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Human Resources > Mod 1 > Flashcards

Mod 1 Flashcards

Mod 1

1
Q

Define Human Resources Management

A

The management of people in organizations to drive successful organizational performance and achievement of the organization’s strategic goals.

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2
Q

List some functions of a HR department.

A

Planning
Recruitment Staffing
Organizational, work and job design
Training and development
Performance review
Communications
Compensation and benefits
HR information systems
Labour relations

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3
Q

List 5 responsibilities of HR management.

A

Consultant and strategic change agent
Offering advice and support for employees
Developing policies and procedures
Providing services to attract and retain employees
Monitor to ensure legal compliance

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4
Q

List 3 primary roles for the HR professional.

A

Providing service to operating managers
Advocate
Business partner

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5
Q

Define human capitol

A

The knowledge, training, education, skills, and expertise of an organization’s workforce

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6
Q

List hot new topic in HRM.

A

Data Analytics
Technology for Performance Management
Contingent Workforce
Intrepreneurship

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7
Q

List 5 critical competencies for HR professionals

A

Business Acumen
Understanding employment law and legislation
Talent management
Broad HR knowledge
Employee-labour relations knowledge

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8
Q

Describe what is meant by Credible Activist

A

The person must be both Credible; honest, trustworthy, respected, and Active; takes a position and challenges assumptions

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9
Q

Define Employee Engagement

A

The emotional and intellectual engagement of employees in their work, and the intesity, focus, and involvement they bring to their jobs and organizations

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10
Q

Define strategy

A

The company’s plan for how it will balance it’s internal strengths and weaknesses with external opportunities and threats to maintain a competitive advantage.

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11
Q

Define Change Agents

A

Specialists that lead the organization and it’s employees through organizational change.

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12
Q

Define Environmental Scanning

A

Identifying and analyzing external opportunities and threats that may be crucial to the organization’s success. In the context of HRM, environmental scanning is an assessment of external factors influencing the organization’s ability to find and secure talent from the external labour market, including economic, competitive, legislative, social, technological, and demographic trends.

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13
Q

List 5 forces driving change in HR roles.

A

Changing technology
New rules
Succession planning
Identifying top talent
A new breed of HR leaders

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14
Q

Define Metrics

A

Statistics used to measure activities and results

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15
Q

Define Balanced Scorecard System

A

A measurement system that translates and organization’s strategy into a comprehensive set of performance measures.

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16
Q

Define Cultural Organization

A

The core values, beliefs, and assumptions that are widely shared by members of an organization.

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17
Q

List some functions that culture plays in an organization.

A

Creates distinction between different organizations
Creates a sense of identity for organization members
Facilitates the generation of commitment to something larger than one’s individual self interest
Enhances organizational stability
Serves as a sense-making and control mechanism that guides and shapes the behaviour of the staff

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18
Q

List some characteristics of organizational culture.

A

Individual initiative
Risk tolerance
Direction
Integration
Management support
Control
Identity
Reward System

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19
Q

Define Organizational Climate

A

The prevailing atmosphere that exists in and organization and it’s impact on employees

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20
Q

Define Productivity

A

The ratio of an organization’s outputs to it’s inputs.

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21
Q

Define Primary Sector

A

Jobs in agriculture, fishing and trapping, forestry, and mining.

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22
Q

Define Secondary Sector

A

Jobs in manufacturing and construction

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23
Q

Define Tertiary or Service Sector

A

Jobs in public administration, personal or business services, finance, trade, public utilities, and transportation/communication

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24
Q

Define Contingent Workers

A

Workers who do not have regular full-time employment status

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25
Q

Define Employee Empowerment

A

Providing employees with the skills and authority to make decisions that would traditionally be made by a manager

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26
Q

Define Job

A

A group of related activities and duties, held by a single employee or a number of incumbents.

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27
Q

Define Task

A

A unit of work, that is, a set of activities needed to produce some result (vacuuming the carpet to maintain hygiene).

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28
Q

Define Role

A

The set of responsibilities or expected results associated with a job. (A job usually includes several roles)

29
Q

Define Competencies

A

Demonstrable characteristics of a person that enable performance of a job.

30
Q

List the criteria for a profession

A

Common body of knowledge
Benchmarked performance standards
Representative professional association
External perception as a profession
Code of ethics
Required training credentials for entry and career mobility
Ongoing professional devlopement
Professional competence is maintained and put to socially responsible uses

31
Q

Define Professional Certification

A

Recognition for having met certain professional standards

32
Q

Define Ethics

A

The principles of conduct governing and individual or group; specifically the standards you use to decide what your conduct should be

33
Q

List some positive outcomes that result from a properly implemented ethics program.

A

Increased confidence among stakeholders
Decrease vulnerability to crime
Reduced losses due to internal theft
Increased public trust

34
Q

Define Social Responsibility

A

The implied, forced, or felt obligation of managers, acting in their official capacities, to serve or protect the interests of groups other than themselves.

35
Q

List 5 forces that are driving change in HR.

