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Question 1 (0.5 points)

 

 

 

 

 

 

 

 

 

The Canadian human rights act is about…

Question 1 options:

  It is discriminatory practice, directly or indirectly; (a) to refuse to emply or continue to employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.
  It is discriminatory practice, directly or indirectly; (a) to not refuse to emply or continue to employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.
  It is discriminatory practice, directly or indirectly; (a) to refuse to emply or not continue to employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.
  It is discriminatory practice, directly or indirectly; (a) to refuse to emply or continue to not employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.

 

Question 2 (0.5 points)

 

 

 

 

 

 

 

 

 

Recruitment is the process of…

Question 2 options:

  finding candidates for the vacant position and encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.
  not finding candidates for the vacant position and encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.
  finding candidates for the non vacant position and encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.
  finding candidates for the vacant position and not encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.

 

Question 3 (0.5 points)

 

 

 

 

 

 

 

 

 

The duty to accommodate is …

Question 3 options:

  The duty to accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.
  The non duty to accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.
  The duty to not accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.
  The duty to accommodate is the duty of employers to not make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.

 

Question 4 (0.5 points)

 

 

 

 

 

 

 

 

 

The Occupational Health and Safety Act entitles all employees to three fundamental rights: The right …

Question 4 options:

  to not know about health and safety matters. The right to participate in decisions that could affect their health and safety. The right to refuse work that could affect their health and safety and that of others..
  to know about health and safety matters. The right to not participate in decisions that could affect their health and safety. The right to refuse work that could affect their health and safety and that of others.
  to know about health and safety matters. The right to participate in decisions that could affect their health and safety. The right to refuse work that could affect their health and safety and that of others.
  to know about health and safety matters. The right to participate in decisions that could affect their health and safety. The right to refuse work that could not affect their health and safety and that of others.

 

Question 5 (0.5 points)

 

 

 

 

 

 

 

 

 

The goal of recruitment is to create a wide pool of qualified candidates from which one has to choose the …

Question 5 options:

  most non-qualified individual for the job. This approach draws big groups of individuals and encourages them to apply for open opportunities in a company.
  most qualified individual for the job. This approach do not draws big groups of individuals and encourages them to apply for open opportunities in a company.
  most qualified individual for the job. This approach draws big groups of individuals and encourages them to apply for open opportunities in a company.
  most qualified individual for the job. This approach draws big groups of individuals and not encourages them to apply for open opportunities in a company.

 

Question 6 (0.5 points)

 

 

 

 

 

 

 

 

 

Reliable tests produce …

Question 6 options:

  dependable, repeatable, and consistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.
  non-dependable, repeatable, and consistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.
  dependable, non-repeatable, and consistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.
  dependable, repeatable, and nonconsistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.

 

Question 7 (0.5 points)

 

 

 

 

 

 

 

 

 

Validity will tell you how …

Question 7 options:

  good a test is for a particular situation; reliability will tell you how trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is reliable, it may not be valid.
  good a test is for a non- particular situation; reliability will tell you how trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is reliable, it may not be valid.
  good a test is for a particular situation; reliability will tell you how not trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is reliable, it may not be valid.
  good a test is for a particular situation; reliability will tell you how trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is not reliable, it may not be valid.

 

Question 8 (0.5 points)

 

 

 

 

 

 

 

 

 

The Health and Safety at Work Act places a…

Question 8 options:

  no general duty on employers to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees. In practical terms, there are a number of measures employers must take in this regard.
  general duty on employers to not ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees. In practical terms, there are a number of measures employers must take in this regard.
  general duty on employers to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees. In practical terms, there are a number of measures employers must not take in this regard.
  general duty on employers to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees. In practical terms, there are a number of measures employers must take in this regard.

 

Question 9 (0.5 points)

 

 

 

 

 

 

 

 

 

Reliability and validity are both about how well a method measures something: Reliability refers to …

Question 9 options:

  the non- consistency of a measure (whether the results can be reproduced under the same conditions). Validity refers to the accuracy of a measure (whether the results really do represent what they are supposed to measure).
  the consistency of a measure (whether the results can be reproduced under the same conditions). Validity refers to the accuracy of a measure (whether the results really do represent what they are supposed to measure).
  the consistency of a measure (whether the results can be reproduced under the same conditions). Validity refers to the non-accuracy of a measure (whether the results really do represent what they are supposed to measure).
  the consistency of a non-measure (whether the results can be reproduced under the same conditions). Validity refers to the accuracy of a measure (whether the results really do represent what they are supposed to measure).

