HUMAN RESOURCES MANAGEMENT IN CANADA 11TH EDITION PDF

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human resource management 11th edition pdf canadian human resource management 11th edition schwind pdf canadian human r. Test Bank for Canadian Human Resource Management 11th Edition by Schwind. Ls06z2 Dzqo Page 1 of 14 This chapter has 90 questions. Scroll down to. Canadian Human Resource Management Canadian 11th Edition Schwind Solutions Edition by David Shier, Jackie Butler, Ricki Lewis pdf,


Human Resources Management In Canada 11th Edition Pdf

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Solutions Manual for Canadian Human Resource Management Canadian 11th Edition by Schwind IBSN x Full download. Canadian human resource management textbook. Oakville / Halton Region07/04 / 11th edition of human resource management by Herman Schwind. How can I download Human Resource Management 11th Edition Rue Test Bank ? -in-canada-canadianth-edition-by-dessler-ibsnpdf.

Organizational goals can be categorized into: Service industries make significant contributions to our national wealth today. Which of the following is an example of a service industry? Which technological force trend has led to the development of mechatronics programs at some post-secondary institutions?

The ratio of a firm's outputs goods and services to its inputs people, capital, materials, energy is the definition of: Within a human resources audit, the major areas examined under the Human Resources Management Information System heading are: By moving to a mechatronic process, better service may be provided to the customer through: Which of the following is NOT an example of the benefits of mechanization?

On a per capita basis Canada exports more than the United States or Japan-due to the combination of a relatively small population and a large natural resource base.

Which economic force is this an example of? Which of the following continuously-changing factors impact the need for human resources strategies to be examined regularly? Which of the following is NOT true about proactive human resource management? Which of the following is NOT true about human resource management? Keyboard Navigation question 69 Difficulty: Which of the following is TRUE about a department which has staff authority?

Which of the following is NOT true of an organization's mission statement? Which of the following is NOT true of the differentiation strategy used by organizations for their products? Which of the following is NOT a benefit of conducting a human resource audit?

The participation rate of women continues to grow in which of the following fields: Keyboard Navigation question 75 Difficulty: Which of the following is NOT an example of a demographic challenge facing Canadian organizations according to your text: This chapter has discussed which factors should be reviewed before formulating human resource strategies.

How often should strategies be evaluated?

For over a decade, U. What progressive human resource management strategy can be used to create a creative and pioneering environment within an organization? Which of the following is a benefit of telecommuting? Which of the following is an example of unethical business practices? Which of the following human resource activities are critical to competitive survival?

Which of the following may be true of workers who fall in the lowest levels of literacy? Which of the following is NOT true about managers with line authority? Which of the following characteristics make Generation Y employees very different from baby boomer employees? Which of the following is NOT one of the 6 stages of moral development by Kohlberg? Faced with an aging population, what challenges await human resource specialists in the future? Download pdf.

Remember me on this computer. Enter the email address you signed up with and we'll email you a reset link. Need an account? Click here to sign up. Choose the one alternative that best completes the statement or answers the question. A True B False Answer: A 2 According to the text, global competition, fast technological obsolescence, changing worker profiles, and rapid increases in knowledge requirements have made it difficult to create accurate and up-to-date job descriptions.

A True B False Answer: A 3 A job is a collection of tasks and responsibilities performed by an individual whereas a position consists of a group of related activities and duties.

Human Resources Management in Canada 12th edition

A True B False Answer: A 5 Within the job analysis process, organization change occurs during the preparation for job analysis phase. A True B False Answer: B 6 In unionized organizations, job analysis steps have to meet the various provisions of the collective agreement between the management and the union.

A True B False Answer: B 8 When using a job analysis questionnaire, it is important to use the same questionnaire on similar jobs. A True B False Answer: A 2 9 Information about the job environment such as health and safety hazards is included in working conditions on a job description. A True B False Answer: A 10 Performance standards describe to what level an employee needs to be doing the job to be a good performer versus an average or a poor performer.

A True B False Answer: A 11 Health and safety training or equipment that is required would be included in a job description under human characteristics. A True B False Answer: B 12 The critical incident method involves identifying and describing specific events when an employee performed really well and when they performed very poorly.

Answer: A 14 Standardized surveys to collect information about jobs, working conditions, and other performance-related information are called questionnaires. A True B False Answer: A 15 During the data collection process, the interviewer should not establish rapport with the interviewee while collecting job data because it will affect the results. A True B False Answer: B 16 Job data collected during the interview process should be reviewed and verified by both the interviewee and the immediate supervisor.

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A True B False Answer: A 3 17 A face-to-face meeting with 5 to 7 experts on a job and a facilitator to collect job and performance related information is called a brainstorming group. A True B False Answer: B 18 An employee log is an approach to collecting job- and performance-related information by asking the job-holder to summarize tasks, activities, and challenges in a diary format. A True B False Answer: A 19 The existence of language barriers with foreign-language-speaking workers may make the observation approach a viable method of collecting job- and performance-related information A True B False Answer: A 20 Each method of collecting job- and performance-related information has its shortcomings.

As a result, analysts often use a combination of two or more techniques concurrently. A True B False Answer: A 21 Disadvantages of focus groups for collecting job data include: they are slow, costly, and may miss regularly occurring activities.

