Brainscape's Knowledge GenomeTM


Top Flashcards (Certified)
All Flashcards

Humane Resources > Exam > Flashcards

Exam Flashcards

(99 cards)

Start Studying
1
Q

What is the management process?

A

Planning, organizing, staffing, leading, and controlling

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

What does planning consist of in the five functions

A

Establishing goals, developing rules and creating plans

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What does the organizing consist of in the five functions

A

specifying tasks, establishing departments, delegating authority, establish channels of communication, and coordinate subordinates work

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

What does staffing consist of in the five functions

A

Determine who to hire, recruit, and train

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

What does leading consist of in the five functions

A

Maintaining morale and motivation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

What does controlling consist of in the five functions

A

Checking performance and taking corrective actions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What is a strategic plan?

A

A company plans of how it match their internal strengths and weaknesses with the extrenal opporunities and threats

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

What is a business model

A

A company’s method for making money in the current business environment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

What is a transactional HR team?

A

Teams that provide specialized support in day-to-day HR activities (ex changing benefit plans)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What is a corporate HR team?

A

Top management is involved in top level issues (eg developing a strategic plan)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What is an embedded HR team?

A

HR generalists are assigned to functional departments

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

What is evidence- based HRM

A

Using data, facts, or analytics to support proposals or decisions,

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What is a strategy map

A

A summary of how each department’s performance contributed to the strategic goals of the organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

What is a balanced scorecard?

A

It measure the impact of HRM on organizational outcomes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

What is a digital dashboards

A

Graphs and charts that show a computerized picture of the companys performance in metrics.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What are the external influences on HRM

A

Economic conditions, labour market issues, technology, government, globalization, and environment.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

What are the internal influences on HRM

A

Organizational culture, organizational climate, and management practices

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

What are economic conditions?

A

Affects on supply and demand for products/ services that impact number and types of employees required and the ability of the company to pay wages/benefits

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

What is a contingent or non standard worker

A

Workers who aren’t tranditional

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

What is globalization

A

Integrating the world economy with large markets

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

What is a glass ceiling

A

an “invisible” barrier caused by organizational bias that limites opporortuntiies of qualified employes

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

What is equal pay for equal work

A

A part of the humans rights legislation which specifies male and female employees cannot be paid different for performing the same/similiar work

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

What is PIPEDA (Personal Information Protection and Electonic Documents Act)

A

Governs the collection, use, and disclosure of personal informations. Any infromation beyond name, title, business, adress, and telephone # is regarded as personal.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

What does the term undue hardship mean?

