Podcast
Questions and Answers
What does the term 'glass ceiling' refer to in a workplace context?
What does the term 'glass ceiling' refer to in a workplace context?
Which of the following best describes 'harassment' in the workplace?
Which of the following best describes 'harassment' in the workplace?
What is the primary purpose of mentoring programs?
What is the primary purpose of mentoring programs?
What does reasonable accommodation refer to in the workplace?
What does reasonable accommodation refer to in the workplace?
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Which option defines 'stereotyping' correctly?
Which option defines 'stereotyping' correctly?
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What is the primary purpose of the Delphi technique?
What is the primary purpose of the Delphi technique?
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Which of the following best describes employee self-service in an HRIS?
Which of the following best describes employee self-service in an HRIS?
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What does extrapolation in human resource planning refer to?
What does extrapolation in human resource planning refer to?
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Flexible retirement programs primarily offer which benefit?
Flexible retirement programs primarily offer which benefit?
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How does human resource accounting benefit an organization?
How does human resource accounting benefit an organization?
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What is the primary function of labor market analysis?
What is the primary function of labor market analysis?
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Which method uses historical employee movement to forecast future human resource supplies?
Which method uses historical employee movement to forecast future human resource supplies?
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What does job sharing aim to achieve in response to reduced workload?
What does job sharing aim to achieve in response to reduced workload?
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What is the primary purpose of inducements in the recruitment process?
What is the primary purpose of inducements in the recruitment process?
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Which of the following best describes a job application form?
Which of the following best describes a job application form?
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How do job fairs benefit potential recruits?
How do job fairs benefit potential recruits?
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What role do professional search firms play in the recruitment process?
What role do professional search firms play in the recruitment process?
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What is meant by 'selection' in the context of recruitment?
What is meant by 'selection' in the context of recruitment?
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What does systemic discrimination refer to?
What does systemic discrimination refer to?
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Which term describes a situation where a department has fewer individuals from a protected class than are available in the labor market?
Which term describes a situation where a department has fewer individuals from a protected class than are available in the labor market?
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What does 'undue hardship' imply in the context of workplace accommodations?
What does 'undue hardship' imply in the context of workplace accommodations?
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Which of the following best defines workplace diversity?
Which of the following best defines workplace diversity?
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What is an applicant tracking system (ATS) primarily used for?
What is an applicant tracking system (ATS) primarily used for?
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What common practice is referred to as 'buy-back' in the workplace?
What common practice is referred to as 'buy-back' in the workplace?
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Which option best describes the role of alumni associations in recruitment?
Which option best describes the role of alumni associations in recruitment?
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What is a human resource plan designed to achieve?
What is a human resource plan designed to achieve?
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What does automation primarily involve?
What does automation primarily involve?
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Which term describes the Canadian ideal of maintaining diverse cultural heritages?
Which term describes the Canadian ideal of maintaining diverse cultural heritages?
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Demographic changes in the labor force are characterized by which of the following?
Demographic changes in the labor force are characterized by which of the following?
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What does strategic human resource management specifically aim to integrate?
What does strategic human resource management specifically aim to integrate?
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Which of the following describes job design?
Which of the following describes job design?
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What is a competency model used for?
What is a competency model used for?
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Which aspect of job performance does task significance affect?
Which aspect of job performance does task significance affect?
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How does job enrichment differ from job enlargement?
How does job enrichment differ from job enlargement?
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What is job rotation primarily designed to achieve?
What is job rotation primarily designed to achieve?
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Which of the following best defines a mission statement?
Which of the following best defines a mission statement?
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What does an employee log typically collect?
What does an employee log typically collect?
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What does feedback in a workplace context primarily provide?
What does feedback in a workplace context primarily provide?
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Which characteristic is associated with ergonomics?
Which characteristic is associated with ergonomics?
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Which term refers to a freelancer who is not part of the regular workforce?
Which term refers to a freelancer who is not part of the regular workforce?
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Study Notes
Human Resource Management
- Automation shifts work from manual to mechanical or electronic processes.
