Human Resource Management Overview

<p>To use research to inform HR practices and ensure they are effective (A)</p> Signup and view all the answers

<p>True Experiments (A)</p> Signup and view all the answers

<p>To explore relationships between variables (C)</p> Signup and view all the answers

<p>Survey Research (B)</p> Signup and view all the answers

<p>There is a systematic relationship between the variables. (A)</p> Signup and view all the answers

<p>Review Background Info, Choose Sources of Job Info, Gather Job Info, Develop Key Documents (C)</p> Signup and view all the answers

<p>Competitor (B)</p> Signup and view all the answers

<p>Job responsibilities and duties (B)</p> Signup and view all the answers

<p>Extreme (A)</p> Signup and view all the answers

<p>The specific tasks and responsibilities of a job (B)</p> Signup and view all the answers

<p>Job specification (C)</p> Signup and view all the answers

<p>A decentralized structure with few layers of management (B)</p> Signup and view all the answers

<p>Linear (D)</p> Signup and view all the answers

<p>Organizational Culture (A)</p> Signup and view all the answers

<p>Knowledge, skills, abilities, and other characteristics (A)</p> Signup and view all the answers

<p>There is a negative correlation between social media use and productivity. (A)</p> Signup and view all the answers

<p>A relationship between two variables that appears to be related, but is due to chance or a third factor. (D)</p> Signup and view all the answers

<p>Criminal history (A)</p> Signup and view all the answers

<p>To determine whether a job requirement is a justifiable bona fide occupational requirement. (A)</p> Signup and view all the answers

<p>To identify potential candidates for a particular job. (C)</p> Signup and view all the answers

<p>A job is a general description of work, while a position is a specific instance of a job held by one person. (D)</p> Signup and view all the answers

<p>Determining the purpose and goals of the job analysis. (D)</p> Signup and view all the answers

<p>To create a clear picture of a job and its requirements. (D)</p> Signup and view all the answers

<p>Potential to learn a skill (C)</p> Signup and view all the answers

<p>Office Skills Test (C)</p> Signup and view all the answers

<p>Compassionate and kind (D)</p> Signup and view all the answers

<p>Openness to Experience (B)</p> Signup and view all the answers

<p>300 feet (D)</p> Signup and view all the answers

<p>To give employees more responsibility and control over their work. (C)</p> Signup and view all the answers

<p>Potential for bias in judgments (B)</p> Signup and view all the answers

<p>Compensation and benefits. (B)</p> Signup and view all the answers

<p>It follows a predefined set of questions. (B)</p> Signup and view all the answers

<p>Defamation risks for the employer (A)</p> Signup and view all the answers

<p>It can be more cost-effective than external recruitment. (C)</p> Signup and view all the answers

<p>To ensure that candidates understand the true nature of the job. (C)</p> Signup and view all the answers

<p>Employing a candidate who may harm others (C)</p> Signup and view all the answers

<p>Multiple Hurdles (B)</p> Signup and view all the answers

<p>Active sources rely on proactive outreach, while passive sources depend on candidates reaching out to the organization. (A)</p> Signup and view all the answers

<p>All of the above. (D)</p> Signup and view all the answers

<p>To define the skills, knowledge, and behaviors required for success in a specific role. (B)</p> Signup and view all the answers

Assesses an individual's potential to learn a skill.

Evaluates an individual's existing knowledge and skills.

Tests mental capabilities like problem-solving and reasoning.

A framework describing five key personality traits.

A cognitive ability test commonly used in hiring processes.

A strategic approach to managing people in an organization to improve their performance and achieve organizational goals.

Two major functions are recruitment and employee development, focusing on attracting and nurturing talent.

The shared values, beliefs, and practices that shape how employees behave in an organization.

The overall atmosphere and feeling employees have in an organization, affecting job satisfaction and performance.

Using data and research to guide HR practices and decisions, improving effectiveness and reducing biases.

Research method where one variable is manipulated to observe its effect on another variable.

Research method similar to true experiments but lacks random assignment, comparing effects across different groups.

A method to assess relationships between variables without distinguishing IV and DV, often using questionnaires.

Correlation: when two variables change together. Causation: one variable causes the change in another.

A relationship between two variables that appears to be causal but is actually coincidental due to a third variable.

Section 15 of the Canadian Charter guarantees equality before the law without discrimination.

Laws that protect individuals from discrimination in various grounds, ensuring their rights.

Direct (intentional) and Indirect (unintentional) discrimination based on prohibited grounds.

Job requirements that must be met for legitimate business reasons, justifying potential discrimination.

A legal test for determining if a job requirement is necessary and non-discriminatory.

The process of understanding and documenting the tasks, duties, and responsibilities of a job.

A bias where one positive or negative trait influences overall evaluation.

Preference for candidates who resemble oneself in attributes or experiences.

Interviews with a predetermined format to ensure consistent questioning.

Legal concept where an employer is liable for an employee's actions due to inadequate checks during hiring.

Selection method that requires candidates to meet minimum criteria across all assessment areas.

Actively participates as a member of the team toward completing goals.

Attitudinal state reflecting how an employee feels about their job.

Factors such as pay, promotion policies, and coworker relationships that reflect job satisfaction.

A strategy where employees switch roles to gain exposure to different tasks.

Adding more tasks to an employee's role to enhance their job.

Increasing the depth of a job by adding responsibilities and challenges.

Filling job vacancies using current employees within the organization.

Promoting employer brand and providing a realistic job preview to candidates.

A digital database used to categorize occupations in Canada.

Visual representations of an organization's structure.

A tool for gathering information about job duties and requirements.

A document that outlines the duties and responsibilities of a job.

A statement that describes the qualifications needed for a job.

Tasks, Duties, and Responsibilities associated with a job.

Knowledge, Skills, Abilities, and Other characteristics required for a job.

A process to identify and describe the competencies needed for success in a job.

A method where job analysts observe incumbents performing their tasks.