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estion 1 (0.5 points) What is the definition of Absolute rating systems Question 1 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 2 (0.5 points) .What is image advertising? Question 2 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 3 (0.5 points) Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected for employment by the company on the advice of the medical doctor who performed the mandatory medical examination. What protection does Bill have under human rights law in this situation? Question 3 options: Bill is not being discriminated against as public safety requires a high standard of driving skills. Bill is protected on the grounds of physical disability. Bill is protected by employment equity legislation. Bill is not being discriminated against as driving requires quick response of his hands and feet. Question 4 (0.5 points) Which of the following is the most important criterion for choosing a job analysis method? Question 4 options: validity availability standardization credibility Question 5 (0.5 points) The scope of Recruitment and Selection includes the following operations: Dealing with the … Question 5 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 6 (0.5 points) Validity is the main extent to which a concept, conclusion or measurement is … Question 6 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 7 (0.5 points) Mr. Smith, a public elementary school custodian, is a Seventh Day Adventist. His religious beliefs prevent him from working from sundown Friday to sundown Saturday. The work schedule, which requires him to work a Friday shift from 3 p.m. to 11 p.m., is set out in the collective agreement between his employer and his union. Accommodating Mr. Smith’s religious beliefs would require allowing him to work hours different from those specified. The employer and the union can’t agree on a means of accommodating Mr. Smith. As a result, he is dismissed from his job. What legislation applies in this case? Question 7 options: the Canada Labour Code the Employment Equity Act provincial human rights law the Canadian Human Rights Act Question 8 (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 8 options: 18 percent 28 percent 38 percent 60 percent Question 9 (0.5 points) TheHuman Rights Commission has stated that “Organizations that have not defined the essential duties of a position, provided required accommodation and individually assessed ability to perform the essential duties will have difficulty defending themselves if a human rights complaint is filed.” To which legal principle does this refer? a. equal opportunity Question 9 options: employment equity for designated groups c. discrimination on prohibited grounds bona fide occupational requirements Question 10 (0.5 points) Which of the following statements would apply to a requirement that a hospital nurse be female? Question 10 options: The requirement is a violation of the Canadian Human Rights Act. The requirement is a bona fide occupational requirement. The requirement is justified if the nurse works at the maternity ward of a hospital. The requirement is mandatory if determined by the Pay Equity Act. Question 11 (0.5 points) Which of the following is NOT included in the three-part Meiorin test under which all workplace practices are screened? Question 11 options: The standard is rationally connected to job performance. The standard was adopted in good faith. The standard is reasonably necessary. The standard is applied over a long period of time. Question 12 (0.5 points) What is the definition of job specifications? Question 12 options: a collection of positions with related job activities and duties the different duties and responsibilities performed by one employee the knowledge, skills, abilities, and other attributes required to perform work d. the tasks, duties, and responsibilities associated with work Question 13 (0.5 points) Which of the following is NOT a step in developing and implementing an employment equity plan? Question 13 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 14 (0.5 points) Human rights are rights inherent to all … Question 14 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 15 (0.5 points) What source of data is NOT typically used in a job analysis? Question 15 options: employees managers shareholders supervisors Question 16 (0.5 points) According to the textbook/ppt, what is the purpose of employment equity? Question 16 options: to achieve equality in the workplace to generate equal opportunity employers to encourage diversity management to promote unbiased and fair hiring practices Question 17 (0.5 points) Which of the following describes effective job analysis? Question 17 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 18 (0.5 points) What is the definition of Relative rating system Question 18 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 19 (0.5 points) Reliable tests produce … Question 19 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 20 (0.5 points) What is Screening? Question 20 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 21 (0.5 points) What is the definition of Ultimate Criterion the concept that a single criterion measures reflects overall job success Question 21 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 22 (0.5 points) The Canadian human rights act is about… Question 22 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 23 (0.5 points) What is the meaning of job family? Question 23 options: a collection of positions with related job activities and duties a set of related jobs that rely on the same knowledge, skills, abilities, and other attributes the knowledge, skills, and abilities required to perform work the tasks, duties, and responsibilities associated with work Question 24 (0.5 points) Labour law is about… Question 24 options: Federal and provincial employment standards, and related legislation granting employment rights to both employers and employees, but also impose a wide range of employment responsibilities and obligations. Federal and provincial nonemployment standards, and related legislation granting employment rights to both employers and employees, but also impose a wide range of employment responsibilities and obligations. Federal and provincial employment standards, and related legislation not granting employment rights to both employers and employees, but also impose a wide range of employment responsibilities and obligations. Federal and provincial employment standards, and related legislation granting employment non rights to both employers and employees, but also impose a wide range of employment responsibilities and obligations. Question 25 (0.5 points) Performance dimensions are important in recruitment process because of Question 25 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 26 (0.5 points) Validity will tell you how … Question 26 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 27 (0.5 points) An effective recruitment and selection policy not … Question 27 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 28 (0.5 points) What does the acronym KSAO mean? Question 28 options: knowledge, skills, attributes, and other abilities know-how, skills, abilities, and organizational alignment c. know-how, skills, attributes, and organizational fit knowledge, skills, abilities, and other attributes Question 29 (0.5 points) The purpose of the ESA is to protect … Question 29 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 30 (0.5 points) Recruitment is the process of… Question 30 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 31 (0.5 points) To be legally defensible, a job analysis process should have all of the following features EXCEPT which one? Question 31 options: rely on a set of formal procedures be documented rely on input from the best subject-matter expert available be completed by a trained job analyst Question 32 (0.5 points) What is the intent of the federal Employment Equity Act? Question 32 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 33 (0.5 points) What is the definition of objective performance measures Question 33 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 34 (0.5 points) Why are subject-matter experts needed when conducting a job analysis? Question 34 options: They are an inexpensive source of information for an organization. They are the most knowledgeable about a job and how it is currently performed. They add external validity to the organization with external comparisons to jobs. d. They provide more accurate information than job incumbents and supervisors. Question 35 (0.5 points) Reliability and validity are both about how well a method measures something: Reliability refers to … Question 35 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 36 (0.5 points) Job performance Behaviour that is Question 36 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 37 (0.5 points) The reliability of an assessment tool is the … Question 37 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 38 (0.5 points) Reliability and Validity are the two .. Question 38 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 39 (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 39 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 40 (0.5 points) Employers must ensure that any selection tests are … Question 40 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.

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