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Download Canadian Human Resource Management Schwind Practice Exam Questions & Answers 2024-2025 and more Exams Human Resource Management in PDF only on Docsity!
Canadian Human Resource Management Schwind Practice Exam Questions & Answers 2024-2025 Organizational Goals - ANSWER-An organization's short- and long-term goals that human resource management aims to support and enable. Human Resource Management - ANSWER-The leadership and management of people within an organization using systems, methods, processes, and procedures that enable employees to optimize their performance and in turn their contribution to the organization and its goals. Strategic Human Resource Management - ANSWER-Integrating the strategic needs of an organization into the organization's choice of human resource management systems and practices to support the organization's overall mission, strategies, and performance. Mission Statement - ANSWER-A statement outlining the purpose and long-term objectives of the organization. Economic Forces - ANSWER-Economic factors facing Canadian business today, including global trade forces and the force to increase one's own competitiveness and productivity levels. Productivity - ANSWER-The ratio of a firm's outputs (goods and services) divided by its inputs (people, capital, materials, energy). Automation - ANSWER-The shift toward converting work that was traditionally done by hand to being completed by mechanical or electronic devices. Demographic Changes - ANSWER-Changes in the demographics of the labour force (e.g., education levels, age levels, participation rates) that occur slowly and are usually known in advance. Knowledge Workers - ANSWER-Members of occupations generating, processing, analyzing, or synthesizing ideas and information (such as scientists and management consultants). Educational Attainment - ANSWER-The highest educational level attained by an individual worker, employee, group, or population. Cultural Mosaic - ANSWER-The Canadian ideal of encouraging each ethnic, racial, and social group to maintain its own cultural heritage, forming a national mosaic of different cultures. Organization Structure - ANSWER-The product of all of an organization's features and how they are arranged- people, objectives, technology, size, age, and policies. Organization Culture - ANSWER-The core beliefs and assumptions that are widely shared be all organizational members. Human Resource Audit - ANSWER-An examination of the human resource policies, practices, and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals. Staff Authority - ANSWER-Authority to advise, but not to direct, others. Line Authority - ANSWER-Authority to make decisions about production, performance, and people. Functional Authority - ANSWER-Authority that allows staff experts to make decisions and take actions normally reserved for line managers. Chartered Professionals in Human Resources (CPHR) - ANSWER-Human Resource practitioner, formally accredited to practice, who reflects a threshold professional level of practice. A human resource manager should take corrective actions only after a problem has been crystallized and well understood. - ANSWER-False When assigning jobs to employees, | should ensure that there is no significant variation in job challenges from one employee to the next. - ANSWER-False Two experienced workers and three trainees can complete a project tin 10 days; three experienced workers and two trainees can do the same project in 8 days. If | hire two experienced workers and one trainee, they should be able to complete the project in 11 1/2 days. - ANSWER-False When designing a job application form, | should make sure to ask for applicant's social insurance number in order to complete the employee file. - ANSWER-False When | visit campuses to recruit graduates, | should focus on the quality of education they received in the school rather than on whether they meet specific job requirements. - ANSWER-False Harassment - ANSWER-occurs when a member of an organization treats an employee in a disparate manner because of that person's sex, race, religion, age, or other protective classification. Sexual harassment - ANSWER-unsolicited or unwelcome sex-or gender-based conduct that has adverse employment consequences for the complainant 52 - ANSWER- % of woman experienced sexual harassment at work Employment Equity Act - ANSWER-federal law to remove employment barriers and to promote equality Employment Equity programs - ANSWER-developed by employers to undo past employment discrimination or to ensure equal employment opportunity in the future. Called affirmative action programs in the United States. Underutilization - ANSWER-a condition that exists when a department or employer has a lesser proportion of members of a protected class than are found in the employer's labour market. Concentration - ANSWER-a condition that exists when a department or employer has a greater proportion of members of a protected class than are found in the employer's labor market. Workplace diversity - ANSWER-includes important human characteristics that influence employee values, their perceptions of self and others, behaviors, and interpretations of events. Stereotyping - ANSWER-the process of using a few observable characteristics to assign someone to a preconceived social category