≡ MENU
MCQs
Papers
Definitions
Flashcards
MCQs
Papers
Definitions
Flashcards
Categories
Applied Business Research
Absorption Costing
ACAMS Practice Questions
Accounting Basics
Accounting Cycle and Classifying Accounts
Accounting Final
Accounting For Managers
Accounting for Merchandising Activities
Accounting for Pensions
Accounting Information Systems
Accounting Principles
Accounts Receivables
Acquisition
Activity Based Costing
Adjusting Accounts for Financial Statements
Advanced Business Economics
Advertising and Public Relations
Advertising and Sales Promotion
Agency
An Overview of International Business
Analysis and Forecasting Techniques
Analyzing and Recording Transactions
Arithmetic
Asset Demand and Supply under Uncertainty
Audit
Auditing and Attestation
Bankruptcy
Behavioral and Allied Sciences
Bonds and Long Term Notes Payable
Brand Management
Budgeting
Business
Business Analytics
Business Analytics & Technology Management Chapter 2
Business Analytics & Technology Management Chapter 3
Business Analytics & Technology Management Chapter 4
Business Analytics & Technology Management Chapter 5
Business Analytics & Technology Management Chapter 6
Business and Company Law
Business Communication
Business Cycles
Business Economics
Business Environment
Business Essentials
Business Ethics and Governance
Business Ethics Exam
Business Law
Business Law Study guide
Business Mathematics
Business Organisations and Environment
Business organization and systems
Business Process Performance
Business Statistics
Business Strategy
Business Structure
Business Studies
California Real Estate
Capital Assets
Capital Budgeting
Capital Budgeting and Managerial Decisions
Capital Structure
Cash Management
Changes in Accounting Principles
Changing Marketing Environment
Conflict Theory
Consolidated Financial Statements
Consumer Behavior
Contingency
Contracts
Controlling
Corporate and Business Law
Corporate Finance
Corporate Governance
Corporate Law
Corporate Taxation
Corporation
Cost Accounting Final exam
Cost Accumulation Systems
Cost Allocation Techniques
Cost and Managerial Accounting
Cost Behavior
Cost Management
Cost Measurement
Cost of Capital
Cost Terms and Classifications
Cost Volume Profit Analysis
Currency Exchange Rates
Current Assets
Current Liabilities
Customer Relationships and Value
CVP Analysis and Marginal Analysis
Debt and Bankruptcy
Decision Makers
Decision Makers Household Sector
Decision Making
Deferred Tax
Demand for Money
Depreciation
Derivative Instruments and Hedging Activities
Dividend Policy
Dividends, Shares, and Income
Donor Tax
E Business
Econometrics
Economics
Elasticities of Demand and supply
Employee Training and Development
Entrepreneurship
Environments of Business
Error Correction
Essence of Management
Ethical and Professional Standards
Ethics and Social Responsibility
Ethics for Management Accountants
External Financial Statements and Revenue Recognition
Federal Securities Acts
Finance
Financial Accounting
Financial and the Nonfinancial Sectors
Financial Decision Making
Financial Instruments
Financial Instruments
Financial Intermediaries and Financial Markets
Financial Management
Financial Markets
Financial Markets and Securities Offerings
Financial Reporting
Financial Statements
Financial Statements and Accounting Transactions
Fixed Assets
Flexible Budgets and Standard Costs
Florida Real Estate MCQs
Fraud Internal Control and Cash
Fundamental Accounting Principles
Global Finance
Global Marketing
Global Marketing and World Trade
Governmental Accounting State and Local
Gross Estate
Health and Life Comprehensive Exam
Health and Life Practice Questions
Health Insurance
Hedging Instruments
HR Management
HRM
Human Resource Management
Human Resource Management HRM
Human Resource Planning
Importance of Business Economics
Income Tax
Individual Taxation
Information Technology
Insurance
Insurance and Risk Management
Insurance License Texas Life and Health
Intangible Asset
Integrated Marketing Communications and Direct Marketing
Interactive Marketing and Electronic Commerce
Internal Auditing and Systems Controls
Internal Control and Cash
International Business
International Economics
International Finance
International Marketing
International Trade
International Trade and Globalisation
Interpersonal and Organizational Communication
Introduction to Business
Introduction to Human Resource Management
Introduction to Human Resources Assessment
Inventory Management
Investment
Investment Risk and Portfolio Management
Job Order Costing
Leading
Lease
Legal Management
Life and Health Insurance
Life Insurance
Life Insurance Basics
Life Insurance Policies
Life Insurance Policy
Long Term Investment
Long Term Securities
Macroeconomics
Management
Management and Cost Accounting
Management Science
Managerial Accounting
Managerial Accounting Concepts and Principles
Managerial Economics
Managing Organizational Change
Managing Production and Operations
Managing Products and Brands
Managing Services
Market Segmentation Targeting and Positioning
Marketing
Marketing and Corporate Strategies
