Human Resource Management Concepts and Strategies, Exams of Marketing Business-to-business (B2B)

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WLU BU 354 - HR Before Midterm Detailed

Questions And Expert Answers 2024

Cost leadership strategy - ANS strategy to gain competitive advantage through lower costs of operations and lower prices for products Cultural Forces - ANS 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 - ANS 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 - ANS changes in the demographics of the labour force that occur slowly and are usually known in advance differentiation strategy - ANS a strategy to gain competitive advantage by making a product or service different from those of its competitors economic strategy - ANS economic factors facing Canadian business today, including global trade forces and the force to increase one's own competitiveness and productivity levels

educational attainment - ANS highest level of education attained by an individual worker, employee group or population focus strategy - ANS Strategy to gain a competitive advantage by focusing on the needs of a specific segment of the total market. functional authority - ANS Authority that allows staff experts to make decisions and take actions normally reserved for line managers. human resource audit - ANS 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 - ANS 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 - ANS Members of occupations generating, processing, analyzing, or synthesizing ideas and information (ie. scientists and management consultants) line authority - ANS The authority to make decisions and to direct the performance of subordinates in production, sales, or finance-related activities.

mission statement - ANS a statement of the organization's purpose and long-term objectives - what it wants to accomplish in the larger environment organizational structure - ANS the product of all of an organization's features and how they are arranged (people, objectives, technology, size, age, policies) organizational culture - ANS the core beliefs and assumptions that are widely shared by all organizational members organizational goals - ANS An organization's short- and long-term goals that human resource management aims to support and enable. productivity - ANS ratio of output divided by input staff authority - ANS Authority to advise, but not to direct, others. Strategic Human Resource Management - ANS 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 - ANS independence - having control over one's work and one's response to the work environment

competency - ANS The knowledge, skills, behaviour and/or attitudes necessary for performing certain tasks and successful job performance. competency matrix - ANS list of the level of each competency required for each of a number of jobs Competency Model (Competency Framework) - ANS a list of competencies required in a particular job Efficiency - ANS achieving maximum productivity with minimum wasted effort or expense employee log - ANS Approach to collecting job- and performance-related information by asking the jobholder to summarize tasks, activities, and challenges in a diary format. environmental considerations - ANS the influence of the external environment on job design. Includes employee ability, availability, and social expectations ergonomics - ANS 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 - ANS information that helps evaluate the success or failure of an action or system

focus group - ANS 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 - ANS 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 - ANS A group of related activities and duties job analysis - ANS 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 - ANS Checklists used to collect information about jobs, working conditions in a uniform manner. job code - ANS A code that uses numbers, letters, or both to provide a quick summary of the job and its content. job description - ANS a recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job job enlargement - ANS adding more tasks to the same job to increase the job cycle and draw on a wider range of skills

job enrichment - ANS adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do and evaluate job performance job families - ANS groups of jobs with similar task and duties, responsibility, skills or job elements requirements job identity - ANS Key part of a job description, including job title, location, and status. Job Performance Standards - ANS the work performance expected from an employee on a particular job job rotation - ANS moving employees from job to job at regular intervals to allow more variety and to learn new skills job specification - ANS Written statement that identifies what a job demands of jobholders and the human skills and factors required National Occupational Classification (NOC) - ANS An occupational classification created by the federal government, using skill level and skill types of jobs observation - ANS an approach to collecting job and performance related information by direct observation of job holders by a specialist

position - ANS collection of tasks and responsibilities performed by one person social expectation - ANS the larger society's expectations about job challenge, working conditions and quality of work life task identity - ANS The feeling of responsibility or pride that results from doing an entire piece of work, not just a small part of it. task significance - ANS Knowing that the work one does is important to others in the organization or to outsiders. variety - ANS an attribute of jobs wherein the worker has the opportunity to use different skills and abilities or perform different activities work flow - ANS the sequence of and balance between jobs in an organization needed to produce the firm's goods or services work practices - ANS the set ways of performing work in an organization working conditions - ANS Facts about the situation in which the worker acts. Includes physical environment, hours, hazards, travel requirements, and so on, associated with a job. attrition - ANS loss of employees due to their voluntary departures from the firm through resignation, retirement or death

