BU354 – HR- Before midterm
Questions and Answers.
cost leadership strategy - Answer strategy to gain competitive advantage through lower costs
of operations and lower prices for products
Cultural Forces - Answer Challenges facing a firm's decision makers because of cultural
differences among employees or changes in core cultural or social values occurring at the larger
societal level.
cultural mosaic - Answer Canadian ideal of encouraging each ethnic, racial, and social group
to maintain its own cultural heritage, forming a national mosaic of different cultures
Demographic changes - Answer changes in the demographics of the labour force that occur
slowly and are usually known in advance
differentiation strategy - Answer a strategy to gain competitive advantage by making a
product or service different from those of its competitors
economic strategy - Answer economic factors facing Canadian business today, including
global trade forces and the force to increase one's own competitiveness and productivity levels
educational attainment - Answer highest level of education attained by an individual worker,
employee group or population
focus strategy - Answer Strategy to gain a competitive advantage by focusing on the needs of
a specific segment of the total market.
functional authority - Answer Authority that allows staff experts to make decisions and take
actions normally reserved for line managers.
human resource audit - Answer An examination of the human resource policies, practices,
and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals.
Human Resource Management - Answer the leadership and management of people within
an organization using systems, methods, processes and procedures that enable employees to
optimize their performance and in turn their contribution to the organization and its goals
,knowledge workers - Answer Members of occupations generating, processing, analyzing, or
synthesizing ideas and information (ie. scientists and management consultants)
line authority - Answer The authority to make decisions and to direct the performance of
subordinates in production, sales, or finance-related activities.
mission statement - Answer a statement of the organization's purpose and long-term
objectives - what it wants to accomplish in the larger environment
organizational structure - Answer the product of all of an organization's features and how
they are arranged (people, objectives, technology, size, age, policies)
organizational culture - Answer the core beliefs and assumptions that are widely shared by all
organizational members
organizational goals - Answer An organization's short- and long-term goals that human
resource management aims to support and enable.
productivity - Answer ratio of output divided by input
staff authority - Answer Authority to advise, but not to direct, others.
Strategic Human Resource Management - Answer Integrating the strategic needs of an
organization into our choice of human resource management systems and practices to support
the organization's overall mission, strategies, and performance.
autonomy - Answer independence - having control over one's work and one's response to
the work environment
competency - Answer The knowledge, skills, behaviour and/or attitudes necessary for
performing certain tasks and successful job performance.
competency matrix - Answer list of the level of each competency required for each of a
number of jobs
Competency Model (Competency Framework) - Answer a list of competencies required in a
particular job
Efficiency - Answer achieving maximum productivity with minimum wasted effort or expense
, employee log - Answer Approach to collecting job- and performance-related information by
asking the jobholder to summarize tasks, activities, and challenges in a diary format.
environmental considerations - Answer the influence of the external environment on job
design. Includes employee ability, availability, and social expectations
ergonomics - Answer the study of relationships between physical attributes of workers and
their work environment to reduce physical and mental strain and increase productivity and
quality of work life
Feedback - Answer information that helps evaluate the success or failure of an action or
system
focus group - Answer a face-to-face meeting with five to seven knowledgeable experts on a
job and a facilitator to collect job and performance related information
interview - Answer an approach to collecting job and performance-related information by
face-to-face meeting with a jobholder, typically using a standardized checklist of questions
job - Answer A group of related activities and duties
job analysis - Answer a purposeful, systematic process for collecting information on the
important work-related aspects of a job, to get its specifications, skill requirements and so on
(for wage-setting, recruitment, training or job-design
Job analysis questionnaires - Answer Checklists used to collect information about jobs,
working conditions in a uniform manner.
job code - Answer A code that uses numbers, letters, or both to provide a quick summary of
the job and its content.
job description - Answer a recognized list of functions, tasks, accountabilities, working
conditions, and competencies for a particular occupation or job
job enlargement - Answer adding more tasks to the same job to increase the job cycle and
draw on a wider range of skills
Questions and Answers.
