CHRL Study Guide || Guaranteed Pass.
Human Resources Management correct answers the management of HR from managers within a
framework that is established by HR
Human Capital Management correct answers the strategy of attracting, retaining, and leveraging
the skills and knowledge of the workforce
SWOT Analysis correct answers strengths, weaknesses, opportunities, threats
Strategic human resources management correct answers The pattern of human resources
deployments and activities that enable an organization to achieve its strategic goals
What is the difference between operational effectiveness and strategic planning? correct answers
Operational effectiveness concentrates on performing similar activities better than rivals. In
contrast, strategic planning beings performing different activities than rivals or performing
similar activities differently. Another way to think about these two concepts is that operational
effectiveness focuses on short-term activities. While strategic planning focuses on the future.
Human Resources Planning correct answers The process of anticipating and making allowances
for the movement of people into, within, and out of an organization.
What is environmental scanning? correct answers Determining what is happening in the external
environment in these areas: economic factors, technological changes, political issues, social and
cultural concerns (changes of values in society), and demographic trends
Labour Market Analysis correct answers The study of a firm's labour market to evaluate the
present or future availability of different types of workers
What are the three elements to creating an HR Plan? correct answers Forecasting demand,
performing supply analysis, and balancing supply and demand
,What are some solutions to surplus? correct answers re-assignments to other areas where there
are shortages; job sharing; reduction in hours; temporary layoffs; unpaid LOAs; early retirement
packages
What are some solutions to a deficit? correct answers Work redesign; new recruitment initiatives;
internal promotions, temporary re-assignments to fill the gap; outsourcing; offering overtime
Skills inventories correct answers provides educational information, employee's skills and
abilities, and historical data on salaries and jobs in a company. These allow HR to search through
the current employee base quickly and determine if there are any internal supply for the
organization's job vacancies.
Skills correct answers the mental or physical activities that can be measured in terms of
performance. Examples include typing, driving, and interviewing
Competency correct answers broad categories that are defined by an integrative mix of
knowledge, skills, and abilities. Examples include influencing others, problem-solving, and
strategic thinking
Management inventories correct answers same as a skills inventories but for managers
specifically
Replacement Charts correct answers Listings of current jobholders and people who are potential
replacements if an opening occurs (e.g. A1 could mean ready immediately and great
performance)
Succession Planning correct answers the process of identifying, developing, and tracking key
individuals who will assume key executive positions in the organization
,The Employment Equity Act correct answers requires employers regulated by the federal
government to be proactive in their efforts to employ women, visible minorities, people with
disabilities, and aboriginal people.
Requisition correct answers The Requisition usually refers to a form that identifies key
information about the open position and triggers the staffing action. This is typically filled out by
the hiring manager.
unstructured interview correct answers An unstructured interview starts with an interviewer
asking various questions and ask the applicant talks, the interviewer asks further questions based
on the response. There is no way of developing a fair rating scale in this one. Therefore
interviewers usually go off of "gut feelings" which could result in biases such as the halo effect.
Situational vs Behavioural interview correct answers Situational: the candidate is presented a
potential future scenario; Behavioural: Candidate is asked about how they handled something in
the past
Reliability correct answers refers to the consistency of test scores over time and across measures
Validity correct answers refers to the accuracy of measurement. 1 means perfect validity. -1
indicates very low
Content validity correct answers based on an actual job specification (i.e. are the questions being
tested related to the job)
predictive validity correct answers whether test scores correlate with performance criteria. There
must be a strong relationship between the predictor (test scores) and criterion (job performance)
Construct validity correct answers whether the test really measures what it is supposed to
, Criterion validity correct answers a criterion is an outcome. This validity illustrates the
correlation between two measures. It asks is the construct (intelligence) related to the goal of
predicting job performance?
Outplacement correct answers assistance provided to laid-off employees (coaching, support,
advice on job searching)
What are the two main purposes of performance appraisals? correct answers 1. Administrative
(compensation decisions, promotions, documentation); 2. Developmental (goal setting,
developing a person's skills, providing training)
360-degree feedback correct answers a performance appraisal process in which feedback is
obtained from the boss, subordinates, peers and coworkers, and the employees themselves.
