. Management development Functional Area: L&D

Answer 259

The answer is b. Paired comparison The **forced distribution** method is one of the most widely used and also the most criticised method of performance appraisal. This is a rating system that is used all over the world by companies to evaluate their workforce. It requires the supervisor to assess each employee based on certain pre-determined parameters, and thereafter rank them into 3 or more categories. Most commonly, the employees fall into excellent, good or poor categories, The **paired comparison** method bases evaluations on an employee's performance relative to his or her peers in selected job skill categories Functional Area: WP&TM

Answer 260

The correct answer is a. Gantt Chart The typical Gantt Chart lists tasks vertically with a timeline shown horizontally. This resuls in a multiple bar chart indicating when each task will be completed.

Answer 261

The correct answer is b.Dosimeter An audiometer measures employee hearing sensitivity; an octive band analyser measures noise frequency range; and sound pressure level meter measures gross noise in decibels.

Answer 262

The answer is b. Best-cost provider strategy. * *Low-cost leader strategy-**Overall low-cost provider of a product/service that appeals to a broad range of customers (Sam’s Club or Walmart). * *Broad differentiation strategy-** Differentiate the product offerings from rivals’ that appeal to a broad range of buyers (Whole Foods). * *Best-cost provider strategy-**More value for the money by emphasizing both low cost and upscale difference (Ikea). * *Focused, or market-niche, strategy** based on differentiation (Rolls-Royce). * *Focused, or market-niche,** strategy based on lower cost (Maybelline). Functional Area: S

Answer 263

Answer: (A) Diagnostic, Educational and Behavioural Wellness programs or health promotion is a combination of diagnostic, educational, and behavioural modification activities designed to support the attainment and maintenance of positive health.

Answer 264

The answer is: b. Self-determination theory

Answer 265

The answer is c. Norming Stages of team development: Forming – create a team charter Storming – engage in an exchange of ideas on how to move forward Norming – accept differences, take responsibility, develop processes or protocols for decisions and actions Performing – making successful progress Functional Area: OE

Answer 266

The answer is: d. Summative evaluation The evaluation phase consists of two aspects: **Summative evaluation**: monitor educational outcomes, often for purposes of external accountability. Assesses the program’s worthiness or impact to performance **Formative evaluation**: qualitative in nature (rather than scores). Assesses the quality of materials and program design.

Answer 267

The answer is b. Yield ratio Yield ratio refers to one of the key performance indicators (KPI) in human resources that shows what percentage of candidates from a specific source was invited for an interview. **Essentially, yield ratio shows how efficient is the selected recruiting method.** The other options aren't even things. Functional Area: HRMR&FM

Answer 268

The answer is b. Polygraph test

Answer 269

The answer is: c. Organizational citizenship behaviour Functional Area: TR

Answer 270

The answer is: c. Utility analysis Utility analysis is a quantitative method that estimates the dollar value of benefits generated by an intervention based on the improvement it produces in worker productivity. Predictive Validity - ensures that the measure can predict the dependent variable. A candidate acceptance rate is an offer acceptance rate shows the percentage of candidates who accepted a formal job offer.

Answer 271

The answer is a. Tissue decay Functional Area: HW&SW

Answer 272

The answer is: c. Ability to learn, solve problems, and adapt to new situations

Answer 273

The answer is b. The person is motivated by task performance and seeks favourable judgments of their achievements. VandeWalle defines **prove performance** as the "desire to prove one's competence and to gain favorable judgments about it". It represents a desire to achieve a high level of performance. People with performance approach orientation seek positive reinforcement and feedback. Functional Area: L&D

Answer 274

The answer is: d. Negative reinforcement

Answer 275

The answer is b. A grievance settlement is reached. Functional Area: L&ER

Answer 276

Answer: (C) Eliminate the hazard. The correct answer is "C". If the hazard has been eliminated there is no need to do any of the other measures.

Answer 277

The answer is: a. When collective bargaining breaks down An arbitrator performs a function similar to a judge or court by making a binding decision to resolve the dispute between the parties. Mediation is non binding and does not alwaysresult in a settlement. Collective agreements generally include provisions that can be classified into four areas: 1. Provisions for rights and obligations of parties , i.e., purpose, definitions, management rights, union recognition. 2. Conditions of employment i.e.,wages , hours of work, overtime, shift premium vacations, paid and unpaid leave. 3. General work rules i.e., layoff, transfers. 4. Work environment i.e., discipline procedures, health and safety, anti discrimination articles. Functional Area: L&ER

Answer 278

The answer is c. Exhilaration Functional Area: HW&SW

Answer 279

The answer is: a. Procedural Justice There are two aspects to the Equity Theory: **Procedural Justice** - is the idea of fairness in the processes that resolve disputes and allocate resources. One aspect of procedural justice is related to discussions of the administration of justice and legal proceedings. **Distributive Justice** - is defined as perceived fairness of how rewards and costs are shared by (distributed across) group members. For example, when some workers work more hours but receive the same pay, group members may feel that distributive justice has not occurred

Answer 280

The correct answer is c. Worker's Compensation is a no-fault insurance. In other words, blame or fault does not need to be assigned in order for an employee to receive Worker's Compensation for lost wages resulting from a workplace injury.

Answer 281

The answer is a. Unfreezing stage Lewin’s Change Management: **UNFREEZE** Instill belief in the change • Give reasons • Empathize **TRANSITION** Shift • Explain WIFM • Empower champions • Gather input • Involve • Train • Pace the change **FREEZE** Make it Stick • Senior management commitment • Celebrate • Reinforce Functional Area: OE

Answer 282

The answer is b. **Training supports performance in a current job; development supports performance in a future job.** Functional Area: L&D

Answer 283

Answer: (A) Supervisors. Although Options B, C and D are excellent methods of communicating safety rules to employees that should be utilized to the best advantage, Option (A) is still the most effective method. There is a direct correlation between a supervisor's attention and commitment to safety and a decrease in workplace accidents. Supervisors can communicate and reinforce to employees the need to work safely, they can ensure protective clothing and devices are used and used properly, and they can take immediate action to address safety issues when employees do not adhere to requirements set. They are also often the first to detect or hear about safety issues, and must take immediate action to find the cause and resolve the problem.

Answer 284

The answer is a. HR planning **human resources planning** The process of anticipating and providing for the movement of people into, within, and out of an organization **Human resources forecasting** involves projecting labor needs and the effects they'll have on a business. **strategic planning** Procedures for making decisions about the organization’s long-term goals and strategies **strategic human resources management** The pattern of human resources deployments and activities that enable an organization to achieve its strategic goals Functional Area: WP&TM

Answer 285

The correct answer is a.Barriers and shields Three methods for controling hazards are engineering controls, administrative controls, and the provision of personal protective equipment. Engineering controls include "hard" tangible protection, like metal guards, shields, and barriers. Environmental Factors are those things that are an accepted condition of the work itself (for example, the cold temperature in a cold storage facility would be an environmental factor as would be the loud noises in a metal fabrication plant).

Answer 286

The answer is a. A fight or flight reaction to stress. Functional Area: HW&SW

Answer 287

The answer is: a. Stock options

Answer 288

Answer: (A) Motivation, environment and ability. The best answer here is (A) because it captures the employee's willingness and effort to perform, internal and external environmental factors influencing performance, and the ability (knowledge, skills and experience) to do the job. Option (B) only includes ability and ignores motivational and environmental factors; while options (C) and (D) limit environmental factors to job design and ignores other environmental factors such as equipment, materials, economic influences, rules and policies, etc. Option (C) also limits motivation to goals, ignoring factors such as employee conflict, career ambition, job satisfaction, etc.

Answer 289

Answer: (B) ESOP's place employees' pensions at risk because payout is dependant on market performance of the organization. Option (B) is a potential drawback of the plan. The more an employee's pension is based on an ESOP, the more the eventual payout is going to depend upon the price of the company's stock. Future retirees are vulnerable to stock market fluctuations as well as to management mistakes. Advantages of ESOPs often include: increased productivity, employee pride of ownership in the organization, improved management-employee relations, and promotion of economic justice. ESOPs allow employers to provide retirement benefits for their employees at relatively low cost and are often more cost effective than other types of incentive programs.

Answer 290

The answer is c. Employee stock option plan. Functional Area: TR

Answer 291

The correct answer is: c. Confidential information must be divulged if doing so could prevent serious harm. HR professionals must hold in strict confidence all confidential information acquired in the course of the performance of their duties, unless divulging this information is required by law or where serious harm is imminent if the information is not shared.

Answer 292

The answer is b. (Total revenue - [Operating expenses - Total compensation costs]) ÷ Total compensation costs Functional Area: HRMR&FM

Answer 293

The correct answer is d. It is important to match jobs based on job descriptions and not based on titles, as different organizations may inflate job titles.

Answer 294

The answer is: d. A certification process Mediation is the attempt to settle a legal dispute through the active participation of a third party (mediator), who works to find points of agreement and encourage those in conflict agree on a fair result. Mediation is non binding and does not always result in a settlement. This process is less formal that arbitration, as the mediator acts as a ‘facilitator’ and not as a judge. The Grievance process is: Step 1: Presented in writing to management, Step 2: Presented to more senior management, Step 3: Presented to more senior management and union representative, Step 4: Scheduled for Arbitration The Certification Process: * Contact between employees and a union representative * Organizing meeting * Formation of an in house organizing committee * Application to the Labour Relations Board * Determination of the bargaining unit * Recognition or employee vote * Contract negotiations

Answer 295

The answer is: a. Explicit knowledge **Explicit Knowledge** •Tangible assets that you can buy or trade, such as patents or copyrights, and other forms of intellectual property. **Tacit Knowledge** * Valuable wisdom learned from experience and insight that has been defined as intuition, know how, little tricks, and judgment.Intellectual Capital (knowledge) * The term used to describe the intangible assets provided to an organization by its employees’ efforts and also from its knowledge assets, such as patents, trademarks, copyrights, and other results of human innovation and thought. **Functional knowledge** •Is the knowledge that can be included in different domains. Knowledge which may be efficient in every domain is called domain-independent knowledge or functional knowledge, for example – financial processes, order to cash processes, procure to pay processes.

Answer 296

The correct answer is c. Denial The first response to change is typically denial - in other words - a belief that it won't happen. Once there is a realization that the change is being implemented, resistance sets in.

Answer 297

1. Likelihood or frequency of the risk occurring 2. The severity of the consequences

Answer 298

The answer is a. Free-burning stage Functional Area: HW&SW

Answer 299

The correct answer is d. Contingency Planning Prediction A single numerical estimate of HR requirements associated with a specific time horizon and a set of assumptions. Projection Incorporates several HR estimates based on a variety of assumptions. Envelope An analogy in which one can easily visualize the corners of an envelope containing the upper and lower limits, or “bounds,” of the various HR projections extending into the future. Scenario is a proposed sequence of events with its own set of assumptions and associated program details. Contingency Planning Plans to be implemented when unanticipated changes to organizational or environmental factors which may negate the usefulness of the existing HR forecasting predictions or projections.

Answer 300

The correct answer is d. Process efficiency metrics HR Metrics include process efficiency and effectiveness metrics, however Human Capital metrics track employee characteristics.

Answer 301

The answer is b. Experimental design evaluations **Experimental Design:** a trained group is compared to a control group that did not receive the training. This control group is random. **Summative evaluation**: monitor educational outcomes, often for purposes of external accountability. Assesses the program’s worthiness or impact to performance --- the "worthiness" of the program **Formative evaluation:** qualitative in nature (rather than scores). Assesses the quality of materials and program design. -- the "quality" of the program Functional Area: L&D

Answer 302

The answer is: b. Employees' skills, education, performance ratings, and career preferences

Answer 303

The correct answer is c. Where it is stored The location of storage is not regulated. The nature and security of the information, access, and retention time frame are all addressed in legislation.