- Chartered Professional in Human Resources (CPHR) is a formally accredited HR practitioner.
- Cultural Mosaic is Canada's ideal of maintaining diverse cultural heritages.
- Demographic Changes are gradual alterations in the workforce (e.g., education levels, age).
- Economic Forces include global trade and competitiveness pressures.
- Educational Attainment is the highest educational level achieved.
- Functional Authority allows staff experts to make decisions normally reserved for line managers.
- Gamification uses game-like elements (rules, competition, teamwork) for engagement.
- Human Resource Audit examines HR policies, practices, and systems to identify deficiencies.
- Human Resource Management (HRM) focuses on leading and managing people through systems that optimize performance and contribute to organizational goals.
- Knowledge Workers generate, process, analyze, or synthesize ideas and information (e.g., scientists).
- Line Authority empowers managers to make decisions about production, performance, and people.
- Mission Statement outlines the organization's purpose and long-term objectives.
- Organization Structure defines how people, objectives, technology, size, age, and policies are arranged.
- Organizational Culture represents shared core beliefs and assumptions among organizational members.
- Organizational Goals are short and long-term outcomes that HRM supports.
- Productivity is the ratio of outputs (goods/services) to inputs (people, capital, materials).
- Sociocultural Forces are challenges related to cultural differences and societal shifts.
- Staff Authority provides advisory power without direct control.
- Strategic Human Resource Management (SHRM) integrates strategic direction into HRM systems and practices to align with an organization's mission and overall performance.
Job Design
- Autonomy means having control over one's work and environment.
- Competency is a knowledge, skill, ability, or behavior crucial for successful job performance.
- Competency Matrix lists the level of each competency required for different jobs.
- Competency Model (Competency Framework) outlines the competencies required for a specific job.
- Efficiency maximizes output with minimal input.
- Employee Log collects job information through jobholder diaries summarizing tasks, activities, and challenges.
- Environmental Considerations are external factors influencing job design, including employee availability and social expectations.
- Ergonomics minimizes physical and mental strain by studying relationships between workers and their environment.
- Feedback provides information to evaluate the success or failure of actions or systems.
- Focus Group gathers job information through a facilitated meeting with subject matter experts.
- Interview collects job information through a structured conversation with a jobholder.
- Job is a group of related activities or duties.
- Job Analysis methodically studies a job to identify specifications, skill requirements, and other relevant information.
- Job Analysis Questionnaires collect uniform job information through standardized checklists.
- Job Code uses numbers, letters, or both to summarize the job and its content.
- Job Description documents functions, tasks, accountabilities, working conditions, and competencies for a job.
- Job Design identifies job duties, characteristics, competencies, and sequences, considering technology, workforce, organizational context, and environment.
- Job Enlargement adds tasks to a job, increasing the job cycle and utilizing a wider range of skills.
- Job Enrichment adds responsibility and autonomy to a job, giving the worker more planning, execution, and evaluation power.
- Job Families group different jobs with similar duties and responsibilities.
- Job Identity includes the job title, location, and status.
- Job Performance Standards define the expected work performance for a particular position.
- Job Rotation involves shifting employees between jobs for variety and skills development.
- Job Specification details the job demands and human skills required.
- National Occupational Classification (NOC) is a government-created classification system based on skill level and types.
- Observation involves direct observation of jobholders by a specialist to gather job information.
- Position is a collection of tasks and responsibilities performed by one person.
- Social Expectations reflect societal expectations regarding jobs, conditions, and quality of work life.
- Task Identity refers to the sense of responsibility and pride from completing an entire piece of work.
- Task Significance highlights the importance of the work for others.
- Variety allows workers to use different skills and abilities, performing diverse activities.
- Work Flow outlines the job sequence and balance needed to produce goods or services.
- Work Practices are established ways of performing work in an organization.
- Working Conditions encompass physical environment, hours, hazards, travel requirements, and other job-related factors.
Human Resource Planning
- Attrition is employee loss due to voluntary departures (resignation, retirement, death).
- Canadian Occupational Projection System (COPS) forecasts Canadian economic and human resource needs up to 10 years.