 

Question 10 (0.5 points)

 

 

 

 

 

 

 

 

 

Effective recruitment and selection can …

Question 10 options:

  not contribute towards an organization’s success. During the recruitment process, both internal and external sources of employees should be considered. This will increase the probability of organizations attracting a wide range of candidates.
  contribute towards an organization’s success. During the recruitment process, none of internal and external sources of employees should be considered. This will increase the probability of organizations attracting a wide range of candidates.
  contribute towards an organization’s success. During the recruitment process, both internal and external sources of employees should be considered. This will not increase the probability of organizations attracting a wide range of candidates.
  contribute towards an organization’s success. During the recruitment process, both internal and external sources of employees should be considered. This will increase the probability of organizations attracting a wide range of candidates.

 

Question 11 (0.5 points)

 

 

 

 

 

 

 

 

 

The scope of Recruitment and Selection includes the following operations: Dealing with the …

Question 11 options:

  non-excess or shortage of resources. Preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization
  excess or non-shortage of resources. Preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization
  excess or shortage of resources. Preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization
  excess or shortage of resources. Not preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization

 

Question 12 (0.5 points)

 

 

 

 

 

 

 

 

 

The Pay Equity Act is aimed at ameliorating systemic …

Question 12 options:

  non- gender-based discrimination in employer’s compensation practices and systems. The Act recognizes the wage gap in predominately female job classes and seeks to ensure equal pay for work of equal value, while also recognizing the diverse needs of employers.
  gender-based discrimination in employer’s compensation practices and systems. The Act do not recognizes the wage gap in predominately female job classes and seeks to ensure equal pay for work of equal value, while also recognizing the diverse needs of employers.
  gender-based discrimination in employer’s compensation practices and systems. The Act recognizes the wage gap in predominately female job classes and seeks to not ensure equal pay for work of equal value, while also recognizing the diverse needs of employers.
  gender-based discrimination in employer’s compensation practices and systems. The Act recognizes the wage gap in predominately female job classes and seeks to ensure equal pay for work of equal value, while also recognizing the diverse needs of employers.

 

Question 13 (0.5 points)

 

 

 

 

 

 

 

 

 

Under this regime of pay equity act, employers have to …

Question 13 options:

  not proactively examine their compensation practices. This is to ensure that they are providing equal pay to men and women doing work of equal value.
  proactively examine their compensation practices. This is to not ensure that they are providing equal pay to men and women doing work of equal value.
  proactively examine their compensation practices. This is to ensure that they are providing non- equal pay to men and women doing work of equal value.
  proactively examine their compensation practices. This is to ensure that they are providing equal pay to men and women doing work of equal value.

 

Question 14 (0.5 points)

 

 

 

 

 

 

 

 

 

The Employment Standards Code establishes Alberta’s minimum standards of employment …

Question 14 options:

  in many areas including payment of wages, hours of work, overtime, vacation and holidays, leaves and termination of employment. It does not establishes the processes by which an employee can seek recourse if the standards have not been met.
  in many areas including payment of wages, hours of work, overtime, vacation and holidays, leaves and termination of employment. It establishes the processes by which an employee cannot seek recourse if the standards have not been met.
  in many areas including payment of wages, hours of work, overtime, vacation and holidays, leaves and termination of employment. It establishes the processes by which an employee can seek recourse if the standards have been met.
  in many areas including payment of wages, hours of work, overtime, vacation and holidays, leaves and termination of employment. It establishes the processes by which an employee can seek recourse if the standards have not been met.

 

Question 15 (0.5 points)

 

 

 

 

 

 

 

 

 

Human rights are rights inherent to all …

Question 15 options:

  non-human beings, regardless of race, sex, nationality, ethnicity, language, religion, or any other status. Human rights include the right to life and liberty, freedom from slavery and torture, freedom of opinion and expression, the right to work and education, and many more.
  human beings, regardless of nonrace, sex, nationality, ethnicity, language, religion, or any other status. Human rights include the right to life and liberty, freedom from slavery and torture, freedom of opinion and expression, the right to work and education, and many more.
  human beings, regardless of race, nonsex, nationality, ethnicity, language, religion, or any other status. Human rights include the right to life and liberty, freedom from slavery and torture, freedom of opinion and expression, the right to work and education, and many more.
  human beings, regardless of race, sex, nationality, ethnicity, language, religion, or any other status. Human rights include the right to life and liberty, freedom from slavery and torture, freedom of opinion and expression, the right to work and education, and many more.

 

Question 16 (0.5 points)

 

 

 

 

 

 

 

 

 

The Selection is the process of choosing …

Question 16 options:

  the most suitable candidate for the non-vacant position in the organization. In other words, selection means weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization.
  the most suitable candidate for the vacant position in the organization. In other words, selection means weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization.
  the most suitable candidate for the vacant position in the organization. In other words, selection means not weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization.
  the most suitable candidate for the vacant position in the organization. In other words, selection means weeding out suitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization.