Answer 304

The answer is a. Common law In law, **common law** (also known as judicial precedent or judge-made law, or case law) is the body of law created by judges and similar quasi-judicial tribunals by virtue of being stated in written opinions. **Statutory regulation** exists to protect the public against the risk of poor practice. Functional Area: PP

Answer 305

The answer is d. To recruit the right candidates. Functional Area: WP&TM

Answer 306

The answer is:b. Frequency and severity statistics

Answer 307

The answer is a. Wages Functional Area: PP

Answer 308

The answer is: a. Transformational leadership

Answer 309

The answer is b. It blends the features of a defined-benefit plan and a defined-contribution plan. Functional Area: TR

Answer 310

Answer: (A) The exchange rate.

Answer 311

The answer is b. Contracting out is a deficit program Four Stages of Forecasting: Step 1 - Determining demand Step 2 - Ascertain supply Step 3 - Calculate net requirements Step 4 - Institute deficit or surplus programs **Deficit Programs include:** • Hiring part-time, full-time or temporary employees; • Promoting or transferring staff to where they are needed; • Recalling laid off workers or retirees; • Contracting out. **Surplus Programs include:** • Employee lay-offs or terminations; • Job sharing and Work-Sharing; • Hiring freeze and natural attrition.

Answer 312

The correct answer is d. Reaction evaluation The "reaction questionaire" is the first level of training evaluation. It asks for opinions only and does not evaluate whether the employee's knowledge, skill, or behaviour has changed. It also does not measure the impact the training has had on the organization.

Answer 313

The correct answer is: c. All certified professionals must maintain an active membership in the professional association that governs their designation.

Answer 314

The answer is c. Andragogy Functional Area: L&D

Answer 315

The answer is a. It measures employee performance and potential. **The grid helps managers assess appraisal and assessment data to be compiled into a single visual reference so they can see both an employee’s actual performance and potential performance.** This can then help managers determine what the developmental needs of the employee are and what the person’s next steps within the organization might be. Functional Area: WP&TM

Answer 316

The answer is b. Dependency effect The dependency on an outside part to resolve the issue, through arbitration as the parties don't agree with each other. In a legal context, a **chilling effect** is the inhibition or discouragement of the legitimate exercise of natural and legal rights by the threat of legal sanction. Functional Area: L&ER

Answer 317

The correct answer is b. Employers pay a premium based on the size of their payroll, their own accident experience rating, and an industry rating. Industries that have higher safety risks, such as mining or construction, pay higher premiums.

Answer 318

The answer is: c. Right to revise processes

Answer 319

The answer is: a. It is the process of collecting information on which job descriptions are based.

Answer 320

The answer is:b. 20 60 days lost time (5 + 55) x 200,000 (man hour calculation use per year) = 12,000,000 then 12,000,000 divided by the number of hours worked (600,000) = 20 Another example: Fictional Construction reported 70 lost work days due to accidents in 2014. The number of lost hours based on 100 full-time employees would be 70 x 200,000, or 1,400,000 lost hours per 100 employees. The severity rate is measured by taking the lost hours and dividing it by the number of hours worked. The severity rate for Fictional Construction would be 1,400,000/112,000, or 12.5 days per incident.

Answer 321

Single loop continues to take steps until the goal is reached. Double loop continues to steps but stops to ask if it is the right goal, and questions beliefs and assumptions

Answer 322

The answer is d. Group life insurance Not taxed: Registered pension plan Long-term disability insurance Deferred profit sharing plan Functional Area: TR

Answer 323

* Self Interest * Low tolerance for change * Fear of ability to adapt * Lack of trust * Disagreement with the change * Comfort with status quo

Answer 324

The answer is: a. Learners are dependent on the teacher. Andragogy - Adult oriented approach to learning and development. Pedagogy - Traditional approach to learning and development used to educate children. Implications for training design: 1. Adults are goal directed. * They want to know why they are learning. * They need to be ‘ready’ to learn. 2. Adults want to participate. •They want to participate in a training needs analysis and have input into the planning and instruction. 3. Training needs to be relevant. • Adults want to solve problems and apply their knowledge immediately. 4. Training should draw upon their experiences. * Training should allow for participation and discussion. * Training programs should include safe practice opportunities. 5. Adults want to be able to learn independently and autonomously.• Adults may prefer to be self directed in their learning.

Answer 325

The answer is: Consistency of practice The 5C Model of HRM Impact are: 1. Compliance 2. Client Satisfaction 3. Culture Management 4. Cost Control 5. Contribution

Answer 326

a) Autonomy. Discretionary effort = Motivation + Satisfaction + Commitment to the Organization

Answer 327

The answer is: d. Job analysis **Job analysis** is the process of collecting information about a job for developing a job description. **Organizational analysis** or more commonly **Industrial analysis** is the process of reviewing the development, work environment, personnel, and operation of a business or another type of association. **Task analysis** is the analysis of how a task is accomplished, including a detailed description of both manual and mental activities, task and element durations, task frequency, task allocation, task complexity, environmental conditions, necessary clothing and equipment, and any other unique factors involved in or required for one or more people to perform a given task. **Person Analysis**: The person, employee or individual analysis is “the process of studying employee behavior to determine whether performance meets standards Functional Area: PP

Answer 328

The answer is b. Step 2. Four Stages of Forecasting: Step 1 - Determining demand Step 2 - Ascertain supply Step 3 - Calculate net requirements Step 4 - Institute deficit or surplus programs **Deficit Programs include:** • Hiring part-time, full-time or temporary employees; • Promoting or transferring staff to where they are needed; • Recalling laid off workers or retirees; • Contracting out. **Surplus Programs include:** • Employee lay-offs or terminations; • Job sharing and Work-Sharing; • Hiring freeze and natural attrition.

Answer 329

The correct answer is d. Union dues are negotiated as part of the collective bargaining process and stipulated in the collective agreement.

Answer 330

The answer is c. Gain-sharing plan Scanlon Plan is cost-saving, gain-sharing, productivity-incentive plan in which any saving (agreed upon standard labour cost per unit of output subtracted from actual labour cost per unit of output) is shared equally between the workers and the organization. Functional Area: TR

Answer 331

Answer: (C) Positive reinforcement. The correct answer is from the definition of behavioural safety processes. The correct answer is "C".

Answer 332

The correct answer is c. Scenario **Prediction** A single numerical estimate of HR requirements associated with a specific time horizon and a set of assumptions. **Projection** Incorporates several HR estimates based on a variety of assumptions. **Envelope** An analogy in which one can easily visualize the corners of an envelope containing the upper and lower limits, or “bounds,” of the various HR projections extending into the future. **Scenario** A proposed sequence of events with its own set of assumptions and associated program details. **Contingency Planning** Plans to be implemented when unanticipated changes to organizational or environmental factors which may negate the usefulness of the existing HR forecasting predictions or projections.

Answer 333

The answer is: c. Strategy

Answer 334

The answer is: c. Bill C-45 **The Westray bill or Bill C-45** was federal legislation that amended the Canadian Criminal Code and became law on March 31, 2004. The Bill (introduced in 2003) established new legal duties for workplace health and safety, and imposed serious penalties for violations that result in injuries or death. The Bill provided new rules for attributing criminal liability to organizations, including corporations, their representatives and those who direct the work of others.The amendment added Section 217.1 to the Criminal Code which reads:"217.1 Every one who undertakes, or has the authority, to direct how another person does work or performs a task is under a legal duty to take reasonable steps to prevent bodily harm to that person, or any other person, arising from that work or task."

Answer 335

The Markov Model produces a series of matrices that detail the patterns of movement to and from the various jobs in the organization. This quantitative model requires the use of transitional probabilities, or the likelihood that an individual will exhibit movement behaviours.

Answer 336

The correct answer is a. Employment equity does not address age discrimination, its purpose is to ensure that women, visible minorities, Aboriginal peoples and persons with disabilities have the opportunity to participate in the workforce to the extent that they are qualified and available.

Answer 337

The correct answer is b. - Termination remedies Arbitrators can require the employer to re-instate unionized employees if the termination was wrongful while non-union employees would receive monetary compensation awarded by the courts for wrongful dismissal.

Answer 338

The answer is c. Locking out employees during collective bargaining. Functional Area: L&ER

Answer 339

The answer is: b. Residual rights Management Rights / Residual Rights:These affirm an employer’s right to run the enterprise as it did before unionization, except for changes triggered by the clauses in the collective agreement

Answer 340

The answer is d. Modifying work processes and equipment. Functional Area: HW&SW

Answer 341

Answer: (A) Interviews are the most valid method of selection. While all the above statements, except (A) are true, many researchers have raised doubts about the validity of interviews in selecting the best candidate for the position based on expectation of future performance. Often the validity of interviews is compromised because of problems of subjectivity and personal bias on the part of interviewers.

Answer 342

The answer is d. External locus of control **Locus of control** is the degree to which people believe that they, as opposed to external forces (beyond their influence), have control over the outcome of events in their lives **Self-efficacy** is "the belief in one's capabilities to organize and execute the courses of action required to manage prospective situations." Self-efficacy is a person's belief in his or her ability to succeed in a particular situation. Functional Area: L&D

Answer 343

The correct answer is d.Training participation rates Training participation rates measure the attendance at training programs. This is not a productivity metric.

Answer 344

The answer is: d. Labour relations

Answer 345

Answer: (C) Safety climate.

Answer 346

The correct answer is d. Psychomotor tests are designed to assess manual dexterity.

Answer 347

The correct answer is b - Form, Storm, Norm, Perform The stages of team development describe the social dynamics that teams move through as they tackle challenges related to working together.

Answer 348

The answer is: d. Normative commitment **Organizational commitment** is an individual's psychological attachment to the organization. **Affective (want) commitment**, relates to how much employees want to stay at their organization. **Normative (feel) commitment** relates to how much employees feel they should stay at their organization. Employees that are normatively committed generally feel that they should stay at their organizations. **Continuance (trouble) commitment:** the facet of an employee's dedication to an organization that can be credited to the price, troublesomeness, or hardship of switching employers.

Answer 349

The answer is c. Step 3 The process involves five steps: 1. Align Succession Management Plans with Strategy - predict where the orgnization will be going in three to five to ten years 2. Identify the Skills and Competencies Needed to Meet Strategic Objectives - Using a compentency-based approach focusing on measurable attribtues, hard and soft skills, and this will produce more flexible individuals 3. Identify High-Potential Employees - using replacement charts and replacement tables 4. Provide Developmental Opportunities and Experiences - promotions, job rotations, special assignments, formal training and development, mentoring and coaching 5. Monitor Succession Management - HR metrics can be used to help monitor succession managment including: increased average number of candidates, reducing the number of positions iwht no identified successor, increased % of key positions filled, increased ratio of internal to external hires, increased retention rates, increased number of bosses at talent developers

Answer 350

The correct answer is b. Task identity is the degree to which a job requires the completion of a whole and identifiable piece of work. This results in the work being more meaningful, which is a form of Job Enrichment. Job Enrichment should not be confused with Job Enlargement which is simply the addition of more tasks, but not necessarily meaningful tasks. Job Enlargement can lead to job burnout.

Answer 351

The answer is c. Apprenticeship Functional Area: L&D

Answer 352

The answer is: b. Divestiture strategy Functional Area: S

Answer 353

The answer is d. Supported work. Functional Area: HW&SW

Answer 354

The answer is: c. Bumping The ability of a displaced worker to ‘bump’ another worker with lower seniority from their job **Estoppel:** When a clause in the collective agreement is not upheld, it can be claimed that the party it advantages has given up their right to that clause. **Union Density:** The percentage of workers in the labour force who are union members. **Yellow Dog Contract:** The former practice of requiring employees to sign a contract indicating they would not join a union. Today this is illegal. **Whipsaw:** A union negotiating tactic that plays one employer off against another. **Job Control:** A collective agreement clause that limits job assignment freedom.

Answer 355

Answer: (C) supplier and workplace labels ► There are slightly different requirements for what must be on the label depending on who is required to put the label on the particular product, the supplier or the workplace. Prior to using a controlled product the supplier must provide you with an MSDS and a supplier label. If the supplier label is not attached, you must obtain one BEFORE using the product.