Old boys' network - ANSWER-set of informal relationships among make managers providing increased career advancement opportunities for men and reinforcing a male culture. Glass ceiling - ANSWER-invisible but real obstructions to career advancement of woman and people of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover Diversity and inclusion audits - ANSWER-audits to uncover underlying dimensions, causes, interdependencies, and progress-to-date on diversity and inclusion matters. Diversity and inclusion training programs - ANSWER-training programs aimed at importing new skills to motivate and manage a diverse and inclusive workforce. Awareness training - ANSWER-training employees to develop their understanding of the need to manage and value diversity. Skill-building training - ANSWER-training employees in interpersonal skills to correctly respond to cultural differences at the workplace. Mentoring program - ANSWER-programs encouraging members of disadvantaged groups (e.g., women) to work with a senior manager who acts like a friend and guide in achieving career success. Alternate work arrangements - ANSWER-nontraditional work arrangements (e.g., flex- time, telecommuting) that provide more flexibility employees while meeting organizational goals. Apprenticeships - ANSWER-a form of on-the-job training in which junior employees learn a trade from an experienced person. Support Groups - ANSWER-groups of employees who provide emotional support to a new employee who shares a common attribute with the group (e.g., racial or ethnic membership). Communication standards - ANSWER-formal protocols for internal communications within an organization to eliminate sex/gender, racial, age, or other biases in communications Recruitment - ANSWER-the process of finding and attracting capable applicants to apply for employment and accept job offers that are extended to them. Selection - ANSWER-the identification of candidates from a pool of recruits who best meet job requirements, using tools such as application blanks, tests, and interviews. Competitive Advantage - ANSWER-an advantage that exists when the firm is able to deliver the same value and benefits as competitors but at a lower cost (cost advantage), or when the firm is able to deliver unique value or benefits that exceed those of competing products (differentiation advantage). Human resource plan - ANSWER-a firm's overall plan to fill existing and future vacancies, including decisions on whether to fill internally or to recruit from outside. Recruiter habits - ANSWER-the propensity of a recruiter to rely on methods, systems, or behaviours that led to past recruitment success. Costs - ANSWER-Expenses related to attracting recruits Inducements - ANSWER-monetary, nonmonetary, or even intangible incentives used by a firm to attract recruits. Step 1: Preliminary Reception of Applicants - ANSWER-Usually a walk-in preliminary interview, usually a courtesy interview. autonomy - ANSWER-In a job context, independence—having control over one's work and one's response to the work environment (87). competency - ANSWER-A knowledge, skill, ability, or behaviour associated with successful job performance (81). competency matrix - ANSWER-A list of the level of each competency required for each of a number of jobs (81). competency model (competency framework) - ANSWER-A list of competencies required in a particular job (81). efficiency - ANSWER-Achieving maximal output with minimal input (85). employee log - ANSWER-Approach to collecting job- and performance-related information by asking the jobholder to summarize tasks, activities, and challenges in a diary format (73). environmental considerations - ANSWER-The influence of the external environment on job design. Includes employee ability, availability, and social expectations (91). ergonomics - ANSWER-The study of relationships between physical attributes of workers and their work environment to reduce physical and mental strain and increase productivity and quality of work life (86). feedback - ANSWER-Information that helps evaluate the success or failure of an action or system (88). focus group - ANSWER-A face-to-face meeting with five to seven knowledgeable experts on a job and a facilitator to collect job- and performance-related information (72). interview - ANSWER-Approach to collecting job- and performance-related information by a face-to-face meeting with jobholder, typically using a standardized checklist of questions (71). job - ANSWER-Group of related activities and duties (63). job analysis - ANSWER-Systematic study of a job to discover its specifications, skill requirements, and so on, for wage-setting, recruitment, training, or job-design purposes (63). job analysis questionnaires - ANSWER-Checklists used to collect information about jobs in a uniform manner (67). job code - ANSWER-A code that uses numbers, letters, or both to provide a quick summary of the job and its content (74). job description - ANSWER-A recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job (74). job design - ANSWER-Identification of job duties, characteristics, competencies, and sequences taking into consideration technology, workforce, organization character, and environment (83). job enlargement - ANSWER-Adding more tasks to ajob to increase the job cycle and draw on a wider range of employee skills (89). job enrichment - ANSWER-Adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance (90). job families - ANSWER-Groups of different jobs that are closely related by similar duties, responsibilities, skills, or job elements (91). job identity - ANSWER-Key part of a job description, including job title, location, and status (74). job performance standards - ANSWER-The work performance expected from an employee on a particular job (80). job rotation - ANSWER-Moving employees from one job to another to allow them more variety and to learn new skills (89). job specification - ANSWER-A written statement that explains what a job demands of jobholders and the human skills and factors required (77). National Occupational Classification (NOC) - ANSWER-An occupational classification created by the federal government, using skill level and skill types of jobs (74). observation - ANSWER-An approach to collecting job- and performance-related information by direct observation of jobholders by a specialist (73). position - ANSWER-Collection of tasks and responsibilities performed by an individual (63). social expectations - ANSWER-The larger society's expectations about job challenge, working conditions, and quality of work life (92). flexible retirement - ANSWER-Programs that provide retirees with the opportunity to work after they have retired and provide them with significant flexibility in terms of how they work, what they work on, when they work, and where (137). forecasts - ANSWER-Estimates of future resource needs and changes (113). full-time employees - ANSWER-Work 37.5 to 40 hours in a workweek (134). human resource accounting (HRA) - ANSWER-A process to measure the present cost and value of human resources as well as their future worth to the organization (146). human resource information system (HRIS) - ANSWER-Gathers, analyzes, summarizes, and reports important data for formulating and implementing strategies by HR specialists and line managers (140). human resource planning - ANSWER-A process used to determine future human resource requirements by anticipating future business demands, analyzing the impacts of these demands on the organization, determining the current availability of human resources, and making decisions on how to effectively acquire and utilize firms’ human resources (108). indexation - ANSWER-A method of estimating future employment needs by matching employment growth with a selected index, such as the ratio of production employees to sales (117). intranet - ANSWER-An organization-specific internal computer network (141). job sharing - ANSWER-A plan whereby available work is spread among all workers in a group to reduce the extent of layoffs when production requirements cause a substantial decline in available work (132). labour market analysis - ANSWER-The study of a firm's labour market to evaluate the present or future availability of different types of workers (127). labour shortage - ANSWER-Insufficient supply of qualified talent to fill the demand for labour (133) management or leadership inventory - ANSWER-Comprehensive reports of available management capabilities in the organization (121). manager self-service (MSS) - ANSWER-A feature of an HRIS that allows managers to view and access their employee's records and add relevant information (141). Markov analysis - ANSWER-Forecast of a firm's future human resource supplies, using transitional probability matrices reflecting historical or expected movements of employees across jobs (124). nominal group technique - ANSWER-A focused group discussion where members meet face-to-face, write down their ideas, and share them. All new thoughts on a topic are recorded and ranked for importance (116). outplacement - ANSWER-Assisting employees to find jobs with other employers (131). outsourcing - ANSWER-Contracting tasks to outside agencies or persons (135). part-time employees - ANSWER-Persons working fewer than the required hours for categorization as full-time workers and who are ineligible for many supplementary benefits offered by employers (132). phased retirement - ANSWER-Gradual phase into retirement with loss or reduction of pension benefits (131). predictive analysis - ANSWER-The process of selecting, exploring, analyzing, and modelling data to create better business outcomes (144). replacement charts - ANSWER-Visual representations of who will replace whom when a job opening occurs (123). replacement summaries - ANSWER-Lists of likely replacements for each job and their relative strengths and weaknesses (124). skills inventories - ANSWER-Summaries of each worker's skills and abilities (121). staffing table - ANSWER-A list of anticipated employment openings for each type of job (120). talent management - ANSWER-A systemic attraction, identification, development, engagement/retention, and deployment of those individuals with high potential who are of particular value to the organization (145). transition matrices - ANSWER-Describe the probabilities of how quickly a job position turns over and what an incumbent employee may do over a forecast period of time, such as stay in the current position, move to another position within the firm, or accept a job in another organization (124). work arrangement - ANSWER-A firm's use of work hours, schedules, and location to ensure that the goals of the organization and the needs of employees are optimally met (136). 