 

Question 17 (0.5 points)

 

 

 

 

 

 

 

 

 

The purpose of the ESA is to protect …

Question 17 options:

  non-employees from receiving less than the minimum that is required. It is important to note that it is within the employer’s power to provide the employee with more than the minimum the ESA outlines.
  employees from receiving less than the minimum that is required. It is important to note that it is within the employer’s power to provide the employee with more than the minimum the ESA outlines.
  employees from receiving more than the minimum that is required. It is important to note that it is within the employer’s power to provide the employee with more than the minimum the ESA outlines.
  employees from receiving less than the minimum that is required. It is not important to note that it is within the employer’s power to provide the employee with more than the minimum the ESA outlines.

 

Question 18 (0.5 points)

 

 

 

 

 

 

 

 

 

Employers must ensure that any selection tests are …

Question 18 options:

  reliable and valid, yielding consistent results that predict success on the job; if not, discrimination claims are likely to ensue.
  not reliable and valid, yielding consistent results that predict success on the job; if not, discrimination claims are likely to ensue.
  reliable and non- valid, yielding consistent results that predict success on the job; if not, discrimination claims are likely to ensue.
  reliable and valid, not yielding consistent results that predict success on the job; if not, discrimination claims are likely to ensue.

 

Question 19 (0.5 points)

 

 

 

 

 

 

 

 

 

The Employment Standards Act sets the …

Question 19 options:

  non-minimum standards for wages and conditions of employment that apply in most workplaces in British Columbia. For those employees who are covered by a union collective agreement, the agreement supersedes the Act.
  minimum standards for wages and conditions of employment that do not apply in most workplaces in British Columbia. For those employees who are covered by a union collective agreement, the agreement supersedes the Act.
  minimum standards for wages and conditions of employment that apply in most workplaces in British Columbia. For those employees who are covered by a union collective agreement, the agreement supersedes the Act.
  minimum standards for wages and conditions of employment that apply in most workplaces in British Columbia. For those employees who are not covered by a union collective agreement, the agreement supersedes the Act.

 

Question 20 (0.5 points)

 

 

 

 

 

 

 

 

 

Validity is the main extent to which a concept, conclusion or measurement is …

Question 20 options:

  not well-founded and likely corresponds accurately to the real world. The word “valid” is derived from the Latin validus, meaning strong.
  well-founded and likely corresponds accurately to the real world. The word “valid” is derived from the Latin validus, meaning strong.
  well-founded and likely not corresponds accurately to the real world. The word “valid” is derived from the Latin validus, meaning strong.
  well-founded and likely corresponds non accurately to the real world. The word “valid” is derived from the Latin validus, meaning strong.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Question 1 (0.5 points)

 

 

 

 

 

 

 

 

 

The Canadian human rights act is about…

Question 1 options:

  It is discriminatory practice, directly or indirectly; (a) to refuse to emply or continue to employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.
  It is discriminatory practice, directly or indirectly; (a) to not refuse to emply or continue to employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.
  It is discriminatory practice, directly or indirectly; (a) to refuse to emply or not continue to employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.
  It is discriminatory practice, directly or indirectly; (a) to refuse to emply or continue to not employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.

 

Question 2 (0.5 points)

 

 

 

 

 

 

 

 

 

Recruitment is the process of…

Question 2 options:

  finding candidates for the vacant position and encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.
  not finding candidates for the vacant position and encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.
  finding candidates for the non vacant position and encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.
  finding candidates for the vacant position and not encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.

 

Question 3 (0.5 points)

 

 

 

 

 

 

 

 

 

The duty to accommodate is …

Question 3 options:

  The duty to accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.
  The non duty to accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.
  The duty to not accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.
  The duty to accommodate is the duty of employers to not make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.

 

Question 4 (0.5 points)

 

 

 

 

 

 

 

 

 

The Occupational Health and Safety Act entitles all employees to three fundamental rights: The right …

Question 4 options:

  to not know about health and safety matters. The right to participate in decisions that could affect their health and safety. The right to refuse work that could affect their health and safety and that of others..
  to know about health and safety matters. The right to not participate in decisions that could affect their health and safety. The right to refuse work that could affect their health and safety and that of others.
  to know about health and safety matters. The right to participate in decisions that could affect their health and safety. The right to refuse work that could affect their health and safety and that of others.
  to know about health and safety matters. The right to participate in decisions that could affect their health and safety. The right to refuse work that could not affect their health and safety and that of others.