Answer 356

The answer is b. Progression through the range is based on seniority and performance. Progression through a pay range can be based on experience, seniority, or performance split pay = A system whereby expatriates are given a portion of their pay in the local currency to cover their day-to-day expenses and a portion of their pay in their home currency to safeguard their earnings from changes in inflation or foreign exchange rates

Answer 357

The answer is: d. Engaging a third-party to facilitate a dispute resolution Conciliation is another word for mediation, which would be to engage a third-part to facilitate a dispute resolution

Answer 358

The answer is b. Formative **Summative evaluation:** monitor educational outcomes, often for purposes of external accountability. Assesses the program’s worthiness or impact to performance --- the "worthiness" of the program **Formative evaluation:** qualitative in nature (rather than scores). Assesses the quality of materials and program design. -- **the "quality, clarity, complexity, and relevance" of the program**

Answer 359

The answer is d. Responsibility Universal/Pay Equity Act Compensable Factors • Skill • Effort • Responsibility • Working Conditions Functional Area: TR

Answer 360

The answer is: a. HR metrics and human capital metrics

Answer 361

The answer is a. An increase in pay rates results in many more applications being received. **The elasticity of labor supply** is the percent change in amount of labor supplied due to a percent change in wages. If the elasticity is higher than 1, then the supply of labor is "elastic", meaning that a small change in wages causes a large change in labor supply. Functional Area: L&ER

Answer 362

The answer is c. Industrial relations **Industrial relations:** Includes all the employment issues and relationships governing the workplace. For example: •The organization of the work environment • Employment contracts • Human resource management • Employment relations • Conflict management • Employee attitudes and behaviours at work **Employee Relations:** Refers to the direct employer employee relationship •Policies describing the company’s philosophy, rules and procedures for addressing employee related matters and resolving problems. • Employee relations representatives work to ensure that company policies are followed, both fairly and consistently. • An employee relations program is not a one size fits all solution. **Labour Relations:** Refers to the relationship between a union or professional association representing employees and their employer. •Union certification •Collective bargaining •Conflict management •Maintenance of agreements

Answer 363

Answer: (C) Process thinking Peter Senge's theory was based on the idea that the dimension that distinguishes learning from more traditional organizations is the mastery of certain basic disciplines or 'component technologies'. Senge identifies five disciplines that he described as being crucial for the evolution of learning organizations. They are: Systems thinking Personal mastery Mental models Building shared vision Team learning

Answer 364

The answer is a. Participants are encouraged to make errors during training. **Error management training (EMT)** is a training method that involves active exploration as well as explicit encouragement for learners to make errors during training and to learn from them. Functional Area: L&D

Answer 365

Answer: (D) Asynchronous training that is not dependent on simultaneous learner participation. As your organization is a global company with multiple locations they will be operating in different time zones. As such a synchronous program would be ineffective as the participants would not be able to participate at 10 am (presumably Canadian time) due to time differences from Canada, in their home country. A learner management system and multi-media streaming will work for any type of synchronous or asynchronous program as these are good features in any web-based program. It would be most important to have asynchronous training so that learners can participate as required instead of it being time-zone dependent.

Answer 366

The answer is: a. Nominal Group Technique **Nominal group technique** is a structured meeting format designed to elicit participation from all members of the group in order to arrive at the best possible solution. **The Delphi Technique** is based on the principle that forecasts (or decisions) from a structured group of individuals are more accurate than those from unstructured groups. The experts answer questionnaires in two or more rounds. After each round, a facilitator or change agent provides an anonymised summary of the experts' forecasts from the previous round as well as the reasons they provided for their judgments. **A Regression analysis** is a set of statistical processes for estimating the relationships between a dependent variable and one or more independent variables. **The Markov analysis** is a method used to forecast the value of a variable whose predicted value is influenced only by its current state, and not by any prior activity. In essence, it predicts a random variable based solely upon the current circumstances surrounding the variable

Answer 367

The answer is c. Contrast **Contrast error** occurs when an employee’s evaluation is biased either upward or downward because of another employee’s performance. Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest. **Similar-to-me error.** The similar-to-me error occurs when a supervisor inflates the evaluations of people with whom they have something in common. The similar-to-me error can be powerful, and when the similarity is based on race, religion, or gender, it can result in discrimination **Temporal (recency) error.** Some rating errors are temporal in that the performance review is biased either favourably or unfavourably depending on the way performance information is selected, evaluated, and organized by the rater over time. For example, when the evaluation is based largely on the employee’s recent behaviour, good or bad, the rater has committed the temporal (recency) error. “**Halo error,”** or judging an individual favourably or unfavourably overall on the basis of only one strong point (or weak point) on which you place high value. Also avoid the influence of “**beautyism.**” Discrimination against unattractive but talented people is a persistent and pervasive form of employment discrimination The **“horn error”** is the opposite of the halo effect A **distributional rating** error occurs when a single rating is skewed toward an entire group of employees. Raters who are reluctant to assign either extremely high or extremely low ratings commit the **error of central tendency** It is also common for some raters to give unusually high or low ratings. For example, a manager might erroneously assert, “All my employees are excellent” or “None of my people are good enough.” These beliefs give rise to what is called **leniency or strictness error.** Functional Area: WP&TM

Answer 368

The answer is a. behavioural methods **Trait Method - personal characteristics that contribute to high performance.** * Graphic Rating Scales – uses ratings like poor, good, excellent or does not meet, meets, exceeds. It's a linear skill with tick boxes. * Mixed-Standard Scales – descriptive rating definitions are customized and randomized for each trait, describing multiple levels of performance. Managers indicate whether the employee’s performance is less than, the same as, or more than described. * Forced-Choice Method – the manager chooses between two statements that best describe trait. * Essay Method – open-ended comments. **Behavioural Methods - observable actions that lead to high performance.** • Critical Incident Method – describes the incidents that define successful and unsuccessful behaviour. * Behavioural Checklist Method – includes a list of desired behaviours/competencies. * Behaviourally Anchored Rating Scale (BARS) – multilevel performance descriptions are created for each competency/behaviour. * Behaviour Observation Scale (BOS) – uses a frequency scale against a behavioural checklist. **Results Methods - results that follow.** • Productivity Measures – number of units produced, positions filled, candidates interviewed, etc. • Management by Objectives – the achievement of preestablished goals. • S - Specific • M - Measurable • A - Achievable • R - Relevant • T - Timely • Balanced Scorecard – a blend of financial, customer, process and learning targets.

Answer 369

The answer is: c. Type A personality **Acute Stress – short-term.** This is stress resulting from specific events or situations that involve novelty, unpredictability, a threat to the ego, and leave us with a poor sense of control - traffic jams, fight with spouse, poor, criticism from your boss. **Chronic Stress – long-term.** This is stress resulting from repeated exposure to situations that lead to the release of stress hormones. This type of stress can cause wear and tear on your mind and body. **Daily Stress – regular** **Catastrophic Stress – significant event**

Answer 370

The answer is: c. Criterion contamination **Criterion contamination** occurs when we measure things that are irrelevant. **Criterion deficiency** occurs when we haven’t assessed all the necessary criteria (i.e., an important competency is missing from our assessment). **Criterion measures** ensure we are measuring what is important (i.e., the competencies related to a job when conducting interview assessments). **Criterion relevance** ensures the criteria are relevant to what we are trying to predict (i.e., all the right competencies are assessed).

Answer 371

The answer is d. They focus on customer needs and relationships. **Total quality management (TQM)** consists of organization-wide efforts to "install and make permanent climate where employees continuously improve their ability to provide on demand products and services that **customers will find of particular value.** Functional Area: PP

Answer 372

The answer is: c. Rand Formula **Rand Formula:** A form of Agency Shop, developed by Justice Ivan Rand in 1946, which provides for mandatory “dues check off” of union dues or their equivalent, but does not require employees to join a union. **Closed Shop:** Employers are required to hire and employ only members of a particular union. **Open Shop:** Union membership is not required as a condition of employment. **Union Shop:** Employer may hire employees who are not union members, but each employee in the bargaining unit must join the union.

Answer 373

The answer is: a. Performance, condition, criterion

Answer 374

The answer is: a. Optimism Personality can be a predictor of performance, here are the big five: * **O**penness * **C**onscientiousness * **E**motional stability * **A**greeableness * Extraversio**N**

Answer 375

This focuses on what the organization does well, engages people with focus groups and interviews, constructionist vs. a deficit approach, enables double loop learning, anticipatory, and positive 1. Identify the focus involvement 2. Engage appreciative inquiry 3. Discover themes 4. Identify preferred future 5. Take action...repeat to #2

Answer 376

Answer (D) All of the above. Alternate work arrangements such as flextime and working at home help accommodate employees with family issues, older workers, etc. Mentoring and apprenticeships provide systems of support, guidance, skill development, etc. for members of designated groups. Support groups provide emotional and social support for newcomers.

Answer 377

The answer is b. Focus group Functional Area: OE

Answer 378

Answer: (C) Web-based learning Distance learning has traditionally been self-directed, and provides access to training and learning based on the schedule of the trainee or learner. Many of the same principles related to distance learning are seen in web-based learning even though they are very different delivery models.

Answer 379

The answer is: c. Value statement **The Vision Statement:** A clear and compelling statement about the future that serves to unite an organization’s efforts. **The Mission Statement:** An articulation of a view of a realistic, credible and attractive future for the organization. **The Values Statement:** Conveys a sense of identity for employees.

Answer 380

The answer is: c. Team storming Stages of team development: Forming – create a team charter Storming – engage in an exchange of ideas onhow to move forward Norming – accept differences, take responsibility,develop processes or protocols for decisionsand actions Performing – making successful progress

Answer 381

The answer is a. Different perspectives and needs of the participants are recognized. Functional Area: PP

Answer 382

The correct is answer is c) Towers Watson **Gallop Q12** - Engaged, Not Engaged, or Actively Disengaged  Basic needs  Management Support  Teamwork  Growth **Aon Hewitt**  What they SAY about the organization  Their desire to STAY with the organization  The degree to which they STRIVE to do their best work (discretionary efforts) **Towers Watson** – sustained engagement  Focuses more on the connection between employees and their organizations * Do employee put in discretionary effort? * Does their work experience give them a sense of well-being? * Does the environment support productivity?

Answer 383

The answer is b. Front-line employees working autonomously to improve quality. Functional Area: OE

Answer 384

The correct answer is d. Stand alone systems Stand alone systems can reside on a single computer with no connectivity to any other device.

Answer 385

The answer is b. Vertical fit Functional Area: S

Answer 386

Critical path or PERT charts identify a network of activities, and to evaluate activities that have no slack, identifying the earliest and latest time, and the elapsed and labour time

Answer 387

The answer is: a. Union representatives have the highest seniority in the bargaining unit.

Answer 388

The answer is: d. Residual rights Management Rights / Residual Rights:These affirm an employer’s right to run the enterprise asit did before unionization, except for changes triggeredby the clauses in the collective agreement.

Answer 389

The answer is: a. Union substitution Union Acceptance: accept the fact that they will be unionized Union Resistance: active opposition Union Substitution: eliminating employee desire by providing superior employment conditions Union Removal: union busting leading to decertification

Answer 390

The answer is: b. Mental Models

Answer 391

The answer is b. Job feedback **Intrinsic Rewards** relate to job content • Task Identity – doing the whole job • Task Significance – social value • Skill Variety – utilizing many skills • Job Autonomy – freedom to act • Job Feedback – self monitoring This leads to job enrichment. Functional Area: OE

Answer 392

The answer is: c. Level 3 - Behaviour The four levels of Kirkpatrick’s Evaluation Model measure: **Level 1 - Reaction:** what they thought and felt about the training. **Level 2 - Learning**: the resulting increase in knowledge or capability. **Level 3 - Behaviour:** extent of behaviour and capability improvement and implementation/application. **Level 4 - Results:** the effects on the business or environment resulting from the trainee’s performance.The complexity and cost of training evaluation increases with each level of evaluation.

