MOS 1021 Session 01 - Quick Review Questions
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University of Toronto, Toronto School of Theology *
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Course
2210
Subject
Industrial Engineering
Date
Dec 6, 2023
Type
Pages
3
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Session 01 Quick Review/Page
1
of
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MOS 1021
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Session 01|Introduction to HRM Quick Review
01.
Which of the following statements best describes Human Resources Management (HRM):
a.
HRM is the management of people in organizations.
b.
HRM is all those activities undertaken by HR professionals or HR specialists within
an organization.
c.
HRM is largely just an administrative function (records-keeping, information
processing, etc.) in most contemporary for-profit organizations.
d.
Both (a) and (b)
e.
All the above
02.
Since the early part of the 20
th
century, HRM has evolved to focus on two key categories of
HR activity.
They are:
a.
Administrative and Competitive
b.
Operational and Administrative
c.
Strategy and Leadership
d.
Operational and Strategic
e.
Stewardship and Administration
03.
Which of the following statements best describes the concept of
“human capital” in the
context of Human Resource Management?
a.
Human capital describes the economic value of an individual’s contribution to an
organization and is a key metric used when making decisions about compensation
and benefits.
b.
Human capital is a way of assessing a
workforce’s productivity in economic terms.
c.
Human capital describes all those costs or investments associated with the
management of human resources, including compensation, benefits, and training
and performance appraisal programs.
d.
Human capital is an economic appraisal of an
organization’s workforce and can be
used when evaluating an
organization’s assets
or monetary value.
e.
Human capital describes those intangible characteristics a workforce possesses
which make it a source of value for an organization.
04.
Which of the following is not a benefit that comes from robust and well-executed human
resource management programs and practices?
a.
An improvement in employee performance and organizational competitiveness.
b.
An increase in employee engagement.
c.
A reduction in the overall costs associated with an
organization’s workforce.
d.
An increase in employee efficiency.
e.
All the above are benefits of robust and well-executed HRM.
Session 01 Quick Review/Page
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05.
Strategic thinking about HRM...
a.
... means including HR in the formulation of organizational strategy.
b.
... requires balancing an
organization’s HR strengths and weaknesses against the
opportunities and threats that face it.
c.
... means ensuring that an
organization’s HR functions support its strategic goals.
d.
All of the above.
e.
Both (b) and (c).
06.
Using the data gathered during a quasi-experiment on workplace rewards and employee
performance, you are able to calculate a correlation coefficient.
A correlation coefficient can
tell you all of the following, except:
a.
What the strength of the relationship between those two variables is.
b.
Whether the relationship between those two variables is a positive or negative one.
c.
If one variable is causing the change in the other.
d.
A correlation coefficient can tell us all of the above.
e.
A correlation coefficient can tell us none of the above.
07.
“The Meiorin
Test” is used to do which of the
following?
a.
It is used to demonstrate that an accommodation represents an undue hardship.
b.
It is used to demonstrate that a standard applied to a job is justified and, therefore,
non-discriminatory.
c.
It is used by an employee to demonstrate that a standard applied to a job was done
to intentionally cause differential treatment and support a claim of discrimination.
d.
It is used by an employee to demonstrate an adverse effect and support a claim of
discrimination.
e.
It is used by an employee/individual to demonstrate that a standard applied to a job
is not justified and, therefore, discriminatory.
08.
We discussed different types of legislation and regulation that shape the practice of HRM in
different ways.
For example, there is ______ which is a category of legislation and
regulation that defines the conditions of work and the expectations and obligations that
make up the employment relationship.
There is also _____ which is meant to protect the
dignity of individuals, encourage fairness, and limit inequitable treatment and
discriminatory practices in the world of work.
a.
Contract and Tort Law; Human Rights Legislation
b.
Employment and Labour Standards; Employment Equity Legislation
c.
Contract Law; Employment Equity Legislation
d.
Employment and Labour Standards; Human Rights Legislation
e.
Provincial Legislation; Federal Legislation
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