MOS 1021: Intro to Human Resource Management
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Questions and Answers

How many exams are there in this course?

  • 1
  • 4
  • 2
  • 3 (correct)

    • What is the format of the exams in this course?

  • Multiple choice (correct)
  • Short answer
  • True/False
  • Essay

    • How long are the exams in this course?

  • 1 hour
  • 2.5 hours
  • 2 hours (correct)
  • 1.5 hours

    • What is the percentage weight of each exam?

    <p>33% (C)</p> Signup and view all the answers

    By when must the research component of the course be completed?

    <p>April 4 (D)</p> Signup and view all the answers

    What is the recommended way to register for research studies?

    <p>Sign up through the SONA system (B)</p> Signup and view all the answers

    How many research credits can be earned for completing a 60-minute research study?

    <p>1.0 (B)</p> Signup and view all the answers

    What is the penalty for not earning the required number of research credits by the deadline?

    <p>A 2% deduction from the final grade for each 1.0 credit not earned (B)</p> Signup and view all the answers

    Where can students find detailed instructions for completing the alternative research assignment?

    <p>The course website (B)</p> Signup and view all the answers

    Which of the following communication channels is NOT recommended for asking administrative questions about the course?

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

    What are two major functions of Human Resource Management (HRM)?

    <p>Operational and Strategic (C)</p> Signup and view all the answers

    Which of the following is NOT a key HR system used to carry out the operational and strategic functions of HRM?

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

    What is the difference between human resources and human capital?

    <p>Human resources refers to the people, whereas human capital refers to their knowledge, skills, and expertise. (A)</p> Signup and view all the answers

    Which of the following is NOT an example of a strategic goal that could be achieved through effective HRM practice?

    <p>Improve competitor performance (C)</p> Signup and view all the answers

    What is the relationship between HRM and corporate culture?

    <p>HRM can help shape and develop corporate culture through its systems. (C)</p> Signup and view all the answers

    Which of the following is NOT a factor that influences organizational climate?

    <p>Employee performance (C)</p> Signup and view all the answers

    What is a key benefit of effective human resource management (HRM)?

    <p>Improved employee performance (C)</p> Signup and view all the answers

    What does evidence-based HR involve?

    <p>Evaluating HR practices based on available research (A)</p> Signup and view all the answers

    What is a common finding in studies comparing research-recommended HR practices and those implemented in organizations?

    <p>There is a significant discrepancy between the two. (A)</p> Signup and view all the answers

    Which research method involves collecting and analyzing new data?

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

    What type of research involves examining existing studies and their findings?

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

    What does the term 'independent variable' refer to in research?

    <p>The variable that is manipulated (D)</p> Signup and view all the answers

    Which type of research design involves randomly assigning participants to groups?

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

    Which of the following is NOT a prohibited ground of discrimination under the Ontario Human Rights Code?

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

    Which of these is an example of a bona fide occupational requirement (BFOR) for a specific job role?

    <p>Requiring a minimum height for an individual to be a firefighter. (B)</p> Signup and view all the answers

    Which of the following is NOT considered a type of discrimination?

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

    What is the purpose of the Meiorin Test in relation to human rights legislation?

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

    Which of the following is a legitimate consideration when deciding whether to accommodate an employee's needs under the duty to accommodate?

    <p>The potential cost of accommodation. (B)</p> Signup and view all the answers

    Which level of government is responsible for enacting the Canadian Human Rights Act?

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

    Which of these is NOT a component of the Meiorin Test?

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

    What does the duty to accommodate mean in the context of human rights?

    <p>Employers must make reasonable adjustments to policies and practices to ensure that individuals with protected characteristics are not disadvantaged. (D)</p> Signup and view all the answers

    Which of the following is an example of systemic discrimination?

    <p>A job application requiring candidates to have a specific type of driver's license that is difficult for individuals with certain disabilities to obtain. (A)</p> Signup and view all the answers

    What is indirect discrimination?

    <p>When an employer applies a seemingly neutral policy or practice that has a negative impact on a protected group. (A)</p> Signup and view all the answers

    Which research design would be most appropriate to determine if access to social media directly impacts productivity?

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

    In the provided example of a Quasi-Experiment, what is the independent variable?

    <p>Access to social media (D)</p> Signup and view all the answers

    What is a limitation of Quasi-Experiments?

    <p>They do not allow for random assignment of participants (A)</p> Signup and view all the answers

    Which research design is suitable for determining the existence of a relationship, but not necessarily the causal direction?

    <p>Both B and C (A)</p> Signup and view all the answers

    In the example using Organization 1 and Organization 2, what is the dependent variable?

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

    What type of data are typically gathered in a survey research design?