 

Question 5 (0.5 points)

 

 

 

 

 

 

 

 

 

The goal of recruitment is to create a wide pool of qualified candidates from which one has to choose the …

Question 5 options:

  most non-qualified individual for the job. This approach draws big groups of individuals and encourages them to apply for open opportunities in a company.
  most qualified individual for the job. This approach do not draws big groups of individuals and encourages them to apply for open opportunities in a company.
  most qualified individual for the job. This approach draws big groups of individuals and encourages them to apply for open opportunities in a company.
  most qualified individual for the job. This approach draws big groups of individuals and not encourages them to apply for open opportunities in a company.

 

Question 6 (0.5 points)

 

 

 

 

 

 

 

 

 

Reliable tests produce …

Question 6 options:

  dependable, repeatable, and consistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.
  non-dependable, repeatable, and consistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.
  dependable, non-repeatable, and consistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.
  dependable, repeatable, and nonconsistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.

 

Question 7 (0.5 points)

 

 

 

 

 

 

 

 

 

Validity will tell you how …

Question 7 options:

  good a test is for a particular situation; reliability will tell you how trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is reliable, it may not be valid.
  good a test is for a non- particular situation; reliability will tell you how trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is reliable, it may not be valid.
  good a test is for a particular situation; reliability will tell you how not trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is reliable, it may not be valid.
  good a test is for a particular situation; reliability will tell you how trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is not reliable, it may not be valid.

 

Question 8 (0.5 points)

 

 

 

 

 

 

 

 

 

The Health and Safety at Work Act places a…

Question 8 options:

  no general duty on employers to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees. In practical terms, there are a number of measures employers must take in this regard.
  general duty on employers to not ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees. In practical terms, there are a number of measures employers must take in this regard.
  general duty on employers to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees. In practical terms, there are a number of measures employers must not take in this regard.
  general duty on employers to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their employees. In practical terms, there are a number of measures employers must take in this regard.

 

Question 9 (0.5 points)

 

 

 

 

 

 

 

 

 

Reliability and validity are both about how well a method measures something: Reliability refers to …

Question 9 options:

  the non- consistency of a measure (whether the results can be reproduced under the same conditions). Validity refers to the accuracy of a measure (whether the results really do represent what they are supposed to measure).
  the consistency of a measure (whether the results can be reproduced under the same conditions). Validity refers to the accuracy of a measure (whether the results really do represent what they are supposed to measure).
  the consistency of a measure (whether the results can be reproduced under the same conditions). Validity refers to the non-accuracy of a measure (whether the results really do represent what they are supposed to measure).
  the consistency of a non-measure (whether the results can be reproduced under the same conditions). Validity refers to the accuracy of a measure (whether the results really do represent what they are supposed to measure).

 

Question 10 (0.5 points)

 

 

 

 

 

 

 

 

 

Effective recruitment and selection can …

Question 10 options:

  not contribute towards an organization’s success. During the recruitment process, both internal and external sources of employees should be considered. This will increase the probability of organizations attracting a wide range of candidates.
  contribute towards an organization’s success. During the recruitment process, none of internal and external sources of employees should be considered. This will increase the probability of organizations attracting a wide range of candidates.
  contribute towards an organization’s success. During the recruitment process, both internal and external sources of employees should be considered. This will not increase the probability of organizations attracting a wide range of candidates.
  contribute towards an organization’s success. During the recruitment process, both internal and external sources of employees should be considered. This will increase the probability of organizations attracting a wide range of candidates.

 

Question 11 (0.5 points)

 

 

 

 

 

 

 

 

 

The scope of Recruitment and Selection includes the following operations: Dealing with the …

Question 11 options:

  non-excess or shortage of resources. Preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization
  excess or non-shortage of resources. Preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization
  excess or shortage of resources. Preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization
  excess or shortage of resources. Not preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization

 

Question 12 (0.5 points)

 

 

 

 

 

 

 

 

 

The Pay Equity Act is aimed at ameliorating systemic …

Question 12 options:

  non- gender-based discrimination in employer’s compensation practices and systems. The Act recognizes the wage gap in predominately female job classes and seeks to ensure equal pay for work of equal value, while also recognizing the diverse needs of employers.
  gender-based discrimination in employer’s compensation practices and systems. The Act do not recognizes the wage gap in predominately female job classes and seeks to ensure equal pay for work of equal value, while also recognizing the diverse needs of employers.
  gender-based discrimination in employer’s compensation practices and systems. The Act recognizes the wage gap in predominately female job classes and seeks to not ensure equal pay for work of equal value, while also recognizing the diverse needs of employers.
  gender-based discrimination in employer’s compensation practices and systems. The Act recognizes the wage gap in predominately female job classes and seeks to ensure equal pay for work of equal value, while also recognizing the diverse needs of employers.

 

Question 13 (0.5 points)

 

 

 

 

 

 

 

 

 

Under this regime of pay equity act, employers have to …

Question 13 options:

  not proactively examine their compensation practices. This is to ensure that they are providing equal pay to men and women doing work of equal

 

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