HRMT 386 Telephone quiz 2025-2026 update (Introduction to
Human Resource Management) Athabasca University
Correct 95
Incorrect 0
Your answers
1 of 95
Term
How does job analysis affect an organization's workers?
Give this one a try later!
o Gaining detailed info about jobs.
o The drawback to relying solely on incumbents' information is that they
may have an incentive to exaggerate what they do, to appear more
valuable to the organization.
o They worry they will be evaluated on the work flow process and if work is
done in the most efficient way
o Adding possible pressure, restructuring or discipline.
o They worry that there is room in their current job & more tasks can be
, assigned.
o Workers know that this is part of the employers broad strategy to
maximize it return on each employee hired.
o They know that their knowledge is a source of power.
o They may be unclear in what they do or can do to maintain the wage-
effort bargain.
Analysis & design of work
- work analysis
- job description
- job design
Recruitment & selection
- identify needs
- recruiting
- interviewing & screening
- deployment of staff & outplacement
Training & Development
- Orientation/on boarding
- learning strategies
- design, deliver & evaluate programs
- career development
Performance Management
- Integrate performance measures
- performance appraisal systems
- coaching
Compensation & rewards
- Develop and administer compensation & incentive programs
- benefit program design and implementation
- pension plans
- payroll
Employee & Labour Relations
- Terms & conditions of employment
- Communication
- employee involvement
- labour relations
Strategy
- Strategic partner in organizational effectiveness
- change & development
- workforce planning
Human Resources Policies
- Guide & implement policy
- create and manage systems to collect and safeguard HR information
,Compliance with legislation
- Implement policies to ensure compliance with all legal & reporting
requirements
Aging of the workforce
- the overall trends of the current workforce are aging
- HR will need to spend much of their time on concerns relating to a work
environment that supports the needs of the multigenerational workforce,
planning retirement & reskilling workers
- Organizations will struggle with the rising costs of health related benefits
- many managers will supervise employees much older than them.
- They will need to find ways to attract, retain & prepare the younger generations
in the workforce.
- Older workers say they intend to have a working retirement.
- Despite myths, worker performance & earning do not suffer as a result of aging.
- They are willing to learn new technology.
- Asking for part time or only a few months of work at a time as a way to
transition to retirement.
Diversity
- Helps to make Canadians among the worlds most tolerant people.
- The more diverse your work or school is, you're more likely to be more diverse
in choosing your friends or the neighbourhood you live in.
- From a staffing perspective it is important that tests used to select employees
are objective and unbiased.
- Work design, employees need flexible schedules that allow them to meet work
needs.
- Training & development - must train on the damage that stereotypes can do.
- Compensation & rewards - provide benefits such as child & elder care as a way
to accommodate the diverse workforce.
Skill deficiencies
- More employers are looking for mathematical, verbal & interpersonal skills,
reach a decision as part of a team, technology, think creatively, interact with
customers.
Higher levels of education
- Looking for educational achievements, a college/university achievement is a
basic requirement for most jobs. Some companies are unable to find qualified
employees & rely on training to correct skill deficiencies.
, - Evidence based HR is collecting & using data to show that HR practices have a
positive influence on the company's bottom line or key stakeholders.
- It helps show that the money invested in HR programs is justified and that HR is
contributing to the company's goals & objectives.
- For example, data collected on the relationship between HR practices &
productivity, turnover, workplace i n j u r i e s , & employee attitude that may show HR
D o n ' t k now?
functions are as important to the business as finance, accounting & marketing.
2 of 95
Definition
- Workplace Health & Safety Committees:
o Able to address related issues.
o Must meet 9 x's/year.
o Right to participate
- Employees have the right to file a complaint and request an
inspection of the workplace, and their employers cannot retaliate for
complaining.
- WHMIS: Right to receive info about any hazardous products they
may handle
o Right to know
- If there is a reasonable possibility of danger
o Right to refuse work
Give this one a try later!
How is the issue of workplace How does human resource
health and safety both technical and management assist organizations in
political? achieving their goals?
