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Chapter 15

MHR 523 Chapter 15 Test Bank


Department
Human Resources
Course Code
MHR 523
Professor
Ted Mock
Chapter
15

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c15
Student: ___________________________________________________________________________
1. An examination of the human resource policies, practices and systems of a firm in order to improve ways to
achieve goals is called a
A. financial audit
B. management audit
C. human resource audit
D. safety audit
E. job analysis and evaluation
2. Benefits of a human resource audit can include all the following except
A. helping align the goals of the human resource department with the goals with the goals of the company
B. providing specific, verifiable data on the HR department's contributions
C. helping locate human resource problems
D. encouraging greater professionalism among members of the human resource department
E. increased human resource costs due to more efficient procedures
3. Human resource research is increasingly important for all of the following reasons except
A. there are many legal implications with the work
B. operating expenses are more significant than "people costs"
C. the activities of the Human Resources department shape an employees quality of work life
D. knowledge, expertise and information are more critical resources than capital
E. executives expect strategic contributions from their Human Resources department
4. All human resource audits involve a number of steps, including all the below except
A. choosing a research approach
B. defining the scope of the audit
C. data analysis, evaluation, and report preparation
D. selecting research design and data collection method(s)
E. always using outside consultants

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5. The first step in conducting a human resource audit is
A. choosing the research approach
B. defining the scope of the audit
C. selecting research design and collection method
D. data analysis and evaluation
E. final report preparation
6. Designing the scope of a human resource audit can involve audits of all the following except
A. corporate strategy
B. the human resource system
C. managerial and supervisory compliance
D. employee satisfaction
E. human resource practices of suppliers
7. Step 1, defining the scope of a human resource audit, could include all the following activities except
A. an audit of corporate strategy
B. choosing the research approach
C. an audit of the human resource system
D. an audit of managerial compliance
E. an assessment of employee satisfaction
8. In auditing the human resource management information system itself, the major areas that should be covered
includes all the following except
A. human resource plans
B. human rights legislation
C. job analysis information
D. recruiting and selection
E. compensation administration
9. When a human resource department does an audit on its own staffing and development systems, it would
look at all the following except
A. recruiting
B. selection
C. training and orientation
D. career development
E. no exceptions; all given choices would be part of that audit

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10. When a human resource department does an audit on its own staffing and development systems, it would
look at all the following except
A. recruiting
B. performance appraisal
C. selection
D. training and orientation
E. career development
11. An audit to determine how well managers and supervisors follow the organization's human resource policies
and procedures, as well as labour laws, is called an
A. audit of managerial compliance
B. audit of managerial behaviour
C. audit of managerial authority
D. audit of managerial evaluation
E. audit of managerial effectiveness
12. When a human resource department does an audit of employee satisfaction, they would be interested in
getting information on the following matters except
A. wages and benefits
B. supervisory practices
C. career planning assistance
D. managerial compliance
E. performance feedback
13. Research approaches to human resource audits can include the
A. comparative approach
B. non-statistical approach
C. non-compliance approach
D. management-by subjectivism approach
E. Markov analysis approach
14. Three most popular research approaches used in the human resource audits are:
A. compliance, management by objectives and random selection
B. management by objectives, comparative and ranking
C. compliance, management by objectives and ranking
D. supervisory review, random sampling and bench marking
E. systems review, compliance, management by objectives
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