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Midterm

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Department
Administrative Studies
Course
ADMS 2600
Professor
Monica Belcourt
Semester
Fall

Description
CH1 1. In today’s knowledge-based industries, an organization’s success increasingly depends on: a. controlling costs b. quality control c. efficiency over innovation d. the knowledge, skills and abilities of its employees e. structured procedures 2. Which of the following is NOT a key trend facing HR in the 21 stcentury? a. globalization b. managing change c. developing human capital d. containing costs e. employee job security 3. TQM and re-engineering programs have been instituted in organizations as a result of: a. increasing costs b. responsiveness to customers needs c. increasing globalization d. strategic planning e. advancements in technology 4. Which of the following are important social issues in Human Resources management? a. shrinking pool of entry level workers b. use of temporary workers c. increasing use of technology d. only “a” and “c” e. only “a” and “b” 5. Which of the following is NOT one of the most common ways organizations are controlling costs as discussed in the chapter? a. downsizing b. leasing employees c. raiding d. outsourcing e. utilizing the contingent workforce 6. Which is an example of the impact of globalization on HRM? a. designing training programs to help managers’ to understand and work effectively in different cultures and work practices b. designing compensation systems that focus on fair pay for each specific geographical region c. designing training programs for workers to help them adjust to North American management practices d. designing management practices that can be applied in all countries 7. When information technology is used to automate routine activities, reduce administrative tasks, reduce costs and improve internal HR productivity, IT can be said to have what type of impact on HRM? a. Operational b. Relational c. Transformation d. Transactional 8. A change management program designed to help renew employees’ focus on key organizational success factors are considered to be: a. reactive in nature b. proactive in nature c. good for fixing problems that have arisen d. based on external forces that have already impacted on the organization’s performance 9. Inco’s statement “Our product is steel, our strength is people” reflects Inco’s commitment to: a. developing human capital b. information technology c. change management d. responding to the market The shift from touch labour to knowledge workers was required because of: a. an increase in personal service based occupations (i.e. Chiropractor, Registered Massage Therapist...) b. an increase in the number of jobs that require limited skills c. changes in labour laws that promoted knowledge workers d. an increase in the number of jobs that require considerable skills 11. Knowledge workers' responsibilities are limited to tasks and duties assigned to them by the position description. (F) 12. The use of Intranets in many companies has resulted in enormous savings. (T) 13. The top issue for managers in balancing work and home is telecommuting arrangements. (F) 14. In organizations where employees are viewed as an expense, the role of the HR department is to cut costs by reducing the labour component. (T) 15. Human capital is defined as the knowledge, skills and abilities of individuals who have economic value to an organization. (T) 16. The Human Resources framework includes the influences of competitive challenges and employee concerns. (T) 17. QM refers to the results of quality circles in organizations. (F) 18. A recent study suggests that about 37% of Canada’s workforce will be impacted by globalization. (T) 19. Downsizing, outsourcing and HRIS are used to keep labour cost stagnant. (F) 20. A phased in retirement program that allows nurses to reduce their work hours and access their pension plans to supplement their income. (Ageing workforce) 21. Benefit communication booklets written in English, French, Mandarin, and Urdu. (Employee diversity) 22. Programs that meet the requirements of The Personal Information Protection and Electronic Documents Act (PIPEDA). (Concern for privacy) 23. Telecommuting (Work/Family balance) 24. Reduced pension and benefit plan participation. (Use of temporary employees) CH2 1. Which one of the following is NOT one of the types of classifications in a company’s Human Capital Architecture: a. core knowledge workers b. job based employees c. contract labour d. alliance partners e. industrial workers 2. Environmental scanning as a part of the strategic planning process is: a. scanning of the internal factors influencing an organization b. identifying the strengths of the organization c. scanning the external environment for factors influencing the organization d. identifying the weaknesses of the organization e. all of the above 3. In the chapter, David Foot states that “HR Professionals are often ill-equipped to make a contribution to their organization’s strategy" because: a. they are often reactive rather than proactive b. they are often non-assertive in discussing strategy c. they often lack a micro perspective d. they often lack a macro perspective e. all of the above 4. Which one of the following has all the steps required to conduct Human Resources Planning? a. conducting cultural audits and benchmarking b. forecasting demand, forecasting supply, balancing supply and demand c. conducting trend analysis, management forecasts and benchmarking d. determining current supply, forecasting demand, balancing supply and demand 5. The term “attrition” refers to the reduction of employees through: a. retirements and resignations b. death c. termination d. all of the above e. only “a” and “b” 6. “Downsizing” occurs in an organization as a result of: a. mergers b. acquisitions c. plant closures or relocations d. all of the above e. none of the above 7. Which one of the following factors does NOT affect the supply of labour? a. education level of the workforce b. forecasted needs of the organization c. demographic changes in the population d. demand for specific