    <p>Both quantitative and qualitative data (C)</p> Signup and view all the answers

    Which statement best describes the aim of a true experiment?

    <p>To prove a causal relationship between the independent and dependent variable (B)</p> Signup and view all the answers

    In the provided example of a quasi-experiment, what is a potential confounding variable?

    <p>The overall work ethic of employees in each organization (A)</p> Signup and view all the answers

    Flashcards

    Research Studies Participation

    Students participate in faculty-led research by completing tasks or questionnaires.

    Credit System for Research

    30 minutes earns 0.5 credit, while 60 minutes earns 1.0 credit.

    SONA Registration

    Students must register on SONA for studies after the add-drop period.

    Alternative Research Assignment

    Choose a pre-approved journal article, read it, and answer questions for credit.

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    Research Credit Penalties

    2% deducted per missing 1.0 research credit by deadline.

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    Human Resource Management

    The process of recruiting, hiring, and managing employees.

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    Evidence-Based HR Management

    Using research and data to guide HR decisions.

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    Exams Format

    Three non-cumulative multiple-choice exams with 70 questions each.

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    Research Credits Requirement

    Students must earn 3.0 research credits by April 4.

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    Concept Check Mini-Quizzes

    Practice quizzes posted for each unit, not counting toward the final grade.

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    Organizational Climate

    Employees’ perceptions of the organization’s working environment.

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    Effective HRM Benefits

    Better HR systems lead to emotional commitment, better performance, and profits.

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    Evidence-Based HR

    Evaluating HR practices against established research to ensure desired outcomes.

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    Discrepancies in HR Practices

    The gap between research-recommended HR practices and actual practices used.

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    Research Methods

    Ways to generate new information and insights by collecting and analyzing data.

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    Independent Variable (IV)

    The variable that is manipulated or grouped to observe effects on another variable.

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    Dependent Variable (DV)

    The observed outcome that is influenced by the independent variable.

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    True Experiments

    Research design to test if IV affects DV under controlled conditions.

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    Human Resources

    People who make up the workforce of an organization.

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    Human Capital

    Knowledge, education, training, skills, and expertise of a workforce.

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    Human Resource Management (HRM)

    Management of people in organizations, focusing on operational and strategic functions.

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    Operational vs Strategic Functions

    Operational focuses on day-to-day tasks; strategic focuses on long-term goals like revenue increase.

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    Corporate Culture

    Core values and beliefs shared by members, developed through HR systems.

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    Quasi-Experiments

    Research designs where the IV's effect on the DV is studied without full control over variables.

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    Causal Conclusions

    Determinations made in a study that one variable directly influences another.

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    Survey Research

    A method to assess the relationship between two variables through questionnaires.

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    Relationship Between Variables

    The connection or correlation between two measured variables in research.

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    Natural Settings

    Real-world environments where quasi-experiments can be conducted.

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    Human Rights Legislation

    Laws that prohibit discrimination in public and private sectors.

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    Prohibited Grounds

    Categories under which discrimination is illegal, such as race, age, and gender.

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    Ontario Human Rights Code

    Provincial law in Ontario outlining discrimination grounds.

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    Types of Discrimination

    Includes direct refusal based on protected characteristics and negative effect of neutral policies.

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    Bona Fide Occupational Requirements (BFOR)

    Job-related attributes justifying certain hiring practices that may seem discriminatory.

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    The Meiorin Test

    A standard to assess if a job requirement is discriminatory through three questions.

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    Rational Connection

    Part of the Meiorin Test: relation between job requirement and job performance.

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    Duty to Accommodate

    Employer's obligation to modify practices for employees with protected characteristics.

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    Undue Hardship

    Limits to employer accommodation where costs or risks become unmanageable.

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    Protected Characteristics

    Traits that are legally shielded from discrimination, including race, sex, and disability.

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    Study Notes

    Course Details

    • Course name: MOS 1021: Introduction to Consumer Behaviour and Human Resources
    • Unit 1: Introduction to Human Resource Management

    This Week in the Course

    • Textbook readings: Chapter 1 (pp. 1-24) and Chapter 2 (pp. 25-49)
    • Course details
    • Introduction to human resource management
    • Evidence-based human resource management
    • Legal issues in human resource management

    Course Format

    • Weekly in-person lectures (Wednesdays, 3:30 p.m.)
    • Abbreviated lecture slides are available on Brightspace each week. Complete slide decks are not available.
    • Students are expected to take their own notes during lecture to fill in gaps.

