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MGMT 1017 > Test #1 > Flashcards

Test #1 Flashcards

(77 cards)

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1
Q

What is Human Resources Management (HRM)?

A

An integrated set of processes, practices, programs, and systems focusing on the effective deployment and development of employees.

HRM is essential for managing workforce dynamics and aligning employee performance with organizational goals.

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2
Q

What are the major HRM activities?

A
  • Recruitment
  • Selection
  • Training
  • Retention
  • Compensation
  • Employee relations

These activities are crucial for managing human capital effectively.

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3
Q

What are the external factors impacting HRM?

A
  • Labour Market
  • Economy
  • Production
  • Generations of Workers
  • Education

External factors shape the environment in which HRM operates, influencing strategies and practices.

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4
Q

What are the internal factors affecting organizations and HR departments?

A
  • Organization Culture
  • Management Practice
  • Organizational Climate
  • Technology
  • Globalization
  • Government

Internal factors directly influence HRM’s effectiveness and decision-making processes.

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5
Q

True or False: HRM has remained unchanged over the years.

A

False

HRM has evolved significantly, adapting to changes in workforce dynamics and business contexts.

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6
Q

What role does the Human Resources Professional Association (HRPA) play?

A

It certifies HR professionals and promotes HR standards and ethics.

HRPA is crucial for maintaining professionalism in the HR field.

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7
Q

What is the impact of globalization on HRM?

A

It requires HRM professionals to deal with diverse cultures and adapt to varying employment laws and business practices.

Globalization increases the complexity of HRM due to different regulatory environments.

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8
Q

Fill in the blank: HR professionals must recognize and understand the rights of _______ peoples.

A

First Nations

Understanding Indigenous rights is vital for HRM, especially for companies operating in First Nations territories.

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9
Q

What are the responsibilities of a Human Resource Manager?

A
  • Recruitment
  • Training
  • Employee relations
  • Compliance with labor laws
  • Performance management

These responsibilities ensure the effective management of an organization’s human capital.

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10
Q

What challenges does HRM face in today’s environment?

A
  • Talent acquisition in a gig economy
  • Managing crises like the COVID-19 pandemic
  • Adapting to technological changes
  • Cost containment
  • Employee wellness

HRM must navigate a rapidly changing landscape to ensure workforce stability and productivity.

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11
Q

How has technology impacted HRM?

A
  • Changes job requirements
  • Creates a mobile workforce
  • Impacts productivity
  • Introduces AI in recruitment
  • Facilitates remote training

Technology has transformed HRM processes, requiring continuous adaptation and learning.

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12
Q

What is the significance of the Memorandum of Understanding (MOU) between the Assembly of First Nations and Indigenous and Northern Affairs Canada?

A

It is crucial for HRM and First Nations communities, guiding employment practices and rights.

The MOU emphasizes the importance of Indigenous rights in HRM practices.

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13
Q

What percentage of an organization’s annual budget typically represents human capital?

A

60-65%

This highlights the significance of effective HRM in managing financial resources.

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14
Q

What are the core and enabling competencies required in HR?

A
  • Core competencies: Strategic thinking, ethical practice, relationship management
  • Enabling competencies: Communication, consultation, organizational awareness

Competencies are essential for the effectiveness and professionalism of HR practitioners.

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15
Q

What has the COVID-19 pandemic accelerated in HR processes?

A
  • Telework
  • Remote training
  • Fair compensation

The pandemic has fundamentally changed how organizations approach HRM.

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16
Q

What is the purpose of HR Planning?

A

HR Planning is a strategic process that helps companies plan for future human resources needed to support growth or downsizing.

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17
Q

What are the five main activities involved in HR Planning?

A
  • Review your business goals
  • Scan the environment
  • Identify the gaps
  • Develop your plan
  • Measure your progress
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18
Q

True or False: HR planning only considers current employee needs.

A

False

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19
Q

What is a forecast in the context of HR planning?

A

An estimate of future human resources that a company needs to be successful.

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20
Q

Name three factors that influence how companies forecast HR needs.

A
  • Strategic Plan
  • Legal Issues
  • Competition
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21
Q

What is the Nominal Group Method?

A

A focus group of experts working face-to-face or virtually to forecast HR needs.

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22
Q

What does the Delphi Method involve?

A

A group of experts predicting specific future events through surveys and opinions.

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23
Q

Fill in the blank: Internal supply refers to __________.

A

existing employees who can be promoted or transferred

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24
Q

What is the purpose of Labour Market analysis?

A

To assess the present and future availability of employees.

