Human Resources and Employment Equity Quiz

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Questions and Answers

What constitutes discrimination in employment?

Hiring based on gender diversity.

Providing job preference based on qualifications.

Promoting employees based on age.

Denying a job based on non-job relevant reasons. (correct)

What is the aim of employment equity?

To eliminate all forms of hiring.

To implement quotas for job placements.

To prioritize job assignments based on education levels.

To reflect the workforce diversity of the population. (correct)

Which of the following describes a hostile work environment?

Physical violence in the workplace.

Inappropriate comments and unwanted touching. (correct)

Providing extra work benefits in exchange for sexual favors.

Permanent reduction of an employee’s responsibilities.

What does comparable worth refer to?

Similar pay for jobs of comparable importance. Signup and view all the answers

Which of the following is a key responsibility of human resources regarding workplace health and safety?

Overseeing policies and prevention measures. Signup and view all the answers

What is the primary purpose of Human Resources in an organization?

To manage the human side of the business Signup and view all the answers

Which function of HR involves evaluating employee performance?

Performance Appraisals Signup and view all the answers

What is included in the process of recruitment?

Finding potential employees Signup and view all the answers

Which category does employee orientation belong to in HR responsibilities?

Developing a quality workforce Signup and view all the answers

What does human capital refer to in an organizational context?

The skills and abilities of employees Signup and view all the answers

What is a key responsibility of HR in relation to workplace health and safety?

Ensuring a safe work environment Signup and view all the answers

What do labor relations in HR primarily deal with?

Dealing with unhappy unions Signup and view all the answers

Which of the following is NOT a part of maintaining a quality workforce?

Job Analysis Signup and view all the answers

What is the primary purpose of the Workplace Hazardous Materials Information System (WHMIS)?

To provide a national hazard communication system Signup and view all the answers

Which of the following is NOT a key element of WHMIS?

Employee performance reviews Signup and view all the answers

What does job analysis primarily help organizations develop?

Job descriptions and specifications Signup and view all the answers

What is the focus of job specifications?

Knowledge, skills, and abilities required for the job Signup and view all the answers

Which activity is primarily aimed at attracting a qualified pool of job applicants?

Recruitment Signup and view all the answers

What does a job description typically include?

The tasks and responsibilities of the job holder Signup and view all the answers

Which example best illustrates a job specification?

An accountant should have strong analytical skills. Signup and view all the answers

What does the term human resource planning involve?

Analyzing job responsibilities and workforce needs Signup and view all the answers

What is the primary goal of the initial screening phase in the recruitment process?

To create a pool of qualified applicants Signup and view all the answers

What is a distinguishing feature of structured interviews?

Questions are predetermined and consistently used Signup and view all the answers

Which recruitment method seeks candidates from within the organization?

Internal recruitment Signup and view all the answers

What is a potential disadvantage of unstructured interviews?

They can lead to bias and unfair assessments Signup and view all the answers

Which of the following is emphasized in realistic job previews?

A balanced view of job responsibilities Signup and view all the answers

What is the purpose of asking questions that test aptitude during an interview?

To gauge the thought process of the candidate Signup and view all the answers

What type of recruitment highlights only the positive aspects of a job?

Traditional recruitment Signup and view all the answers

Why is person-organization fit important in hiring?

It helps to predict the candidate's performance and satisfaction Signup and view all the answers

Study Notes

Human Resources - BOH4M

This course covers Human Resources (HR) management, specifically the initial stages from managing HR to training.
The course is part of a larger Management Fundamentals chapter, specifically chapter 12.

Success Criteria

Students need to understand and articulate the purpose of HR and identify its various functions.
Students need to differentiate between job titles, descriptions, and specifications.
Students need to construct appropriate and effective interview questions.

H.R. and the Organization

HR plays a vital role within an organization.

Be Nice to HR!!!!

This section emphasizes the importance of HR in an organization.

Discuss

The discussion is about the role of HR, both who they are and what they do in an organization.

Human Resources

In a business context, "Human" refers to people.
"Resources" are valuable assets.
HR departments are designed to manage the human aspect of a business, acknowledging that people are the most valuable asset.

What Does HR Do?

Job Analysis: determining job requirements
Recruitment: finding potential employees
Selection: choosing from applicants
Training and Development: managing employee learning
Compensation: deciding compensation for employees
Performance Appraisals: evaluating employee performance
Labour Relations: dealing with labour unions
Workplace Health and Safety: ensuring a safe workplace.