Advantages: provides better information as it is often anonymous; provides feedback loops;
Disadvantages: takes more time, might be viewed as negative by employees
Leniency errors correct answers Errors that are the result of appraisers who don't want to give
low scores (i.e. consistent high ratings)
Strictness errors correct answers consistent low ratings; opposite of a leniency error
Recent errors correct answers recent behaviour influences the appraiser
Contrast errors correct answers rater compares an individual, not against an objective standard,
but against other employees
halo effect correct answers the tendency to draw a general impression about an individual on the
basis of a single characteristic (i.e. rated high in one area, so rated higher in others even if not
true)
Human Resources Management correct answers the management of HR from managers within a
framework that is established by HR
Human Capital Management correct answers the strategy of attracting, retaining, and leveraging
the skills and knowledge of the workforce
SWOT Analysis correct answers strengths, weaknesses, opportunities, threats
Strategic human resources management correct answers The pattern of human resources
deployments and activities that enable an organization to achieve its strategic goals
What is the difference between operational effectiveness and strategic planning? correct answers
Operational effectiveness concentrates on performing similar activities better than rivals. In
contrast, strategic planning beings performing different activities than rivals or performing
similar activities differently. Another way to think about these two concepts is that operational
effectiveness focuses on short-term activities. While strategic planning focuses on the future.
Human Resources Planning correct answers The process of anticipating and making allowances
for the movement of people into, within, and out of an organization.
What is environmental scanning? correct answers Determining what is happening in the external
environment in these areas: economic factors, technological changes, political issues, social and
cultural concerns (changes of values in society), and demographic trends
Labour Market Analysis correct answers The study of a firm's labour market to evaluate the
present or future availability of different types of workers
What are the three elements to creating an HR Plan? correct answers Forecasting demand,
performing supply analysis, and balancing supply and demand
,What are some solutions to surplus? correct answers re-assignments to other areas where there
are shortages; job sharing; reduction in hours; temporary layoffs; unpaid LOAs; early retirement
packages
What are some solutions to a deficit? correct answers Work redesign; new recruitment initiatives;
internal promotions, temporary re-assignments to fill the gap; outsourcing; offering overtime
Skills inventories correct answers provides educational information, employee's skills and
abilities, and historical data on salaries and jobs in a company. These allow HR to search through
the current employee base quickly and determine if there are any internal supply for the
organization's job vacancies.
Skills correct answers the mental or physical activities that can be measured in terms of
performance. Examples include typing, driving, and interviewing
Competency correct answers broad categories that are defined by an integrative mix of
knowledge, skills, and abilities. Examples include influencing others, problem-solving, and
strategic thinking
Management inventories correct answers same as a skills inventories but for managers
specifically
Replacement Charts correct answers Listings of current jobholders and people who are potential
replacements if an opening occurs (e.g. A1 could mean ready immediately and great
performance)
Succession Planning correct answers the process of identifying, developing, and tracking key
individuals who will assume key executive positions in the organization
,The Employment Equity Act correct answers requires employers regulated by the federal
government to be proactive in their efforts to employ women, visible minorities, people with
disabilities, and aboriginal people.
Requisition correct answers The Requisition usually refers to a form that identifies key
information about the open position and triggers the staffing action. This is typically filled out by
the hiring manager.
unstructured interview correct answers An unstructured interview starts with an interviewer
asking various questions and ask the applicant talks, the interviewer asks further questions based
on the response. There is no way of developing a fair rating scale in this one. Therefore
interviewers usually go off of "gut feelings" which could result in biases such as the halo effect.
Situational vs Behavioural interview correct answers Situational: the candidate is presented a
potential future scenario; Behavioural: Candidate is asked about how they handled something in
the past
Reliability correct answers refers to the consistency of test scores over time and across measures
Validity correct answers refers to the accuracy of measurement. 1 means perfect validity. -1
indicates very low
Content validity correct answers based on an actual job specification (i.e. are the questions being
tested related to the job)
predictive validity correct answers whether test scores correlate with performance criteria. There
must be a strong relationship between the predictor (test scores) and criterion (job performance)
Construct validity correct answers whether the test really measures what it is supposed to
, Criterion validity correct answers a criterion is an outcome. This validity illustrates the
correlation between two measures. It asks is the construct (intelligence) related to the goal of
predicting job performance?
Outplacement correct answers assistance provided to laid-off employees (coaching, support,
advice on job searching)
What are the two main purposes of performance appraisals? correct answers 1. Administrative
(compensation decisions, promotions, documentation); 2. Developmental (goal setting,
developing a person's skills, providing training)
360-degree feedback correct answers a performance appraisal process in which feedback is
obtained from the boss, subordinates, peers and coworkers, and the employees themselves.
Advantages: provides better information as it is often anonymous; provides feedback loops;
Disadvantages: takes more time, might be viewed as negative by employees
Leniency errors correct answers Errors that are the result of appraisers who don't want to give
low scores (i.e. consistent high ratings)
Strictness errors correct answers consistent low ratings; opposite of a leniency error
Recent errors correct answers recent behaviour influences the appraiser
Contrast errors correct answers rater compares an individual, not against an objective standard,
but against other employees
halo effect correct answers the tendency to draw a general impression about an individual on the
basis of a single characteristic (i.e. rated high in one area, so rated higher in others even if not
true)