A

Changing technology
New rules
Succession planning
Identifying top talent
A new breed of HR leaders

36
Q

Define HRIS

A

Human Resources Information Systems are computerized systems that provide current and accurate data for the purposes of control and decision making

37
Q

Who sets employment legislation?

A

The government

38
Q

Define Stare Decisis

A

Decisions within a higher court can act as the binding authority on lower court decisions within that same jurisdiction

39
Q

Define Precedent

A

The decision or interpretation of a court of another jurisdiction can act as a persuasive authority regarding how legislation is to be interpreted and applied in other jurisdictions

40
Q

Define Torte Law

A

Primarily judge-based law, whereby the president and jurisprudences set by one judge through assessment of a case establishes how similar cases will be interpreted, as well as either intentional tortes or unintentional tortes

41
Q

Give examples of Intentional Tortes

A

Assault, Battery, Trespass

42
Q

Give examples of Unintentional Tortes

A

Negligence or harm caused by carelessness

43
Q

Define Regulations

A

Legally binding rules established by special regulatory bodies, created to enforce compliance in the law and aid in it’s interpretation

44
Q

What are the 2 legislations protecting the general population

A

Charter of Rights and Freedoms
Human Rights Legislation

45
Q

Who is the ultimate interpreter for the Charter of Rights and Freedoms?

A

Supreme Court of Canada

46
Q

Define Equality Rights

A

Section 15 of the Charter of Human Rights and Freedoms. Guarantees the right to equal protection and benefit of the law without discrimination

47
Q

Define Human Rights Legislation

A

Jurisdiction specific legislation that prohibits intentional and unintentional discrimination in employment situations and delivery of goods and services

48
Q

Define Discrimination

A

A distinction, exclusion, or preference based on the prohibited grounds that has the effect of nullifying or impairing the right of the person to full and equal recognition and exercise of their rights and freedoms.

49
Q

Define Differential or Unequal Treatment

A

Treating an individual or group differently in any aspect of terms and conditions of employment based on any of the prohibited grounds

50
Q

Define Discrimination Because of Association

A

Denial of rights because of friendship or other relationship with a protected group member

51
Q

Unintentional/Constructive/Systemic Discrimination

A

Embedded in policies and practices that appear neutral on the surface and are implemented impartially, but have an adverse impact on specific groups of people for reasons that are not job related or required for the safe and efficient operation of the business

52
Q

Bona Fide Occupational Requirement (BFCR)

A

A justifiable reason for discrimination based on business necessity or a requirement that can be clearly defended as intrinsically required for the tasks an employee is expected to perform

53
Q

3 criteria which assess BFCR

A

Rationale
Good Faith
Necessity

54
Q

Reasonable Accomodation

A

The adjustment of employee policy and practices that an employer may be expected to make so that no individual is denied benefits, disadvantaged in employment, or prevented from carrying out the essential components of a job because of grounds prohibited in human rights legislation

55
Q

Undue Hardship

A

The point to which employers are expected to accommodate employees under human rights legislative requirements

56
Q

Disability

A

A protected ground in human rights legislation, including a wide range of conditions, some of which are visible and some of which are not. A disability may be present from birth, caused by an accident, or develop over time.

57
Q

Harassment

A

Unwelcome behaviour that demeans, humiliates, or embarrasses a person, and that a reasonable person should have known would be unwelcome

58
Q

Sexual Harassment

A

Offensive or humiliating behaviour that is related to a person’s sex, as well as behaviour of a sexual nature that creates an intimidating, unwelcome, hostile, or offensive work environment and that could reasonably be thought to put sexual conditions on a person’s job or employment opportunities

59
Q

Sexual Coercion

A

Harassment of a sexual nature that results in some direct consequence to the worker’s employment status or gain or loss of tangible work benefits

60
Q

Sexual Annoyance

A

Sexually related conduct that is hostile, intimidating, or offensive to the employee has no direct link to the tangible job benefits or loss thereof

61
Q

Who informs the human rights act in each jurisdiction?

A

Human rights commission

62
Q

Where are challenges of human rights legislation heard?

A

Human rights tribunal = mediation as a first step

63
Q

Systemic Remedies

A

Forward-looking solutions to discrimination that require respondents to take positive steps to ensure requirements with legislation, with respect to both the current complaint and any future practices

64
Q

Restitution Remedies

A

Monetary compensation for the complaint to put the employee back to the position they would have been in if the discrimination had not occurred.

65
Q

4 Groups subjected to pervasive patterns of preferential treatment by employers

A

Women
Aboriginal people
People with disability
Visible minorities

66
Q

Occupational Segregation

A

The existence of certain occupations that have traditionally been male dominated and others that have been female dominated

67
Q

Employment Equity Program

A

Detailed plan designed to identify and correct discrimination, redress past discrimination, and achieve a balance representation of designated group members in the organization.

68
Q

Underemployment

A

Employment in a job that does not fully utilize one’s KSAs

69
Q
A

Human Resources (2 decks)

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