Study Question 1: Why do people make the difference?

Human capital is essential for long-term organizational success.
Organizations achieve better results when they prioritize treating employees well.

Everything Falls into 3 Categories

HR responsibilities are categorized to:
- Attracting a quality workforce: which involves human resource planning, recruitment, and selection.
- Developing a quality workforce: which includes employee orientation, training, development, and performance appraisal.
- Maintaining a quality workforce: this includes career development, work-life balance, compensation and benefits, employee retention, turnover, and labor-management relations.

Legal Issues in H.R.

This section focuses on legal considerations related to HR.

Study Question 2: What is strategic human resource management?

Discrimination in employment: denying someone a job or role based on non-relevant criteria.
- Example: age discrimination in layoffs
Employment Equity: an effort to ensure representation from various groups (Aboriginals, women, visible minorities, people with disabilities) in the workplace.
- Bona fide occupational requirements: essential qualifications and attributes necessary for a specific job, which are legally justified for discriminating against certain applicants
Current legal issues in HR management:
- Sexual harassment: behaviours of a sexual nature that affect one's employment situation.
- Quid pro quo: making employment or academic benefits contingent on sexual advancements.
- Hostile work environment: inappropriate actions such as unwanted touching or comments.
The Canadian Human Rights Act and the Canada Labour Code protect employees from sexual harassment in the workplace.
Additional legal issues:
- Comparable worth: principle that jobs of similar importance must have comparable pay.
- Part-time and contract work: becoming more prevalent.

Workplace Health and Safety

HR manages workplace health and safety policies.
This includes the prevention and post-incident consequences of health and safety issues in the workplace.

WHMIS

Workplace Hazardous Materials Information System (WHMIS): Canada's hazard communication system.
Key elements include labelling hazardous products, safety data sheets, and worker education/training.

Workplace Safety Videos

Discussion questions address commercial impact, campaign success, and manager roles after reviewing workplace safety videos.

JOB ANALYSIS

Job analysis is the foundation of human resource planning.
It's a systematic study of job facts, responsibilities, timing, and processes.
It identifies the who, what, where, why, and when of a job.
Job analysis informs the development of both job descriptions and job specifications.

Job Descriptions

Job descriptions outline what the jobholder does.
A counter-server example details responsibilities such as greeting customers, cleaning area, serving customers, handling cash and inventory, and reporting to the supervisor.

Job Specifications

Job specifications detail the required knowledge, skills, and abilities for a job.
A counter-server example requires a high school diploma, experience, safety training and ability to lift 8 kilograms.

RECRUITMENT AND SELECTION

Recruitment is attracting a qualified pool of job applicants.
Steps in recruitment include:
- Advertising job vacancies.
- Making preliminary contact.
- Initial applicant screening.

Recruitment methods

External recruitment (seeking applicants from outside the company) and internal recruitment (seeking applicants from within the company).
Traditional recruitment (highlighting positive aspects only) and realistic job previews (providing candidates with all aspects of the job).

Discussion - Small Groups

Discussion about internal and external recruitment of a school principal.

INTERVIEWING

Two types of Interviews:
- Structured Interview: planned questions asked systematically to each candidate (often preventing bias but can be rigid).
- Unstructured Interview: less planned questions, more open to bias and can be unfair to certain applicants.

Interviewing – Questions to Ask

Questions should be job-relevant.
Questions shouldn't duplicate information from the resume.
Each question should have a purpose.
Questions can assess aptitude (e.g., "how many windows are in NYC?").
Questions should allow for understanding of person-organization fit.
Questions shouldn’t ask for information that is readily available elsewhere, including the candidate's resume.

Questions that you are not allowed to ask

Employers in Ontario cannot ask about age, marital status, personal questions, disabilities, criminal record, race, religion, nationality, sexual orientation, or affiliations.

Sample Teacher Interview Questions

Interview questions to assess teaching philosophy, fostering positive learning environments, managing classroom behaviour, and accommodating diverse learners.

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Description

Test your knowledge on key concepts in human resources, including discrimination, workplace health and safety, and employment equity. This quiz covers important terms like human capital, labor relations, and the responsibilities of HR in maintaining a quality workforce.