Marketing Channels and Wholesaling
Marketing Management
Master Budgets and Planning
Merger
Mergers and Acquisitions
Microsoft Excel
Money and Banking
mortgage
National Health Insurance
Not For Profit Accounting
Operations Management
Organization and Operation of Corporations
Organization Culture
Organization Effectiveness
Organizational Behavior
Organizational Behavior Essentials
Organizational Markets and Buyer Behaviour
Organizational Structure and Design
Partnership Taxation
Partnerships
Payroll
Payroll Liabilities
Performance Management
Personal Selling and Sales Management
Planning
Present Value
Pricing
Principles and Practices of Management
Probability Analysis
Process Costing
Production and Operations Management
Professional Practice
Professional Responsibilities
Profit Planning
Profitability Analysis and Analytical Issues
Profitability Analysis and Decentralization
Project Management
Property
Property Plant and Equipment
Property Plant and Equipment Exam
Ratio Analysis
Real Estate
Receivables
Reporting and Analyzing Cash Flows
Reporting and Analyzing Long Lived Assets
Reporting and Analyzing Receivables
Responsibility Accounting and Performance Measures
Retailing
Revenue Recognition
Risk and Procedures for Control
Sales
SAP
Secured Transactions
Service Department Costing
Short Term Financing
Short Term Investment
Standard Costs and Variance Analysis
State Health Insurance
Statement of Cash Flow
Statement of Comprehensive Income
Statement of Financial Position
Statistics
Stock Market and Stock Prices
Stockholders Equity
Strategic Marketing Process
Strategic Planning
Strategy
Structure of Interest Rates
Succession and Transfer Taxes
Supply Chain and Logistics Management
System Analysis and Design
Systems Controls
Tax Law
Taxation
Texas Real Estate
The Management Challenge
Total Quality Management
Transfer Pricing
Understanding Exchange Rates
Understanding Interest Rates
Understanding Interest Rates Determinants
Value Added Tax
Variable Costing
Working Capital
Home
—›
Human Resource Management HRM
Human Resource Management HRM MCQs
?
The Federal Contractors Program applies to...
companies with at least 50 employees who bid on federal contracts worth $100,000 or more.
companies with at least 100 employees who bid on federal contracts worth $100,000 or more.
companies with at least 100 employees who bid on federal contracts worth at least $1,000,000.
companies with at least 200 employees who bid on federal contracts worth at least $200,000.
?
Under Ontario’s Pay Equity Act, an employer that has three bargaining units, as well as non-union employees, in its establishment will have... ...
two pay equity plans.
three pay equity plans.
four pay equity plans.
none of the above
?
Under Ontario’s Pay Equity Act, there is a cap on the amount of pay equity adjustments that a private sector employer has to make each year. Th...
1% of the employer’s annual payroll.
2% of the employer’s annual payroll.
3% of the employer’s annual payroll.
5% of the employer’s annual payroll.
?
Ontario’s "equal pay for equal work" requirements are found in the...
Pay Equity Act.
Employment Standards Act.
Employment Equity Act.
Human Rights Code.
?
Ontario’s Pay Equity Act is aimed at preventing wage discrimination against women and visible minorities.
True
False
?
In Ontario, there is no statutory requirement to implement an employment equity program.
True
False
?
The federal Employment Equity Act covers four designated groups: women, disabled people, visible minorities, and people over the age of 65.
True
False
?
Effective January 1, 2004, the requirements of PIPEDA applied to all personal information used, collected, or disclosed in Ontario in the course of......
commercial activity.
employment activity.
both of the above.
neither of the above.
?
Which one of the following provinces has not passed privacy legislation that covers personal information in the private sector?
British Columbia
Alberta
Ontario
none of the above
?
Under PIPEDA, the only information that relates to an identifiable individual that is not considered "personal information" is information of the type...
True
False
?
Under PIPEDA, an employer who collects personal information from an employee may use that personal information for any purpose that is legal and work-...
True
False
?
In Ontario, it is illegal for an employer to conduct video surveillance of an employee in the workplace without the employee’s written consent....
True
False
?
In non-unionized workplaces, which one of the following steps in the progressive discipline process is often eliminated?
verbal warning
written warning
suspension with pay
suspension without pay
?
Condonation refers to a situation where...
an employer is aware of misconduct but takes no disciplinary action within a reasonable time.
the employment contract is ambiguous and therefore will be interpreted against the employer.
the employment contract no longer reflects the employment relationship.
the termination clause in the employment contract is unenforceable.
