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Humane Resources > Exam > Flashcards

Exam Flashcards

1
Q

What is the management process?

A

Planning, organizing, staffing, leading, and controlling

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2
Q

What does planning consist of in the five functions

A

Establishing goals, developing rules and creating plans

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3
Q

What does the organizing consist of in the five functions

A

specifying tasks, establishing departments, delegating authority, establish channels of communication, and coordinate subordinates work

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4
Q

What does staffing consist of in the five functions

A

Determine who to hire, recruit, and train

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5
Q

What does leading consist of in the five functions

A

Maintaining morale and motivation

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6
Q

What does controlling consist of in the five functions

A

Checking performance and taking corrective actions

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7
Q

What is a strategic plan?

A

A company plans of how it match their internal strengths and weaknesses with the extrenal opporunities and threats

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8
Q

What is a business model

A

A company’s method for making money in the current business environment

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9
Q

What is a transactional HR team?

A

Teams that provide specialized support in day-to-day HR activities (ex changing benefit plans)

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10
Q

What is a corporate HR team?

A

Top management is involved in top level issues (eg developing a strategic plan)

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11
Q

What is an embedded HR team?

A

HR generalists are assigned to functional departments

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12
Q

What is evidence- based HRM

A

Using data, facts, or analytics to support proposals or decisions,

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13
Q

What is a strategy map

A

A summary of how each department’s performance contributed to the strategic goals of the organization

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14
Q

What is a balanced scorecard?

A

It measure the impact of HRM on organizational outcomes

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15
Q

What is a digital dashboards

A

Graphs and charts that show a computerized picture of the companys performance in metrics.

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16
Q

What are the external influences on HRM

A

Economic conditions, labour market issues, technology, government, globalization, and environment.

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17
Q

What are the internal influences on HRM

A

Organizational culture, organizational climate, and management practices

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18
Q

What are economic conditions?

A

Affects on supply and demand for products/ services that impact number and types of employees required and the ability of the company to pay wages/benefits

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19
Q

What is a contingent or non standard worker

A

Workers who aren’t tranditional

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20
Q

What is globalization

A

Integrating the world economy with large markets

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21
Q

What is a glass ceiling

A

an “invisible” barrier caused by organizational bias that limites opporortuntiies of qualified employes

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22
Q

What is equal pay for equal work

A

A part of the humans rights legislation which specifies male and female employees cannot be paid different for performing the same/similiar work

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23
Q

What is PIPEDA (Personal Information Protection and Electonic Documents Act)

A

Governs the collection, use, and disclosure of personal informations. Any infromation beyond name, title, business, adress, and telephone # is regarded as personal.

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24
Q

What does the term undue hardship mean?

A

The financial cost of accommodation.

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25
Q

What is globalization

A

Integrating the world economy with large markets

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26
Q

What is a glass ceiling

A

an “invisible” barrier caused by organizational bias that limites opporortuntiies of qualified employes

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27
Q

What are the 6 steps in job analysis

A
  1. Relevant info is reviewed 2. jobs are selected and analyzed 3. Data is collected on job activities by using job analysis technniques 4. info from step 3 is verified 5. Job descriptions & Specifications are developed 6. Information is communicated and updated on an as-needed basis
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28
Q

What is PIPEDA (Personal Information Protection and Electonic Documents Act)

A

Governs the collection, use, and disclosure of personal informations. Any infromation beyond name, title, business, adress, and telephone # is regarded as personal.

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29
Q

What is job analysis

A

A process of information about jobs is gathered systemitically.

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30
Q

What is a process chart?

A

It shows the flow of inputs to outputs

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31
Q

What is the process of job analysis?

A

A firm determines the tasks, duties, and responsibilities and KSA’s to preform it. Once info is gatered it’s used to developed a job description and job specifications (requimrents)

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32
Q

What is Functional Job Analsysis (FJA)

A

A pre-established questionnaire that rates a job on responsibiltities

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33
Q

What is the National Occupational Classification (NOC)

A

Conducted field-based researched by Empliyment and Skills Development Canada (ESDC) which has descriptions of occuprations and requirments

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34
Q

What is a phsyical demand analysis?

