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Human Resources Management in Canada Mid Term Exam Questions & Answers 2024- 2025 (Grade A+) Human Resources Management (HRM) - ANSWER-The management of people in organizations to drive successful organizational performance and achievement of the organization's strategic goals Human Capital - ANSWER-The knowledge, education, training, skills, and expertise of an organization's workforce Scientific Management - ANSWER-The process of "scientifically" analyzing manufacturing processes, reducing production costs, and compensating employees based on their performance levels Human Resources Movement - ANSWER-A management philosophy focusing inn concern for people and productivity Outsourcing - ANSWER-The practice of contracting with outside vendors to handle specified business functions on a permanent basis Employee Engagement - ANSWER-The emotional and intellectual involvement of employees in their work, such as intensity, focus, and involvement in his or her job and organization Strategy - ANSWER-The company's plan for how it will balance its internal strengths and weaknesses with external opportunities and threats to maintain a competitive advantage Change Agents - ANSWER-Specialists who lead the organization and its employees through organizational change Environmental Scanning - ANSWER-Identifying and analyzing external opportunities and threats that may be crucial to the organization's success Metrics - ANSWER-Statistics used to measure activities and results Balanced Scorecard - ANSWER-A measurement system that translates an organization's strategy into a comprehensive set of performance measures Productivity - ANSWER-The ratio of an organization's outputs (goods and services) to its inputs (people, capital, energy, and materials) Primary Sector - ANSWER-Jobs in agriculture, fishing and trapping, forestry, and mining Secondary Sector - ANSWER-Jobs in manufacturing and construction Tertiary or Service Sector - ANSWER-Jobs in public administration, personal and business services, finance, trade, public utilities, and transportation/communications Traditionalists - ANSWER-Individuals born before 1946 Baby Boomers - ANSWER-Individuals born between 1946 and 1964 Generation X - ANSWER-Individuals born between 1965 and 1980 Generation Y - ANSWER-Individuals born since 1980 Contingent/Non-Standard Workers - ANSWER-Workers who do not have regular full- time employment status Globalization - ANSWER-The emergence of a single global market for most products and services Organizational Culture - ANSWER-The core values, beliefs, and assumptions that are widely shared by members of an organization Organizational Climate - ANSWER-The prevailing atmosphere that exists in an organization and its impact on employees Empowerment - ANSWER-Providing workers with the skills and authority to make decisions that would traditionally be made by managers Certification - ANSWER-Recognition for having met certain professional standards Regulations - ANSWER-Legally binding rules established by special regulatory bodies created to enforce compliance with the law and aid in its interpretation Charter of Rights and Freedoms - ANSWER-Federal law enacted in 1982 that guarantees fundamental freedoms to all Canadians Equality Rights - ANSWER-Section 15 of the Charter of Rights and Freedoms, which guarantees the right to equal protection and benefit of the law without discrimination Human Rights Legislation - ANSWER-Jurisdictions specific legislation that prohibits intentional and unintentional discrimination in employment situations and in the delivery of goods and services Restitution Remedies - ANSWER-Monetary compensation for the complainant to put him or her back to the position he or she would be in if the discrimination had not occurred (including compensation for injury to dignity and self-respect) and may include an apology letter Occupational Segregation - ANSWER-The existence of certain occupations that have traditionally been male dominated and others that have been female dominated Glass Ceiling - ANSWER-An invisible barrier, caused by attitudinal or organizational bias, that limits the advancement opportunities of qualified designated group members Employment Equity Program - ANSWER-A detailed plan designed to identify and correct existing discrimination, redress past discrimination, and achieve a balanced representation of designated group members in the organization Equal Pay for Equal Work - ANSWER-An employer cannot pay male and female employees differently if they are performing the same or substantially similar work KSAs - ANSWER-Knowledge, skills, and abilities Employment (labour) Standards Legislation - ANSWER-Laws present in every Canadian jurisdiction that establish minimum employees’ entitlements and set a limit on the maximum number of hours of work permitted per day or week Underemployment - ANSWER-Being employed in a job that does not fully utilize one's knowledge, skills, and abilities (KSAs) HR Technology - ANSWER-Any technology that is used to attract, hire, retain and maintain talent, support workforce administration, and optimize workforce management Human Resources Information System (HRIS) - ANSWER-Integrated systems used to gather, store and analyze information regarding an organization's human resources Data Warehouse - ANSWER-A specialized type of database that is optimized for reporting and analysis and is the raw material for managers’ decision support Metrics (Workforce Analytics) - ANSWER-Statistical measures of the impact of HRM practices on the performance of an organization's human capital Enterprise-Wide System/Enterprise Resource Planning (ERP) System - ANSWER- Supports enterprise-wide or cross-functional requirements rather than a single department within the organization Stand-Alone System - ANSWER-A self-contained