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25
What is a labor shortage?
Not enough supply of employees to meet the demand for the company.
26
What is a Human Resources Information System (HRIS)?
A system that helps companies organize and manage people-related data.
27
List three benefits of HRIS.
* Organization * Compliance * Time Savings
28
What is HR analytics?
The process of analyzing data to improve an organization’s workforce performance.
29
True or False: People analytics is the same as HR analytics.
False
30
Name three types of data commonly collected in organizations.
* Revenue per employee * Training expenses per employee * Voluntary turnover rate
31
Fill in the blank: HR analytics can be used for __________ management.
performance
32
What are replacement charts used for?
To determine who can replace whom when a job opening arises.
33
What is the role of HR departments in forecasting HR needs?
To ensure the right and most appropriate methods are used for reliability and validity.
34
What is the purpose of Markov Analysis?
To project future human resources needs using transitional probability matrices based on past data.
35
What are the legal considerations when collecting HR data?
* Employee privacy and anonymity * Consent from employees * IT security
36
What is the main goal of HR analytics?
To make informed business decisions on various HR functions.
37
Fill in the blank: HR planning involves __________ business goals.
reviewing
38
What is the focus of Human Resource Management (HRM)?
People ## Footnote HRM emphasizes the importance of individuals and their diverse feelings, emotions, and values.
39
What does the legislative framework reflect?
Our values ## Footnote It ensures employees are not exploited and protects employers from bad business practices.
40
What rights does the Canadian Charter of Rights & Freedoms guarantee?
Equal protection from discrimination ## Footnote It includes fundamental freedoms.
41
What does the Canadian Human Rights Act prohibit?
Intentional and unintentional discrimination ## Footnote This applies in employment situations and the delivery of goods and services.
42
Who is required to ensure equal treatment under the Canadian Human Rights Act?
Employers ## Footnote They must treat all people affected by their organization equally regardless of various grounds of discrimination.
43
List the protected grounds under the Canadian Human Rights Act.
* Race * National or ethnic origin * Colour * Religion * Age * Sex * Sexual orientation * Gender identity or expression * Marital status * Family status * Genetic characteristics * Disability ## Footnote These grounds prevent discrimination in various contexts.
44
What does the Ontario Human Rights Code prohibit?
Discrimination based on specific grounds ## Footnote It protects individuals in five social areas.
45
What does direct discrimination involve?
Making decisions based on protected categories ## Footnote This is illegal even if the decision favors a minority group.
46
What is indirect (systemic) discrimination?
Policies or rules negatively impacting a protected group ## Footnote It can be subtle and unintended but still harmful.
47
What is a Bona Fide Occupational Qualification (BFOQ)?
A characteristic essential to performing a job ## Footnote It is lawful to discriminate based on BFOQ if proven necessary.
48
What must an employer demonstrate to prove a BFOQ?
It is essential to the job and no reasonable alternative exists ## Footnote This justifies the use of specific criteria.
49
What is the duty to accommodate?
Adjusting rules, policies, or practices for full participation ## Footnote Employers must accommodate up to the point of undue hardship.
50
What rights do employees have regarding harassment?
A workplace free from harassment ## Footnote Employers must create policies and a complaint system.
51
What are the designated groups under the Employment Equity Act?
* Women * Aboriginal peoples * Persons with disabilities * Visible minorities ## Footnote The Act mandates creating equity plans to address barriers faced by these groups.
52
What is the proactive approach in implementing Employment Equity?
* Senior Management and Engagement * Demographic Data and Analysis * Employment Practices * Operational Plan * Implementation * Monitoring, Evaluation and Revision ## Footnote These steps ensure effective employment equity in organizations.
53
How can HR managers comply with legal standards?
Recruit, hire, develop, and retain employees from different backgrounds ## Footnote This supports diversity and benefits the business.
54
What is the concept of 'bona fide occupational requirement' (BFOR)?
A requirement essential for a specific job ## Footnote It allows for lawful discrimination based on job necessity.
55
What must employers do regarding harassment in the workplace?
Address it through policies and complaint systems ## Footnote Employers are responsible for maintaining a harassment-free environment.
56
What is a job?
A position that involves completing a task or work.
57
What is a position?
A role that involves a specific set of responsibilities assigned to one person.
58
What is job analysis?
A systematic process used to identify and determine, in detail, the particular job duties and requirements and the relative importance of these duties for a given job.
59
What are the four questions job analysis aims to answer?
* The specific elements of the job * Physical and mental activities * When is the job performed * How is the job performed * Under what conditions
60
What is task-based analysis?
Uses task statements to identify job elements.
61
What are the four components of task statements in task-based analysis?
* Action * Object * Expected output * Tools/processes
62
What is competency-based analysis?
Focuses on specific knowledge and abilities for high-level positions.
63
What are some human sources of data for job analysis?
* Job incumbents * Supervisors * Job experts
64
What are some non-human sources of data for job analysis?
* Job analysis reports * Job descriptions * Equipment records
65
Name two common methods of data collection for job analysis.
* Open-ended questionnaire * Structured questionnaire
66
What components should be included in a job description?
* Job Title * Department/Reports to * NOC code * Job Functions * Knowledge, Skill, and Abilities * Education and experience required * Physical requirement of the job
67
What is job design?
Involves specifying job contents, methods, and relationships to satisfy various requirements.
68
What is the job characteristics model?
Describes five core job characteristics leading to critical psychological states, resulting in work-related outcomes.
69
List the five core job characteristics in the job characteristics model.
* Skill Variety * Task Identity * Task Significance * Autonomy * Feedback
70
What is job enlargement?
A design approach in which the scope of the job is increased through extending and enhancing the range of its duties and responsibilities.
71
What is job enrichment?
A design approach aimed at making work more interesting and challenging for employees.
72
What does ergonomics focus on?
The science of matching the job to the worker and the product to the user.
73
What are some contemporary issues in job design?
* Telecommuting * Team-based work * Flexible working hours * Alternative work patterns * Artificial intelligence
74
True or False: Job analysis is only important for HR managers.
False
75
Fill in the blank: Job analysis is a vital tool for HR managers to make informed decisions on employee _______.
[hiring, motivation, and compensation]
76
How can job design impact employee satisfaction and productivity?
By enhancing employee productivity and satisfaction.
77
What is the significance of the rise of AI in job design?
It impacts HR processes and job design.

MGMT 1017 (3 decks)

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