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B false question 5 1 1 point the three mandatory

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B) False
Question 51 / 1 pointThe three mandatory sections of a job description are: job title, summary, and performancestandards.
Question 61 / 1 pointWhat are employers covered by the Employment Equity Act legally obligated to do?
Question 71 / 1 pointWhat are the second and third steps in the instructional systems design approach totraining?
Question 81 / 1 pointWhich statement best illustrates a disadvantage of using independent contractors overemployees?
Question 91 / 1 pointWhat is one approach a manager can take to maximize the transfer of training to the job?
Question 101 / 1 pointHealth and safety training should be part of all formal orientation programs.
Question 111 / 1 pointWhich of the following is a problem frequently associated with job descriptions?
Question 120 / 1 pointAccording to Statistics Canada, what percentage of the labour force do Indigenous peoplecurrently represent?
Question 131 / 1 pointSexual harassment occurs only between members of the opposite sex.
Question 140 / 1 pointWhen a training program is successfully implemented in several departments within anorganization, the training program has a high degree of transfer of training.
Question 150 / 1 pointWhat is the first step of an effective HR process?
Question 160 / 1 pointThe job incumbent is the primary individual who determines what tasks and activities are tobe performed.
Question 171 / 1 pointA job description is a statement of the knowledge, skills, and abilities needed by the personwho is to perform a job, whereas a job specification is the statement of the tasks, duties, andresponsibilities of the job to be performed.
Question 181 / 1 pointIn what type of a work environment might an employee team be inappropriate?
Question 191 / 1 point
An employment test is an objective and standardized way to assess a person's competenciesand other characteristics in relation to other individuals.
Question 201 / 1 pointAs part of the recruitment process, line managers and HR professionals may use professionalorganizations and labour unions as possible sources for qualified candidates.
CHAPTER7WORKSHEETMANAGING EMPLOYEE PERFORMANCE1. Self-review should be used primarily for administrative purposes.

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