Answer 393

The answer is: d. Ethics **Ethics** is a set of standards of conduct and moral judgements that will help determine right and wrong behaviour. **Values** is a way for the Executive team to communicate their standards for how the organization will conduct business. **Professional guidelines** are those set out and mandated by provincial Acts when the profession is regulated. **Policies** are the documented rules that employees are required to adhere to on a daily basis

Answer 394

Answer: (C) There is no need for the organization to determine if there is a match between their organization's needs and the vendor's products or services. A Request for Proposal is a key element in determining the right solution to the training need. When an RFP is used, the organization has to clearly identify what problem it is trying to fix; what training needs result from this, and are more likely to purchase the product or service that best addresses these needs. As the organization is evaluating the options it can determine if there is a match between the service provider and the organization. Poorly designed RFP's or no RFP at all will negatively impact the chances of success for the training initiative.

Answer 395

The answer is: d. Forestry List of federally regulated industries: Air transportation BanksGrain elevators, feed and seed mills, feed warehouses and grain-seed cleaning plants First Nations Band Councils Canada Post Port services, marine shipping, ferries, tunnels, canals, bridges and pipelines Radio and television broadcasting RailwayRoad transportation services Telecommunications Uranium mining and processing and atomic energy

Answer 396

The correct answer is d. Positional, or Distributive Bargaining, involves an adversarial approach where each side focuses on achieving as much as possible through the negotiation. The other styles mentioned are more collaborative in nature, focusing on a win-win solution.

Answer 397

The answer is d. Costing Utility Analysis assessing the dollar value of an initiative in terms increased productivity or performance. Functional Area: HRMR&FM

Answer 398

The correct answer is a.A situational factor Situational factors include operations, equipment, or materials that contributed to accident situations.

Answer 399

The correct answer is b.Diverging Individuals with a diverging learning style like to learn through concrete experiences and reflective observation. Convering - doing and thinking Diverging - feeling and watching Assimilating - watching and thinking Accomodating - doing and feeling

Answer 400

The answer is d. Program evaluation and review technique. **Program evaluation and review technique (PERT)** is a technique adopted by organizations to analyze and represent the activity in a project, and to illustrate the flow of events in a project. PERT is a method to evaluate and estimate the time required to complete a task within deadlines. A **Gantt chart,** commonly used in project management, is one of the most popular and useful ways of showing activities (tasks or events) displayed against time **Scenario planning**, also called scenario thinking or scenario analysis, is a strategic planning method that some organizations use to make flexible long-term plans. **The critical path method (CPM), or critical path analysis (CPA),** is an algorithm for scheduling a set of project activities. It is commonly used in conjunction with the program evaluation and review technique (PERT). A critical path is determined by identifying the longest stretch of dependent activities and measuring the time required to complete them from start to finish. Functional Area: PP

Answer 401

The answer is: d. Labour boards

Answer 402

The answer is: a. Business strategy

Answer 403

Sender: Thinking -\> Encoding -\> Transmitting Receiver: Perceiving -\> Decoding -\> Understanding

Answer 404

The correct answer is d. The goal of compensation is to increase Membership, Task, and Organization Citizenship behaviour. Increased membership behaviour occurs when more candidates want to join the organization, and task behaviour occurs when employees focus on performing the tasks assigned to them. When an employee wants to contribute to the success of their employer, this is referred to as Organization Citizenship behaviour.

Answer 405

The answer is: c. It is used to calculate the correlation coefficient between a dependent variable and an independent variable. A Regression analysis is a set of statistical processes for estimating the relationships between a dependent variable and one or more independent variables.

Answer 406

The answer is c. Internal consistency reliability. Types of reliability include: **Test retest Reliability** when a person achieves the same score when tested twice using the same test. **Split half Reliability / Internal consistency Reliability** when the score a person achieves on one half of the test is the same as the score they receive on the other half of the test. **Inter-rater Reliability** ensures reliability across raters; for example, when two different raters have scored a candidate similarly.

Answer 407

The answer is d. Criterion-related validity Types of validity include: 1. **Content Validity** ensures the measure accurately measures what it is supposed to. 2. **Criterion related Validity** ensures that what is being measured is relevant. 3. **Predictive Validity** ensures that the measure can predict the dependent variable. 4. **Construct Validity** measures abstract constructs, such as IQ and Personality Type. 5. **Concurrent Validity** when it can be shown, for example, that current high performers also do well on the test, it is said to **Face validity** is the extent to which a test is subjectively viewed as covering the concept it purports to measure. It refers to the transparency or relevance of a test as it appears to test participants.

Answer 408

1. Creating a sense of urgency 2. Creating a guiding coalition 3. Develop a vision and strategy 4. Communicate the vision and strategy 5. Empower broad-based action 6. Generate short-term wins 7. Consolidate gains and produce more change 8. Anchor the change in the culture of the organization

Answer 409

The answer is: c. Pay equity **Pay equity** is about the comparison of work done by women and men: **Under Ontario's Pay Equity Act,**"pay equity" requires an assessment of all jobs in an organization and an unbiased comparison of the work done by women to the work done by men in order to determine whether the women are being compensated equitably. Functional Area: PP

Answer 410

The answer is b. Common law, statutory regulation, and collective bargaining and arbitration law. Functional Area: PP

Answer 411

The answer is b. Ontario Labour Relations Board Functional Area: PP

Answer 412

The correct answer is c. Behavioural interviews **Panel intreview** - interviewed by a group of people at the same time **Serial interview** - A serial interview involves a group of people, but not all at once. You are handed off from person to person. **Situational interviews** - During the situational interview candidates are asked specific questions about how they would handle certain circumstances at their job. The candidate is asked to assess a situation and to provide solutions on how they would handle it. **Behavioural interviews** - based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future, i.e., past behavior predicts future performance. **Situational interview questions present the candidate with a hypothetical situation and ask them how they would handle it. ... Behavioral interview questions ask the candidate to recall a past experience and describe how they did handle in.** **Case-based interviews** - is a type of job interview in which the candidate must analyze and solve a problematic business scenario (“case study”). **Stress interviews** - A stress interview is an interviewing style that companies use to gauge a candidate's response to stress. The idea is that it'll give the hiring team an idea of how you'll respond when juggling various high-priority tasks, dealing with challenging clients, or facing a difficult co-worker or manager. **Mass interviews** - is defined as where a panel interviews several candidates simultaneously. The panel poses a problem, and then watches to see which candidate takes the lead in formulating an answer.

Answer 413

The answer is b. Leniency **Distributional error.** A distributional rating error occurs when a single rating is skewed toward an entire group of employees **Contrast error** occurs when an employee’s evaluation is biased either upward or downward because of another employee’s performance. Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest. **Similar-to-me error.** The similar-to-me error occurs when a supervisor inflates the evaluations of people with whom they have something in common. The similar-to-me error can be powerful, and when the similarity is based on race, religion, or gender, it can result in discrimination **Temporal (recency) error**. Some rating errors are temporal in that the performance review is biased either favourably or unfavourably depending on the way performance information is selected, evaluated, and organized by the rater over time. For example, when the evaluation is based largely on the employee’s recent behaviour, good or bad, the rater has committed the temporal (recency) error. **“Halo error,**” or judging an individual favourably or unfavourably overall on the basis of only one strong point (or weak point) on which you place high value. Also avoid the influence of “**beautyism**.” Discrimination against unattractive but talented people is a persistent and pervasive form of employment discrimination The “**horn error**” is the opposite of the halo effect A **distributional rating error** occurs when a single rating is skewed toward an entire group of employees. Raters who are reluctant to assign either extremely high or extremely low ratings commit the **error of central tendency** It is also common for some raters to give unusually high or low ratings. For example, a manager might erroneously assert, “All my employees are excellent” or “None of my people are good enough.” These beliefs give rise to what is called leniency or strictness error.

Answer 414

The answer is: a. Markov Models **The Markov analysis:** * Produces a series of matrices that detail the patterns of movement to and from the various jobs in the organization. * This quantitative model requires the use of transitional probabilities, or the likelihood that an individual will exhibit movement behaviours. **Scenario Planning** - A proposed sequence of events with its own set of assumptions and associated program details. **Time Series** - is a series of data points indexed (or listed or graphed) in time order. Most commonly, a time series is a sequence taken at successive equally spaced points in time. Thus it is a sequence of discrete-time data. Examples of time series are heights of ocean tides, counts of sunspots, and the daily closing value of the Dow Jones Industrial Average. **Trend Ratio Analysis -** The analysis of a financial ratio by comparing it to the same ratio in previous years.

Answer 415

The answer is a. Code of ethics Functional Area: PP

Answer 416

a. The answer is c. Summary dismissal A **summary dismissal** is a dismissal based on the capacity or the conduct of the employee. When an employee is dismissed 'summarily', he is dismissed without notice. The dismissal takes place immediately following a disciplinary enquiry A **constructive dismissal** may occur when an employer makes a significant change to a fundamental term or condition of an employee's employment without the employee's actual or implied consent Functional Area: PP

Answer 417

The answer is:a. Criterion-related validity **Content Validity** - ensures the measure accurately measures what it is supposed to **Criterion related Validity** - ensures that what is being measured is relevant. **Predictive Validity** - ensures that the measure can predict the dependent variable. **Construct Validity** - measures abstract constructs, such as IQ and Personality Type **Concurrent Validity** - when it can be shown, for example, that current high performers also do well on the test, it is said to have concurrent validity.

Answer 418

1. Competence 2. Legal requirements 3. Dignity in the workplace 4. Balancing interests 5. Confidentiality 6. Conflict of interest 7. Professional growth and support

Answer 419

The answer is:d. Poisonous material Combustible material has a picture of a canister Biohazardous material has 3 circles Corrosive has a picture of test tubes and hands

Answer 420

The answer is c. A distributive tactic. **_Distributive Bargaining or Positional Bargaining_** •Adversarial. •Focuses on one’s position. •Two parties compete over the distribution of fixed resources. •Both sides strive for maximum personal gain at the expense of the other, resulting in a zero sum game. * Assumes inherent conflict of interest between management and the union. * Can result in win lose outcomes. * Control over communication is critical. * One spokesperson for each party. **_Interest Based, Integrative, or Mutual Gains Bargaining_** •Collaborative Positive sum Game. •Focus is on each other’s interests. •Results in win win outcomes. •Sharing of information is key to the process. •Willingness to share information can be a test of commitment to this joint problem solving approach. •Issues are often resolved through a joint committee structure. •Many voices and an array of possible solutions characterize this process. Functional Area: L&ER

Answer 421

The answer is c. -1.75 -7% actual divided by 4% target = 1.75 Functional Area: HRMR&FM

Answer 422

The correct answer is c.An HR audit While an HR dashboard or scorecard can be used to report various process data, an HR Audit is the process used to capture the data.

Answer 423

Answer: (C) Nine jurisdictions in Canada require the formation of joint health and safety, with four others requiring the formation of committees under certain circumstances.

Answer 424

The answer is: b. Organizational culture **Organizational climate** is about frame of _mind, emotions, and mood_ - it's dynamic. Organizational climate is about the the perception and feeling regarding the culture of a particular organization. The climate of an organization is subject to change frequently with the direct influence of top management within the organization. **Locus of control** is the degree to which people believe that they, as opposed to external forces (beyond their influence), have control over the outcome of events in their lives.

Answer 425

Answer: (C) They guide employee behaviour and performance, which results in superior performance.

Answer 426

The correct answer is b. Employee attributes correlated with high performance A **job-based** approach to succession management focuses on the requirements of the job A **competency-based** approach focuses on the attributes that differentiates successful employees from less successful ones

Answer 427

The answer is b. Employees in the bargaining unit must join the union but only after a probationary period. * *Closed Shop**: Employers are required to hire and employ **_only_** members of a particular union. * *Open Shop**: Union membership is **_not required_** as a condition of employment. **Union Shop**: Employer may hire employees who are not union members, but each employee in the **_bargaining unit must join the union._** **Agency Shop**: All employees in a bargaining unit, as a condition of employment, are required to **_pay union dues_** or an equivalent amount, whether or not they **_choose_** to be union members **Rand Formula**: A form of Agency Shop, developed by Justice Ivan Rand in 1946, which provides for mandatory “dues check off” of union dues or their equivalent, but does not require employees to join a union.

