TEST #1

Question 1

The generation of an applicant pool to provide the required number of candidates for selection or promotion.

Answer 1

Recruitment

Question 2

The choice of job candidates from a previously generated applicant pool in a way that meets management objectives and legal requirements.

Answer 2

Selection

Question 3

Average cost of a bad hire is ___ of first year of salary.

Answer 3

30%

Question 4

Organization’s effort to recruit, retain, and develop its most promising employees, and reflect an organization’s commitment to attract and develop a superior workforce.

Answer 4

Talent Management

Question 5

Formulation of organizational objectives and action plans for achieving the organization’s goals.

Answer 5

Strategy

Question 6

Meaning of KSAO.

Answer 6

Knowledge, skill, abilities, or other attributes

Question 7

Degree to which observed scores are free from random measurement errors.

Answer 7

Reliability

Question 8

3 factors affecting reliability:

Answer 8

1) Temporary individual characteristics, 2) Lack of standardization, and 3) Chance

Question 9

4 methods of estimating reliability:

Answer 9

1) Test and retest, 2) Alternate forms, 3) Inter-rate reliability, and 4) Internal consistency

Question 10

Refers to the legitimacy or correctness of the inferences that are drawn from a set of measurements or procedures.

Answer 10

Validity

Question 11

Systematic errors in a measurement, or inferences made from those measurements.

Answer 11

Bias

Question 12

Value judgements people make about their decisions or outcomes that are based on measurements.

Answer 12

Fairness

Question 13

Process of collecting information about jobs.

Answer 13

Job Analysis

Question 14

Written description of what job occupants are required to do and how they are supposed to do it.

Answer 14

Job Description

Question 15

Knowledge, skills, abilities, and other attributes that are needed by a job incumbent to perform well.

Answer 15

Job Specification

Question 16

Use of job analysis data to establish the worth of a job and to set compensation rates.

Answer 16

Job Evaluation

Question 17

Collection of positions that are similar in their significant duties.

Answer 17

Job

Question 18

Collection of duties assigned to individuals in an organization at a given time.

Answer 18

Position

Question 19

Set of different but related jobs that rely on the same set of knowledge, skills, abilities, and other attributes.

Answer 19

Job Family

Question 20

Systematically describes occupations in the Canadian labor market and presents both a generic description and specification of the job.

Answer 20

National Occupational Classification (NOC) System

Question 21

Groups of related behaviors or attributes that are needed for successful job performance in an organization.

Answer 21

Competencies

Question 22

A collection of competencies that are relevant to performance in a job, job family, functional area, or organization.

Answer 22

Competency Model

Question 23

A broad framework for integrating, organizing, and aligning various competency models that are based on organization’s strategy and vision.

Answer 23

Competency Framework

Question 24

Characteristics that all employees are expected to possess.

Answer 24

Core

Question 25

Everybody who is hired has it (even though some employees are better at it).

Answer 25

Core

Question 26

Characteristics shared by different positions within an organization.

Answer 26

Functional

Question 27

Only certain positions require it depending on job family.

Answer 27

Functional

Question 28

Characteristics that apply only to specific positions in organizations.

Answer 28

Job-Specific

Question 29

4 legal sources affecting Canadian employment practices:

Answer 29

1) Constitutional Law, 2) Human Rights Law, 3) Employment Equity Law, 4) Labor Law

Question 30

Supreme Law of Canada which has precedence over all other legal means.

Answer 30

Constitutional Law

Question 31

Prohibits discrimination in employment (race, national or ethnic origin, color, religion, age, sex, marital status, family status, mental or physical disability, pardoned conviction, sexual orientation).

Answer 31

Human Rights Legislation

Question 32

Any refusal to employ or to continue to employ any person on the basis of that individual’s membership in a protected group.

Answer 32

Discrimination

Question 33

Occurs when an employer adopts a practice that directly discriminates on a prohibited ground.

Answer 33

Direct Discrimination

Question 34

Occurs when an employer, in good faith, adopts a practice for sound business reasons, but when it is applied to all employees it has an unintended negative impact on members of a protected group.

Answer 34

Indirect Discrimination

Question 35

Elimination of unequal treatment and discriminatory practices that prevent the entry or retention of members from designated groups in the workplace.

Answer 35

Employment Equity

Question 36

4 designated groups under Employment Equity:

Answer 36

1) Women, 2) Visible minorities, 3) Aboriginal people, and 4) People with disabilities

Question 37

Provide rights of the employees to organize trade unions and to bargain collective agreements with employers.

Answer 37

Labor Law

Question 38

Sets minimum work standards such as wages, hours, holidays, vacations, etc.

Answer 38

Employment Standards

Question 39

Requirements that a person must possess to perform the essential components of a job in a safe and reliable manner.

Answer 39

Bona Fide Occupational Requirement (BFOR)

Question 40

Duty of an employer to put in place modifications to discriminatory employment practices to meet the needs of members of a protected group being affected by the employment practice.

Answer 40

Accommodation

Question 41

Limit beyond which employers and service providers are not expected to accommodate a member of a protected group.

Answer 41

Undue Hardship

Question 42

Law that does not regulate recruitment and selection within an organization.

Answer 42

Criminal Law

Question 43

TRUE OR FALSE: HRM must coordinate human resource activities with all parts of the organization and people.

Answer 43

True

Question 44

TRUE OR FALSE: Recruitment and selection decisions must be coordinated with all parts of the organization, although final decisions must remain with HRM.

Answer 44

False

Question 45

TRUE OR FALSE: In an employment interview, it is acceptable (legal) to ask candidates if they are prepared to travel or be transferred if those are requirements of the job.

Answer 45

True

Question 46

TRUE OR FALSE: During the interview process, inquiries about the applicant’s religion may be justified if they seek to establish the existence of a bona fide occupational requirement (i.e., if the job involves communicating religious values).

Answer 46

True

Question 47

TRUE OR FALSE: Job analyses are not required by law but can avoid any potential lawsuits.

Answer 47

True

Question 48

TRUE OR FALSE: It is illegal to provide a bad reference considering that it is true.

Answer 48

False

Question 49

7 resume sections:

Answer 49

1) Contact information, 2) Profile, 3) Education history, 4) Work experience, 5) Volunteer work, 6) Professional development, and 7) Hobbies and interests

Question 50

TRUE OR FALSE: Resume should be more than two pages.

Answer 50

False

Question 51

TRUE OR FALSE: "References available upon request" should be written on the resume.

Answer 51

False

Question 52

A document to show your future employer that you're going to perform well in the job.

Answer 52

Cover Letter

Question 53

A method of estimating reliability by asking the same questions in the same order.

Answer 53

Test and Retest

Question 54

A method of estimating reliability by asking different questions in the second interview.

Answer 54

Alternate Forms

Question 55

2 tests of validity:

Answer 55

Truthfulness and Correctness

Question 56

4 popular job analysis methods:

Answer 56

1) Interviews, 2) Direct observation, 3) Self-monitoring data, and 4) Questionnaires

Question 57

4 compensable factors:

Answer 57

1) Skill, 2) Effort, 3) Responsibility, and 4) Working conditions

Question 58

TRUE OR FALSE: An employer not letting any staff work part-time is a form of indirect discrimination.

Answer 58

True

Question 59

TRUE OR FALSE: Company requiring to present a driver's license to enter the premises is a form of indirect discrimination.

Answer 59

True

Question 60

TRUE OR FALSE: An employee not being selected for a promotion because he is retiring soon is a form of indirect discrimination.

Answer 60

False

Question 61

TRUE OR FALSE: Height is a prohibited ground for discrimination.

Answer 61

False