COMM 203 HRM Ch.1-5 Questions and
All Correct Answers 2026 Updated.
Which of the following is NOT a right of employees under occupational health and safety
legislation? A) right to know about hazards. B) right to participate in identifying and resolving
job-related safety and health programs. C) right to refuse dangerous work. D) right to ignore
safety protocols if they are overly cumbersome. E) None of the above. - Answer d
The recruitment manager of a women's apparel retailer insists on hiring women for its sales
positions. Under human rights legislation in Canada this is illegal. However, human rights
legislation allows employers to discriminate if employment preferences are based on: A)
unintentional discrimination B) bona fide occupational requirements C) reasonable
accommodation D) differential treatment E) unequal treatment - Answer b
When labour demand exceeds supply, the following is a possible solution: A) Scheduling
overtime hours B) Hiring temporary employees C) External recruitment D) Temporarily
outsourcing the work required E) All of the above - Answer e
Filling open positions with inside candidates may produce all of the following advantages
EXCEPT: A) rewarding high performing employees B) lower recruitment costs C) an influx of new
ideas D) lower orientation costs E) providing managers with a longer-term perspective on
candidates when making decisions - Answer c
When an organization is better than competitors at something, and can hold that advantage
over a sustained period of time, it is said to have a: A. differentiated focus. B. sustainable
competitive advantage. C. core competency. D. low-cost competitive advantage. E. None of the
choices are correct. - Answer b
Which one of the following refers to the process of getting detailed information about jobs? A.
Job design B. Recruitment C. Selection D. Job analysis E. Performance management - Answer
d
The first step in the workforce planning process is forecasting. - Answer true
Which of the following is an advantage of relying on internal recruitment sources? A. Internal
recruitment sources promote increased diversity. B. Using internal recruitment creates group
think. C. They are generally cheaper and faster than looking outside the organization. D. For
entry-level positions, there will always be many recruits from which to select. E. All of the
choices are advantages of relying on internal recruitment sources. - Answer c
A transitional matrix is a statistical procedure requiring no human judgement that is used to
forecast labour supply. - Answer false
, Which of the following is NOT a stage of workforce planning? A. Strategic planning B. Goal
setting C. Forecasting D. Turnover reduction E. Actually, all of the choices are stages of
workforce planning. - Answer d
job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that
an individual must have to perform a particular job. - Answer true
Which of the following refers to a list of the tasks, duties, and responsibilities that a particular
job entails? A. Competency requirements B. Job design requirements C. Work flow analysis
requirements D. Job description E. Job analysis requirements - Answer d
Which of the following options is slow in getting results, but has the benefit of being low in
suffering caused? A. Attrition B. Downsizing C. Pay reductions D. Transfers E. Demotions -
Answer a
All but one of the following enhances recruiter impact. Name the exception. A. Recruiters
should provide timely feedback. B. Recruiters play a strategic role on the recruiting team. C. Use
individual recruiters rather than recruitment teams. D. Recruit with teams rather than individual
recruiters. E. All of the choices enhance recruiter effectiveness. - Answer c
A pure focus on efficiency is usually enough to make jobs motivating to employees. - Answer
false
To achieve high quality performance, organizations have to understand and match _______ and
_________. A. job requirements people B. job design; work flow C. job analysis; work flow D.
work flow; people E. job descriptions; job specifications - Answer a
A bona fide occupational requirement (BFOR) must be:A.an industry-wide, recognized practice.
B. a necessary, not merely preferred, qualification for performing a job. C. acceptable to all
managers and supervisors. D. acceptable to all employees. E. All of the choices are correct. -
Answer b
All of the following are prohibited grounds of discrimination under federal legislation, EXCEPT:
A. Religion B. Gender identity C. physical attractiveness D. Age - Answer c
What is "job analysis" and how is it conducted? Why is it so fundamental to the various
components of human resource management? - Answer Job analysis is the process of
systematically studying jobs to better understand the jobresponsibilities, requirements, and the
conditions under which work is performed. It isfundamental to various components of human
resource management because understanding thejob is fundamental to most HR functions. For
example, employee selection requires matching acandidate to the competencies needed to do
All Correct Answers 2026 Updated.