    Course Materials

    • Weekly textbook readings assigned for each week.
    • Review list of omitted textbook sections.
    • Readings are not redundant with lectures

    Textbook Sections to Omit

    • Specific sections like HR in the News, Workforce Diversity, Entrepreneurs and HR, Strategic HR, Case Incidents, Continuing Cases, and detailed examples of specific organizations.
    • Percentages, numbers, statistics, and dates are also omitted.
    • Specific sections from Chapter 1 (ex. pp. 4-5 and pp. 5-6 and pp. 6-8 )

    Concept Check Mini-Quizzes

    • Mini-quizzes covering each unit's concepts.
    • Practice for course exams.
    • Not graded for final course grades
    • More course-specific than MyLab activities

    Exams

    • Three exams in total
    • Exam 1: 33% - Wednesday, February 5, 4:00 p.m. – 6:00 p.m.
    • Exam 2: 33% - Wednesday, March 12, 4:00 p.m. – 6:00 p.m.
    • Exam 3: 34% – During final exam period (April 7-30)
    • Exams are not cumulative (each covers 3 units).
    • Multiple-choice format with 70 questions.
    • 2-hour exams.
    • Closed-book.
    • Grades will not be adjusted based on effort or need.

    Research Component: Overview

    • 3.0 research credits required by Friday, April 4, 4:00 p.m.
    • 1.0 credit required in each research period
    • Research Periods 1 (January 15 – February 7), 2 (February 10 – March 7) and 3 (March 10 -April 4).
    • Credits cannot be transferred between periods.

    Research Component: Research Studies

    • Participate in research studies led by faculty members.
    • Complete online or in-person tasks and/or questionnaires.
    • Length of studies:
      • 30 minutes = 0.5 credit
      • 60 minutes = 1.0 credit
    • Register for studies via SONA (available after the add/drop period)
    • Early sign-ups recommended.

    Research Component: Alternative Research Assignment

    • Select a journal article from a pre-approved list.
    • Read the article and answer questions about its content (detailed instructions on course site).
    • Submit responses through the course site.
    • Each completed article earns 1.0 credit (assuming completeness, no plagiarism, no use of AI).

    Mandatory Research Component: Grading

    • 2% deduction for each 1.0 research credit missing by the deadline.
    • Any combination of research participation and article reviews is acceptable.

    If You Have Questions

    • Course Coordinators (Matt & Doug):
      • Contact for administrative questions.
      • Include course code (MOS 1021B) in subject line.
      • Email address: [email protected]
    • Discussion Board on the Course Site:
      • Post questions in the Discussion section.
      • Select appropriate section.
      • Use a clear title for your post.
    • Connect with the instructor:
      • Chat before or after lectures
      • Email: [email protected]
      • In-person meetings: SSC 4086. Fridays, 9:30 a.m. – 11:30 a.m. 15-minute sessions. Book via course site.

    Introduction to Human Resource Management

    Human Resources

    • human resources: people who make up the workforce of an organization.
    • human capital: knowledge, education, training, skills, expertise of an organization's workforce.

    Human Resource Management (HRM)

    • Management of people in organizations
    • Two major functions:
      • operational (oversee day-to-day operations; largely administrative).
      • strategic

    Human Resource Management (HRM) Key HR Systems

    • job analysis
    • workforce planning
    • recruitment
    • selection
    • training & development
    • performance management
    • compensation & rewards
    • employee & labour relations

    Examples of Strategic HRM Goals

    • Increase revenue
    • Improve customer satisfaction
    • Increase environmentally sustainable practices
    • Improve employee retention

    Example: Apple's HRM

    • Clear selection procedures (slower pace)
    • Targeted and ongoing training
    • Extensive performance feedback
    • Competitive compensation and benefits (salary, travel stipend, tuition reimbursement)

    HRM and Corporate Culture (Organizational Culture)

    • Core values and beliefs shared by members.
    • Developed intentionally, in part through HR systems.
    • Clarifies standards of behavior.

    HRM and Corporate Climate (Organizational Climate)

    • Employees' perceptions of the organization's working environment.
    • Has an effect on mood, job performance, job satisfaction.
    • Impacted by leadership style, communication, HR policies and practices.

    Benefits of Effective HRM

    • Better HR systems (selection, training, compensation, etc.)
    • Greater retention
    • Emotional commitment to organizational goals
    • Different from job satisfaction
    • Better employee performance
    • Better products
    • Increased profits

    Evidence-Based HRM

    • Evaluating human resources practices against available research (research establishing what works, when, and why).
    • Ensures that implemented practices are likely to have desired outcomes.
    • Studies find discrepancies between research-recommended HR practices and HR practices implemented in organizations (e.g., Rynes et al. (2002), Kaufman (2012), Gill (2018)).

    Research Methods: Types of Research I

    • Generate new information regarding a research question.
    • Involves data collection, analysis, and conclusion drawing.
    • Includes experiments (true and quasi), surveys

    Research Methods: Types of Research II

    • Examine existing information from studies that used primary methods.
    • Involves compiling existing findings and conclusions to formulate new ideas and gain novel insights.