Answer 428

The correct answer is c. This organization had a total of 24 accidents. (24 accidents X 200,000) / 600,000 = 8

Answer 429

The answer is b. Reliability Validity ensures the measure is accurately assessing what it is **_supposed to_** measure Reliability ensures the **_consistency_** of the measure Functional Area: HRMR&FM

Answer 430

The answer is d. It involves training needs analysis, design, delivery, and evaluation. **ADDIE** = Analyze, Design, Develop, Implement, Evaluate **ISD (instructional design systems)** = Needs Analysis, Trainign Design and Delivery, Evaluation Functional Area: L&D

Answer 431

The answer is a. Refreshments provided during the training.

Answer 432

The answer is c. Due diligence Functional Area: HW&SW

Answer 433

The answer is: a. Continuous improvement initiative

Answer 434

The correct answer is a. Customer Departmentalization This organization's customers include fast-food restaurants, grocery stores and vending operators. Because they have different needs and distribution channels, the supplier in question has structured itself to service those specific needs.

Answer 435

The answer is c. Assimilating Functional Area: L&D

Answer 436

b) Effective feedback. **Autonomy and effective feedback are part of Satisfaction.** Discretionary effort / Engagement = Motivation + Satisfaction + Commitment 1. Clarity of Expectations (Motivation) 2. Meaningfulness (Task significance aka Line of Sight) (Motivation) 3. Self-Efficacy (Motivation) --------- 4. Autonomy (Satisfaction) 5. Effective Feedback (Satisfaction) --------- 6. Rewarding Relationships (Commitment) 7. Values of Organization and Leading (Commitment) 8. Opportunity to Grow (Commitment)

Answer 437

The answer is c. Things of value owned by an organization. Functional Area: HRMR&FM

Answer 438

The answer is c. Environment 5 factors that cause health and safety hazards 1. People - peoples actions 2. Equipment - equipment being used 3. Material - raw and hazardous chemicals 4. Environment - refers to all parts of the workplace, including light, temperature, and noise, as well as debris 5. Process - considers how things get done in the workplace

Answer 439

The answer is c. Waste paper basket fire Class A - fires involving solid materials such as wood, paper or textiles. Class B - fires involving flammable liquids such as petrol, diesel or oils. Class C - fires involving gases. Class D - fires involving metals. Class E - fires involving live electrical apparatus. (Technically ‘Class E’ doesn’t exists however this is used for convenience here) Class F/K - fires involving cooking oils such as in deep-fat fryers.

Answer 440

The answer is b. Was the machine operating in a satisfactory manner?

Answer 441

The answer is c. Vibration Functional Area: HW&SW

Answer 442

The answer is a. Accelerometer Dosimeter measures the exposure Octave band analyzer measures the frequency Audiometer tests employees hearing

Answer 443

The answer is a. Low surface tension Functional Area: HW&SW

Answer 444

The answer is a. Class A – Compressed gas

Answer 445

The answer is b. The injury must occur in the course of employment for the employer to be liable.

Answer 446

The answer is d. X-radiation **Non-ionizing radiation** doesn’t have enough energy to ionize atoms or molecules. That means it can’t cause atoms to gain or lose electrons. There are several types of non-ionizing radiation. They include near ultraviolet light, visible light, infrared radiation, microwaves and radio waves. Even if it can’t ionize atoms, these types of radiation aren’t completely harmless. For example, microwaves have enough energy to cook your food. And ultraviolet light can give you a sunburn. Ionizing radiation has enough energy to remove electrons from atoms. This creates ions. **Ionizing radiation** includes far ultraviolet light, X-rays and gamma rays. These types of high-energy radiation can cause cancer or even kill cells directly. That’s why you wear a lead apron when getting a dental X-ray. The amount of radiation in a single X-ray isn’t harmful! But the radiation from a large number of X-rays could be dangerous. That’s why people who operate X-ray equipment leave the room.

Answer 447

The answer is a. The probability of an incident or accident and the severity of its consequences.

Answer 448

The answer is a. Take care of others. SAV-T = Scheduling, Authority, Valuables, and Taking care of others. Kelloway proposed the SAV-T acronym as a way to recognize the signs of individuals that are increasingly likely to become violent: Swearing, Agitation, Volume, and Threat

Answer 449

The answer is c. Ergonomics

Answer 450

The answer is b. The employer

Answer 451

The answer is d. To establish a baseline for an employee’s health and chemical exposure in previous workplaces.

Answer 452

The answer is c. Engineering, administrative, and behavioural.

Answer 453

The answer is b. Supplier labels and workplace labels.

Answer 454

The answer is b. Type 2 Type I: Random – usually associated with a criminal act Type II: Committed by clients or customers Type III: Committed by co-workers Type IV: Committed by family member

Answer 455

The answer is d. Employers are liable for the harassing conduct of their employees.

Answer 456

The answer is b. Split-half **Split half Reliability / Internal consistency Reliability** when the score a person achieves on one half of the test is the same as the score they receive on the other half of the test. **Test retest Reliability** when a person achieves the same score when tested twice using the same test. **Inter rater Reliability** ensures reliability across raters; for example, when two different raters have scored a candidate similarly.

Answer 457

The answer is c. The cost of marketing the training.

Answer 458

The answer is b. Range restriction Range Restriction = because we don't continue to employee poor performers, when scoring how current employees score on recruitment tests, we are only able to assess the scores of high performers * Content Validity ensures the measure accurately measures what it is supposed to. * Criterion related Validity ensures that what is being measured is relevant. * Predictive Validity ensures that the measure can predict the dependent variable. * Construct Validity measures abstract constructs, such as IQ and Personality Type. * Concurrent Validity when it can be shown, for example, that current high performers also do well on the test, it is said to

Answer 459

The answer is d. Median and mean.

Answer 460

The answer is a. The difference between the 75th and 25th percentiles, divided by the 25th percentile.

Answer 461

The answer is c. Divide the employee’s pay rate by the midpoint of the pay range.

Answer 462

The answer is d. Rent Functional Area: HRMR&FM

Answer 463

The answer is c. Average employee age. "HR practices on an organization"

Answer 464

The answer is d. 9 $100,000 - $10,000 = $90,000 $90,000 / $10,000 = 9

Answer 465

The answer is c. 0.75 3 (actual) / 4 (target) = 0.75 or 75%

Answer 466

The answer is a. To plan and control financial activities.

Answer 467

The answer is b. To measure contributions to an organization’s performance.

Answer 468

The answer is c. Average number of days to fill a position.

Answer 469

The answer is d. There may be problems with job matching. FYI: **Broadbanding** is a method for evaluation and construction of job grading structure that exchanges a large number of narrow salary ranges for a smaller number of broader salary ranges. ... This type of pay structure encourages the development of broad employee skills and growth while reducing the opportunity for promotion.

Answer 470

The answer is b. Meaningful differences between groups. Analysis of variance (ANOVA) is a collection of statistical models and their associated estimation procedures (such as the "variation" among and between groups) used to analyze the **differences among means**

Answer 471

The answer is c. Profitability per full-time equivalent.

Answer 472

The answer is a. Descriptive **Descriptive statistics** describes data (for example, a chart or graph) and inferential statistics allows you to make predictions (“inferences”) from that data, using mean, standard deviation, and frequency distribution. With **inferential statistics**, you take data from samples and make generalizations about a populatio, using hypothesis tests, ANOVA, T-Test, Chi-Squared, confidence interval, regression, etc.,

Answer 473

The answer is b. -0.92 Explanation: (1) Values can only range from +1 to -1; (2) inverse relationship between variables; (3) desired relationship will have a negative value

Answer 474

The answer is a. To provide for annual cost of living increases.

Answer 475

The answer is b. Union substitution

Answer 476

The answer is b. Reasonable notice Termination pay is not a must if reasonable working notice is given.

Answer 477

The answer is d. When the collective agreement has expired.

Answer 478

The answer is b. Chilling effect

Answer 479

The answer is c. Secondary picketing **Secondary picketing** is picketing in support of a union which occurs at locations other than the employer's. A **wildcat strike action**, often referred to as a wildcat strike, is a strike action undertaken by unionized workers without union leadership's authorization, support, or approval; this is sometimes termed an unofficial industrial action. A **boycott** is an act of nonviolent, voluntary and intentional abstention from using, buying, or dealing with a person, organization, or country as an expression of protest, usually for moral, social, political, or environmental reasons, **Civil disobedience** is the active, professed refusal of a citizen to obey certain laws, demands, orders or commands of a government.

Answer 480

The answer is a. When special interest groups within the same bargaining team negotiate with each other to determine their position.

Answer 481

The answer is b. Advising employees that they have the right to not join a union.

Answer 482

The answer is c. Someone employed by management who represents union employees.

Answer 483

The answer is b. Rights arbitration **Rights Arbitration (a.k.a. Grievance Arbitration)** deals with the allegation that an existing collective agreement has been violated or misinterpreted--When arbitration is used to settle grievances, it is referred to as “rights arbitration”. **Interest Arbitration** • Conventional • Final-Offer • First Agreement In **final-offer arbitration** the two parties to a dispute submit final offers to an arbitrator. The. arbitrator then chooses as the binding solution that offer which is closest to his own view of the appropriate outcome **Mediation** is the attempt to settle a legal dispute through the active participation of a third party (mediator), who works to find points of agreement and encourage those in conflict agree on a fair result. It is non binding and does not always result in a settlement.

Answer 484

The answer is d. The union can file for certification after receiving a sufficient number of signed authorization cards.

Answer 485

The answer is d. The employer issues a statement referring to a wage increase if the union is defeated.

Answer 486

The answer is c. Replacement workers are not allowed in all jurisdictions in Canada. The use of replacement workers during a legal strike is prohibited only in British Columbia and Quebec.

Answer 487

The answer is b. Labour Relations Board

Answer 488

The answer is d. Certification **Ratification** by the union is the process by which members of the bargaining unit vote to accept or reject the terms of the collective agreement **Arbitration** •An arbitrator performs a function similar to a judge or court by making a binding decision to resolve the dispute between the parties. •Occasionally, collective agreements prescribe that grievances be heard and decided upon by one person acting as a sole arbitrator. •More common is the appointment of a three person arbitration board. The union and the employer would each select a member, and those two members, agree on a chair.

Answer 489

The answer is b. Employer and union jointly

Answer 490

The answer is a. The position’s authority over bargaining unit members.

Answer 491

The answer is c. They are brought forward by the union if it believes a new policy violates the collective agreement.

Answer 492

The answer is c. Learning The four levels of Kirkpatrick’s Evaluation Model measure: * *•Reaction**: what they thought and felt about the training. * *•Learning:** the resulting increase in knowledge or capability. * *•Behaviour:** extent of behaviour and capability improvement and implementation/application. * *•Results:** the effects on the business or environment resulting from the trainee’s performance. The complexity and cost of training evaluation increases with each level of evaluation.

Answer 493

The answer is b. Case incident ## Footnote A **Case Incident** is a training method in whic one problem or issue is presetned for analysis. Unlike a case study, it is usuauly no more than one page in length and focuses on one topic or concept, often with trainers using their own experience. A **case study** refers to a research method where a person, group or an event is being investigated, based on a real life situation. **Action Learning:**'A colleague is working in a way that really annoys me and I want to change it. ' This kind of problem probably does not have any one 'right' answer. This is where the Action Learning Set comes into its own. **Role play** is also useful as a selection technique (ie in recruitment), as well as in training. **Behavioural modelling** essentially involves closely observing and then copying another person's behaviour.

Answer 494

The answer is a. Mixed modelling **Mixed modelling** is part of behaviour modelling training (BMT), that shows trainees what should be done (A postive model) and what should not be done (a negative model). **Role Play** is a training method in which t rainees are given the opportunity to practise new behaviours in a safe environment.

