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MOS 1021A Test 1 Prep
Terms in this set (51)
List the six things (in order) what HR Does?
Job Analysis-Workforce Planning-Recruitment-Selection-Training+develop.-Performance Management
What is Ethics?
fundamental principles of right and wrong
What is Evidence Based Management?
translating principles into practices based on the best scientific evidence
What is a Hypothesis?
formal statement of the expected relationship between to variables
Independent vs Dependent Variable
Independent Variable influences changes upon the dependent variable
List Three Examples of Primary Research Methods
-Quasi Experiment (field study where behaviour takes place)
Whats the difference between Second and Primary Research Methods?
Primary= generating new information
Secondary=methods that examine existing info.
Using an example, define correlation
Reflects the linear relationship between two variables
Ex: Relationship between height and weight
True or False...
It is important to use large, random samples so that our findings can be generalized?
Canadian Charter of Rights and Freedoms... Guarantees freedom from discrimination from...(list 3)
Define Discrimination and explain the two types
treating people differently and making a distinction between certain groups or individuals
Indirect-neutral but adverse effect
Direct-distinction on prohibited ground
Practice that is essential in the carrying out of a job and thus NOT discriminatory
Bona Fide Occupational Requirement (BFOR)
Ex: hiring only males as guards in an all male prison
How far should the employer accommodate his/her employees?
To the point of undue hardship
--accommodation to the point which causes significant difficulty/expense to the employer
List three types of harassment
What are the four barriers Employment Equity seeks to remove?
2.) Members of visible minorities
3.) Aboriginal People
4.) Persons with disabilities
Protection of Privacy is regulated by?
List three minimum employee standards
-hours of work
Define Pay Equity
The equal pay (across an industry) for equal work value.
Define Job Analysis and list the four steps
Getting detailed information about jobs
1.) Review Background Info
2.) Choose sources of Job Info
3.) Gather Job Info
4.) Develop job descriptions and specifications
What are the two main outcomes of Job Analysis?
Job Description-list of tasks, duties and responsibilities
Job Specification-list of competencies...what specific characteristic's must a person possess in order to do this job
Ways to gain information from inside your organization
Incumbents: People within your organization, other information should also be obtained from supervisors
What is the difference between a Position Analysis Questionnaire and Fleishman Job Analysis System?
PAQ- looks at employees behaviour, standardized questionnaire with 194 questions
FJAS- looks at the abilities required to perform a job
Tying competencies to an organizations strategy rather than to specific tasks is known as
Name and explain the three types of competencies
Core Competencies- competencies which must be present with all members of the organization
Functional Competencies-characteristics that apply to common job groups
Job Specific Competencies-characteristics that apply to a specific position
Define Workforce Planning
Numbers and types of employees required for a company to meet objectives
List the three steps to Workforce Planning
2.) Goal setting+strategic planning
3.) Program implementation and evaluation
List ways to reduce surpluses
List ways to avoid shortages
identifying and attracting potential employees
List the three influences on recruitment outcomes
-characteristics and behaviour of the recruiter
List the two different types of recruitment sources
Internal and External Recruitment
What is a Yield Ratio?
Who progresses through the various steps of recruitment
The extent to which a measurement generates consistent results
Describe the four types of validity in regards to evaluating selections methods
1.) Construct Validity=degree to which a test is an accurate measure of the construct it purports to measure
2.) Criterion-related Validity=does the test forecast something else, normally job performance
3.) Content Validity= are you testing the appropriate stuff
4.) Face Validity=where the test has a say in the information... the test is a fair exam
valid in other contexts beyond the context in which the selection method was developed
extent to which the selection method provides value greater then costs
How much the selection process stay within legal requirements?
avoid human rights and privacy complaints
List and explain 4 of the major test and work samples
1.) Cognitive Ability Test-also known as a knowledge test
2.) Physical Ability Tests- evaluates bodies performance in relation to tasks
3.) Sensory/Motor Ability Tests-assess fine of gross motor coordination(colour, vision, hearing etc)
True or False
Integrity tests assess a potential employees' honestly and character
List one example of a Work Sample Test
Mechanic: repairing a problem on a car, gives an indication of how he/she would perform on the job
Name two other tests that are health related
-Alcohol and Drug Tests
True or False
There is one type of interview style
There are two types... structured and unstructured interviewed
Two common practices during the selection process which allows the employer to gain my information about the potential employee is called...
Reference and Background Checks
List 3 controversial tools in regards to the selection process
List the 3 approaches for making decisions about candidates
1.) Multiple Regression Approach-combining various test scores to yield a high score
2.) Multiple Cut-Off Approach- A cut-off score is required on each test in-order for them to look at the next test
3.) Multiple Hurdles Approach- Applicants must earn a passing score on each test before advancing to the next level
Name the term which the following sentence describes:
Competencies the whole organization requires to be successful.
Name the term which the following sentence describes:
An organizations commitment to meeting the needs of its stakeholders...HR departments support this type of strategy by helping establish programs that enable and reward employees for their efforts at social responsibility.
Corporate Social Responsibility
What percentage of employees covered by provincial/territorial legislation and what percentage are covered by federal legislation?
Leading Indicators which can be turned into historical trends can be helpful when determining...
The demand for and supply of workers in various job categories
____________ ensures that the organization identifies qualified employees to fill organizational roles that and anticipated to become available in the future.
__________ projects an image of the organization, including its culture and key benefits.
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