Test 1 Flashcards

1
Q

Degree to which observed scores are free fromrandom measurement errors.

A

Reliability

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2
Q

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

A

Validity

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3
Q

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

A

Bias

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4
Q

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

A

Fairness

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5
Q

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

A

Job Analysis

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6
Q

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

A

Job Description

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7
Q

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

A

Job Specification

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8
Q

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

A

Job Evaluation

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9
Q

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

A

Job

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10
Q

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

A

Position

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11
Q

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

A

Job Family

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12
Q

Characteristics that all employees are expected to possess.

A

Core

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13
Q

Characteristics shared by different positions within anorganization.

A

Functional

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14
Q

Characteristics that apply only to specific positions in organizations.

A

Job-Specific

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15
Q

Supreme Law of Canada which hasprecedence over all other legal means

A

Constitutional Law

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16
Q

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.

A

Human Rights Legislation

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17
Q

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

A

Discrimination

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18
Q

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

A

Direct Discrimination

19
Q

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.

A

Indirect Discrimination

20
Q

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

A

Employment Equity

21
Q

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

A

Labour Laws

22
Q

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

A

Employment Standards

23
Q

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

A

Bona Fida Occupational Requirement (BFOR)

24
Q

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.

A

Accommodation

25
Q

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

A

Undue Hardship

26
Q

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

A

Work analysis

27
Q

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

A

Subject-matter experts (SMEs)

28
Q

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

A

Work-oriented job analysis

29
Q

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

A

Worker-oriented job analysis

30
Q

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

A

Structured Job Analysis Interview

31
Q

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

A

Direct Observation

32
Q

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

A

Competencies

33
Q

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

A

Competency model

34
Q

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

A

Competency framework

35
Q

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

A

Talent Management

36
Q

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

A

Strategy

37
Q

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

A

Strategic Recruitment and Selection

38
Q

Determination of right and wrong, moral or immoral.

A

Ethics

39
Q

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

A

Recruitment

40
Q

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

A

Selection

41
Q

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

A

Human Resources Information Systems(HRIS)

42
Q

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

A

mission statements

43
Q

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

A

vision statements

44
Q

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

A

KSAOs