Test 1 Flashcards
Job Analysis
The process of identifying the duties and responsibilities of a job and the knowledge
Job Description
The duties and responsibilities of a job.
Job Specification
The knowledge
Discrimination
Unfair treatment of a person or group based on certain characteristics
Intentional Discrimination
Deliberate unfair treatment based on prohibited grounds
Unintentional Discrimination
Also known as systemic or adverse impact discrimination
Bona Fide Occupational Requirement (BFOR)
A job requirement that is necessary for the safe and efficient performance of the job and cannot be reasonably accommodated without undue hardship.
Realistic Job Preview (RJP)
Providing potential job applicants with both positive and negative information about a job to set accurate expectations.
Expectations Lowering Procedure (ELP)
Educating potential job applicants that their expectations may not be met
Human Resources Management (HRM)
The management of an organization’s employees
Business Cycle
The natural fluctuation of the economy between periods of expansion (growth) and contraction (recession).
Unemployment Rate
The percentage of the labour force that is unemployed and actively seeking work.
Generational Differences
Variations in attitudes
Paradox Navigator - Strategic Positioner
HR Professionals can evaluate both external and internal business contexts
Paradox Navigator - Credible Activist
HR Professionals achieve the trust and respect to be to be viewed as influential and valuable
Paradox Navigator - Paradox Navigator
Captures the entire extent of HR Professionals
Paradox Navigator - Culture and Change Champion
HR Professionals ensure that the structure of the organization designs culture and manages change to meet changing business demands
Paradox Navigator - Human Capital Curator
HR Professionals identify and develop the right kind of talent
Paradox Navigator - Total Rewards Steward
HR Professionals are building tangible value for employees
Paradox Navigator - Technology and Media Integrator
HR Professionals are able to leverage social media and integrate technology
Paradox Navigator - Analytics Designer and Intrepreter
HR Professionals identify opportunities to gather, interpret and use data for better decision-making
Paradox Navigator - Compliance Manager
HR Professionals ensures compliance with relevant legal requirements
Paradox Navigator List
Strategic Positioner
Credible Activist
Paradox Navigator
Culture and Change Champion
Human Capital Curator
Total Rewards Steward
Technology and Media Integrator
Analytics Designer and Interpreter
Compliance Manager
Environmental Forces on HR
Political
Economic
Technological
Social
(PETS)
14 Legal Jurisdictions in Canada
10 Provinces
3 Territories
1 National
4 Types of Unemployement
Frictional
Structural
Cyclical
Seasonal
Frictional Unemployment
Temporary transition in workers’ lives
Structural Unemployment
Mismatch in demographics of workers and type of jobs available
Cyclical Unemployment
Lack of demand in economy for specific goods and service
Seasonal Unemployment
Labour not in season
Labour Planning Process
Forecast the demand for labour
Forecast the supply for labour
Conduct a gap analysis
Develop strategies to achieve a labour equilibrium
Prepare a staffing table
Implement the strategies / staffing table
Regression Analysis
Looking at past relationships before one or more casual factors and employment
Management Forecasts
HR Staff speak with the various departments in an organization
Skills Inventory
An organization searches its human resource information system which has information on each employee’s KSAEs
Management Inventory
Same as Skills Inventory for Management Employees
KSAE
Knowledge
Skills
Abilities
Experience
Replacement Chart
A chart that has a contingency plan if an employee can no longer work in that position
Replacement Summaries
A summary on the replacement chart which specifies why you can do a replacement of employees
Succession Planning
An initiative to replace employees
Markov Analysis
Analyses the job turnover rate
Labour Equilibrium
Supply = Demand
Labour Shortage
Supply < Demand
Labour Surplus
Supply > Demand
Staffing Table
A table that showcases the timeline to achieve Labour Equilibrium
Strategies for Dealing with a Labour Surplus
- Decrease number of employees
- Increase number of existing employees leaving the organization
> Attrition
> Quitting
> Early Retirement
> Sabbatical
> Layoff
> Firing without just cause
> Job Sharing
> Part Time
> Working Share
> Overtime
> Transfer/Promotion/Demotion
> Internal Recruitment
> Retention
> Outsourcing
> External Recruitment
Hiring Freeze
Organization stops hiring new employees
Attrition
Relies on natural causes of leaving
> Death
Retirement
Quitting
Same as fired without cause, will offer reference letter and outplacement
Early Retirement
Offers earlier retirement
Sabbatical
Offers leave of absence without pay
Layoff
Will send employees home until there is more work
Firing without cause
Will fire and give pay in leiu
Job Sharing
Divides one job between two or more employees
Part Time
Shift from full time to part time
Work Sharing
Reduced work week to 3 or 4 days a week
Overtime
Offer more hours for more pay
Transfer/Promotion/Demotion
Shifts an employee to another vacant job
Internal Recruitment
Looks to fill a position from within
Retention
Focuses on trying to prevent employees from quitting
Outsourcing
Finding an outside organization to do the work for cheaper
External Recruitment
Finding people for a job
Prohibited Grounds of Discrimination
Race
Ancestry
Place of origin
Colour
Ethnic Origin
Citizenship
Creed
Sex
Sexual Orientation
Gender Identity
Gender Expression
Age
Record of Offences
Marital Status
Family Status
Disability
Intentional Discrimination on a Non Prohibited Ground
Allowed, you can as it is non prohibited
Intentional Discrimination on a Prohibited Ground
Not Allowed, you cannot as it is prohibited
Unintentional Discrimination on a Prohibited Ground
Not Allowed, you cannot as it is prohibited
Unintentional Discrimination on a Non Prohibited Ground
Allowed, you can as it is non prohibited
Harassment
Engaging in a course of vexatious comments or conduct that is out reasonably
Human Rights Tribunal of Ontario
Provincial governing body to resolve discrimination and harassment
Employment Equity Act
Aims to make employment fair and designed to achieve equality in the workplace
Designated Groups
Groups that are commonly targeted against;
Gender
Aboriginal People
Visible Minority (Race)
Disability
Employment Equity Process
- Announce and communicate the program
- Collect workforce data
- Conduct a workforce analysis
- Conduct an employment systems review
- Develop and implement a plan
- Submit reports to the government
Recruitment
The process of getting people to apply for jobs at an organization
Employer Branding
The image an organization has as an employer
Employer Branding 3 Steps
- Define Target Audience
- Develop the employee value proposition
- Communicate the value proposition
Recruitment Methods
Advertisements
Open House
Educational Institutions
Employee Referrals
Former Employees
Employment Agencies
Online Recruiting
Career Fairs
Selection
The process of choosing the best applicant for the job
Selection Steps
Screening
Testing
Interviewing
Reference Checking
Offer and Acceptance
Screening
Resumes are checked whether they meet all KSAEs
Testing
Tests are conducted by HR and should be reliable and valid.
Testing Types
Physical
Personality
Knowledge
Work Sample
Interviewing
Conducted by HR Supervisor, a way to get to know the candidate better
Types of Interviews
Individual
Panel
Sequential
Types of Media Interview
In Person
Phone
Virtual
Interviewing Steps
- Planning the Interview
- Establishing Rapport
- Asking Questions
- Closing the Interview
- Evaluating the Interviewee
First Impression Error
Interviewer’s first perception of an interviewee to influence later preceptions
Contrast Effect
Interviewer’s perception of an interviewee to be influenced by previous perceptions
Reference Checking
Applicants’ information is checked for accuracy
Offer and Acceptance
Decision can be made based on subjective approach or statistical approach or both