employee skills e. governmental policies 8. Which one of the following methods of forecasting the future demand for employees is considered a “quantitative approach?” a. Delphi technique b. Management forecasting c. Trend analysis d. Scenario planning e. None of the above 9. When a company needs to reduce the number of employees, it can use all of the following strategies, EXCEPT: a. layoff unionized employees based on ability only b. reduce the work week c. transfer employees to related companies d. reduce shifts 10. Termination is a practice initiated by an employer to separate an employee from the organization permanently. (T) 11. Replacement charts are used for identifying possible replacements for key executive positions. (T) 12. According to the text, recently courts have ruled that if an employee is retained for a series of uninterrupted contracts then that contract worker is an employee of the organization. (T) 13. HRP can be considered both reactive and proactive. (T) 14. Benchmarking allows organizations to compare their services and practices against industry leaders in order to identify areas for improvement. (T) 15. When an organization is choosing companies to include in their benchmarking efforts, they must select companies in the same industry. (F) 16. A company that has adopted a no-layoff policy will reduce employee numbers only by attrition. (F) 17. An employee is “fired” because the employer needs to reduce the size of the workforce. (F) 18. An advantage of part-time employment to the employer is work-scheduling flexibility. (T) 19. n organization that is facing a shortage of labour can use restructuring or downsizing strategies to eliminate the problem. (F) CH3 1. The term “employment equity” refers to: a. the administration of a fair and equitable wage to an employee b. establishing fair working conditions for employees c. providing special accommodation for disabled persons d. the employment of individuals in a fair and nonbiased manner e. none of the above 2. According to the textbook, women, visible minorities and persons with disabilities make up just over _____% of the Canadian labour force. a. 40% b. 50% c. 55% d. 60% e. 70% 3. An example of a systemic barrier in an organization is: a. an interviewer’s comment that women are not employed as fork truck operators at a particular organization b. a culturally biased aptitude test c. the lack of eye contact of one who tests a hearing impaired applicant d. the absence of a wheelchair ramp at a workplace e. none of the above 4. Women are underrepresented in the following occupation: a. Nursing b. Teaching c. Semi-professionals and technicians d. Human Resources Management 5. The benefits of Employment Equity include all of the following, EXCEPT: a. reduces the base of qualified individuals b. enhances morale by offering special measures such as flexible work schedules c. improves the organization’s image in the community d. helps the employer avoid costly human rights complaints 6. Which one of the following pieces of legislation does NOT deal with Employment Equity? a. Charter of Rights and Freedoms b. Pay Equity c. Employment Equity d. Canadian Human Rights Act e. Labour Relations Act 7. By definition, “pay equity” means: a. ensuring equal pay for work of equal value b. ensuring fair and unbiased employment practices c. ensuring equal pay for equal work d. ensuring pay is based on equitable broadbands e. all of the above 8. Which one of the following steps is NOT a basic component of an effective Sexual Harassment policy according to the textbook? a. develop and communicate a company wide policy on sexual harassment b. establish an informal complaint policy for employees to deal with sensitive complaints c. train supervisors and managers to explain their role in the company’s sexual harassment policy d. act immediately when employees complain of sexual harassment e. follow up on all cases of complaints of sexual harassment 9. According to one study cited in the chapter, only ____ out of every 10 Canadian women who suffer sexual harassment at work take any formal action: a. One b. Two c. Four d. Six e. Eight 10. The goal of managing diversity is: a. equal pay for equal work b. equal pay for work of equal value c. to optimize how a corporation uses its multicultural workforce in order to realize a strategic advantage d. to give hiring preference to the 4 designated groups 11. BFOQ means “bona fide organizational qualification." (F) 12. Commitment to an employment equity plan necessitates a top-down strategy. (T) 13. The implementation of Employment Equity involves five steps. (F) 14. “Managing diversity” is the same thing as “Employment Equity.” (F) 15. Pay Equity is an amendment to the Employment Equity Act. (F) 16. The diversity management effort needs to be driven on an HR initiative. (F) 17. The Employment Equity Act applies to all companies operating in Canada. (F) 18. Human Rights Legislation is provincially legislated. (T) 19. Under Employment Equity, three designated groups have been identified: Women, visible minorities, and people with disabilities. (F) 20. Employment Equity plans must include numerical quotas and time frames as part of a work plan. (T) CH4 1. The term “re-engineering” refers to: a. changing work processes b. changing the organizational structure c. redesigning the work flow and distribution of responsibilities in an organization d. all of the above e. only “b” and “c” 2. In the Faculty of Business there is one professor who teaches Human Resource Management courses. In this scenario, “Professor” is classified as a: a. job b. position c. job family d. job specification 3. In the Faculty of Business there are 75 professors who teach business related courses. In this scenario, “Professor” is classified as a: a. job b. position c. job family d. job specification In University A, there are 500 professors. In this scenario, “Professor” is classified as a: a. job b. position c. job family d. job specification 5. “The successful candidate must have: ? A university degree or college diploma in Human Resource Management, or a related area ? Four to fi
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