A

It identifies the senses, frequency, and amount of phsyical effort involved in a job

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35
Q

What is industrial engineering?

A

A study of work converned with analyzing work methods and establishing time standards to improve efficiency

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36
Q

What is the Position Analysis Questionnaire (PAQ)

A

A pre-developed, structure job analsysis with questionnaires.

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37
Q

What is Functional Job Analsysis (FJA)

A

A pre-established questionnaire that rates a job on responsibiltities

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38
Q

What is job enrichment?

A

Redesigning jobs in order to increases opporutnties for workers

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39
Q

What is competency-based job analysis?

A

Writing job descriptions based on comptencies rather than duties

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40
Q

What is industrial engineering?

A

A study of work converned with analyzing work methods and establishing time standards to improve efficiency

41
Q

What is business process reegineering

A

Redesigning business processes by combining steps using information techcnology

42
Q

What is job enlargement

A

Assigning workers additional work in the same field

43
Q

What occurs in Proficiency Level 3 of writing a competency statement

A

Proficiency level

44
Q

What is competency-based job analysis?

A

Writing job descriptions based on comptencies rather than duties

45
Q

What are the 3 steps in writing a compentencys statement

A

Proficiency Level 1 , Proficiency Level 2, and Proficiency Level 3

46
Q

What occurs in Proficiency Level 1 of writing a competency statement

A

Identifies the name of title and brief descriptition of competency

47
Q

What occurs in Proficiency Level 2 of writing a competency statement

A

Describe observable behaviours that represent the profifiency in the compenency

48
Q

What occurs in Proficiency Level 3 of writing a competency statement

A

Proficiency level

49
Q

What is team-based job designs

A

Giving a team rather than an individual meaningful work to do

50
Q

What is human resources planning?

A

The process of forecasting future HR requirements to ensure that the organization has the required number of employees with neccesarfy skills to meet strategic objectives

51
Q

What are the key steps in the HRP process

A

Analyzing forcecasted labour supply, forecasting labour demands, and planning and implementing HR programs to balance supply and demand

52
Q

What is environment scanning

A

assessing factors that affect the external labour market and the ability for an organization to secure talent outside the organization

53
Q

What factors contribute to the external enviroment?

A

Economic conditions, market and comeptitive brands, new or revised laws, social concerns, technology changes, and demographic trends

54
Q

What are the sources of supply in terms of forceasting

A

Interal and external

55
Q

What is internal forecasting

A

Present employees who can be trained, transferred, or promoted to meet antitipcated needs

56
Q

What is external forecasting

A

People in the labour working not currently working but are expected to join the organization to meets its needs

57
Q

What are skills inventories?

A

information about an employees capabilities inclduing name, age, date of employment current position, education abilitites, interests, and duties

58
Q

What is managerial inventories?

A

Records summarizing background qualfications of managemetn as employees and respobsilities or training

59
Q

What are replacement charts?

A

Keeps tracks of potential internal candidates for the firms most critical positions

60
Q

What is a replacement summary?

A

A list of likely replacements for positions and their relative strengths weakness and information of job

61
Q

What is succession planning?

A

The plan a company makes to fill its more important executive positions

62
Q

What activitites does succession planning include

A

Analysis of demand, audit of existing executives, planning of indivudal career paths, accelerating prmotions, and planned strategic recruitment

63
Q

What is Markov analysis?

A

Tracks the pattern of employee movements through various job and dvelopes a transtional probability for forecasting interal suppy

64
Q

What are factors concerned with the supply of external canditdates?

A

General economic conditions, labour market conditions, and occupation market conditions

65
Q

What are general economic conditions

A

The impact of natural fluctuation in economic activitiy inclduing interest rates, wage rates, rate of inflation, and unemployment rates

66
Q

What are labour market conditions?

A

Demographics of those in the population inclduing education levels, age, gender, marital status, etc

67
Q

What are occupational market conditions?

A

Forecasting the availability of potential candidates in specific occupations

68
Q

What are the factors of forceasting demand

A

Projected turnover, quality and nature of employees, decisions to upgrade, planned tech/admin changes aimed to increase productivity, and financial resources

69
Q

What are quantitiative techniques for determing HR requirements

A

Trend analysis, ratio analysis, scatter plot analysis, and regression analysis

70
Q

What qualitative approaches to forecasting

A

Analytical models that inform expert options about future needs

71
Q

What is tend analysis?

