MOS 1021: Midterm 1 Exam Test Questions and Answers Rated A
The practices, policies and systems that influence employ-
Human resource management
ees' behaviour, attitudes, and performance
Workforce planning, recruiting, selection, training and
Important strategies for HRM development, performance management, compensation
and rewards, employee and labour relations
Provides the greatest good for the greatest number of
Ethics in HRM people. Respects legal requirements. Treats employees
and customers equitably and fairly
An organization's employees, described in terms of their
Human capital training, experience, judgement, intelligence, relation-
ships and insight
An organization in which technology, organizational struc-
High performance work system ture, people, and processes all work together to give an
organization an advantage in the competitive environment
The process of getting detailed information about jobs.
Job analysis Considered to be the foundation or building block of HR
management. Has a strong legal basis (how things are)
Review background information. Choose sources of job
Steps of job analysis information. Gather job information. Develop job descrip-
tions and specifications
The process of defining the way work will be performed
Job design and the tasks that a given job requires (how to change
things)
The process by which the organization attempts to identify
applicants with the necessary knowledge, skills, abilities
Selection
and other characteristics that will help the organization
achieve its goals
A planned ettort to enable employees to learn job-related
Training
knowledge, skills, and behaviour
, The acquisition of knowledge, skills, and behaviours that
Development improve an employee's ability to meet the challenges of a
variety of new or existing jobs
The process of ensuring that employees' activities and
Performance management
outputs match the organization's goals
Identifying the numbers and types of employees the or-
Workforce planning
ganization will require to meet its objectives
Collecting and using data to show that human resource
Evidence based HR practices have a positive influence on the company's bot-
tom line or key stakeholders
An organization's commitment to meeting the needs of its
Corporate social responsibility
stakeholders
The relationship between an organization's outputs and its
Productivity
inputs
The body that considers the ethical practices of organiza-
Canadian Council of Human Resources Associations
tions professionally
HR manager, HR exec, compensation analyst, employee
Careers in HRM training specialist, HR generalist, statt recruiter, employee
benefits manager
1. Deal with skill deficiencies
2. Handle the constantly changing technology
Current trends in HRM 3. Manage organizational and employee needs for flexi-
bility
4. Manage an aging, increasingly diverse workforce
Predict or cause variation in the dependent variable. Ex;
Independent variable
training people in groups or alone
Vary as a result of changes to the independent variable.
Dependent variable
Ex; performance or reaction of participants
Contrived settings
The practices, policies and systems that influence employ-
Human resource management
ees' behaviour, attitudes, and performance
Workforce planning, recruiting, selection, training and
Important strategies for HRM development, performance management, compensation
and rewards, employee and labour relations
Provides the greatest good for the greatest number of
Ethics in HRM people. Respects legal requirements. Treats employees
and customers equitably and fairly
An organization's employees, described in terms of their
Human capital training, experience, judgement, intelligence, relation-
ships and insight
An organization in which technology, organizational struc-
High performance work system ture, people, and processes all work together to give an
organization an advantage in the competitive environment
The process of getting detailed information about jobs.
Job analysis Considered to be the foundation or building block of HR
management. Has a strong legal basis (how things are)
Review background information. Choose sources of job
Steps of job analysis information. Gather job information. Develop job descrip-
tions and specifications
The process of defining the way work will be performed
Job design and the tasks that a given job requires (how to change
things)
The process by which the organization attempts to identify
applicants with the necessary knowledge, skills, abilities
Selection
and other characteristics that will help the organization
achieve its goals
A planned ettort to enable employees to learn job-related
Training
knowledge, skills, and behaviour
, The acquisition of knowledge, skills, and behaviours that
Development improve an employee's ability to meet the challenges of a
variety of new or existing jobs
The process of ensuring that employees' activities and
Performance management
outputs match the organization's goals
Identifying the numbers and types of employees the or-
Workforce planning
ganization will require to meet its objectives
Collecting and using data to show that human resource
Evidence based HR practices have a positive influence on the company's bot-
tom line or key stakeholders
An organization's commitment to meeting the needs of its
Corporate social responsibility
stakeholders
The relationship between an organization's outputs and its
Productivity
inputs
The body that considers the ethical practices of organiza-
Canadian Council of Human Resources Associations
tions professionally
HR manager, HR exec, compensation analyst, employee
Careers in HRM training specialist, HR generalist, statt recruiter, employee
benefits manager
1. Deal with skill deficiencies
2. Handle the constantly changing technology
Current trends in HRM 3. Manage organizational and employee needs for flexi-
bility
4. Manage an aging, increasingly diverse workforce
Predict or cause variation in the dependent variable. Ex;
Independent variable
training people in groups or alone
Vary as a result of changes to the independent variable.
Dependent variable
Ex; performance or reaction of participants
Contrived settings