Answer 495

The answer is d. Declarative knowledge Anderson's Adaptive Character Theory (ACT Theory): 1. **D**eclarative (knowledge, facts, information) 2. **K**nowledge Compilation (tasks into sequences) 3. **P**rocedural Knowledge (taks or skill is mastered, with auto performance) Declarative knowledge = "I declare", "I can talk about something:, I may not be skilled but i understsand it Knowledge Compilation = applying the knowledge learned, through practice you are getting better but still making mistakes Procedural konwledge = applying knowledge automatically

Answer 496

The answer is c. Negative transfer **Positive transfer** = training is applied and employee performance improves **Zero transfer** = training is not applied and employee performance does not change **Negative transfer** = training is applied and employee performance worsens **Far transfer** = training can be effectively applied to new and different situations * *Horizontal transfer** = training can be effectively applied to different settings * *Vertical transfer** = training is applied and organization performance improves

Answer 497

The answer is b. Trainability test **Trainability test** = a test that measures an individuals ability to learn and perform training tasks **Cognitive ability test** = assess abilities involved in thinking (e.g., reasoning, perception, memory, verbal and mathematical ability, and problem solving). Such tests pose questions designed to estimate applicants' potential to use mental processes to solve work-related problems or to acquire new job knowledge.

Answer 498

The answer is d. Intellectual skills **Gagnes Classification Scheme:** * Verbal information (declarative knowledge) * Intellectual skills (procedural knowledge) * Cognitive strategies (how and when to use information/knowledge) * Motor Skills (physical movements) * Atitutdes (internal states) **Kraiger, Ford, & Salas Classification Scheme:** * Cognitiive (quanity and type) * Verbal knowledge * Knolwledge organziation * Cognitive strategies * Skill-based (technical and motor) * Compliation * Automaticity * Affective * Attitudinal * Motivaitonal

Answer 499

The answer is c. Developing a communication strategy that fits the trainee.

Answer 500

The answer is a. It outlines the sequence of activities that will take place during the training.

Answer 501

The answer is a. To teach subject matter experts how to be effective trainers.

Answer 502

The answer is c. Delivering a specific employee training program in 1-hour segments over 8 days.

Answer 503

The answer is d. Needs analysis, design and delivery, and evaluation.

Answer 504

The answer is d. It considers formal and informal learning to be a regular part of each employee’s job. **Characteristics of a Learning** * Organization * Systems thinking * Personal mastery * Mental models * Building shared vision * Team learning

Answer 505

The answer is b. Stimulus–behaviour–consequence **Stimlus** (events) --\> **Behaviour** (repsonse) --\> **Consequences** (positive/negative reinforcement) **Shaping =** the reinforcement of each step in a process until it is mastered **Chaining =** the reinformcent of entire sequences of a task **Generalization =** the conditioned response occurs in circumstances different from those during learning

Answer 506

The answer is a. Employees with high job involvement have higher training motivation.

Answer 507

The answer is c. Behaviour evaluation The four levels of Kirkpatrick’s Evaluation Model measure: "RLBR" * *•Reaction:** what they thought and felt about the training. * *•Learning:** the resulting increase in knowledge or capability. * *•Behaviour:** extent of behaviour and capability improvement and implementation/application. * *•Results:** the effects on the business or environment resulting from the trainee’s performance.

Answer 508

The answer is d. Self-paced learning

Answer 509

The answer is a. Distributed learning **Distributed learning** is an instructional model that allows instructor, students, and content to be located in different, noncentralized locations so that instruction and learning can occur independent of time and place. **Massed learning**, which describes studying that is done less frequently, but for large periods of time. Essentially, this is the scholarly term for cramming. **Experiential learning** is the process of learning through experience, and is more specifically defined as "learning through reflection on doing". Hands-on learning can be a form of experiential learning, but does not necessarily involve students reflecting on their product. **Simulation learning** is the process where trainees practise a procedure or routine in a simulated learning environment (SLE) before treating actual patients. These environments use different scenarios and equipment, and vary in realism

Answer 510

The answer is b. Drive for perfecting quality

Answer 511

The answer is c. Increased job enlargement.

Answer 512

The answer is b. Compressed work week schedule

Answer 513

The answer is a. Two-factor theory The **two-factor theory** (also known as **Herzberg's** motivation-hygiene theory and dual-factor theory) states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other The **Equity Theory of Motivation** deals with the way people compare the value of themselves to others in similar work situations based on their inputs and outputs. ... The theory assumes that people's motivation in an organization is based on the desire to be treated equally and fairly. **Expectancy theory (Victor Vroom)** proposes that an individual will behave or act in a certain way because they are motivated to select a specific behavior over others due to what they expect the result of that selected behavior will be. Expectancy --\> Instrumentality --\> Valence

Answer 514

The answer is b. Interrole conflict **Interrole conflict** = the form of role conflict that occurs when individuals have multiple roles and the expectations and behaviors associated with one role are not consistent with the expectations and behaviors associated with another. **Role ambiguity** is a confusing situation that emerges because of a vague job description where responsibilities and boundaries are not clearly defined. It is a circumstance where an individual doesn't understand adequately what his job actually is.

Answer 515

The answer is d. It helps employees connect with the organization’s strategy.

Answer 516

The answer is d. When there is a high probability of groupthink.

Answer 517

The answer is b. Directive, supportive, participative, and achievement oriented.

Answer 518

The answer is c. The perceived likelihood that performance achievement will lead to a reward. Victor Vroom: Expectancy. Effort -\> Performance (E -\> P) Instrumentality. Performance -\> Outcome (P -\> O) Valence. Outcome -\> Reward (V(R)) **Expectancy** is the belief that increased effort will lead to increased performance i.e. if I work harder then this will be better. **Instrumentality** is the belief that if you perform well that a valued outcome will be received. The degree to which a first level outcome will lead to the second level outcome. **Valence** is the importance that the individual places upon the expected outcome. For the valence to be positive, the person must prefer attaining the outcome to not attaining it.

Answer 519

The answer is a. Matrix Explanation: Matrix organization has both vertical and horizontal reporting relationships.

Answer 520

The answer is d. Interactional **Interational Justice** = the perceived fairness of any interations betwen an employee and their colleagues/ **Procedural Justice** = the perceived fairenss of the procedures used to allocate rewards or make decisions **Distributive Justice** = the perceived faireness of the distribution of rewards based on work input **Informational Justice** = is part of interactional justice, and is sufficiency and completness of informaiton provided to explain and justify decisions/outcomes **Interpersonal Justice** = s part of interactional justice, and focuses on the way in which organizations treat employees, with an emphasis on respect and courtesy. **Organizational Justice** = all of the above combined.

Answer 521

The answer is a. It obtains information about jobs by identifying duties, tasks, and activities associated with the job. Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities. Job analysis provides information to organizations that helps them determine which employees are best fit for specific jobs.

Answer 522

The answer is a. Flat organization A **flat organization** has a hierarchical structure with employees concentrated at the bottom layer with a relatively small management structure on top. A **tall organization, or vertical** organization, is one in which the CEO sits at the top of the chain of command, with various levels of management underneath. **Lean organizations** are firms that have adopted the lean methodology into their business model. **Vertical integration** occurs when a company assumes control over several of the production steps involved in the creation of its product or service in a particular market. In other words, vertical integration involves purchasing a part of the production or sales process that was previously outsourced to have it done in-house.

Answer 523

The answer is c. When the need is substantially satisfied. According to Maslow, people are motivated to satisfy their lowest-leve unsatisfied need. If one's physicological need is unsatisfied, then one will be motivated to satisfy it. The basic premise is that the lowest-level unsatisified need has the greatest motivating potential, which menas that motivation depends on one position in the need hiearchy. Once a need has been satisfied it is no longer motivational, and the next-highest need is in the hierarchy becomes motivational. The one exception to this is the self-actualization need, which becomes stronger.

Answer 524

The answer is d. Conditioning theory Reinforcement Theory * *Positive Reinforcement** = Positive outcomes are provided for positive behaviour + increases positive behaviour * *Negative Reinforcement** = Negative outcomes are removed for positive behaviour + Increases positive behaviour * *Punishment** = Negative outcomes are provided for negative behaviour + Decreases negative behaviour **Extinction** = Positive outcomes are removed for negative behaviour + Decreases negative behaviour **Expectancy Theory** = Expectancy, Instrumentality, Valence Needs Theory = **Maslow Hierarchy of Needs** **Social learning theory** = Social cognition theory = learning through interactions with others Conditioning Process: Shaping = the reinforcement of each stpe in a process until it is mastered Chaining = the reinforcement of entire sequences of a task Generalization = the conditioned response occurs in circumstances different from those during learning

Answer 525

The answer is a. Task identity Intrinsic Rewards relate to job content • Task Identity – doing the whole job • Task Significance – social value • Skill Variety – utilizing many skills • Job Autonomy – freedom to act • Job Feedback – self monitoring

Answer 526

The answer is c. The organization’s culture. **Organizational Culture** = Beliefts + Values + Symbols/Artifacts/Rituals/Stories + Norms. Organizational culture is the behaviour and relationsihps in the organization. it is stable. **Organizational** Environment (**Climate**) = The mood and emotions, which are dynamic and shifting. A **value proposition** refers to the value a company promises to deliver to customers should they choose to buy their product. The **Code of Conduct** is named by an organization to reflect the culture that is present in the organization and to make a statement that all employees and other stakeholders hear. The written code of conduct provides guidance for employees, customers, and any other stakeholders as to what is deemed most significant, valued, and desirable in relationships, interactions, and the organization's worldview.

Answer 527

The answer is a. Legitimate power **Legitimate power** is based upon perception and reality. It is based on the reality that a person holds a particular position in an organization. It's also based on the perception of an employee that someone holding that position has authority to exert control over her. **Coercive power** is an ability that allows an authority figure to influence another individual to deliver a result by using fear and threats as incentive. **Referent power** is a form of reverence gained by a leader who has strong interpersonal relationship skills. **Expert power** is defined as the use of (the perception of) expert knowledge to get a subordinate to follow an instruction or order. Here, power comes from the subordinate’s belief that their manager or leader possesses expert skills or knowledge that they do not themselves possess.

Answer 528

The answer is b. The employer significantly breaches the employment contract. A constructive dismissal in Ontario is defined as follows: if an employer makes a substantial change to the terms of an employee’s employment without the employee’s consent or demonstrates an intention to no longer be bound by the terms of the employment contract.

Answer 529

The answer is d. Systemic discrimination **Systemic discrimination** has been defined as “practices or attitudes that have, whether by design or impact, the effect of limiting an individual’s or a group’s right to the opportunities generally available because of attributed rather than actual characteristics.” **Adverse effect/impact discrimination** is a situation in which a policy that seems on its face to treat everyone equally actually has an adverse impact on a protected group. **Direct discrimination** refers to the action of treating a person differently (often unfavourably) due to a specific physical or mental characteristic

Answer 530

The answer is d. Aboriginal people. The four protecte groups are: * Minorities * Women * Disabled * Aboriginal

Answer 531

The answer is a. Satisficing **Bounded rationality** is the idea that, when individuals make decisions rationality is limited by: the tractability of the decision problem; the cognitive limitations of the mind; and, the time available to make the decision. Decision-makers, in this view, act as **satisficers**, seeking a **satisfactory** rather than an optimal solution.

Answer 532

The answer is b. Structural capital Structural capital is intellectual capital that is independent of employees. Most of a firm's knowledge exists in the minds of employees. Structural capital is **any tool, process or information** that helps a firm to retain knowledge or use it to achieve objectives. **Human capital** is an intangible asset or quality not listed on a company's balance sheet. It can be classified as the economic value of a worker's **experience and skills.**

Answer 533

The answer is c. Staff authority **Staff Authority:** It is an advisory relationship. **Line authority:** is the relationship in which superior exercises direct supervision over a subordinate. **Functional authority:** is the right that is delegated to an individual or a department to control specified processes, practices, policies, or other matters relating to activities undertaken by persons in other departments **Expert power (authority)** is defined as the use of (the perception of) expert knowledge to get a subordinate to follow an instruction or order.