- Consultant provides expert advice and counsel in a specific area.
- Contract (or Contingent) Worker is a freelancer who provides services under a specific contract, not part of the regular workforce.
- Crowdsourcing involves outsourcing functions to an undefined network of people through an open call.
- Delphi Technique solicits future event predictions from experts through repeated surveys until consensus is reached.
- Employee Self-Service allows employees to access information and complete tasks through an HRIS.
- Enterprise-wide Systems link an organization's software applications into a single system.
- Extrapolation extends past change rates into the future.
- Forecasts estimate future resource needs and changes.
- Full-time Employees work 37.5-40 hours per week.
- Human Resource Accounting measures the present and future value of human resources to the organization.
- Human Resource Information System (HRIS) gathers, analyzes, and reports important data for strategic decision-making.
- Human Resource Planning anticipates future business demands, analyzes their impact, determines resource availability, and makes decisions to effectively utilize resources.
- Indexation estimates future needs by matching employment growth with a selected index (e.g., production employees to sales).
- Intranet is an internal computer network for an organization.
- Job Sharing distributes available work among employees to minimize layoffs during production declines.
- Labour Market Analysis studies the availability of different types of workers.
- Labour Shortage is insufficient qualified talent to meet labor demand.
- Management or Leadership Inventory assesses the skills and experience of current managers.
- Manager Self-Service (MSS) allows managers to access employee records and add information through HRIS.
- Markov Analysis forecasts future human resource supplies using probability matrices based on historical employee movement.
- Reverse Mentoring involves experienced employees mentoring younger or less experienced managers.
- Skill-Building Training focuses on developing interpersonal skills to navigate cultural differences in the workplace.
- Underutilization is when a department or employer has fewer members of a protected class than in the labor market.
- Undue Hardship makes accommodation unreasonable due to excessive cost or risk.
- Workplace Diversity encompasses human characteristics that influence employee values, perceptions, behaviors, and interpretations.
Recruitment and Selection
- Ads are job advertisements in newspapers, magazines, etc.
- Alumni Associations are groups of graduates from schools, colleges, or training facilities.
- Applicant Tracking System (ATS) is a database that matches job requirements with applicant characteristics and expands the recruitment pool.
- Blind Ads do not identify the employer.
- Buy-Back persuades a resigning employee to stay with the organization using incentives (e.g., higher salary).
- Competitive Advantage exists when a firm offers the same value as competitors at a lower cost (cost advantage) or delivers unique value exceeding competitors (differentiation advantage).
- Costs represent expenses related to attracting recruits.
- Direct Inquiries are job seekers who apply directly to the organization without referrals or in response to specific ads.
- Educational Institutions are schools, colleges, and universities where job seekers are sought.
- Employee Referrals are recommendations made by current employees to the recruiter.
- Employment and Social Development Canada (ESDC) is the federal department providing programs and services for employers and employees.
- Human Resource Plan outlines strategies to fill vacancies, including internal promotion or external recruitment decisions.
- Inducements are monetary, non-monetary, or intangible incentives used to attract recruits.
- Job Application Form is a company form filled by applicants, providing contact information, education, experience, skills, and other details.
- Job Fairs are trade shows where companies showcase their jobs to potential recruits.
- Organizational Policies are internal policies that affect recruitment (e.g., "promote-from-within").
- Professional Search Firms are agencies that, for a fee, recruit specialized personnel for companies.
- Recruiter Habits refer to recurring recruiting methods or behaviors.
- Recruitment is identifying and attracting qualified candidates to apply for and accept job offers.
- Resume is a document outlining an applicant's work experience, education, personal data, and other relevant information.
- Selection involves identifying the best candidates for a job based on qualifications using tools like tests and interviews.
- Temporary-Help Agencies provide supplemental staff for short-term vacancies.
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Description
This quiz covers essential concepts in Human Resource Management (HRM), including automation, cultural mosaic, and the role of demographic changes. It explores the significance of educational attainment, functional authority, and gamification in HR practices. Test your understanding of how these elements contribute to effective HR strategies.
