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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) Job performance Behaviour that is Question 2 options: relevant to accomplishing the goals of an organization sets of related behaviours that are derived from an organizations goals and linked to successful job performance The set of job performance behaviours that is relevant to the goals of the organization which a person works a workers behavioural actions to changes in a work system or work role Question 3 (0.5 points) Although a test can be reliable … Question 3 options: without being not valid, it cannot be valid without being reliable. If a test is inconsistent in its measurements, we cannot say it is measuring what it is intended to measure and, therefore, it is considered invalid. without being valid, it cannot be non-valid without being reliable. If a test is inconsistent in its measurements, we cannot say it is measuring what it is intended to measure and, therefore, it is considered invalid. without being valid, it cannot be valid without being reliable. If a test is inconsistent in its measurements, we cannot say it is measuring what it is intended to measure and, therefore, it is considered invalid. without being valid, it cannot be valid without being reliable. If a test is inconsistent in its measurements, we cannot say it is measuring what it is not intended to measure and, therefore, it is considered invalid. Question 4 (0.5 points) Which of the following best defines a job position? Question 4 options: a collection of positions with related job activities and duties the different duties and responsibilities performed by one employee the knowledge, skills, and abilities required to perform work the tasks, duties, and responsibilities associated with work Question 5 (0.5 points) The Employment Standards Act sets the … Question 5 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 6 (0.5 points) Which of the following is an example of indirect discrimination? Question 6 options: an unsubstantiated requirement for local market experience a requirement that an attendant in a women’s locker room must be female a minimum score on certain employment tests a minimum height or weight requirement for police forces Question 7 (0.5 points) Reliable tests produce … Question 7 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 8 (0.5 points) Ann, who is four feet five inches tall, met with the manager of a liquor store to discuss employment as a cashier. The manager seemed receptive, and Ann left the store with the impression that the manager would call to arrange training. However, the manager hired someone else. When Ann asked, the manager said Ann was too short to do the job. What protection does Ann have under human rights law in this situation? Question 8 options: She is protected on the grounds of sex. She is protected on the grounds of physical disability. She is protected on the grounds of national origin. She is protected on the grounds of source of income. Question 9 (0.5 points) What is the definition of Relative rating system Question 9 options: Compare the performance of one worker with an absolute standard of performance a subjective measurement system that compares the overall performance of one employee to that of others to establish a rank order of employment performance Ratings/rankings made by supervisors, peers, or others that are used in assessing individual job performance Production, sales, and personnel data used in assessing individual job performance the concept that a single criterion measures reflects overall job success 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) Employers must ensure that any selection tests are … Question 11 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 12 (0.5 points) What is the definition of Subjective performance measures Ratings/rankings made by supervisors, peers, or others that are used in assessing individual job performance Question 12 options: Compare the performance of one worker with an absolute standard of performance a subjective measurement system that compares the overall performance of one employee to that of others to establish a rank order of employment performance Ratings/rankings made by supervisors, peers, or others that are used in assessing individual job performance Production, sales, and personnel data used in assessing individual job performance the concept that a single criterion measures reflects overall job success Question 13 (0.5 points) Which of the following terms refers to the equal application of hiring policies or practices that result in a disproportionate number of a certain gender, racial group, or religious group being excluded? Question 13 options: systemic discrimination reasonable accommodation undue hardship bona fide hiring practices Question 14 (0.5 points) Which of the following is the most important criterion for choosing a job analysis method? Question 14 options: validity availability standardization credibility Question 15 (0.5 points) To which of the following designated groups does employment equity apply? Question 15 options: women, visible minorities, Aboriginal peoples, and people with disabilities visible minorities, Aboriginal peoples, and people with disabilities immigrants, First Nations people, and people with physical handicaps Aboriginal peoples, people with disabilities, and international students Question 16 (0.5 points) The reliability of an assessment tool is the … Question 16 options: non- extent to which it consistently and accurately measures learning. The validity of an assessment tool is the extent by which it measures what it was designed to measure. extent to which it consistently and not accurately measures learning. The validity of an assessment tool is the extent by which it measures what it was designed to measure. extent to which it not consistently and accurately measures learning. The validity of an assessment tool is the extent by which it measures what it was designed to measure. extent to which it consistently and accurately measures learning. The validity of an assessment tool is the extent by which it measures what it was designed to measure. Question 17 (0.5 points) The Pay Equity Act is aimed at ameliorating systemic … Question 17 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 18 (0.5 points) Human rights are rights inherent to all … Question 18 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 19 (0.5 points) An effective recruitment and selection policy not … Question 19 options: only fulfills the requirements of a job but also ensures that an organization will continue to maintain its commitment to providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible candidates for your organization. only fulfills the requirements of a job but also do not ensures that an organization will continue to maintain its commitment to providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible candidates for your organization. only fulfills the requirements of a job but also ensures that an organization will not continue to maintain its commitment to providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible candidates for your organization. only fulfills the requirements of a job but also ensures that an organization will continue to not maintain its commitment to providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible candidates for your organization. Question 20 (0.5 points) What is the intent of the federal Employment Equity Act? Question 20 options: to promote equal pay for male and female employees to remove employment barriers for women, Aboriginal peoples, persons with disabilities, and visible minorities to ensure employees are able to join a union of their choice to prohibit discrimination on the grounds of race, colour, religion, age, gender, marital status, disability, or sexual orientation Question 21 (0.5 points) Reliability and Validity are the two .. Question 21 options: key characteristics that interviews have to have to be a suitable method for selection. They measure if the chosen methods provide consistent