Canadian Occupational Projection System (COPS) - ANS Provides up to 10-year projection of Canadian economy and human resource needs. consultants - ANS professionals who provide expert advice and counsel in a particular area Contract (contigent) worker - ANS a freelancer (self-employed, temporary, or leased employee) who is not part of the regular workforce who provides goods or services to another entity under terms of a specified contract Crowdsourcing - ANS inviting broad communities of people - customers, employees, independent scientists and researchers, and even the public at large - into a function once performed by employees Delphi Technique - ANS The soliciting of predictions about specified future events from a panel of experts, using repeated surveys until convergence in opinions occurs. Employee Self-Service (ESS) - ANS A feature of an HRIS that allows employees to access and view their own records and make changes where applicable Enterprise-wide Systems - ANS Systems that allow companies to integrate information across operations on a company-wide basis

extrapolation - ANS Extending past rates of change into the future. flexible retirement - ANS Programs that provide retirees with the opportunity to work after they have retired and provide them with significant flexibility in terms of how they work, what they work on, when they work, and where. forecasts - ANS Estimates of future resource needs and changes. full-time employees - ANS employees who work 37.5 to 40 hours in a workweek human resource accounting (HRA) - ANS A process to measure the present cost and value of human resources as well as their future worth to the organization. Human resource information system (HRIS) - ANS a computerized system for gathering, analyzing, storing, summarizing and disseminating information related to the HRM process for formulating and implementing strategies by HR specialists and line managers Human Resource Planning - ANS A process used to determine future human resource requirements by anticipating future business demands, analyzing the impacts of these demands on the organization, determining the current availability of human resources, and making decisions on how to effectively acquire and utilize firms' human resources.

indexation - ANS A method of estimating future employment needs by matching employment growth with a selected index, such as the ratio of production employees to sales. intranet - ANS an organization-specific internal computer network job sharing - ANS a plan whereby available work is spread among multiple workers to reduce the extent of layoffs when production requirements cause a decline in available work Labour Market Analysis - ANS The study of a firm's labour market to evaluate the present or future availability of different types of workers labour shortage - ANS Insufficient supply of qualified talent to fill the demand for labour Management or leadership inventory - ANS Comprehensive reports of available management capabilities in the organization. Manager Self-Service (MSS) - ANS A feature of an HRIS that allows managers to view and access their employee's records and add relevant information. Markov Analysis - ANS Forecast of a firm's future human resource supplies, using transitional probability matrices reflecting historical or expected movements of employees across jobs.

nominal group technique - ANS a focused group discussion where members meet face-to-face or digitally write down ideas and share them. All new ideas are recorded and ranked for importance Outplacement - ANS Assisting employees to find jobs with other employers outsourcing - ANS Contracting tasks to outside agencies or persons part-time employees - ANS works either fewer hours, or fewer days each week than full-time employees and are ineligible for many supplementary benefits offered by employers phased retirement - ANS Gradual phase into retirement with loss or reduction of pension benefits Predictive analysis - ANS the process of selecting, exploring, analyzing, and modelling data to create better business outcomes replacement charts - ANS Visual representations of who will replace whom in the event of a job opening. Likely internal candidates are listed, along with their age, present performance rating, and promotability status. Replacement Summaries - ANS Lists of likely replacements for each job and their relative strengths and weaknesses.

skills inventories - ANS Summaries of each worker's skills, knowledge, abilities, experiences and abilities. Staffing table - ANS A list of anticipated employment openings for each type of job. Talent Management - ANS a systematic, planned effort to attract, identify, retain, develop, and motivate highly skilled employees and managers who are of particular value Transition Matrices - ANS Describe the probabilities of how quickly a job position turns over and what an incumbent employee may do over a forecast period of time, such as stay in the current position, move to another position within the firm, or accept a job in another organization. work arrangement - ANS A firm's use of work hours, schedules, and location to ensure that the goals of the organization and the needs of employees are optimally met Alternate work arrangements - ANS nontraditional schedules that provide flexibility (flextime, telecommuting) to employees while meeting organization goals Apprenticeships - ANS A form of on-the-job training in which junior employees learn a trade from an experienced person.

