COMM 203: Final Exam Questions with
Guaranteed Pass Solutions 2025-2026
Updated.
HRM - Answer Human Resource Management consists of an organization's "people
practices", which are the policies, practices, and systems that influence employee’s behavior,
attitudes, and performance.
HRM Practices - Answer 1. Analysis and design of work
2. Workforce Planning
3. Recruiting
4. Selection
5. Training, learning, and development
6. Performance Management
7. Total Rewards
8. Employee and Labour Relations
Strategic HRM - Answer Aligning HRM strategy with the organizational strategy - helps
organization achieve its strategic objectives.
Administrative HRM - Answer Processing payroll, recruiting new employees, etc. - where HR
departments spend the most time.
Corporate Strategy & HRM - Answer HRM helps in executing and formulating corporate
strategies.
Example: Costco's corporate strategy is to pay employees higher wage than its competitors to
have a strategic advantage.
,Reasons to focus on Corporate Strategy - Answer 1. Productivity improvement
2. Expanding into global markets.
3. Outsourcing
4. Mergers & Acquisition
Labour Force - Answer Includes internal labour force (i.e. an organization's workers) and
external labour force.
Internal Macro Factors - Answer 1. Organizational culture: Core values, beliefs, and
assumptions shared by members of an organization.
2. Organizational climate: Prevailing atmosphere and its impact on employees.
External Macro Factors - Answer Labour market issues/trends, demographic trends, and
diversity.
Ex: Demographic trends include considering the population growth (i.e. impact of immigration)
and age of the workforce (i.e. Baby boomers).
An Aging Workforce - Answer Canada's population and labour force are aging - only age
group growing is 55+; 15-24 and 25-54 will be proportionately smaller, which means less young
talent available in the market.
Diversity and Skills Deficiencies - Answer 1. A diverse workforce: Canada's population and
workforce is growing more diverse, which means the implementation of Employment equity
groups that represent minorities.
2. Skill deficiencies of the workforce: Shift from physical strength to mathematical, verbal and
interpersonal skills - require technical skills to work with technology.
What is a High-Performance Work System - Answer A high-performance work system is one
that relies on the knowledge of its workers, has great employee engagement, emphasis on
teamwork, and increasing levels of education.
How is the Employment Relationship Changing? - Answer Companies want top performers
and employees to take more responsibility and work longer hours.
, Employees want flexible work schedules, more control/responsibility over their jobs and further
training and development opportunities.
7 best practices of HRM - Answer 1. Provide employment security
2. Hire strategically: Emphasize on hiring people who have the skills that are hard to train,
including interpersonal skills and think of their cultural fit.
3. Use self-managed teams: With more responsibility comes higher motivation and greater
productivity.
4. Compensate well: Higher overall compensation than market/competitors.
5. Train appropriately: How much, is it necessary?
6. Reduce status differences: Reducing wage inequality.
7. Share information: Be as transparent as possible.
Chapter 2: Legal Context for HRM and Creating a Safe and Healthy Work Environment - Answer
Valuing Diversity and Inclusion - Answer A diverse workplace provides a competitive
advantage and creates an environment where individuals feel valued, respected and able to
perform up to their full potential.
Canada's Legal Framework - Answer 1. Constitutional Law: Charter of Rights and Freedoms
2. Legislated Acts of Parliament and Regulations: Employee Standards Act
3. Common Law: Judicial precedents (e.g. severance guidelines vs. severance laws)
4. Contact Law: Collective agreements/employement contracts and non-compete contracts.
Legal Framework for HRM - Answer Federal (6%): Includes banks, air transportation, radio
and broadcasting, first nations, etc.
Guaranteed Pass Solutions 2025-2026
Updated.
HRM - Answer Human Resource Management consists of an organization's "people
practices", which are the policies, practices, and systems that influence employee’s behavior,
attitudes, and performance.
HRM Practices - Answer 1. Analysis and design of work
2. Workforce Planning
3. Recruiting
4. Selection
5. Training, learning, and development
6. Performance Management
7. Total Rewards
8. Employee and Labour Relations
Strategic HRM - Answer Aligning HRM strategy with the organizational strategy - helps
organization achieve its strategic objectives.
Administrative HRM - Answer Processing payroll, recruiting new employees, etc. - where HR
departments spend the most time.
Corporate Strategy & HRM - Answer HRM helps in executing and formulating corporate
strategies.
Example: Costco's corporate strategy is to pay employees higher wage than its competitors to
have a strategic advantage.
,Reasons to focus on Corporate Strategy - Answer 1. Productivity improvement
2. Expanding into global markets.
3. Outsourcing
4. Mergers & Acquisition
Labour Force - Answer Includes internal labour force (i.e. an organization's workers) and
external labour force.
Internal Macro Factors - Answer 1. Organizational culture: Core values, beliefs, and
assumptions shared by members of an organization.
2. Organizational climate: Prevailing atmosphere and its impact on employees.
External Macro Factors - Answer Labour market issues/trends, demographic trends, and
diversity.
Ex: Demographic trends include considering the population growth (i.e. impact of immigration)
and age of the workforce (i.e. Baby boomers).
An Aging Workforce - Answer Canada's population and labour force are aging - only age
group growing is 55+; 15-24 and 25-54 will be proportionately smaller, which means less young
talent available in the market.
Diversity and Skills Deficiencies - Answer 1. A diverse workforce: Canada's population and
workforce is growing more diverse, which means the implementation of Employment equity
groups that represent minorities.
2. Skill deficiencies of the workforce: Shift from physical strength to mathematical, verbal and
interpersonal skills - require technical skills to work with technology.
What is a High-Performance Work System - Answer A high-performance work system is one
that relies on the knowledge of its workers, has great employee engagement, emphasis on
teamwork, and increasing levels of education.
How is the Employment Relationship Changing? - Answer Companies want top performers
and employees to take more responsibility and work longer hours.
, Employees want flexible work schedules, more control/responsibility over their jobs and further
training and development opportunities.
7 best practices of HRM - Answer 1. Provide employment security
2. Hire strategically: Emphasize on hiring people who have the skills that are hard to train,
including interpersonal skills and think of their cultural fit.
3. Use self-managed teams: With more responsibility comes higher motivation and greater
productivity.
4. Compensate well: Higher overall compensation than market/competitors.
5. Train appropriately: How much, is it necessary?
6. Reduce status differences: Reducing wage inequality.
7. Share information: Be as transparent as possible.
Chapter 2: Legal Context for HRM and Creating a Safe and Healthy Work Environment - Answer
Valuing Diversity and Inclusion - Answer A diverse workplace provides a competitive
advantage and creates an environment where individuals feel valued, respected and able to
perform up to their full potential.
Canada's Legal Framework - Answer 1. Constitutional Law: Charter of Rights and Freedoms
2. Legislated Acts of Parliament and Regulations: Employee Standards Act
3. Common Law: Judicial precedents (e.g. severance guidelines vs. severance laws)
4. Contact Law: Collective agreements/employement contracts and non-compete contracts.
Legal Framework for HRM - Answer Federal (6%): Includes banks, air transportation, radio
and broadcasting, first nations, etc.
