HROB 2290 review questions NEWEST 2024 ACTUAL EXAM QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) | ALREADY GRADED A+

HROB 2290 review questions NEWEST 2024 ACTUAL EXAM QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) | ALREADY GRADED A+ What is human resource management - Answer- Management of people in an organization. Recruitment, selection, training, compensation, labour relations what is human capital? - Answer- knowledge, skills, valuable, rare skills for competitive advantage 6 major external environmental influences - Answer- 1. economic conditions 2. competitive trends 3. laws 4. social concerns 5. technological changes 6. demographic trends growing professionalism in HRM, every professional has: - Answer- 1. Common body of knowledge 2. Benchmarked performance standards 3. Representative professional association 4. External perception as a profession 5. Code of ethics 6. Required training credential for entry and career mobility 7. Ongoing need for skill development 8. Need to ensure professional competence maintained certification administered through provincial HR associates 3 levels: - Answer- 1. Certified Human Resource Professional CHRP 2. Certified Human Resource Leader CHRL 3. Certified Human Resource Executive CHRE The Canadian charter of rights and freedoms for - Answer- religion, through, opinion, expression, peaceful assembly, association Bona Fide occupational requirement (BFOR) - Answer- Justifiable reason for discrimination based on business necessity like safe and efficient operation of the org. for example, a person who is blind cannot be employed as a truck driver or bus driver Ask 3 questions when assessing whether it is a BFOR: - Answer- rationale: legit policy, good faith: necessary requirement to fill the role, reasonable necessity: was it possible to accommodate sexual harassment - Answer- 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 or that could reasonably be thought to put sexual conditions on a persons job or employment sexual coercion - Answer- harassment of a sexual nature that results in some direct consequence to the worker's employment status or some gain in or loss of tangible job benefits sexual annoyance - Answer- sexually related conduct that is hostile, intimidating, or offensive to the employee but has no direct link to tangible job benefits or loss thereof employment standard legislation - Answer- provincial legislation to promote fair and productive workplace and balance fair treatment of employees pay equity - Answer- equal pay for equal work (Male and female in hospital jobs get paid the same bc one is more physical but they both have equal among of work) job analysis - Answer- identifies behaviours, knowledge and skills and abilities (KSAs) critical to a job, lays foundation for selection, performance appraisal, training, compensation 6 steps of job analysis - Answer- 1. Review relevant background info: structure 2. Select jobs to be analysed 3. Collect data on activities: employee log 4. Modify data if required: verify info 5. Write job description and job specifications 6. Communicate and update info as needed job enlargement - Answer- assigning workers additional tasks at the same level of responsibility to Inc. number of tasks they have to perform job enrichment - Answer- tool used to motivate employees by adding responsibilities in the job job rotation - Answer- switching employees around to various positions of the same status. 1. Although jobs don't change, workers experience more task variety, motivation and productivity collecting job analysis data: observing - Answer- 1. Can influence job behaviour 2. Not appropriate when job entails lots of mental activity or important but occasional tasks job description - Answer- written statement of what the job holder is actually does, hoe they do it and under what conditions the job is performed. Duties and reporting relationships and working conditions, helps recruiters, and applicants understand what the job is about job specifications - Answer- statement of requisite knowledge, skills and abilities needed to perform the job, education experience etc.. Human resource planning - Answer- forecasting future HR requirements to ensure that the org will have the required number of employees with necessary skills to meet its strategic objectives - Risk of too many people = labour surplus - Risk of too few people = labour shortage scatter plot approach - Answer- used to determine whether 2 factors are related, positive and negative correlations. Two factors are related, then the points will tend to fall along a straight line regression analysis - Answer- more sophisticated statistical technique to determine the line of best fit, often involving multiple variables, the investigator is able to determine the magnitude and direction of the relationship between variables to develop future predictions nominal group technique - Answer- Expert meet face to face for exchange of ideas, can lead to group pressure. Used to deal with issues and problems ranging from identifying training needs to determining safety program incentives