21 (1 point) Having a smaller proportion of designated group members in specific jobs or levels of the organization than is found in the labour market is known as: underutilization. underemployment concentration. the glass ceiling. occupational segregation. Question 22 (1 point) Airlines are legally permitted to: indicate a hiring preference for single persons as pilots. indicate a hiring preference for women as flight attendants. do none of the above. exclude pregnant women from applying as flight attendants. indicate a hiring preference for single persons as flight attendants. Question 23 (1 point) Seeking to integrate and accommodate the physical needs of workers into the design of jobs is known as: job enlargement. industrial engineering. job enrichment. scientific management. human engineering. Question 24 (1 point) A decision-making technique that involves a group of experts meeting face to face, which can be used for HR forecasting, is known as: the nominal group technique. the Delphi technique. an informal expert forecast. managerial judgment. a formal expert forecast. C Requesting that an employment agency refer only male candidates for consideration as management trainees is an example of: O intentional direct discrimination. a permissible employer practice. reverse discrimination. intentional indirect discrimination. systemic discrimination. Question 26 (1 point) The objective of human rights legislation is to: provide equal opportunity for members of protected groups in such areas as accommodation, contracts, provision of goods and services, and employment. provide equity for employees under federal jurisdiction. ensure pay equity. ensure that there is equal pay for equal work. provide equal employment opportunity for members of protected groups. Question 27 14 mainal PO Question 27 (1 point) An effective way of spreading the word about job opportunities to current employees is: radio advertising. advertising the job on Indeed.com. using any of the above strategies. placing a classified advertisement in the newspaper. job posting Question 28 (1 point) External environmental influences having a direct or indirect influence on HRM include all of the following, EXCEPT: decreasing work force diversity. labour market conditions. globalization. technology. economic factors. Question 29 (1 point). The ratio of an organization's outputs to its inputs is known as: productivity. the supply and demand equation. competitive ability. the equity ratio. the labour market. Question 30 (1 point) The problem of exaggeration of some activities and underplaying of others is minimized by the detailed, chronological nature of: a participant diary/log. an individual interview. a survey questionnaire. a position analysis questionnaire. functional job analysis. Question 31 (1 point) The globalization of markets and manufacturing has vastly increased: international competition. employee turnover. the quality of products and services. standardization practices. the prices of products and services. Question 32 (1 point) The process of reviewing human resources requirements to ensure that the organization has the required number of employees, with the necessary skills, to meet its goals, is known as: O recruitment. strategic planning. selection. human resources planning training and development. Question 33 (1 point) Computing the number of employees in the firm at the end of the last five years is associated with which of the following forecasting techniques? O a scatter plot trend analysis ratio analysis regression analysis time-series analysis Question 34 (1 point) Deliberately refusing to hire, train, or promote an individual on the basis of age is an example of: intentional indirect discrimination. discrimination on the basis of association. systemic discrimination. unintentional discrimination. intentional direct discrimination. Question 35 (1 point) A supervisor informing an employee that refusal to grant sexual favours will result in a poor performance rating is an example of: O executive privilege. a BFOR sexual coercion. sexual annoyance. a joke that should be laughed off. Question 36 (1 point) Obtaining employment in jobs that do not take full advantage of the skills and qualifications possessed is known as: concentration. unemployment. the glass ceiling. underutilization underemployment. & Question 37 (1 point) Manual or computerized records summarizing employees' education, experience, interests, skills, etc., which are used to identify internal candidates eligible for transfer and/or promotion, are known as: staffing tables. replacement charts. job descriptions. Markov analyses. skills inventories. Question 38 (1 point) Comments that imply sexual unattractiveness: should simply be laughed off. are not an issue about which employers need to be concerned. are less of a liability issue than comments about sexual attractiveness. only constitute harassment if such comments are directly linked to tangible job benefits. may constitute harassment because of sex. Question 39 (1 point) Bona fide occupational requirements (BFOR) refers to: the accumulation of judicial precedents that do not derive from specific pieces of legislation. law enacted that guarantees fundamental freedoms to all Canadians. the stipulation that an employer cannot pay male and female employees differently. legislation that governs collective agreements. a justifiable reason for discrimination based on business necessity. Question 40 (1 point) The characteristics of the work force are known as: organizational climate. population trends. diversity. demographics. unionization