A

Studying a firms employment levels of 3-5 years to predict future needs

72
Q

What is ratio analysis?

A

Making forecasts based on the ratio b/w some casual factor and the number of employees required

73
Q

What is a scatter plot

A

Determines whether a measure of busines activity and levels are related

74
Q

What is the regression analysis?

A

A statistical technique to determine the best line of fit involving multiple variables

75
Q

What are the two approaches of forecast demand

A

The nominal group and delphi technqiues

76
Q

What is the nominal technique?

A

Involves a group of experts meeting face to face. Each member of group writes down their ideas of a certain problem, they then go around the table and present the one idea, clarification is used then each member ranks the ideas

77
Q

What is the delphi technique?

A

Used for long-term forcasting which assessed changes in economic, demographic, governmental, tech, and social conditions.

78
Q

What are the steps in the delphi technique?

A
  1. the problem is identified 2. Each members comples a questionnair and the results are compiled 3.each member is given a copy of the results, 4. difference in opinions will use feedback 5. steps 3 and 4 are repeated
79
Q

What is a staffing table

A

A pictorial representation of all jobs within the organization as well as the number of current incumbents and future employee requirements

80
Q

What is employer branding?

A

the image or impression of an organization as an employer based on the preceived benefits of being employed by the organization

81
Q

What are the 3 steps in employer branding?

A

Define target audience, develope the employee value propisition, and reinforce value propisition in communication

82
Q

What are the steps in the recruitment process?

A
  1. Job openings are identified, 2. the job requirements are determines, 3. appropriate recruiting sources and methods are chosen, 4. and a pool of qualified recruits is generated
83
Q

What is biographical information blank (BIB)

A

A detailed applicatio that forces on biographical data found to be predctive of job success.

84
Q

What is human capital theory

A

the accumulation of firm-specific knowledge and experiences involves joint investment by the employee and employer to help maintain a long-term relationship

85
Q

What is a yield ratio

A

The percentage of applicants that proceed to the next stage of the selection process

86
Q

What are 3 factors of traditional networking

A
  1. Cold calls (walk-ins and write-ins), print advertising, and employee referals, former employees, and educations insitutions
87
Q

What are common methods to accessing candidate pools

A

Open houses and job fairs, professional and trade associations, labour organizations (construction), and military personnel

88
Q

What is the employment and social developement canada

A

Helps unemployed people find suitable jobs helps employers locate qualified candidates to meet their needs

89
Q

What is an executive search firm

A

Employers using firms to fill critical positions

90
Q

What is a private employment agecy?

A

Assists employers seek clerical staff, functional specialists, and technical employees

91
Q

What is a multiple hurdle strategy

A

Candidates clearing a “hurdle” are permitted to move onto the next step of the selection process

92
Q

What are the steps in the selection process?

A
  1. Preliminary applicant screening 2. Selection Testing 3. Selection Interview 4. Background Investigation/Reference Checking 5. Supervisory Interview and Realistic Job Preview 6. Hiring Decision and Candidate Notification
93
Q

What are the five steps involved recruitment

A
  1. Develope selection criteria 2. Specify must and want criteria 3. develope an evaluation form 4. Develope interview questions 5. Develope candidate-specific questions
94
Q

What is a selection ratio?

A

the ratio of the number of applications hired to the total number of applicants available (number of applicants hired/ total number of applicants = selection ratio)

95
Q

What is diffrential validity

A

Confirmation that the selection tool accurately predicts the perofmrance of all possible employee subgroups

96
Q

What is criterion-related validity

A

A selection tool predicts and correlates with important elements of work behaviour

97
Q

What is content validity

A

A selection instrument such as a test used to determine the knowledge and skills to perform a job

98
Q

What is construct validity?

A

A selection tool measures a theoretical construct or trait deemed neccesary to perform the job successfully

99
Q

What are examples of cognititive ability tests

A

mental intelligence, emotional intelligence, and tests of specific cognitive abilities

Humane Resources (1 decks)

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