Human Resource Management) Athabasca University
Correct 95
Incorrect 0
Your answers
1 of 95
Term
How does job analysis affect an organization's workers?
Give this one a try later!
o Gaining detailed info about jobs.
o The drawback to relying solely on incumbents' information is that they
may have an incentive to exaggerate what they do, to appear more
valuable to the organization.
o They worry they will be evaluated on the work flow process and if work is
done in the most efficient way
o Adding possible pressure, restructuring or discipline.
o They worry that there is room in their current job & more tasks can be
, assigned.
o Workers know that this is part of the employers broad strategy to
maximize it return on each employee hired.
o They know that their knowledge is a source of power.
o They may be unclear in what they do or can do to maintain the wage-
effort bargain.
Analysis & design of work
- work analysis
- job description
- job design
Recruitment & selection
- identify needs
- recruiting
- interviewing & screening
- deployment of staff & outplacement
Training & Development
- Orientation/on boarding
- learning strategies
- design, deliver & evaluate programs
- career development
Performance Management
- Integrate performance measures
- performance appraisal systems
- coaching
Compensation & rewards
- Develop and administer compensation & incentive programs
- benefit program design and implementation
- pension plans
- payroll
Employee & Labour Relations
- Terms & conditions of employment
- Communication
- employee involvement
- labour relations
Strategy
- Strategic partner in organizational effectiveness
- change & development
- workforce planning
Human Resources Policies
- Guide & implement policy
- create and manage systems to collect and safeguard HR information
,Compliance with legislation
- Implement policies to ensure compliance with all legal & reporting
requirements
Aging of the workforce
- the overall trends of the current workforce are aging
- HR will need to spend much of their time on concerns relating to a work
environment that supports the needs of the multigenerational workforce,
planning retirement & reskilling workers
- Organizations will struggle with the rising costs of health related benefits
- many managers will supervise employees much older than them.
- They will need to find ways to attract, retain & prepare the younger generations
in the workforce.
- Older workers say they intend to have a working retirement.
- Despite myths, worker performance & earning do not suffer as a result of aging.
- They are willing to learn new technology.
- Asking for part time or only a few months of work at a time as a way to
transition to retirement.
Diversity
- Helps to make Canadians among the worlds most tolerant people.
- The more diverse your work or school is, you're more likely to be more diverse
in choosing your friends or the neighbourhood you live in.
- From a staffing perspective it is important that tests used to select employees
are objective and unbiased.
- Work design, employees need flexible schedules that allow them to meet work
needs.
- Training & development - must train on the damage that stereotypes can do.
- Compensation & rewards - provide benefits such as child & elder care as a way
to accommodate the diverse workforce.
Skill deficiencies
- More employers are looking for mathematical, verbal & interpersonal skills,
reach a decision as part of a team, technology, think creatively, interact with
customers.
Higher levels of education
- Looking for educational achievements, a college/university achievement is a
basic requirement for most jobs. Some companies are unable to find qualified
employees & rely on training to correct skill deficiencies.
, - Evidence based HR is collecting & using data to show that HR practices have a
positive influence on the company's bottom line or key stakeholders.
- It helps show that the money invested in HR programs is justified and that HR is
contributing to the company's goals & objectives.
- For example, data collected on the relationship between HR practices &
productivity, turnover, workplace i n j u r i e s , & employee attitude that may show HR
D o n ' t k now?
functions are as important to the business as finance, accounting & marketing.
2 of 95
Definition
- Workplace Health & Safety Committees:
o Able to address related issues.
o Must meet 9 x's/year.
o Right to participate
- Employees have the right to file a complaint and request an
inspection of the workplace, and their employers cannot retaliate for
complaining.
- WHMIS: Right to receive info about any hazardous products they
may handle
o Right to know
- If there is a reasonable possibility of danger
o Right to refuse work
Give this one a try later!
How is the issue of workplace How does human resource
health and safety both technical and management assist organizations in
political? achieving their goals?