awareness training - ANS Training employees to develop their understanding of the need to manage and value diversity Bona Fide Occupational Requirement (BFOR) - ANS A justifiable reason for discrimination of a protected class based on business necessity (that is, required for the safe and efficient operation of the organization) or a requirement that can be clearly defended as intrinsically required by the tasks an employee is expected to perform. Canadian Charter of Rights and Freedoms - ANS Federal law enacted in 1982, guaranteeing individuals equal rights before the law. Canadian Human Rights Act - ANS A federal law prohibiting discrimination Canadian Human Rights Commission - ANS Supervises the implementation and adjudication of the Canadian Human Rights Act communication standards - ANS Formal protocols for internal communications within an organization to eliminate sex/gender, racial, age, or other biases in communications. Concentration - ANS A condition that exists when a department or employer has a greater proportion of members of a protected class than are found in the employer's labour market

Core Dimensions of Diversity - ANS Age, ethnicity and culture, sex/gender, race, religion, sexual orientation, and capabilities. diversity and inclusion audits - ANS Audits to uncover underlying dimensions, causes, interdependencies and progress-to-date on diversity and inclusion matters diversity and inclusion training programs - ANS Training programs aimed at importing new skills to motivate and manage a diverse and inclusive workforce Duty to accommodate - ANS Requirement that an employer must accommodate the employee to the point of "undue hardship" Employment Equity Act - ANS Federal law to remove employment barriers and to promote equality. Employment equity programs - ANS Developed by employers to undo past employment discrimination or to ensure equal employment opportunity in the future. Called affirmative action programs in the United States. Glass ceiling - ANS invisible but powerful barriers that prevent women and people of colour from advancing beyond a certain level that leads to frustration, career dissatisfaction and increased turnover

Harassment - ANS occurs when employees are subjected to unwanted physical contact or verbal remarks from a colleague because of their protective class managing diversity - ANS Ability to manage individual employees with different cultural values and lead teams made up of diverse employees. Mentoring programs - ANS Programs encouraging members of disadvantaged groups (e.g., women) to work with a senior manager who acts like a friend and guide in achieving career success. Natural justice - ANS Minimum standards of fair decision making imposed on persons or bodies acting in a judicial capacity. Old boys' network - ANS Set of informal relationships among male managers providing increased career advancement opportunities for men and reinforcing a male culture. Provincial Human Rights Laws - ANS all provinces have their own human rights laws with discrimination criteria, regulations, and procedures Reasonable Accommodation - ANS Voluntary adjustments to work or workplace that allow employees with special needs to perform their job effectively Regulations - ANS Legally enforceable rules developed by governmental agencies to ensure compliance with laws that the agency administers.

Secondary Dimensions of Diversity - ANS Education, status, language, and income levels. Sexual harassment - ANS any unwanted remark, behavior, or touch that has sexual or gender content that has adverse employment consequences Skill-building training - ANS Training employees in interpersonal skills to correctly respond to cultural differences at the workplace. Stereotyping - ANS the process by which people draw inferences about others based on their knowledge of the preconceived social categories to which others belong support groups - ANS Groups of employees who provide emotional support to a new employee who shares a common attribute with the group (e.g., racial or ethnic membership). Systematic Discrimination - ANS Any company policy, practice, or action that is not openly or intentionally discriminatory, but has an indirect discriminatory impact or effect. Underutilization - ANS A condition that exists when a department or employer has a lesser proportion of members of a protected class than are found in the employer's labour market

Workplace diversity - ANS Includes important human characteristics that influence employee values, their perceptions of self and others, behaviours, and interpretations of events. Ads - ANS Advertisements in a newspaper, magazine, and so on that solicit job applicants for a position. Alumni associations - ANS Associations of alumni of schools, colleges, or other training facilities. Applicant Tracking System (ATS) - ANS A database of potential candidates that enables a good match between job requirements and applicant characteristics and also enlarges the recruitment pool Blind ads - ANS Job ads that do not identify the employer. Buy back - ANS A method of convincing an employee who is about to resign to stay in the employ of the organization, typically by offering an increased wage or salary. competitive advantage - ANS an advantage over competitors gained by offering greater customer value, either by having lower prices or providing more benefits that justify higher prices (cost advantage or differentiation advantage) Costs - ANS Expenses related to attracting recruits

Employee Referrals - ANS Recommendations by present employees to the recruiter about possible job applicants for a position Employment and Social Development Canada (ESDC) - ANS Federal department that provides programs and services for employers and present and potential employees Human resource plan - ANS A firm's overall plan to fill existing and future vacancies, including decisions on whether to fill internally or to recruit from outside. Inducements - ANS Monetary, nonmonetary, or even intangible incentives used by a firm to attract recruits. job application - ANS A company's form that is completed by a job applicant, indicating the applicant's contact info, education, prior employment, references, special skills and other details pertaining to the position Job fairs - ANS Trade show style fairs with many employers showcasing their companies and jobs to potential recruits. Organizational policies - ANS Internal policies that affect recruitment, such as "promote-from-within" policies.