Which of the following is NOT a right of employees under occupational health and safety
legislation? A) right to know about hazards. B) right to participate in identifying and resolving
job-related safety and health programs. C) right to refuse dangerous work. D) right to ignore
safety protocols if they are overly cumbersome. E) None of the above. - Answer d
The recruitment manager of a women's apparel retailer insists on hiring women for its sales
positions. Under human rights legislation in Canada this is illegal. However, human rights
legislation allows employers to discriminate if employment preferences are based on: A)
unintentional discrimination B) bona fide occupational requirements C) reasonable
accommodation D) differential treatment E) unequal treatment - Answer b
When labour demand exceeds supply, the following is a possible solution: A) Scheduling
overtime hours B) Hiring temporary employees C) External recruitment D) Temporarily
outsourcing the work required E) All of the above - Answer e
Filling open positions with inside candidates may produce all of the following advantages
EXCEPT: A) rewarding high performing employees B) lower recruitment costs C) an influx of new
ideas D) lower orientation costs E) providing managers with a longer-term perspective on
candidates when making decisions - Answer c
When an organization is better than competitors at something, and can hold that advantage
over a sustained period of time, it is said to have a: A. differentiated focus. B. sustainable
competitive advantage. C. core competency. D. low-cost competitive advantage. E. None of the
choices are correct. - Answer b
Which one of the following refers to the process of getting detailed information about jobs? A.
Job design B. Recruitment C. Selection D. Job analysis E. Performance management - Answer
d
The first step in the workforce planning process is forecasting. - Answer true
Which of the following is an advantage of relying on internal recruitment sources? A. Internal
recruitment sources promote increased diversity. B. Using internal recruitment creates group
think. C. They are generally cheaper and faster than looking outside the organization. D. For
entry-level positions, there will always be many recruits from which to select. E. All of the
choices are advantages of relying on internal recruitment sources. - Answer c
A transitional matrix is a statistical procedure requiring no human judgement that is used to
forecast labour supply. - Answer false
, Which of the following is NOT a stage of workforce planning? A. Strategic planning B. Goal
setting C. Forecasting D. Turnover reduction E. Actually, all of the choices are stages of
workforce planning. - Answer d
job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that
an individual must have to perform a particular job. - Answer true
Which of the following refers to a list of the tasks, duties, and responsibilities that a particular
job entails? A. Competency requirements B. Job design requirements C. Work flow analysis
requirements D. Job description E. Job analysis requirements - Answer d
Which of the following options is slow in getting results, but has the benefit of being low in
suffering caused? A. Attrition B. Downsizing C. Pay reductions D. Transfers E. Demotions -
Answer a
All but one of the following enhances recruiter impact. Name the exception. A. Recruiters
should provide timely feedback. B. Recruiters play a strategic role on the recruiting team. C. Use
individual recruiters rather than recruitment teams. D. Recruit with teams rather than individual
recruiters. E. All of the choices enhance recruiter effectiveness. - Answer c
A pure focus on efficiency is usually enough to make jobs motivating to employees. - Answer
false
To achieve high quality performance, organizations have to understand and match _______ and
_________. A. job requirements people B. job design; work flow C. job analysis; work flow D.
work flow; people E. job descriptions; job specifications - Answer a
A bona fide occupational requirement (BFOR) must be:A.an industry-wide, recognized practice.
B. a necessary, not merely preferred, qualification for performing a job. C. acceptable to all
managers and supervisors. D. acceptable to all employees. E. All of the choices are correct. -
Answer b
All of the following are prohibited grounds of discrimination under federal legislation, EXCEPT:
A. Religion B. Gender identity C. physical attractiveness D. Age - Answer c
What is "job analysis" and how is it conducted? Why is it so fundamental to the various
components of human resource management? - Answer Job analysis is the process of
systematically studying jobs to better understand the jobresponsibilities, requirements, and the
conditions under which work is performed. It isfundamental to various components of human
resource management because understanding thejob is fundamental to most HR functions. For
example, employee selection requires matching acandidate to the competencies needed to do