Answer 534

The answer is c. Summary dismissal **Summary dismissal** is the immediate termination of an employment contract due to an employee’s behaviour. Employers tend to categorise negative behaviour into misconduct and gross misconduct

Answer 535

The answer is a. Labour Relations Act, 1995 The **Labour Relations Act, 1995** regulates the employment relationships within the unionized workplace in the province of Ontario. The following are some of the major areas regulated by the Ontario Labour Relations Act, 1995: certification and decertification of trade unions (establishing bargaining rights) The **Human Rights Code** is a statute in the Canadian province of Ontario that guarantees equality before the law and prohibits discrimination in specific social areas such as housing or employment. The code's goal specifically prohibits discrimination based on race, colour, gender identity or expression, sex, sexual orientation, disability, creed, age and other grounds. The **Employment Standards Act, 2000** (ESA) provides the minimum standards for most employees working in Ontario. Employment equity, as defined in federal Canadian law by the **Employment Equity Act**, requires federal jurisdiction employers to engage in proactive employment practices to increase the representation of four designated groups: women, people with disabilities, Aboriginal peoples, and visible minorities.

Answer 536

The answer is a. Critical path The **critical path method (CPM)**, or critical path analysis (CPA), is an algorithm for scheduling a set of project activities. It is commonly used in conjunction with the program evaluation and review technique (PERT). A critical path is determined by identifying the longest stretch of dependent activities and **measuring the time required** to complete them from start to finish. PERT The program (or project) evaluation and review technique (PERT) is a statistical tool used in project management, which was designed to **analyze and represent the tasks** involved in completing a given project. A **Gantt chart** is a type of bar chart that illustrates a project schedule A **project plan,** according to the Project Management Body of Knowledge (PMBOK), is: "...a formal, approved document used to guide both project execution and project control. The primary uses of the project plan are to document planning assumptions and decisions, facilitate communication among project stakeholders, and document approved scope, cost, and schedule baselines. A project plan may be summarized or detailed."

Answer 537

The answer is b. The termination clause is unenforceable unless the employee receives something else of value.

Answer 538

The answer is c. Pay in lieu of notice

Answer 539

The answer is b. It gives individuals the right to access information collected about them. **Monitoring employee social media** **Employees should know** that, subject to existing workplace policies and rules, some organizations monitor their employees’ social media. **Employees should be aware** that when using social media in a workplace context — including a social media account hosted by their employer — that their personal information can be collected, used and disclosed by the employer. This could include off-duty comments and postings on social media about workplace issues or that may otherwise reflect on the employer. **Employers should view** tracking existing employees through personal or work-based social media as a collection of personal information that may be subject to applicable privacy legislation in their jurisdiction.

Answer 540

The answer is b. Pay equity legislation Pay equity legislation = difference of pay between males and females Psychological Contract = represents the mutual beliefs, perceptions and informal obligations between an employer and an employee Employment Equity = Minorities, Aboriginals, Females, and Disabled Expectancy Theory = Expectancy -\> Instrumentality -\> Valence

Answer 541

The answer is c. Reinstatement by an arbitrator.

Answer 542

The answer is d. The legislation addresses employment and promotion opportunities, not pay.

Answer 543

The answer is d. More business leaders believe human capital affects customer service and profitability.

Answer 544

The answer is c. A different product that also satisfies a customer’s needs. ## Footnote Porter's five forces are: 1. Competition in the industry 2. Potential of new entrants into the industry 3. Power of suppliers 4. Power of customers 5. Threat of substitute products

Answer 545

The answer is d. Employees are rare and an organization is able to secure them for its own labour needs.

Answer 546

The answer is c. Low cost strategy. **Low cost strategy** is a type of pricing strategy in which the firm offers the products at low price. **Best-cost strategy** means high quality and low price of a product. This term is used to indicate a situation where the company tries to achieve the best (lowest) cost relative to the competitors who offer similar products and simultaneously tries to improve quality. **Broad Differentiation Strategy =** A strategy for differentiation is referred to as a broad differentiation strategy, which is a type of competitive strategy where a company offers unique products or services that differentiate companies from their competitors.

Answer 547

The answer is c. Work-life balance

Answer 548

The answer is a. Horizontal fit An **HR dashboard** is a dynamic overview of the most important HR metrics in one place. The HR dashboard provides a slice-and-dice overview of the workforce, their performance, absence, and turnover. It is key for strategic decision making in HR. A **strategy map** is a diagram that is used to document the primary strategic goals being pursued by an organization or management team. It is an element of the documentation associated with the Balanced Scorecard

Answer 549

The answer is d. Value added **Low cost strategy** is a type of pricing strategy in which the firm offers the products at low price. **Best-cost strategy** means high quality and low price of a product. This term is used to indicate a situation where the company tries to achieve the best (lowest) cost relative to the competitors who offer similar products and simultaneously tries to improve quality. **Broad Differentiation Strategy** = A strategy for differentiation is referred to as a broad differentiation strategy, which is a type of competitive strategy where a company offers unique products or services that differentiate companies from their competitors. Value-Added

Answer 550

The answer is c. Markov analysis A t**ransition matrix, or Markov matrix**, can be used to model the internal flow of human resources. These transitions can show promotions. **Staffing table** is the graphical arrangement of the jobs in the organization along with the number of employees currently working on this position as well as it shows the details of future vacancy on each job. **A replacement chart** lists the critical job roles in a company, the employees currently positioned in those roles, their competencies, the current vacancies and facilitates in future succession planning.

Answer 551

The answer is a. Difficult to imitate **VIRO** framework: * **V**aluable * **I**mitability * **R**are * **O**rganized

Answer 552

The answer is c. Contributory difference between contributory and defined contribution is the question doesn't ask about a specific required. A defined contribution plan is part of a contributory plan. **Contributory plan** – a pension plan that requires members to make contributions in addition to any employer required contributions A **defined benefit (DB) pension plan** is a type of pension plan in which an employer/sponsor promises a **specified pension payment**, lump-sum or combination thereof on retirement that is predetermined by a formula based on the employee's earnings history, tenure of service and age, rather than depending directly on individual investment returns. A **defined contribution (DC) plan** is a type of retirement plan in which the employer, employee or both make contributions on a regular basis. A registered pension plan are all of the various types of plans available.

Answer 553

The answer is d. The mix of base pay, performance pay, and indirect pay in the organization’s compensation structure

Answer 554

The answer is b. Adopting an above-average compensation scheme for some jobs and a below-average scheme for others.

Answer 555

The answer is a. Paired comparison Paired comparison is the only quick method here; all others are complicated and lengthy. **Paired Comparison Analysis** is an activity for evaluating a small range of options by comparing them against each other. It is a useful and easy technique for rating and ranking alternatives where the evaluation criteria are subjective by nature. **Point factor analysis (PFA)** is a systemic **bureaucratic** method for determining a relative score for a job. Jobs can then be banded into grades, and the grades used to determine pay. PFA is a type of job evaluation; the main advantage of PFA is that it is systemic and analytical. Jobs are broken down into factors such as “ knowledge required”. **Factor analysis** is a statistical method used to describe variability among observed, correlated variables in terms of a potentially lower number of unobserved variables called factors **The classification method** makes use of mathematical techniques such as decision trees, linear programming, neural network and statistics. Classification analysis can be used to question, make a decision, or predict behavior through the use of an algorithm.

Answer 556

The answer is d. Average salaries are 10% above the pay range’s midpoint.

Answer 557

The answer is d. Fixed **Fixed benefit plans**, on the other hand, pay a fixed amount as compensation irrespective of the medical expenses. A **defined-benefit plan** is an employer-based program that pays benefits based on factors such as length of employment and salary history. A **defined pension plan** is part of a defined-benefit plan. A **uniform plan** is mostly used in the USA = is a plan’s network consists of doctors, clinics, hospitals, specialists, and other health care providers. By using providers within your network, your health care costs will be significantly lower than if you use providers outside your network Hybrid term would obviously mean it is not standard to anyone.

Answer 558

The answer is c. Midpoint pay rate

Answer 559

The answer is d. Broadband **Broadband structures** are more flexible than traditional salary structures. These salary structures utilize fewer pay grades. **Lock-step compensation** = is a seniority-based system of remuneration where employees are paid according to their rank. No other factors, such as merit, performance background or university, affect remuneration. **Skill-based pay** refers to a pay system in which pay increases are linked to the number or depth of skills an employee acquires and applies and it is a means of developing broader and deeper skills among the workforce. **A hybrid model** entails a salary mixed with a bonus, or a salary that transitions to commission.

Answer 560

The answer is a. To establish compensation comparisons in the marketplace.

Answer 561

The answer is c. They offer a cost-effective way to access market data.

Answer 562

The answer is d. To account for the wage movement between data collection and data usage.

Answer 563

The answer is c. Defined benefit plan A **defined-benefit plan** is an employer-based program that pays benefits based on factors such as **length of employment and salary** history. A defined pension plan is part of a defined-benefit plan. A **defined contribution (DC)** plan is a type of retirement plan in which the employer, employee or both make contributions on a regular basis. A **registered pension plan** are all of the various types of plans available. **Fixed benefit plans**, on the other hand, pay a fixed amount as compensation irrespective of the medical expenses. A **uniform plan** is mostly used in the USA = is a plan’s network consists of doctors, clinics, hospitals, specialists, and other health care providers. By using providers within your network, your health care costs will be significantly lower than if you use providers outside your network **Hybrid term** would obviously mean it is not standard to anyone.

Answer 564

The answer is a. It has relatively stable responsibilities over time.

Answer 565

The answer is c. Rewards that include everything an employer may offer to employees.

Answer 566

The answer is b. Merit raise A **merit increase** is an increase in an employee's normal salary based on a previously agreed-upon performance policy and compensation plan. **Mertit Bonus + Commissions** would not be a long-term future reward, as they would be paid out immediately. **Piece rates** would also not be long-term, since they would paid out immediately based on short-term past performance.

Answer 567

The answer is c. Spot bonus The use of **spot bonuses** generally spikes when traditional merit increases have been halted or sharply reduced, as they have been lately. If an employee’s performance has been exceptional -- such as filling in for a sick colleague, perhaps, or working nights or weekends or cutting costs for the company -- the employer may reward the worker with a one-time bonus of $50, $100 or $500 shortly after the noteworthy actions. **Profit-sharing program and Team bonus** are generally tied to specific objective measures. **Standard hour plan** is an incentive scheme in which the standard time in terms of hours is set for the completion of a job. The rate per hour is then determined. The standard hour system is also called as 100 percent **gains-sharing.**

Answer 568

The answer is d. Hybrid pay-level plan Explanation: Distributive justice is the perception that pay is fair. A Hybrid Compensation Plan happens when the organization has a different 'compensation policy' for different jobs. A competitive compensation policy identifies the target market position for each job. For example, adopting a pay-the-50th percentile of the market for entry-level administrative assistant positions (where candidates are plentiful), while adopting a pay-the-75th percentile to computer programmers (where there is a high market demand). The higher compensation offer made to new programmers likely leads to distributive injustice perception by existing computer programmers. **Broadband** structures are more flexible than traditional salary structures. These salary structures utilize fewer pay grades. **Lock-step compensation** = is a seniority-based system of remuneration where employees are paid according to their rank. No other factors, such as merit, performance background or university, affect remuneration. **Skill-based pay** refers to a pay system in which pay increases are linked to the number or depth of skills an employee acquires and applies and it is a means of developing broader and deeper skills among the workforce.

Answer 569

The answer is b. Midpoint rate

Answer 570

The answer is a. Structural plateau In **structural plateauing**, the individual becomes unable to rise further in the flattened organization’s pyramid structure and reaches a point where the likelihood of additional hierarchical promotion is very low. **Content pleateau =** when their likelihood of increased growth or challenges associated with the current job is low. When increasing job-specific task responsibility that offers developmental opportunities becomes unattainable, an employee is said to experience a content plateau.

Answer 571

The answer is a. Task force Explanation: You wouldn't use a focus group as you already know the issue, and a project team would only be solving one issue. You could use a process improvement team but the question doesn't mention effeciencies. So that leaves task force. A **task force or action committee** can focus in on the specific issue, rather than being pulled in a number of directions, as the larger group may be. In general, a small group can operate more efficiently than a large one to get things done. A **focus group** is a group interview involving a small number of demographically similar people. Their reactions to specific researcher-posed questions are studied. **Project teams** do the work of the project. A **Six Sigma process improvement team** is a selected group of people that is challenged to improve a selected process within an organization. The team is assembled by a process owner and team leader, and consists of those in the workforce who are involved in some way – directly or indirectly – with the process.