Answer: B 23 A job description is a collection of tasks and responsibilities performed by an individual. A True B False Answer: B 24 "Undertakes other tasks assigned by the supervisor" is an example of a responsibility on a job description. Answer: A 26 The two major attributes of jobs used for classification criteria in the NOC were skill level and skill type. A True B False Answer: A 29 A job specification is a written statement that explains what a job demands of jobholders and human skills and factors required.

Answer: B 31 Job specifications should be generic so as not to limit employee job tasks. A 14 Standardized surveys to collect information about jobs, working conditions, and other performance-related information are called questionnaires. A 15 During the data collection process, the interviewer should not establish rapport with the interviewee while collecting job data because it will affect the results.

B 16 Job data collected during the interview process should be reviewed and verified by both the interviewee and the immediate supervisor. A 3 17 A face-to-face meeting with 5 to 7 experts on a job and a facilitator to collect job and performance related information is called a brainstorming group.

B 18 An employee log is an approach to collecting job- and performance-related information by asking the job-holder to summarize tasks, activities, and challenges in a diary format. A 19 The existence of language barriers with foreign-language-speaking workers may make the observation approach a viable method of collecting job- and performance-related information A True B False Answer: A 20 Each method of collecting job- and performance-related information has its shortcomings.

A 21 Disadvantages of focus groups for collecting job data include: B 22 According to A True B False the text, observation is the most common method of collecting data for job analysis.

B 23 A job description is a collection of tasks and responsibilities performed by an individual. B 24 "Undertakes other tasks assigned by the supervisor" is an example of a responsibility on a job description. A 4 25 Job descriptions A True B False will most often be signed by an incumbent and their supervisor.

A 26 The two major attributes of jobs used for classification criteria in the NOC were skill level and skill type. A 28 In the National Occupational Classification, the second digit is for education level. A 29 A job specification is a written statement that explains what a job demands of jobholders and human skills and factors required.

A 30 "Works in A True B False a well ventilated office" would be included under effort factors on a job specification. B 31 Job specifications should be generic so as not to limit employee job tasks. B 32 A well-crafted job description can be used for employee discipline. A 33 Job descriptions A True B False can help in preparation for light or modified duties for a worker.

A 5 34 Job performance standards are developed from job analysis information, and then actual employee performance is measured. A 35 A well-developed job description can provide details on the "essential functions" of a job. A 36 Job analysis information containing job standards, is usually sufficient for jobs where performance is: A 37 A competency matrix lists different levels of skill for a combination of competencies.

A 38 The need for an engineer to have the technical expertise at skill level VI would be included on a competency matrix. A 39 When competencies become broad spanning, a job with few specific duties or tasks, may become indefensible legally. A 40 In competency-based management competencies are identified after careful analysis of work of the high performers.

A 41 Job design identifies job duties, characteristics, competencies, and sequences regardless of technology, workforce, organization character, and environment. B 6 42 Job creation is identification of job duties, characteristics, competencies, and sequences taking into consideration technology, workforce, organization character, and environment.

B 43 Job families are groups of different jobs that are closely related by similar duties, responsibilities, skills, or job elements. A 44 The definition A True B False of efficiency is achieving maximal output with task specialization.

B 45 A short cycle is created when workers are limited to a few repetitive tasks, according to engineers in industrial engineering. B 47 The definition of work flow is the sequence of and balance between jobs in an organization needed to produce the firm's goods or services.

A 48 Ergonomics A True B False is the study of the relationship between the economy and the work environment. B 49 According to the Job Characteristics Model, 5 characteristics result in 3 psychological states: B 7 50 Autonomy, in a job context, is having control over one's work. A 51 Task identity is A True B False a set of attributes and codes which serve to identify tasks within a job description Answer: B 52 Creating the wick on candles but not getting to view the completed candle would be an example of task identity.

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A 53 Knowing that A True B False at community values the work of police officers is an example of task significance. A 54 The definition of feedback is information that helps evaluate the success or failure of an action or system. A 55 Task significance A True B False is the impact which one's activities and responsibilities have on the workflow. B 56 Job enlargement adds more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance.

B 57 Environmental considerations are the influence of the external environment on job design. A 8 58 Fast food businesses in Alberta offering hiring bonuses to workers is an example of the effect of workforce availability.

A 59 In a national survey conducted by the Conference Board of Canada, what percentage of respondent reported the use of teams in their workplace? C 60 Which of the following is a strong reason why employee logs are NOT a popular choice for collecting job- and performance-related information? E 61 In a competency matrix, which competencies contribute to job performance, success of the organization, support the vision, strategic direction, and values of the firm?

A 62 When conducting an interview to collect data, a structured checklist should be used. E 9 63 Which of the following may NOT occur as a result of job rotation? A employee's self-image and personal growth improves B the worker becomes more valuable to the organization C the worker becomes competent in several jobs D expansion of the number of related tasks in the job E a break in the monotony of highly specialized work Answer: D 64 Which of the following elements should NOT be considered when designing jobs?

A job specialization considerations B employee considerations C environmental considerations D organizational considerations E social considerations Answer:A 55 Task significance A True B False is the impact which one's activities and responsibilities have on the workflow.

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Job Analysis Activities. Efficiency and productivity Workplace safety Identification of realistic and challenging performance standards. Thus, forming any overall conclusion on any of the questions may be hard. Which of the following is NOT a benefit of conducting a human resource audit? After review and discussion with the chief scientist, these standards are modified to the point that the standards are realistic and accepted.

A controlling B other management functions C planning D decision making E quick overview. The firm may compete on the basis of either differentiation or cost leadership.

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