Human Resources Management in Canada Canadian 15th edition by Gary Dessler Test bank

Digital Dashboard - Presents the manager with desktop graphs and charts, a computerized picture of where the company stands on all those metrics from the HR scorecard process
Outcome (1 point each):
Strategy Map - Helps the manager and each employee visualize and understand the role their department plays in achieving the company's strategic plan
Balanced Scorecard - Balances long- and short-term actions and measures of success relating to financial results, customers, internal business processes, and human capital management
Digital Dashboard - Enables the manager to take corrective action by visually highlighting areas of concern or strength.
 
19. Which of the following is the lowest level of HR certification currently available?
A) Certified Human Resource Leader (CHRL)
B) Certified Human Resource Consultant (CHRC)
C) Certified Professional in Human Resources (CPHR) or Certified Human Resource Professional (CHRP) in Ontario
D) Certified Human Resource Assistant (CHRA)
E) Certified Human Resource Expert (CHRE)
 
QuestionID: 01-19
Objective: 1.4—Describe professionalism and ethics in the HRM function.
 
Answer: C) Certified Professional in Human Resources (CPHR) or Certified Human Resource Professional (CHRP) in Ontario
 
20. As of 2016, in all provinces except _________, the CHRP designated was renamed.
A) Alberta
B) British Columbia
C) Ontario
D) Nova Scotia
E) Quebec
 
QuestionID: 01-20
Objective: 1.4—Describe professionalism and ethics in the HRM function.
 
Answer: C) Ontario
 
21. The highest level HR designation in Ontario is
A) Certified Human Resource Leader (CHRL).
B) Certified Human Resource Consultant (CHRC).
C) Certified Professional in Human Resources (CPHR).
D) Certified Human Resource Associate (CHRA).
E) Certified Human Resource Executive (CHRE).
 
QuestionID: 01-21
Objective: 1.4—Describe professionalism and ethics in the HRM function.
 
Answer: E) Certified Human Resource Executive (CHRE).
 
22. The Canadian Council of Human Resources Associations governs the human resources profession in all provinces except
A) British Columbia.
B) Nova Scotia.
C) Quebec.
D) Ontario.
E) Manitoba.
 
QuestionID: 01-22
Objective: 1.4—Describe professionalism and ethics in the HRM function.
 
Answer: D) Ontario.
 
23. Certified HRM professionals must abide by a uniform code of ethics to maintain professional status.
a True
b False
 
QuestionID: 01-23
Objective: 1.4—Describe professionalism and ethics in the HRM function.
 
Answer: a. True
 
24. What is corporate social responsibility?
A) A company's approach to balancing its commitments to investors, employees, customers, other businesses, and the community.
B) The political acuity of a company's social media presence.
C) A company's involvement in charitable organizations.
D) Concepts and techniques for maintaining political involvement.
E) A company's history of reporting and compliance.
 
QuestionID: 01-24
Objective: 1.4—Describe professionalism and ethics in the HRM function.
 
Answer: A) A company's approach to balancing its commitments to investors, employees, customers, other businesses, and the community.
 
25. Human resource managers can create more ethical environments through these two steps: instituting ethical policies and codes and enforcing the rules.
a True
b False
 
QuestionID: 01-25
Objective: 1.4 Describe professionalism and ethics in the HRM function.
 
Answer: a. True
 
26. HRM has evolved over the last few decades due to external environmental influences, such as globalization, technological changes, and environmental concerns, all of which drive the strategic focus of HRM.
a True
b False
 
QuestionID: 01-26
Objective: 1.5—Discuss the internal and external environmental factors affecting HRM policies and practices, and explain their impact.
 
Answer: a. True
 
27. Economic downturns are generally associated with
A) higher voluntary turnover.
B) lower unemployment rates.
C) skills shortages.
D) an overwhelming number of job applicants for vacancies.
E) more competition for qualified employees.
 
QuestionID: 01-27
Objective: 1.5—Discuss the internal and external environmental factors affecting HRM policies and practices, and explain their impact.
 
Answer: D) an overwhelming number of job applicants for vacancies.