Reference no: EM13701600

11. Employment Insurance ("EI") a. refers to a clause in a collective agreement requiring no layoffs during the term of the contract. b. is paid for by the employer, with no deductions from employee compensation. c. requires that an employee not sue his/her employer for job loss or layoff. d. was called "Unemployment Insurance" until the middle of the last decade. e. is the single largest expense among all forms of indirect compensation. 12. Material Safety Data Sheets a. have been replaced by WHMIS procedures. b. are one of the requirements of the WHMIS regime. c. have been shifted to internet access and are no longer required to physically accompany the materials they describe. d. deal with compressed gases and flammable/combustible material but not with other classes of hazardous materials. e. are quite limited in their usefulness.
13. Training and staffing a. are the primary HR activities that should be used to increase employee motivation. b. should be used in combination to assure the desired level and mix of employee capabilities. c. are really two words referring to the same set of activities. d. are much less important today than they were a generation ago. e. can be minimized through a teleconferencing program.
14. Which of the following is not an important element in the legal framework for employment? a. employment standards legislation. b. human rights codes c. Workers' Compensation laws d. The Charter of Rights and Freedoms e. All of the above are important elements in the legal frameword for employment.
Human Resource Management 2014
15. Assessment centres are not widely used, although there are some situations in which they can be quite effective. Why are they not more widely used? a. It is difficult to determine the circumstances under which they will work. b. It is difficult to avoid the charge of illegal discrimination that poor assessments often attract. c. Assessment centres are relatively expensive and time-consuming. d. The validity of assessment centres is generally lower than the validity of common techniques such as the selection interview. e. Employees who are awarded a lesser raise than others find assessment centres highly inequitable.
16. "Outplacement programs" a. is simply another term for layoff. b. are expenses that can be avoided, with little risk to ongoing operations. c. emphasize both emotional support and practical assistance to people who have lost their jobs. d. are no longer as widely used as they were a generation ago. e. have replaced voluntary turnover as the most common form of employee separation
17. The most common reason organizations to initially adopt performance appraisal is to provide a basis for: a. career development b. training needs assessment c. pay-for-performance policies d. validation of selection procedures e. 360-degree appraisal regimes
18. The difference between training and development is that: a. training focuses on present jobs while development focuses on future jobs, as well. b. training tends to be individually focused while development includes a work group or organizational dimension. c. training emphasizes current skill requirements while development includes future needs as well. d. all of the above are true.
19. Employee Assistance Plans a. have generally been found to be cost-effective. b. provide a constructive response for employers when they are dealing with a troubled employee c. often have been precipitated by concerns with employee problems in the area of substance abuse (alcohol, in particular). d. provide a confidential resource for an employee who might otherwise be concerned about his/her difficulties becoming widely known in the organization and compromising their future. e. all of the above.

20. Which of the following should employers reject as a potential selection technique, based on current evidence? a. work sample b. structured interview c. aptitude test d. graphology e. assessment centre