cost leadership strategy - Answer strategy to gain competitive advantage through lower costs
of operations and lower prices for products
Cultural Forces - Answer Challenges facing a firm's decision makers because of cultural
differences among employees or changes in core cultural or social values occurring at the larger
societal level.
cultural mosaic - Answer Canadian ideal of encouraging each ethnic, racial, and social group
to maintain its own cultural heritage, forming a national mosaic of different cultures
Demographic changes - Answer changes in the demographics of the labour force that occur
slowly and are usually known in advance
differentiation strategy - Answer a strategy to gain competitive advantage by making a
product or service different from those of its competitors
economic strategy - Answer economic factors facing Canadian business today, including
global trade forces and the force to increase one's own competitiveness and productivity levels
educational attainment - Answer highest level of education attained by an individual worker,
employee group or population
focus strategy - Answer Strategy to gain a competitive advantage by focusing on the needs of
a specific segment of the total market.
functional authority - Answer Authority that allows staff experts to make decisions and take
actions normally reserved for line managers.
human resource audit - Answer An examination of the human resource policies, practices,
and systems of a firm (or division) to eliminate deficiencies and improve ways to achieve goals.
Human Resource Management - Answer the leadership and management of people within
an organization using systems, methods, processes and procedures that enable employees to
optimize their performance and in turn their contribution to the organization and its goals
,knowledge workers - Answer Members of occupations generating, processing, analyzing, or
synthesizing ideas and information (ie. scientists and management consultants)
line authority - Answer The authority to make decisions and to direct the performance of
subordinates in production, sales, or finance-related activities.
mission statement - Answer a statement of the organization's purpose and long-term
objectives - what it wants to accomplish in the larger environment
organizational structure - Answer the product of all of an organization's features and how
they are arranged (people, objectives, technology, size, age, policies)
organizational culture - Answer the core beliefs and assumptions that are widely shared by all
organizational members
organizational goals - Answer An organization's short- and long-term goals that human
resource management aims to support and enable.
productivity - Answer ratio of output divided by input
staff authority - Answer Authority to advise, but not to direct, others.
Strategic Human Resource Management - Answer Integrating the strategic needs of an
organization into our choice of human resource management systems and practices to support
the organization's overall mission, strategies, and performance.
autonomy - Answer independence - having control over one's work and one's response to
the work environment
competency - Answer The knowledge, skills, behaviour and/or attitudes necessary for
performing certain tasks and successful job performance.
competency matrix - Answer list of the level of each competency required for each of a
number of jobs
Competency Model (Competency Framework) - Answer a list of competencies required in a
particular job
Efficiency - Answer achieving maximum productivity with minimum wasted effort or expense
, employee log - Answer Approach to collecting job- and performance-related information by
asking the jobholder to summarize tasks, activities, and challenges in a diary format.
environmental considerations - Answer the influence of the external environment on job
design. Includes employee ability, availability, and social expectations
ergonomics - Answer the study of relationships between physical attributes of workers and
their work environment to reduce physical and mental strain and increase productivity and
quality of work life
Feedback - Answer information that helps evaluate the success or failure of an action or
system
focus group - Answer a face-to-face meeting with five to seven knowledgeable experts on a
job and a facilitator to collect job and performance related information
interview - Answer an approach to collecting job and performance-related information by
face-to-face meeting with a jobholder, typically using a standardized checklist of questions
job - Answer A group of related activities and duties
job analysis - Answer a purposeful, systematic process for collecting information on the
important work-related aspects of a job, to get its specifications, skill requirements and so on
(for wage-setting, recruitment, training or job-design
Job analysis questionnaires - Answer Checklists used to collect information about jobs,
working conditions in a uniform manner.
job code - Answer A code that uses numbers, letters, or both to provide a quick summary of
the job and its content.
job description - Answer a recognized list of functions, tasks, accountabilities, working
conditions, and competencies for a particular occupation or job
job enlargement - Answer adding more tasks to the same job to increase the job cycle and
draw on a wider range of skills
