Human Resource Management Quiz

<p>Ensuring competitiveness in both domestic and international markets (A)</p> Signup and view all the answers

<p>Highly formalized and guided by negotiated processes (B)</p> Signup and view all the answers

<p>During economic booms, companies may become less selective in hiring (A)</p> Signup and view all the answers

<p>An aging workforce with more people aged 55-64 than those 15-24 (D)</p> Signup and view all the answers

<p>Adopting policies to foster inclusion and diversity in the workplace (A)</p> Signup and view all the answers

<p>Focusing on retention and selective hiring due to job cutbacks (B)</p> Signup and view all the answers

<p>Impacting recruitment through e-recruiting and internet-based hiring platforms (D)</p> Signup and view all the answers

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

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

<p>The degree to which a test accurately measures the specific KSAOs it is designed to assess. (A)</p> Signup and view all the answers

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

<p>The influence of factors unrelated to the trait being measured, potentially distorting the results. (C)</p> Signup and view all the answers

<p>The psychological trait of 'leadership' as it relates to employee motivation and performance. (B)</p> Signup and view all the answers

<p>Construct validity (C)</p> Signup and view all the answers

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

<p>Whether the test items are relevant to the specific content or subject matter being measured. (D)</p> Signup and view all the answers

<p>Criterion-related validity (B)</p> Signup and view all the answers

<p>The use of standardized tests and scoring procedures. (B)</p> Signup and view all the answers

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

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

<p>The difficulty in controlling external factors that can influence test results. (C)</p> Signup and view all the answers

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

<p>The level of motivation an employee demonstrates in their work. (A)</p> Signup and view all the answers

<p>Bona Fide Occupational Requirement (D)</p> Signup and view all the answers

<p>Adjusting hiring practices to provide equal opportunity (D)</p> Signup and view all the answers

<p>Assessing each case based on its unique circumstances (B)</p> Signup and view all the answers

<p>That the disability poses a real and significant safety risk (A)</p> Signup and view all the answers

<p>It ensures outreach to target group members (B)</p> Signup and view all the answers

<p>Empirical evidence to support recruitment practices (C)</p> Signup and view all the answers

<p>To ensure procedures do not cause discrimination (D)</p> Signup and view all the answers

<p>By integrating research with practical applications (C)</p> Signup and view all the answers

<p>Employers must obtain a warrant from a judge to collect, use, and disclose personal information. (A)</p> Signup and view all the answers

<p>An employer's policy that explicitly allows employees to use workplace computers for personal use. (D)</p> Signup and view all the answers

<p>Affirmative Action (C)</p> Signup and view all the answers

<p>Dunlop and Harold v. Etobicoke (C)</p> Signup and view all the answers

<p>O’Malley v. Sears (A)</p> Signup and view all the answers

<p>Requiring all firefighters to be able to lift 100 pounds. (D)</p> Signup and view all the answers

<p>The Parliamentary Employment and Staff Relations Act (C)</p> Signup and view all the answers

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

<p>The female firefighter failed an aerobic fitness test. (A)</p> Signup and view all the answers

<p>It was discriminatory under Section 15 of the Charter. (A)</p> Signup and view all the answers

<p>Unified Discrimination Test. (C)</p> Signup and view all the answers

<p>Intent to harm underrepresented groups. (D)</p> Signup and view all the answers

<p>They are expected to accommodate only to the extent that safety and effectiveness are maintained. (D)</p> Signup and view all the answers

<p>Demonstrating reasonable necessity and accommodation without undue hardship. (D)</p> Signup and view all the answers

<p>To adjust practices so individuals are not disadvantaged due to prohibited grounds. (A)</p> Signup and view all the answers

<p>Efficiency and effectiveness in the workplace. (D)</p> Signup and view all the answers

<p>That the standard is necessary and cannot be accommodated without undue hardship. (A)</p> Signup and view all the answers

The extent to which a test measures what it’s supposed to measure.

Concepts constructed to explain relationships between observations.

How someone/something varies on a construct of interest.

Whether test items match the subject matter intended to be measured.

The degree to which a test measures the theoretical construct it's designed to measure.

Knowledge, Skills, Abilities, and Other characteristics relevant to job performance.

Difficulties in demonstrating validity of psychological measures due to abstract constructs.

Height may be reliable but doesn’t predict cognitive ability.

The relationship between a predictor test score and an outcome measure; correlates predictor with performance.

How relevant test takers perceive the test content to be for its purpose.

Correlation between pre-hire predictor scores and post-hire performance scores.

A method used to assess or evaluate candidates during the hiring process.

The effectiveness and efficiency of an employee in their assigned tasks and duties.

An abstract concept that is intentionally measured by research or testing methods.

Using various data points to support the validity of a test or assessment method.

Hiring practices that include women, minorities, Aboriginal peoples, and people with disabilities.

Planning in staffing to create legally defensible recruitment & selection systems.

The competition among companies worldwide, emphasizing efficiency and innovation.

Increased economic activity leads to prioritization of recruitment due to labor shortages.

Reduced jobs and hiring leads to focus on retention and selective hiring.

Advantages of online recruitment, such as larger candidate pools and lower costs.

Issues in online recruitment, including data security and privacy concerns.

Shift in workforce age and diversity requiring policy adaptation in hiring.

Formalized hiring processes in government jobs adhering to professional standards.

Varied recruitment approaches based on organization size, often informal in small businesses.

Regulations governing conditions such as age, wages, and holidays.

Regulates collection and use of personal information by employers.

Federal law requiring consent for personal data handling.

Belief that personal information is protected in the workplace.

Bona fide occupational requirement necessary for a job.

Case where age discrimination was claimed by older firefighters.

Case resulting from discrimination over religious accommodation in work schedules.

Case where a turban-wearing employee's dismissal was upheld as a BFOR.

A legal case involving a female firefighter dismissed for failing a fitness test, claimed sex discrimination.

Legal standard established for bona fide occupational requirements (BFOR) following the Meiorin Case.

A valid reason for discrimination in employment practices, if necessary for the job.

Three conditions to justify a BFOR: rational connection, good faith, and reasonable necessity.

The standard must be logically linked to the job's purpose and performance.

Employer's genuine belief that a standard is necessary, without intent to discriminate.

Adjustments made in the workplace to prevent discrimination or disadvantage.

Employers' obligation to adjust practices unless it causes undue hardship.

The point beyond which accommodating an individual is excessively difficult or costly for employers.

Shifted the burden onto employers to justify employment standards affecting certain groups.

A decision that Coast Guard's test wasn't a bona fide occupational requirement.

Assessing cases on a personal basis instead of uniform standards.

Employers must look for fair and effective assessment options.

A requirement for employers to prove that a disability poses a significant safety risk.

Key to successful outreach to target recruitment groups.

Ensuring recruitment programs meet human rights and employment equity standards.

Recruitment and selection methods must be evidence-based for legal defense.