Human Resource Management HRM MCQs

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The Federal Contractors Program applies to...






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Under Ontario’s Pay Equity Act, an employer that has three bargaining units, as well as non-union employees, in its establishment will have... ...






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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...






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Ontario’s "equal pay for equal work" requirements are found in the...






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Ontario’s Pay Equity Act is aimed at preventing wage discrimination against women and visible minorities.




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In Ontario, there is no statutory requirement to implement an employment equity program.




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The federal Employment Equity Act covers four designated groups: women, disabled people, visible minorities, and people over the age of 65.




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Effective January 1, 2004, the requirements of PIPEDA applied to all personal information used, collected, or disclosed in Ontario in the course of......






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Which one of the following provinces has not passed privacy legislation that covers personal information in the private sector?






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Under PIPEDA, the only information that relates to an identifiable individual that is not considered "personal information" is information of the type...




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Under PIPEDA, an employer who collects personal information from an employee may use that personal information for any purpose that is legal and work-...




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In Ontario, it is illegal for an employer to conduct video surveillance of an employee in the workplace without the employee’s written consent....




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In non-unionized workplaces, which one of the following steps in the progressive discipline process is often eliminated?






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Condonation refers to a situation where...






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Vicarious liability refers to a situation where...






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The contents of an employer’s employment policy manual automatically apply to all employees but do not cover independent contractors.




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An employer may not terminate an employee for innocent absenteeism.




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The purpose of statutory termination notice or pay in lieu of notice is to...






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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...






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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...






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Under current Ontario law, employees in this province are required to retire when they reach 65 years of age.




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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...




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Under the common law, an employee has a legal obligation to provide reasonable notice of resignation.




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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...






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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?






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Under which of the following employment statutes is it possible for an employee to be reinstated?






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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....






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In a wrongful dismissal action under the common law, one of the remedies available to the employee is reinstatement.




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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...




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Which of the following is not an appropriate source for keeping up-to-date on employment law decisions?






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most performance appraisals focus on long-term improvement, rather than short-term achievements




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the two most common purposes of performance management programs are administrative and development




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performance management programs can be used for many purposes, including promotions, transfer, layoffs, and pay decisions




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managers may deflate performance ratings to make themselves look good as managers




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employees should be given a written copy of their job standards in advance of their performance evaluations




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if rates of pay are high, then organizations may choose to raise their selection standards




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rewarding an employee's past performance is not a goal of a strategic compensation policy




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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 ...




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pay-for-performance programs have little, if any, effect on employee productivity




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pay equity is achieved when employees' compensation is equal to the value of the work they perform




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expectancy theory predicts that people expect to be paid as much or more than individuals in a similar job class




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under the Fair Labor Standards Act, most of hourly workers involved in interstate commerce are considered nonexempt




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real wages represent the difference between wage increases and cost-of-living increases




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a critical concern for a successful pay-for-performance system is the perceived fairness of the pay decision




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pay secrecy seems to be an accepted practice in many organizations




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incentive plans based on productivity can reduce labor costs




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research shows that non-cash incentive awards are most effective as motivators when the award is combined with a meaningful employee recognition progr...




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a spot bonus is usually given for some employee effort that is not directly tied to an established performance standard




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incentive plans may fail because employees have little ability to affect performance standards




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under a differential piece rate, employees whose production performance exceeds the standard output receive a higher rate for all of their work than t...




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meshing compensation and organizational objectives help employees assume ownership of their jobs, thereby improving their effort and overall job perfo...




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the performance threshold in incentive plans is the name given to the amount awarded to an employer




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management must be careful to ensure that incentive payments are viewed as both a reward and an entitlement




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the idea behind the Scanlon Plan is that employees should offer ideas to improve productivity and, in turn, be rewarded for those ideas




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Managers need to constantly engage in a dialogue with their subordinates.




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research shows that workers who use their vacation time are more productive and less prone to job-related burnout




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some states provide rights to employees that are lesser than those provided by the Family and Medical Leave Act




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workers' compensation laws provide uniform compensation to disabled workers regardless of the state in which they work




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the Social Security Act was designed to protect workers against the loss of earnings resulting from old age and unemployment




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employee assistance programs (EAPs) help employees mainly with relocation costs




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The federal government began evaluating employees in 1842.




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Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving communication.




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Developmental purposes for performance appraisal include evaluating goal achievement and validating selection criteria.




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Developmental purposes for performance appraisal include evaluating training programs and determining promotion candidates.




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Studies have shown that employees who earn performance-based pay are more satisfied.




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Performance evaluations are simply a logical extension of the day-to-day performance management process.




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Criterion deficiency occurs when performance standards focus on a single criterion and exclude other important but less quantifiable performance dimen...




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Criterion deficiency occurs when performance standards have not been properly established and communicated to the employee.




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Criterion contamination occurs when different supervisors have different and inconsistent ratings of an employee's performance.




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Criterion contamination occurs when factors outside an employee's control influence his or her performance.




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According to a Supreme Court ruling, performance appraisals are subject to the same validity criteria as selection procedures.




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The HR department rarely has the primary responsibility for overseeing and coordinating a firm's performance management system.




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An appeals process is only necessary for administrative appraisals.




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In most instances, one person can easily observe and evaluate an employee's performance.




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Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they ...




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Self-evaluations are often best used for developmental purposes rather than for administrative decisions.




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Self-evaluations should be used primarily for administrative purposes.




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Subordinate evaluations are useful for rating on dimensions such as leadership ability, ability to delegate, and employee supportiveness.




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Subordinate evaluations should be used primarily for developmental purposes.




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One disadvantage of peer evaluations is the belief that they contain more biases and furnish less valid information than appraisals by superiors.




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Team evaluations are conceptually just a collection of the individual appraisals of a work unit.




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Internal customers can provide extremely useful feedback for both developmental and administrative purposes.




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Reliability refers to the stability or consistency of a standard.




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A distributional rating error occurs when a single rating is skewed toward an entire group of employees.




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An error of central tendency is a performance-rating error in which all employees are more or less rated as average.




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Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.




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Having appraisals reviewed by a supervisor's supervisor creates unnecessary redundancy and may actually result in greater legal liability.




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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...




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Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.




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A similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.




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A similar-to-me error, like contrast, results in less than accurate performance ratings, but would not be considered discriminatory.




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Feedback training for raters should include communicating effectively, diagnosing causes of performance problems, and setting goals.




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It is unrealistic to presume that one person can fully observe and evaluate an employee's performance.




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Results-oriented approaches have become more popular because they focus on the measurable contributions that employees make to an organization.




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One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective.




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Graphic rating scales include sets of statements between which the rater must choose, such as "works hard" vs. "works quickly."




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The mixed-standard scale method evaluates traits according to a single scale.




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One of the benefits of the forced-choice method is the relatively small cost of establishing and maintaining its validity.




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The forced-choice method of appraisal is less effective as a tool for developing employees.




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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...