results and if they adequately measure the characteristic they are looking at. key characteristics that non-interviews have to have to be a suitable method for selection. They measure if the chosen methods provide consistent results and if they adequately measure the characteristic they are looking at. key characteristics that interviews have to have to be a non suitable method for selection. They measure if the chosen methods provide consistent results and if they adequately measure the characteristic they are looking at. key characteristics that interviews have to have to be a suitable method for selection. They measure if the chosen methods provide non consistent results and if they adequately measure the characteristic they are looking at. Question 22 (0.5 points) Reliability is the degree to which a measuring … Question 22 options: instrument gives consistent results. The degree to which a measuring instrument can accurately measure that which it is designed to measure is called validity. The quality of research is often evaluated by its validity and reliability. instrument gives non consistent results. The degree to which a measuring instrument can accurately measure that which it is designed to measure is called validity. The quality of research is often evaluated by its validity and reliability. instrument gives consistent results. The degree to which a measuring instrument cannot accurately measure that which it is designed to measure is called validity. The quality of research is often evaluated by its validity and reliability. instrument gives consistent results. The degree to which a measuring instrument can accurately measure that which it is designed to not measure is called validity. The quality of research is often evaluated by its validity and reliability. Question 23 (0.5 points) What is self-selecting out? Question 23 options: When candidates decide they no longer want to work in an organization for which they are being recruited. A procedure designed to reduce turnover and increase satisfaction among newcomers to an organization by providing job candidates with accurate information about the job and the organization. The first step of the selection process that involves identifying individuals from the applicant pool who lack the minimum qualifications for the target position(s). The proportion of applicants for one or more positions who are hired. Question 24 (0.5 points) What source of data is NOT typically used in a job analysis? Question 24 options: employees managers shareholders supervisors Question 25 (0.5 points) You are the HR person for a small enterprise in charge of hiring as part of an expansion. Which of the following questions would you ask prior to collecting information in a job analysis? Question 25 options: How will the company’s mission, vision, and values affect selection needs? What do you wish your new hires to accomplish? What do people who hold similar jobs think about the knowledge, skills, abilities, and other attributes needed? Will the employees do different things on different days? Question 26 (0.5 points) In order to NOT be accused of discrimination, what should the employer have established prior to conducting medical exams on bus drivers? Question 26 options: that the absence of arthritis was a bona fide occupational requirement for private bus drivers that the medical exam was well established and valid as a screening and selection tool that the medical exam was consistent and reliable as a screening and selection tool that physical ability was a bona fide occupational requirement for a private bus driver Question 27 (0.5 points) The scope of Recruitment and Selection includes the following operations: Dealing with the … Question 27 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 28 (0.5 points) Under this regime of pay equity act, employers have to … Question 28 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 29 (0.5 points) An employer is not required to face which of the following challenges in providing accommodation to eliminate practices that prevent job equity for disadvantaged groups? Question 29 options: additional costs undue hardship negative reaction from other employees administrative difficulties Question 30 (0.5 points) Which of the following is NOT a step in developing and implementing an employment equity plan? Question 30 options: Monitor the changing composition of the internal work force over time. Obtain government support for the employment equity effort. Set representative targets for designated groups based on availability of qualified workers. Make necessary changes to the employment equity intervention to bring designated groups up to future targets. Question 31 (0.5 points) The purpose of the ESA is to protect … Question 31 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 32 (0.5 points) Job Performance Domain are important in recruitment process because of Question 32 options: the degree to which the criterion measure captures behaviours or competencies that constituted job performance sets of related behaviours that are derived from an organizations goals and linked to successful job performance The set of job performance behaviours that is relevant to the goals of the organization which a person works a workers behavioural actions to changes in a work system or work role Question 33 (0.5 points) Adaptive performance are important in recruitment process because of Question 33 options: the degree to which the criterion measure captures behaviours or competencies that constituted job performance sets of related behaviours that are derived from an organizations goals and linked to successful job performance The set of job performance behaviours that is relevant to the goals of the organization which a person works a workers behavioural actions to changes in a work system or work role Question 34 (0.5 points) criterion relevance are important in recruitment process because of Question 34 options: the degree to which the criterion measure captures behaviours or competencies that constituted job performance sets of related behaviours that are derived from an organizations goals and linked to successful job performance The set of job performance behaviours that is relevant to the goals of the organization which a person works a workers behavioural actions to changes in a work system or work role Question 35 (0.5 points) Which of the following describes effective job analysis? Question 35 options: a formal, structured process carried out under a set of guidelines established in advance a single evidence-based methodology breaking down a job into its constituent parts, rather than looking at the job as a whole focusing on jobs rather than positions Question 36 (0.5 points) Validity is the main extent to which a concept, conclusion or measurement is … Question 36 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 37 (0.5 points) The Canadian Human Rights Commission received 1735 complaints in 2016. What percentage of these complaints were related to discrimination related to disabilities? Question 37 options: 18 percent 28 percent 38 percent 60 percent Question 38 (0.5 points) The Health and Safety at Work Act places a… Question 38 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 39 (0.5 points) .What is image advertising? Question 39 options: Advertising designed to raise an organization’s profile in a positive manner in order to attract job seekers’ interest. A procedure designed to reduce turnover and increase satisfaction among newcomers to an organization by providing job candidates with accurate information about the job and the organization. The first step of the selection process that involves identifying individuals from the applicant pool who lack the minimum qualifications for the target position(s). The proportion of applicants for one or more positions who are hired. Question 40 (0.5 points) Which of the following would NOT typically be used as data for a job analysis? Question 40 options: performance standards responsibilities knowledge

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