Answer 572

The answer is b. Criterion contamination Since what is being measured is not actually required to perform the job, the answer is: **Criterion contamination** occurs when we measure things that are irrelevant. **Criterion deficiency** occurs when we haven’t assessed all the necessary criteria (i.e., an important competency is missing from our assessment). **Composite criteria / multiple criteria** = Criteria formed by combining several performance metrics in order to better cover the various aspects of the algorithms in segmentation. The combination can be made in different ways, such as by linear combination, by machine learning approach, etc. and so forth.

Answer 573

The answer is a. Paired comparisons **Explanation:**"relative rating" is to considered in relation to something else; comparative. **Paired Comparison Analysis** is an activity for evaluating a small range of options by comparing them against each other. Trait Method – personal characteristics that contribute to high performance. * **Graphic Rating Scales** – uses ratings like poor, good, excellent or does not meet, meets, exceeds. * **Mixed-Standard Scales** – descriptive rating definitions are customized and randomized for each trait, describing multiple levels of performance. Managers indicate whether the employee’s performance is less than, the same as, or more than described. * **Forced-Choice Method** – the manager chooses between two statements that best describe trait. * **Essay Method** – open-ended comments. Behavioural Methods – observable actions that lead to high performance. * Critical Incident Method – describes the incidents that define successful and unsuccessful behaviour. * Behavioural Checklist Method – includes a list of desired behaviours/competencies. * Behaviourally Anchored Rating Scale (BARS) – multilevel performance descriptions are created for each competency/behaviour. * Behaviour Observation Scale (BOS) – uses a frequency scale against a behavioural checklist.

Answer 574

The answer is c. Multiple hurdle model **Multiple hurdle model** Applicants must pass the minimum cut-off for each predictor, in turn, before being assessed on the next predictor. As soon as an applicant has failed to meet the cut-off on a given predictor, the applicant ceases to be a candidate for the job and is not assessed on any of the remaining predictors. **Compensatory selection** is generally more reliable than multiple-hurdle selection. Yet, practitioners may lean toward multiple-hurdle models, because administering an entire predictor battery to every applicant **can be time-consuming, labor-intensive, and costly.** **Multiple cutoff model**: "According to the multiple cut-off model of selection an applicant for a job will only need to surpass the minimum requirements to be considered at the next stage." A **clinical selection** approach is probably the most common selection method, and it involves all who will be making the decision to hire a candidate.

Answer 575

The answer is b. Leniency error **What is the leniency effect?** The leniency bias is exactly what it sounds like – it means the rater is lenient and is going “too easy” on the person they are rating. That means all scores will be very high. **Contrast Error** is a concept during a performance appraisal of a candidate where his/her valuation is impacted by the fact that the previous candidates were relatively good or bad. It is an error where a person sets a certain benchmark, which affects the appraisal of the candidate being interviewed. **Central tendency erro**r: Commonly known as the tendency of managers and interviewers to rate all or most of the employees or interviewees as average. **Fundamental attribution error ( FAE )**, also known as correspondence bias or attribution effect, is the tendency for people to under-emphasize situational explanations for an individual's observed behavior while over-emphasizing dispositional and personality-based explanations for their behavior.

Answer 576

The answer is d. Multiple hurdle model **Multiple hurdle model =** Applicants must pass the minimum cut-off for each predictor, in turn, before being assessed on the next predictor. As soon as an applicant has failed to meet the cut-off on a given predictor, the applicant ceases to be a candidate for the job and is not assessed on any of the remaining predictors. **Compensatory selection** is generally more reliable than multiple-hurdle selection. Yet, practitioners may lean toward multiple-hurdle models, because administering an entire predictor battery to every applicant can be time-consuming, labor-intensive, and costly. **Multiple cutoff model:**"According to the multiple cut-off model of selection an applicant for a job will only need to surpass the minimum requirements to be considered at the next stage." A **clinical selection approach** is probably the most common selection method, and it involves all who will be making the decision to hire a candidate.

Answer 577

The answer is d. Realistic job preview

Answer 578

The answer is a. Interviews Job anslysis = Information is obtained through different methods such as **interview, observation, questionnaire, critical incidents** etc. It is associated with the preparation of plans and programs and assignment of responsibilities to the concerned person.

Answer 579

The answer is d. Offer the employee a sabbatical.

Answer 580

The answer is d. Hire temporary workers. **Deficit Programs include:** • Hiring part-time, full-time or temporary employees; • Promoting or transferring staff to where they are needed; • Recalling laid off workers or retirees; • Contracting out. **Surplus Programs include:** • Employee lay-offs or terminations; • Job sharing and Work-Sharing; • Hiring freeze and natural attrition.

Answer 581

The answer is a. It is comprehensive and includes multiple perspectives.

Answer 582

The answer is c. Outsourcing **Deficit Programs include:** • Hiring part-time, full-time or temporary employees; • Promoting or transferring staff to where they are needed; • Recalling laid off workers or retirees; • Contracting out/outsourcing **Surplus Programs include:** • Employee lay-offs or terminations; • Job sharing and Work-Sharing; • Hiring freeze and natural attrition.

Answer 583

The answer is a. Job specialization **Job specialization, sometimes referred to as the division of labor**, is a process in which employees develop specific skills, experience and knowledge in a particular area in order to gain the expertise required to perform certain aspects of a job. **Job enlargement** is a job design technique wherein there is an increase in the number of tasks associated with a certain job. In other words, it means increasing the scope of one’s duties and responsibilities. **Job enrichment** is a process that is characterized by adding dimensions to existing jobs to make them more motivating. Examples of job enrichment include adding extra tasks (also called job enlargement), increasing skill variety, adding meaning to jobs, creating autonomy, and giving feedback.

Answer 584

The answer is a. Critical incident job analysis. **Explanation:** graphic and mixed-standard are trait based, while performance standards using MBO's are part of the results method. **Trait Method – personal characteristics that contribute to high performance.** Graphic Rating Scales – uses ratings like poor, good, excellent or does not meet, meets, exceeds. Mixed-Standard Scales – descriptive rating definitions are customized and randomized for each trait, describing multiple levels of performance. Managers indicate whether the employee’s performance is less than, the same as, or more than described. Forced-Choice Method – the manager chooses between two statements that best describe trait. Essay Method – open-ended comments. **Behavioural Methods – observable actions that lead to high performance.** Critical Incident Method – describes the incidents that define successful and unsuccessful behaviour. Behavioural Checklist Method – includes a list of desired behaviours/competencies. Behaviourally Anchored Rating Scale (BARS) – multilevel performance descriptions are created for each competency/behaviour. Behaviour Observation Scale (BOS) – uses a frequency scale against a behavioural checklist.

Answer 585

The answer is c. Contrast error **Contrast Error** is a concept during a performance appraisal of a candidate where his/her valuation is impacted by the fact that the previous candidates were relatively good or bad. It is an error where a person sets a certain benchmark, which affects the appraisal of the candidate being interviewed. The **leniency bias** is exactly what it sounds like – it means the rater is lenient and is going “too easy” on the person they are rating. That means all scores will be very high. **Central tendency error**: Commonly known as the tendency of managers and interviewers to rate all or most of the employees or interviewees as average. **Fundamental attribution error ( FAE )**, also known as correspondence bias or attribution effect, is the tendency for people to under-emphasize situational explanations for an individual's observed behavior while over-emphasizing dispositional and personality-based explanations for their behavior. The **strictness error** is the flip side of leniency. You rate everyone very strictly.

Answer 586

The answer is d. Job analysis **Job anslysis** = Information is obtained through different methods such as interview, observation, questionnaire, critical incidents etc. It is associated with the preparation of plans and programs and assignment of responsibilities to the concerned person. **Succession planning** = Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire. A **responsibility assignment matrix, also known as RACI matrix or linear responsibility chart**, describes the participation by various roles in completing tasks or deliverables for a project or business process. RACI is an acronym derived from the four key responsibilities most typically used: **responsible, accountable, consulted, and informed.** It is used for clarifying and defining roles and responsibilities in cross-functional or departmental projects and processes. A **job evaluation** is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.

Answer 587

The answer is a. Compensatory model **Compensatory selection** is generally more reliable than multiple-hurdle selection. Yet, practitioners may lean toward multiple-hurdle models, because administering an entire predictor battery to every applicant can be time-consuming, labor-intensive, and costly. **Multiple hurdle model** = Applicants must pass the minimum cut-off for each predictor, in turn, before being assessed on the next predictor. As soon as an applicant has failed to meet the cut-off on a given predictor, the applicant ceases to be a candidate for the job and is not assessed on any of the remaining predictors. **Multiple cutoff model**: "According to the multiple cut-off model of selection an applicant for a job will only need to surpass the minimum requirements to be considered at the next stage." A **clinical selection approac**h is probably the most common selection method, and it involves all who will be making the decision to hire a candidate. **Compentency model** is more about the performance in the job and what does success look like for each individual job.

Answer 588

The answer is b) Goals The three types of resources/inputs used in the production of goods and services are: • Land • Capital • Labour

Answer 589

The answer is d) Restructuring Explanation: part of restructing is turnaroud, which means increasing the viability of the organization. Types of Corporate Strategies: 1. **Restructuring:** Includes turnaround, divestiture, liquidation, and bankruptcies 2. **Growth:** Includes incremental growth, international growth, and mergers and acquisitions 3. **Stability:** Maintains the status quo **Restructuring Strategies** • Turnaround Strategy: An attempt to increase the viability of an organization. • Divestiture: The sale of a division or part of an organization. • Liquidation: The termination of a business and the sale of its assets. **Growth Strategies** • Incremental Growth: Is attained by expanding the client base, increasing products/services, changing the distribution networks, or using technology. • International Growth: Is attained by seeking new customers or markets by expanding internationally. • Acquisition: The purchase of one company by another. • Merger: When two organizations combine resources and become one. **Stability Strategies** • These are maintenance strategies where companies do not wish to see their companies grow and so their strategic HRM practices remain constant. • These can be called status quo, neutral, or do-nothing strategies, and they eventually lead to a retrenchment strategy.

Answer 590

The correct answer is d) Adaptive Stages of Growth: 1) Domestic Growth Strategy = Domestic HR Strategy 2) Multi-domestic Growth Strategy = Adaptive HR Strategy 3) Multinational Growth Strategy = Exportive HR Strategy 4) Global Growth Strategy = Integrative HR Strategy

Answer 591

The correct answer is c) Foreign-country Nationals (FCN's) There is no such thing. **Host-country nationals (HCNs)** Individuals from the subsidiary country who know the foreign cultural environment well. **Parent-country nationals (PCNs)** Individuals from headquarters who are highly familiar with the firm’s products and services, as well as with its corporate culture. **Third-country nationals (TCNs)** Individuals from a third country who have extensive international experience and know the corporate culture from previous working experience with corporate branches in the third country. **Expatriate:** Any individual who gives up residence in his/her home country to take up residence in a foreign country either temporarily or permanently

Answer 592

The correct answer is: c) Establish the mission, vision, and values * *_The Strategic Planning Process_** 1. Establish the mission, vision, and values 2. Develop objectives 3. Analyze the external environment 4. Identify the competitive advantage 5. Determine the competitive position 6. Implement the strategy 7. Evaluate the performance An ongoing process that is iterative as opposed to linear.

Answer 593

Mission = view of a realistic, credible, and attracdtive future for the organization (the purpose of the organization, why it exists) Vision = describes what the organization will become in the future. It is a broad and inspirational statement intended to engender support from stakeholders. (i.e. When McDonald's says it wants to be known for providing "the best quick service restaurant experience") Values = Conveys a sense of identify for employees

Answer 594

Balanced Scorecards organize objectives into four categories: 1. financial 2. customer 3. learning and growth, and 4. internal business processes.

Answer 595

The correct answer is c. Broad differentiation strategy Organizations that adopt a broad differentiation strategy deliver products and services that appeal to a broad range of buyers, and that are different in some way compared to the products offered by their rivals.

Answer 596

The correct answer is a. Authority and control The governance of an organization includes all the processes and delegated authority focused on providing proper controls while balancing the various interests of different stakeholders.