    Research Methods: Variables

    • Characteristics or features researchers aim to study.
    • Distinguish between:
      • Independent variable (IV): Grouping variable.
      • Dependent variable (DV): Response variable.

    Research Methods: Research Design I - True Experiments

    • Does the IV have an effect on the DV?
    • Conducted in controlled settings.
    • Participants randomly assigned to groups.
    • All participants measured on the same outcome variable.
    • Example: Does access to social media affect productivity?

    Research Methods: Research Design II - Quasi-Experiments

    • Does the IV have an effect on the DV?
    • Conducted in field/natural settings.
    • Participants randomly selected from existing groups.
    • All participants measured on the same outcome variable.
    • Example: Does access to social media affect productivity?

    Research Methods: Research Design III - Survey Research

    • Are two variables related?
    • Conducted in controlled or natural settings.
    • Surveys/questionnaires to measure each variable.
    • Administered to participants.
    • Analyses determine the relationship between participant scores.
    • Example: Is access to social media related to productivity?

    Correlation

    • Provides information about the direction and strength of a relationship between two variables.

    • Positive relationship: Greater social media use linked to higher productivity.

    • Negative relationship: Greater social media use linked to lower productivity.

    • Correlation coefficient (r) ranges from -1.0 to +1.0.

    • Correlation does not imply causation.

    Correlation and Causation

    • Avoid making causal conclusions based on correlational data.
    • Variable 1 may cause change in variable 2, or vice versa, or a third factor may cause both.

    Canadian Charter of Rights and Freedoms

    • Federal law enacted in 1982.
    • Guarantees fundamental rights and freedoms to all Canadians.
    • Applies to government action.
    • Supreme law.

    Canadian Charter of Rights and Freedoms - Freedoms & Rights

    • Freedoms: conscience, religion, thought, belief, opinion, expression, peaceful assembly, association
    • Rights: democratic, mobility, legal, equality

    Canadian Charter of Rights and Freedoms - Equality

    • Every individual is equal before and under the law.
    • Right to equal benefit of the law without discrimination.
    • Specific examples include: race, national or ethnic origin, colour, religion, sex, age, and mental or physical disability

    Human Rights Legislation

    • Prohibits discrimination in the public and private sector.
    • Applicability:
      • Employment
      • Provision of goods and services

    Human Rights Legislation - Jurisdiction

    • Canadian Human Rights Act applies to:
      • Federal government
      • First Nations government
      • Federally regulated organizations
    • Provincial and territorial laws apply to organizations under their jurisdiction.

    Human Rights Legislation - Prohibited Grounds (Ontario)

    • Ethnic origin
    • Place of origin
    • Ancestry, colour, race
    • Citizenship
    • Creed
    • Age
    • Sex/gender identity/expression
    • Sexual orientation
    • Marital status
    • Family status
    • Disability
    • Record of offenses

    Types of Discrimination

    • Deliberately refusing to hire, train, or promote on a protected characteristic grounds.
    • Unequal treatment based on a protected characteristic.
    • Systemic or unintentional discrimination, even with seemingly neutral policies, can have unintended negative impacts on a protected group (e.g., a policy that requires employees to work certain days, despite being neutral, may disproportionately affect parents or people with caregiving obligations).

    Bona Fide Occupational Requirements (BFOR)

    • Attributes allowing hiring, promotion, and retention decisions that could be perceived as discriminatory.
    • Necessary for the job's safe and effective performance.
    • Legally acceptable.

    Bona Fide Occupational Requirements (BFOR) - The Meiorin Test

    • Rational connection: The employment characteristic is rationally connected to success in the position.
    • Good faith: The characteristic was adopted in good faith.
    • Reasonable necessity: The characteristic cannot be accommodated without undue hardship.

    Bona Fide Occupational Requirements (BFOR) - Duty to Accommodate

    • Employers must ensure individuals' with protected characteristics aren't excluded from working.
    • Remove barriers and allow full participation and access.
    • Examples include adjusting environment, providing resources, or modifying policies.

    Bona Fide Occupational Requirements (BFOR) - Undue Hardship

    • Point at which accommodations become too financially taxing or risky/unsafe to put in place, beyond the point when employers should stop accommodating.

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    Related Documents

    MOS 1021 Unit 1 Student PDF

    Description

    This quiz covers key concepts from Chapters 1 and 2 of the textbook for MOS 1021, focusing on the introduction to human resource management and evidence-based practices. Legal issues in HR management are also examined. Prepare to enhance your understanding of HR fundamentals discussed in the course.

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