Test 1

Question 1

Degree to which observed scores are free fromrandom measurement errors.

Answer 1

Reliability

Question 2

Refers to the legitimacy or correctness of theinferences that are drawn from a set ofmeasurements or procedures.

Answer 2

Validity

Question 3

Systematic errors in measurement, or inferencesmade from those measurements, that are related todifferent identifiable group membershipcharacteristics such as age, sex, or race.

Answer 3

Bias

Question 4

Value judgments people make about their decisionsor outcomes that are based on measurements. Every candidate should be assessed in an equitable manner.

Answer 4

Fairness

Question 5

Process of collecting information about jobs, i.e. skill,effort, responsibility, working conditions; by any method for any purpose”.

Answer 5

Job Analysis

Question 6

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

Answer 6

Job Description

Question 7

Knowledge, skills, abilities, and other attributes thatare needed by a job incumbent to perform well on the job.

Answer 7

Job Specification

Question 8

Use of job analysis data to establish the worth of a job and to set compensation rates. Compensable factors: skill, effort, responsibility,working conditions.

Answer 8

Job Evaluation

Question 9

Collection of positions that are similar in theirsignificant duties, e.g. manager.

Answer 9

Job

Question 10

Collection of duties assigned to individuals in anorganization at a given time. e.g. HR Manager.

Answer 10

Position

Question 11

Set of different but related jobs that rely on the same set ofknowledge, skills, abilities, and other attributes. e.g.accounting jobs

Answer 11

Job Family

Question 12

Characteristics that all employees are expected to possess.

Answer 12

Core

Question 13

Characteristics shared by different positions within anorganization.

Answer 13

Functional

Question 14

Characteristics that apply only to specific positions in organizations.

Answer 14

Job-Specific

Question 15

Supreme Law of Canada which hasprecedence over all other legal means

Answer 15

Constitutional Law

Question 16

Prohibits discrimination in employment (race, nationalor ethnic origin, colour, religion, age, sex (includingpregnancy and childbirth), marital status, family status,mental or physical disability, pardoned conviction,sexual orientation.

Answer 16

Human Rights Legislation

Question 17

any refusal to employ or to continue toemploy any person on the basis of that individual’smembership in a protected group.

Answer 17

Discrimination

Question 18

occurs where an employer adoptsa practice that directly discriminates on a prohibitedground.

Answer 18

Direct Discrimination

Question 19

occurs when an employer, in good faith, adopts a practicefor sound business reasons, but when it is applied to allemployees it has an unintended negative impact onmembers of a protected group.

Answer 19

Indirect Discrimination

Question 20

Elimination of unequal treatment and discriminatorypractices that prevent the entry or retention ofmembers from designated groups in the workplace.

Answer 20

Employment Equity

Question 21

Provide rights of the employees to organize tradeunions and to bargain collective agreements withemployers.

Answer 21

Labour Laws

Question 22

Sets minimum work standards, e.g. wages, hours ofwork, holidays, vacations, termination of employment,etc

Answer 22

Employment Standards

Question 23

Requirement(s) that a person must possess to performthe essential components of a job in a safe and reliablemanner, i.e. there must be a good reason for it basedon the employer’s need to engage and retain efficient employees

Answer 23

Bona Fida Occupational Requirement (BFOR)

Question 24

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

Answer 24

Accommodation

Question 25

Limit beyond which employers and service providersare not expected to accommodate a member of aprotected group.

Answer 25

Undue Hardship

Question 26

any systematic gathering, documenting, andanalyzing of information about the content ofwork performed

Answer 26

Work analysis

Question 27

people who are most knowledgeable about a job and how it is currently performed; generally job incumbents and their supervisors

Answer 27

Subject-matter experts (SMEs)

Question 28

techniques that emphasize work outcomes and descriptions of the various tasks performed toaccomplish those outcomes

Answer 28

Work-oriented job analysis

Question 29

techniques that emphasize general aspects ofjobs, describing perceptual, interpersonal,sensory, cognitive, and physical activities

Answer 29

Worker-oriented job analysis

Question 30

A data collection method that involves questioningindividuals or small groups of employees andsupervisors using the same set of questions about the job.

Answer 30

Structured Job Analysis Interview

Question 31

a work-oriented method; the job analystunobtrusively documents what employees do asthey carry out their job activities

Answer 31

Direct Observation

Question 32

groups of related behaviours or attributes thatare needed for successful job performance inan organization

Answer 32

Competencies

Question 33

a collection of competencies that are relevant toperformance in a job, job family, functional area,or organization

Answer 33

Competency model

Question 34

a broad framework for integrating, organizing, andaligning various competency models that arebased on an organization’s strategy and vision

Answer 34

Competency framework

Question 35

Organization’s effort torecruit, retain, and developits most promisingemployees, and reflect anorganization’s commitmentto attract and develop a superior workforce.

Answer 35

Talent Management

Question 36

Formulation of organizational objectives and actionplans for achieving the organization’s goals

Answer 36

Strategy

Question 37

Guides the recruitment/selection process by zeroingin on the type of employee the company needs to hire,including their fit, capabilities, and KSAOs.

Answer 37

Strategic Recruitment and Selection

Question 38

Determination of right and wrong, moral or immoral.

Answer 38

Ethics

Question 39

the generation of an applicant pool to provide therequired number of candidates for selection orpromotion

Answer 39

Recruitment

Question 40

the choice of job candidates from previouslygenerated applicant pool in a way that meetsmanagement objectives and legal requirements of the jurisdiction

Answer 40

Selection

Question 41

Computer-based systems that track employee data, the needs of HR, and the requirements and competencies needed for different positions and jobs

Answer 41

Human Resources Information Systems(HRIS)

Question 42

convey the core purpose ofthe organization; they define the organization’sbusiness; and they are the guiding force thatprovides employees with a direction, purpose, andcontext for their activities

Answer 42

mission statements

Question 43

convey an organization’saspirations, describing a desirable future state thatserves to guide the organization’s behaviour

Answer 43

vision statements

Question 44

the knowledge, skills, abilities, and other attributes necessary for a new incumbent to do well on thejob; also referred to as job, employment, or worker specifications

Answer 44

KSAOs