Lecture 1

Question 1

human resources

Answer 1

managing people who make up the workforce of an organization

Question 2

human capital

Answer 2

how punctual, empathetic people are; items or resources that people bring into an organization making it effective

Question 3

human resource management

Answer 3

used to only have operational functions, has now evolved towards strategic functions

Question 4

strategic goals

Answer 4

objectives/goals that an organization sets out for themselves, i.e. diversifying the workforce , improving employee retention

Question 5

corporate climate

Answer 5

NOT the same thing as culture –> changes very quickly and very often. the general perceived atmosphere ppl get when they walk into an organization (the vibe)

Question 6

Rynes et. al

Answer 6

experiment where researcher survey 959 HR professionals; found that IQ and personality tests were not great for identifying right candidates for a job however practices say they are a great predicting indicator of job performance with personality tests being secondary

Question 7

variable

Answer 7

attribute, characteristic, phenomenon that researchers aim to study. must be MEASURABLE. can be descriptive categories.

Question 8

correlation coefficient

Answer 8

a number that represents your correlation. values closer to 1 = stronger relationship and values closer to 0 = weaker relationship. -1 = perfect negative and +1 = perfect positive.

Question 9

constructive discrimination

Answer 9

can be seen as discrimination bc on the basis of family status, they cant stay long or work oovertime hours (for the example that a company provides an attendance bonus for employees who work beyond a certain number of overtime hours)

Question 10

Bona Fide Occupational Requirements (BFOR)

Answer 10

attributes on which hiring and decisions can justifiably be made in order to do the job safely and effectively ex. acceptable vision required for persons working as drivers. for something to be considered bona fide it must be 1) rational 2) applied in good faith 3) a reasonable necessity

Question 11

undue hardship

Answer 11

financially not feasible or you dont have the resources, or can threaten health and or safety of other employees in the workforce

Question 12

representation of which 4 groups should be increased in the workforce?

Answer 12

1) women 2) aboriginal peoples 3) persons with disabilities 4) members of visible minorities

Question 13

employee/labour standards legislation

Answer 13

laws that provide minimum employee standards for wage, overtime pay, holidays and vacation, etc. cannot be waived by any party.

Question 14

employment equity

Answer 14

achieve a workforce that reflects diversity of available labour force

Question 15

list the core activities of HRM and its order

Answer 15

1) job analysis 2) workforce planning 3) recruitment 4) selection 5) training and development 6) performance management 7) compensation and rewards 8) employee and labour relations

Question 16

what are the five critical pieces of knowledge required by HR professionals today in order of priority?

Answer 16

1) business acumen 2) an understanding of employment law and legislation 3) talent management 4) broad HR knowledge 5) employee-labour relations knowledge

Question 17

environmental scanning

Answer 17

identifying and analyzing external opportunities and threats that may be crucial to the organization’s success

Question 18

what are the 5 forces driving change in HRM?

Answer 18

1) changing technology 2) new rules 3) succession planning 4) identifying top talent 5) a new breed of hr leaders

Question 19

balanced scorecard

Answer 19

a measurement system that translates an organization’s strategy into a comprehensive set of performance measures

Question 20

management practices

Answer 20

internal influence on hrm; organizational structure and employee empowerment

Question 21

productivity

Answer 21

the ratio of an organization’s outputs (goods and services) to its inputs (people, capital, energy, materials)

Question 22

primary sector

Answer 22

jobs in agriculture, fishing and trapping, forestry, and mining

Question 23

secondary sector

Answer 23

jobs in manufacturing and construction

Question 24

tertiary or service sector

Answer 24

jobs in public admin, personal and business services, finance, trade, public utilities, transportation/communications

Question 25

contingent/non-standard workers

Answer 25

workers who do not have regular full-time employment status

Question 26

stare decisis

Answer 26

decisions of a higher court can act as the binding authority on a lower court decision within that same jurisdiction

Question 27

NATIONAL OCCUPATIONAL CLASSIFICATION (NOC)

Answer 27

massive database that gets updated every few years, showing a collection of job descriptions , includes training that someone shuold have, etc. ; standardized database

Question 28

position analysis questionnaire (PAQ)

Answer 28

• standardized, easy to compare job profiles and scores across different jobs, same for everyone same for every job
• reliable, will produce consistent scores
• no bias, very impartial. cons is that its catered towards a college reading level and more suited to asses manual labour. i.e. fleishman job analysis system

Question 29

competency modelling

Answer 29

observable characteristics, define in behavioural terms, that facilitate high job performance and benefit the organization