?
Vicarious liability refers to a situation where...
the employer is held legally responsible for the actions of its employees.
the employer serves alcohol at company-sponsored events.
the onus is on the employer to prove that it was not negligent.
none of the above
?
The contents of an employer’s employment policy manual automatically apply to all employees but do not cover independent contractors.
True
False
?
An employer may not terminate an employee for innocent absenteeism.
True
False
?
The purpose of statutory termination notice or pay in lieu of notice is to...
provide the employee with time to find a comparable job.
recognize the employee’s loss of benefits and seniority in the job.
punish the employer for wrongfully dismissing the employee.
all of the above.
?
The choice of whether an employee who is terminated without legal cause will continue working throughout the notice period or receive pay in lieu of n...
the dismissed employee.
the Ministry of Labour, Director of Employment Standards
the employer.
the employer and dismissed employee, jointly.
?
Susan has worked for XYZ Company as a cashier for 9-1/2 years. Two years ago she quit her job with XYZ to work for a competitor but after only two mon...
1 week
2 weeks
8 weeks
9 weeks
?
Under current Ontario law, employees in this province are required to retire when they reach 65 years of age.
True
False
?
Where an employee tenders a resignation but later alleges that the resignation was not voluntary, the onus is on the employee to show that the resigna...
True
False
?
Under the common law, an employee has a legal obligation to provide reasonable notice of resignation.
True
False
?
Which of the following is not one of the factors a court will consider in determining what constitutes reasonable notice under the common law for a wr...
the employee’s age
the employee’s length of service
the size of the employer
the employee’s position
?
In a wrongful dismissal action under the common law, which of the following is not one of the possible remedies available to a dismissed employee?
reinstatement
monetary compensation for lost earnings and benefits during the reasonable notice period
damages for intentional infliction of mental suffering
punitive damages
?
Under which of the following employment statutes is it possible for an employee to be reinstated?
Employment Standards Act
Ontario Human Rights Code
Occupational Health and Safety Act
all of the above
?
An employee whose hours of work are unilaterally reduced from 40 hours to 28 hours per week may have a common-law claim against the employer based on....
the employer’s failure to mitigate.
constructive dismissal.
condonation
reformulated Wallace damages.
?
In a wrongful dismissal action under the common law, one of the remedies available to the employee is reinstatement.
True
False
?
An employer that alleges dishonesty as the ground for just cause dismissal may be required to meet a higher standard of proof than a balance of probab...
True
False
?
Which of the following is not an appropriate source for keeping up-to-date on employment law decisions?
Carswell
Canadian HR Reporter
Wikipedia
Ontario Employment Law Handbook
?
most performance appraisals focus on long-term improvement, rather than short-term achievements
TRUE
FALSE
?
the two most common purposes of performance management programs are administrative and development
TRUE
FALSE
?
performance management programs can be used for many purposes, including promotions, transfer, layoffs, and pay decisions
TRUE
FALSE
?
managers may deflate performance ratings to make themselves look good as managers
TRUE
FALSE
?
employees should be given a written copy of their job standards in advance of their performance evaluations
TRUE
FALSE
?
if rates of pay are high, then organizations may choose to raise their selection standards
TRUE
FALSE
?
rewarding an employee's past performance is not a goal of a strategic compensation policy
TRUE
FALSE
?
a formal statement of compensation policy would typically include the rate of pay within the organization and whether it is to be above, below, or at ...
TRUE
FALSE
?
pay-for-performance programs have little, if any, effect on employee productivity
TRUE
FALSE
?
pay equity is achieved when employees' compensation is equal to the value of the work they perform
TRUE
FALSE
?
expectancy theory predicts that people expect to be paid as much or more than individuals in a similar job class
TRUE
FALSE
?
under the Fair Labor Standards Act, most of hourly workers involved in interstate commerce are considered nonexempt
TRUE
FALSE
?
real wages represent the difference between wage increases and cost-of-living increases
TRUE
FALSE
?
a critical concern for a successful pay-for-performance system is the perceived fairness of the pay decision
TRUE
FALSE
?
pay secrecy seems to be an accepted practice in many organizations
TRUE
FALSE
?
incentive plans based on productivity can reduce labor costs
TRUE
FALSE
?
research shows that non-cash incentive awards are most effective as motivators when the award is combined with a meaningful employee recognition progr...
TRUE
FALSE
?
a spot bonus is usually given for some employee effort that is not directly tied to an established performance standard
TRUE
FALSE
?
incentive plans may fail because employees have little ability to affect performance standards
TRUE
FALSE
?
under a differential piece rate, employees whose production performance exceeds the standard output receive a higher rate for all of their work than t...