system that does not rely on other systems to operate Request For Proposal (RFP) - ANSWER-A document requesting that vendors provide a proposal detailing how the implementation of their particular HRIS will meet the organizations needs Electronic HR - ANSWER-A form of technology that enables HR professionals to integrate an organization's HR strategies, processes, and human capital to improve overall HR service delivery Intranet - ANSWER-A network that is interconnected within one organization using web technologies for the sharing of information internally Web-based Application - ANSWER-An application that can be accessed from any computer connected to the internet HR portal - ANSWER-A single internet access point for customized and personalized HR services Employee Self-Service (ESS) - ANSWER-Enables employees to access and manage their personal information directly Management Self-Service (MSS) - ANSWER-Enables managers to access a range of information about themselves and the employees who report to them and to process HR-related paperwork that pertains to their staff Relational Database - ANSWER-One piece of data is stored in several different data files so that information from the separate files can be linked and used together HR Technology Strategy - ANSWER-A plan that is aimed at increasing the effectiveness of HR programs, processes, and service delivery by shortening cycle times, increasing customer service levels, reducing costs, and adding new service capabilities Job - ANSWER-A group of related activities and duties, held by a single employee ora number of incumbents Position - ANSWER-The collection of tasks and responsibilities performed by one person Job Analysis - ANSWER-The procedure for determining the tasks, duties, and responsibilities for each job and the human attributes (KSAs) required to perform it Organizational Structure - ANSWER-The formal relationships among jobs in an organization Position Analysis Questionnaire (PAQ) - ANSWER-A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs Functional Job Analysis (FJA) - ANSWER-A quantitative method for classifying jobs based on types and amounts of responsibility for data, people and things. Performance standards and training requirements are also identified Diary/Log - ANSWER-Daily listings made by employees of every activity in which they engage, along with the time each activity takes National Occupational Classification (NOC) - ANSWER-A reference tool for writing job descriptions and job specifications, compiled by the federal government, it contains comprehensive, standardized descriptions of about 40 000 occupations and the requirements for each Occupation - ANSWER-A collection of jobs that share some or all of a set of main duties Job Description - ANSWER-A list of duties, responsibilities, reporting relationships, and working conditions of a job- one product of a job analysis Job Specification - ANSWER-A list of the human requirements, that is, the requisite knowledge, skills and abilities needed to perform the job- another product of a job analysis Physical Demands Analysis - ANSWER-Identification of the senses used and the type, frequency, and amount of physical effort involved in a job Human Resources Planning (HRP) - ANSWER-The process of forecasting future human resources requirements to ensure that the organization will have the requires number of employees with the necessary skills to meet its strategic objectives Environment Scanning - ANSWER-An assessment of external factors influencing the organizations’ ability to find and secure talent from the external labour market including economic, competitive, legislative, social, technological and demographic trends Skills Inventories - ANSWER-Manual or computerized records summarizing employees' education, experience, interest, skills, and so on, which are used to identify internal candidates eligible for transfer or promotion Management Inventories - ANSWER-Records summarizing the qualifications, interests and skills of management employees, alone with the number and types of employees supervised, duties of such employees, total budget managed, previous managerial duties and responsibilities, and managerial training received Replacement Charts - ANSWER-Visual representations of who will replace whom in the event of a job opening, likely internal candidates are listed along with age, present performance rating and promotability status Replacement Summaries - ANSWER-List of likely replacements for each position and their relative strengths and weaknesses, as well as information about current position, performance, promotability, age and experience Succession Planning - ANSWER-The process of ensuring a suitable supply of successors for current and future senior or key jobs so that the careers if individuals can be effectively planned and managed Markov Analysis - ANSWER-A method of forecasting internal labour supply that involves tracking the pattern of employee movements through various jobs and developing a transitional probability matrix Trend Analysis - ANSWER-The study of a firm's past employment levels over a period of years to predict future needs Ratio Analysis - ANSWER-A forecasting technique for determining future staff needs by using ratios between some casual factor (such as sales and volume) and the number of employees needed Scatter Plot - ANSWER-A graphical method used to help identify the relationship between two variables Regression Analysis - ANSWER-A statistical technique involving the use of a mathematical formula to project future demands based on an established relationship between an organization’s employment level (dependent variable) and some measurable factor of output (independent variable) Nominal Group Technique - ANSWER-A decision-making technique that involves a group of experts meeting face to face. Steps include