A

The financial cost of accommodation.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
What is globalization
Integrating the world economy with large markets
26
What is a glass ceiling
an "invisible" barrier caused by organizational bias that limites opporortuntiies of qualified employes
27
What are the 6 steps in job analysis
1. Relevant info is reviewed 2. jobs are selected and analyzed 3. Data is collected on job activities by using job analysis technniques 4. info from step 3 is verified 5. Job descriptions & Specifications are developed 6. Information is communicated and updated on an as-needed basis
28
What is PIPEDA (Personal Information Protection and Electonic Documents Act)
Governs the collection, use, and disclosure of personal informations. Any infromation beyond name, title, business, adress, and telephone # is regarded as personal.
29
What is job analysis
A process of information about jobs is gathered systemitically.
30
What is a process chart?
It shows the flow of inputs to outputs
31
What is the process of job analysis?
A firm determines the tasks, duties, and responsibilities and KSA's to preform it. Once info is gatered it's used to developed a job description and job specifications (requimrents)
32
What is Functional Job Analsysis (FJA)
A pre-established questionnaire that rates a job on responsibiltities
33
What is the National Occupational Classification (NOC)
Conducted field-based researched by Empliyment and Skills Development Canada (ESDC) which has descriptions of occuprations and requirments
34
What is a phsyical demand analysis?
It identifies the senses, frequency, and amount of phsyical effort involved in a job
35
What is industrial engineering?
A study of work converned with analyzing work methods and establishing time standards to improve efficiency
36
What is the Position Analysis Questionnaire (PAQ)
A pre-developed, structure job analsysis with questionnaires.
37
What is Functional Job Analsysis (FJA)
A pre-established questionnaire that rates a job on responsibiltities
38
What is job enrichment?
Redesigning jobs in order to increases opporutnties for workers
39
What is competency-based job analysis?
Writing job descriptions based on comptencies rather than duties
40
What is industrial engineering?
A study of work converned with analyzing work methods and establishing time standards to improve efficiency
41
What is business process reegineering
Redesigning business processes by combining steps using information techcnology
42
What is job enlargement
Assigning workers additional work in the same field
43
What occurs in Proficiency Level 3 of writing a competency statement
Proficiency level
44
What is competency-based job analysis?
Writing job descriptions based on comptencies rather than duties
45
What are the 3 steps in writing a compentencys statement
Proficiency Level 1 , Proficiency Level 2, and Proficiency Level 3
46
What occurs in Proficiency Level 1 of writing a competency statement
Identifies the name of title and brief descriptition of competency
47
What occurs in Proficiency Level 2 of writing a competency statement
Describe observable behaviours that represent the profifiency in the compenency
48
What occurs in Proficiency Level 3 of writing a competency statement
Proficiency level
49
What is team-based job designs
Giving a team rather than an individual meaningful work to do
50
What is human resources planning?
The process of forecasting future HR requirements to ensure that the organization has the required number of employees with neccesarfy skills to meet strategic objectives
51
What are the key steps in the HRP process
Analyzing forcecasted labour supply, forecasting labour demands, and planning and implementing HR programs to balance supply and demand
52
What is environment scanning
assessing factors that affect the external labour market and the ability for an organization to secure talent outside the organization
53
What factors contribute to the external enviroment?
Economic conditions, market and comeptitive brands, new or revised laws, social concerns, technology changes, and demographic trends
54
What are the sources of supply in terms of forceasting
Interal and external
55
What is internal forecasting
Present employees who can be trained, transferred, or promoted to meet antitipcated needs
56
What is external forecasting
People in the labour working not currently working but are expected to join the organization to meets its needs
57
What are skills inventories?
information about an employees capabilities inclduing name, age, date of employment current position, education abilitites, interests, and duties
58
What is managerial inventories?
Records summarizing background qualfications of managemetn as employees and respobsilities or training
59
What are replacement charts?
Keeps tracks of potential internal candidates for the firms most critical positions
60
What is a replacement summary?
A list of likely replacements for positions and their relative strengths weakness and information of job
61
What is succession planning?
The plan a company makes to fill its more important executive positions
62
What activitites does succession planning include
Analysis of demand, audit of existing executives, planning of indivudal career paths, accelerating prmotions, and planned strategic recruitment
63
What is Markov analysis?
Tracks the pattern of employee movements through various job and dvelopes a transtional probability for forecasting interal suppy
64
What are factors concerned with the supply of external canditdates?
General economic conditions, labour market conditions, and occupation market conditions
65
What are general economic conditions
The impact of natural fluctuation in economic activitiy inclduing interest rates, wage rates, rate of inflation, and unemployment rates
66
What are labour market conditions?
Demographics of those in the population inclduing education levels, age, gender, marital status, etc
67
What are occupational market conditions?
Forecasting the availability of potential candidates in specific occupations
68
What are the factors of forceasting demand
Projected turnover, quality and nature of employees, decisions to upgrade, planned tech/admin changes aimed to increase productivity, and financial resources
69
What are quantitiative techniques for determing HR requirements
Trend analysis, ratio analysis, scatter plot analysis, and regression analysis
70
What qualitative approaches to forecasting
Analytical models that inform expert options about future needs
71
What is tend analysis?
Studying a firms employment levels of 3-5 years to predict future needs
72
What is ratio analysis?
Making forecasts based on the ratio b/w some casual factor and the number of employees required
73
What is a scatter plot
Determines whether a measure of busines activity and levels are related
74
What is the regression analysis?
A statistical technique to determine the best line of fit involving multiple variables
75
What are the two approaches of forecast demand
The nominal group and delphi technqiues
76
What is the nominal technique?
Involves a group of experts meeting face to face. Each member of group writes down their ideas of a certain problem, they then go around the table and present the one idea, clarification is used then each member ranks the ideas
77
What is the delphi technique?
Used for long-term forcasting which assessed changes in economic, demographic, governmental, tech, and social conditions.
78
What are the steps in the delphi technique?
1. the problem is identified 2. Each members comples a questionnair and the results are compiled 3.each member is given a copy of the results, 4. difference in opinions will use feedback 5. steps 3 and 4 are repeated
79
What is a staffing table
A pictorial representation of all jobs within the organization as well as the number of current incumbents and future employee requirements
80
What is employer branding?
the image or impression of an organization as an employer based on the preceived benefits of being employed by the organization
81
What are the 3 steps in employer branding?
Define target audience, develope the employee value propisition, and reinforce value propisition in communication
82
What are the steps in the recruitment process?
1. Job openings are identified, 2. the job requirements are determines, 3. appropriate recruiting sources and methods are chosen, 4. and a pool of qualified recruits is generated
83
What is biographical information blank (BIB)
A detailed applicatio that forces on biographical data found to be predctive of job success.
84
What is human capital theory
the accumulation of firm-specific knowledge and experiences involves joint investment by the employee and employer to help maintain a long-term relationship
85
What is a yield ratio
The percentage of applicants that proceed to the next stage of the selection process
86
What are 3 factors of traditional networking
1. Cold calls (walk-ins and write-ins), print advertising, and employee referals, former employees, and educations insitutions
87
What are common methods to accessing candidate pools
Open houses and job fairs, professional and trade associations, labour organizations (construction), and military personnel
88
What is the employment and social developement canada
Helps unemployed people find suitable jobs helps employers locate qualified candidates to meet their needs
89
What is an executive search firm
Employers using firms to fill critical positions
90
What is a private employment agecy?
Assists employers seek clerical staff, functional specialists, and technical employees
91
What is a multiple hurdle strategy
Candidates clearing a "hurdle" are permitted to move onto the next step of the selection process
92
What are the steps in the selection process?
1. Preliminary applicant screening 2. Selection Testing 3. Selection Interview 4. Background Investigation/Reference Checking 5. Supervisory Interview and Realistic Job Preview 6. Hiring Decision and Candidate Notification
93
What are the five steps involved recruitment
1. Develope selection criteria 2. Specify must and want criteria 3. develope an evaluation form 4. Develope interview questions 5. Develope candidate-specific questions
94
What is a selection ratio?
the ratio of the number of applications hired to the total number of applicants available (number of applicants hired/ total number of applicants = selection ratio)
95
What is diffrential validity
Confirmation that the selection tool accurately predicts the perofmrance of all possible employee subgroups
96
What is criterion-related validity
A selection tool predicts and correlates with important elements of work behaviour
97
What is content validity
A selection instrument such as a test used to determine the knowledge and skills to perform a job
98
What is construct validity?
A selection tool measures a theoretical construct or trait deemed neccesary to perform the job successfully
99
What are examples of cognititive ability tests
mental intelligence, emotional intelligence, and tests of specific cognitive abilities

Humane Resources (1 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2025 Bold Learning Solutions. Terms and Conditions