TRUE
FALSE
?
meshing compensation and organizational objectives help employees assume ownership of their jobs, thereby improving their effort and overall job perfo...
TRUE
FALSE
?
the performance threshold in incentive plans is the name given to the amount awarded to an employer
TRUE
FALSE
?
management must be careful to ensure that incentive payments are viewed as both a reward and an entitlement
TRUE
FALSE
?
the idea behind the Scanlon Plan is that employees should offer ideas to improve productivity and, in turn, be rewarded for those ideas
TRUE
FALSE
?
Managers need to constantly engage in a dialogue with their subordinates.
True
False
?
research shows that workers who use their vacation time are more productive and less prone to job-related burnout
TRUE
FALSE
?
some states provide rights to employees that are lesser than those provided by the Family and Medical Leave Act
TRUE
FALSE
?
workers' compensation laws provide uniform compensation to disabled workers regardless of the state in which they work
TRUE
FALSE
?
the Social Security Act was designed to protect workers against the loss of earnings resulting from old age and unemployment
TRUE
FALSE
?
employee assistance programs (EAPs) help employees mainly with relocation costs
TRUE
FALSE
?
The federal government began evaluating employees in 1842.
True
False
?
Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving communication.
True
False
?
Developmental purposes for performance appraisal include evaluating goal achievement and validating selection criteria.
True
False
?
Developmental purposes for performance appraisal include evaluating training programs and determining promotion candidates.
True
False
?
Studies have shown that employees who earn performance-based pay are more satisfied.
True
False
?
Performance evaluations are simply a logical extension of the day-to-day performance management process.
True
False
?
Criterion deficiency occurs when performance standards focus on a single criterion and exclude other important but less quantifiable performance dimen...
TRUE
FALSE
?
Criterion deficiency occurs when performance standards have not been properly established and communicated to the employee.
TRUE
FALSE
?
Criterion contamination occurs when different supervisors have different and inconsistent ratings of an employee's performance.
True
False
?
Criterion contamination occurs when factors outside an employee's control influence his or her performance.
True
False
?
According to a Supreme Court ruling, performance appraisals are subject to the same validity criteria as selection procedures.
True
False
?
The HR department rarely has the primary responsibility for overseeing and coordinating a firm's performance management system.
True
False
?
An appeals process is only necessary for administrative appraisals.
True
False
?
In most instances, one person can easily observe and evaluate an employee's performance.
True
False
?
Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they ...
True
False
?
Self-evaluations are often best used for developmental purposes rather than for administrative decisions.
True
False
?
Self-evaluations should be used primarily for administrative purposes.
True
False
?
Subordinate evaluations are useful for rating on dimensions such as leadership ability, ability to delegate, and employee supportiveness.
True
False
?
Subordinate evaluations should be used primarily for developmental purposes.
True
False
?
One disadvantage of peer evaluations is the belief that they contain more biases and furnish less valid information than appraisals by superiors.
True
False
?
Team evaluations are conceptually just a collection of the individual appraisals of a work unit.
True
False
?
Internal customers can provide extremely useful feedback for both developmental and administrative purposes.
True
False
?
Reliability refers to the stability or consistency of a standard.
True
False
?
A distributional rating error occurs when a single rating is skewed toward an entire group of employees.
True
False
?
An error of central tendency is a performance-rating error in which all employees are more or less rated as average.
True
False
?
Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.
True
False
?
Having appraisals reviewed by a supervisor's supervisor creates unnecessary redundancy and may actually result in greater legal liability.
TRUE
FALSE
?
A recency error is an error in which the appraisal is based largely upon the employee's most recent behavior as opposed to their behavior through...
TRUE
FALSE
?
Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.
True
False
?
A similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.
True
False
?
A similar-to-me error, like contrast, results in less than accurate performance ratings, but would not be considered discriminatory.
True
False
?
Feedback training for raters should include communicating effectively, diagnosing causes of performance problems, and setting goals.
True
False
?
It is unrealistic to presume that one person can fully observe and evaluate an employee's performance.
True
False
?
Results-oriented approaches have become more popular because they focus on the measurable contributions that employees make to an organization.
True
False
?
One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective.
True
False
?
Graphic rating scales include sets of statements between which the rater must choose, such as "works hard" vs. "works quickly."
True
False
?
The mixed-standard scale method evaluates traits according to a single scale.
True
False
?
One of the benefits of the forced-choice method is the relatively small cost of establishing and maintaining its validity.
True
False
?
The forced-choice method of appraisal is less effective as a tool for developing employees.
True
False
?
A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very tim...
True
False