independent idea generation, clarification and open discussion, and private assessment Delphi Technique - ANSWER-A judgmental forecasting method used to arrive at a group decision, typically involving outside experts as well as organization employees. Ideas are exchanged without face-to-face interaction and feedback is provided and used to fine-tune independent judgements until a consensus is reached Staffing Table - ANSWER-A pictorial representation of all jobs within an organization, along with the number of current incumbents and future employment requirements (monthly or yearly) for each Hiring Freeze - ANSWER-A common initial response to an employee surplus; openings are filled by reassigning current employees and no outsiders are hired Contract Workers - ANSWER-Employees who develop work relationships directly with the employer for a specific type of work or period of time Selection - ANSWER-The process of choosing among individuals who have been recruited to fill existing or projected job openings Selection Ratio - ANSWER-The ratio of the number of applicants hired to the total number of applicants Multiple-hurdle Strategy - ANSWER-An approach to selection involving a series of successive steps or hurdles. Only candidates clearing the hurdle are permitted to move on to the next step Must Criteria - ANSWER-Requirements that are absolutely essential for the job, include a measurable standard of acceptability, or are absolute and can be screened initially on paper Want Criteria - ANSWER-Those criteria that represent qualifications that cannot be screened on paper or are not readily measurable, as well as those that are highly desirable but not critical Reliability - ANSWER-The degree to which interviews, tests, and other selection procedures yield comparable data over time; in other words, the degree of dependability, consistency, or stability of the measures used Validity - ANSWER-The accuracy with which a predictor measures what it is intended to measure Differential Validity - ANSWER-Confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males, women, visible minorities, persons with disabilities, and Aboriginal people Criterion-Related Validity - ANSWER-The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour Content Validity - ANSWER-The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job Construct Validity - ANSWER-The extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job successfully Intelligence (IQ) Tests - ANSWER-Tests that measure general intellectual abilities, such as verbal comprehension, inductive reasoning, memory, numerical ability, speed of perception, spatial visualization and word fluency Emotional Intelligence (El) Tests - ANSWER-Tests that measure a person's ability to monitor his or her own emotions and the emotions of others and to use that knowledge to guide thoughts and actions Aptitude Tests - ANSWER-Tests that measure an individual's aptitude or potential to perform a job, provided he or she is given proper training Personality Tests - ANSWER-Instruments used to measure basic aspects of personality such as introversion, stability, motivation, neurotic tendency, self-confidence, self- sufficiency, and sociability Interest Inventories - ANSWER-Tests that compare a candidate's interests with those of people in various occupations Achievement Tests - ANSWER-Tests used to measure knowledge or proficiency acquired through education, training, or experience Management Assessment Centre - ANSWER-A comprehensive, systematic procedure used to assess candidates' management potential that uses a combination of realistic exercises, management games, objective testing, presentations, and interviews Situational Tests - ANSWER-Tests in which candidates are presented with hypothetical situations representative of the job for which they are applying and are evaluated on their responses Micro-Assessment - ANSWER-A series of verbal, paper-based, or computer-based questions and exercises that a candidate is required to complete, covering the range of activities required on the job for which he or she is applying Selection Interview - ANSWER-A procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries Unstructured Interview - ANSWER-An unstructured, conversational-style interview. The interviewer pursues points of interest as they come up in response to questions Structured Interview - ANSWER-An interview following a set of sequence of questions Mixed (Semi-Structured) Interview - ANSWER-An interview format that combines the structured and unstructured techniques Situational Interview - ANSWER-A series of job-related questions that focus on how the candidate would behave in a given situation Behavioral Interview or Behaviour Description Interview (BDI) - ANSWER-A series of job-related questions that focus on relevant past job-related behaviours Programmed Learning - ANSWER-A systematic method for teaching job skills that involves presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers Vestibule or Simulated Training - ANSWER-Training employees on special off-the-job equipment, as in airplane pilot training, whereby training costs and hazards can be reduced E-Learning - ANSWER-Delivery and administration of learning opportunities and support via computer, networked, and web-based technology to enhance employee performance and development Electronic Performance Support Systems (EPSS) - ANSWER-Computer-based job aids, or sets of computerized tools and displays, that automate training, documentation, and phone support Transfer of Training - ANSWER-Application of the skills acquired during the training program into the work environment and the maintenance of these skills over time Controlled Experimentation - ANSWER-Formal methods for testing the effectiveness of a training program, preferably with a control group and with tests before and after training 
