HROB: 2290 -Review questions All
Solved.
What is human resource management - Answer Management of people in an organization.
Recruitment, selection, training, compensation, labor 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
Solved.
What is human resource management - Answer Management of people in an organization.
Recruitment, selection, training, compensation, labor 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
