Test Bank For Human Resources Management In Canadian 12th Edition By Cole

Exam Name___________________________________

MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.

1) Diversity training programs: 1)

A) are designed to provide awareness of diversity issues.
B) should not be on-going.
C) try to educate employees about specific cultural differences.

D) try to educate employees about specific gender and cultural differences and are designed to provide awareness of diversity issues.

E) try to educate employees about specific gender and cultural differences.

Answer: D Explanation: A)

B) C) D) E)

2) Human rights legislation: 2) A) is critically important to HR specialists, but has a relatively insignificant impact on

supervisors and managers throughout the firm.

2. B) is quite limited in scope.
3. C) prohibits intentional discrimination only.
4. D) affects every employer in Canada.
5. E) primarily affects compensation and selection.

Answer: D Explanation: A)

B) C) D) E)

3) Steps in the employment equity process typically include: 3)

1. A) obtaining senior-management commitment and support; data collection and analysis;

   employment systems review; plan development; implementation; and monitoring.

2. B) obtaining senior-management commitment and support; data collection; employment

   systems review; training; and follow-up.

3. C) obtaining senior-management commitment and support; employment systems review;

   diversity training; and systems review.

4. D) obtaining senior-management commitment and support; employment systems review;

   implementation; and follow up.

5. E) obtaining senior-management commitment and support; data collection and analysis;

   employment systems review; and diversity training.

Answer: A Explanation: A)

B) C) D) E)

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4) Which of the following statements is accurate about reasonable accommodation? 4)

A) Employers are not expected to adjust employment policies and practices if discrimination is found.

2. B) An employer is only required to accommodate in the case of discrimination on the basis of gender.
3. C) Accommodation short of the point of undue hardship to the employer is acceptable in certain circumstances.
4. D) Employers are not expected to adjust work schedules to accommodate religious beliefs.
5. E) Employers are expected to redesign a work station to enable an individual with a physical

   disability to do a job.

Answer: E Explanation: A)

B) C) D) E)

5. 5) The comparison of an employer’s internal work force profile with external work force availability 5) data is known as:

   A) an employment systems review. B) stock data.
   C) a transactional analysis.

   D) flow data.
   E) a utilization analysis.

   Answer: E Explanation: A)

   B) C) D) E)

6. 6) Guidelines for implementing a harassment policy do not include: 6) A) requiring each employee to sign a document indicating that he or she has received

   harassment training.

   2. B) ensuring that a copy of the charge is placed in the file of the alleged harasser.
   3. C) developing a policy that prohibits harassment on all grounds listed in the Canadian Human

      Rights Act.

   4. D) applying harsh discipline without a proper investigation.
   5. E) all of the above.

   Answer: D Explanation: A)

   B) C) D) E)

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7) Diversity initiatives: 7)

A) should be undertaken quickly.
B) should be undertaken quickly and involve a complex change process. C) involve a complex change process.

D) never involve overcoming resistance to prejudices.
E) usually do not involve overcoming resistance to change.

Answer: C Explanation: A)

B) C) D) E)

8. 8) Which of the following covers the joint responsibility shared by workers and employers to 8) maintain a hazard-free environment and to enhance the health and safety of workers?

   A) safety and WHMIS legislation
   B) employment/labour standards legislation C) employment equity legislation

   D) occupational health and safety legislation E) human rights legislation

   Answer: D Explanation: A)

   B) C) D) E)

9. 9) Which of the following statements are accurate? 9) A) Accommodating work schedules around religious holidays is generally not required by

   human rights legislation.

   2. B) Accommodating the needs of an employee with depression to the point of undue hardship is

      not required in certain Canadian jurisdictions.

   3. C) Imposing rigid physical standards for certain jobs is not systemic discrimination.
   4. D) Organizations must be able to show that any physical standards used for selecting employees

      for a particular job are truly necessary.

   5. E) It is not legally permissible to refuse to hire a blind person to drive a truck.

   Answer: D Explanation: A)

   B) C) D) E)

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10) For an employment equity program to be successful: 10)

A) senior management should be responsible for the implementation process.
B) a senior official should be appointed with the authority to discipline those failing to comply. C) an employment equity policy statement should be filed in the company’s HR policies and

procedures manual.
D) a written policy endorsed by senior management and posted throughout the organization or

distributed to every employee, is an essential first step.
E) an employment equity committee should be given ultimate authority.

Answer: D Explanation: A)

B) C) D) E)