Professional search firms - ANS Agencies that, for a fee, recruit specialized personnel for a company. Recruiter habits - ANS The propensity of a recruiter to rely on methods, systems, or behaviours that led to past recruitment success. Recruitment - ANS The process of finding and attracting capable applicants to apply for employment and accept job offers extended to them résumé - ANS A brief voluntary listing of an applicant's work experience, education, personal data and other info relevant to the job Selection - ANS The identification of candidates from a pool of recruits who best meet job requirements, using tools such as application blanks, tests and interviews Temporary Help Agencies - ANS Agencies that provide supplemental workers for temporary vacancies caused by employee leave, sickness, etc. Walk-ins/write-ins - ANS Job seekers who arrive at or write to the human resource department in search of a job without prior referrals and not in response to a specific ad. ability tests - ANS tests that assess an applicant's capacity or aptitude to function in a certain way

Behavioural description interview - ANS Interviews that attempt to find out how job applicants responded to specific work situations in the past Biographical Information Blank - ANS A type of application blank that uses a multiple choice format to measure a job candidate's education, experiences, opinions, attitudes and interests Compensatory approach - ANS an approach whereby high scores on some assessments can compensate for low scores on other assessments Computer-Interactive Performance Tests - ANS Performance tests using computer simulations that can measure skills, comprehension, spatial visualization, judgement, etc. Differential Validity - ANS Test validation process aimed at discovering the validity of a test for various subgroups, e.g., females and members of visible minorities. drug tests - ANS Tests that determine whether a job applicant uses marijuana, cocaine or other drugs Employment interview - ANS A formal, in-depth, face-to-face, or more recently, a phone or video conference between an employer and a job applicant to assess the appropriateness of the applicant for the job under consideration.

Employment references - ANS evaluations of an employee's past work performance and job-relevant behaviours provided by past employers Employment tests - ANS Devices that assess the probable match between applicants and job requirements. Integrity tests - ANS employment tests that measure an applicant's honesty and trustworthiness Interviewer errors - ANS mistakes like biases and domination that reduce the validity and usefulness of the job interview knowledge tests - ANS Tests that measure a person's information or knowledge. Medical Evaluation - ANS Assessment of physical and/or mental health of an applicant through self-reports and/or medical examination by a preferred physician. Multiple cut-off approach - ANS An approach where scores are set for each predictor and each applicant is evaluated on a pass-fail basis. Panel interview - ANS An interview using several interviewers with one applicant performance test - ANS Tests that measure the ability of job applicants to perform specific components of the job for which they are to be hired

Personality tests - ANS questionnaires designed to reveal aspects of an individual's character or temperament Realistic Job Preview (RJP) - ANS Involves showing the candidate the type of work, equipment, and working conditions involved in the job before the hiring decision is final. Reference letters - ANS Written evaluations of a person's job-relevant skills, past experience, and work-relevant attitudes. Reliability - ANS A selection device's ability to yield consistent results over repeated measures; also, internal consistency of a device or measure Selection process - ANS A series of specific steps used by an employer to decide which recruits should be hired situational interview - ANS Interview that attempt to assess a job applicant's likely future response to specific situations, which may or may not have been faced by the applicant in the past Selection ratio - ANS The ratio of the number of applicants hired to the total number of applicants

Situational Judgement Tests - ANS A test that places applicants in a hypothetical scenarios and asks them to indicate how they would respond from a list of alternatives Stages of an Interview - ANS Key phases in an employment interview: interview preparation, creation of rapport, information exchange, termination, and evaluation. Structured interview - ANS Interviews wherein a predetermined checklist of questions is usually asked of all applicants is used Subjective approach - ANS An approach where the decision maker looks at the scores received by the various applicants on predictors, subjectively evaluates all of the information, and comes to an overall judgment. Unstructured interviews - ANS Interviews using few if any planned questions to enable the interviewer to pursue, in depth, the applicant's responses. Validity - ANS A key attribute of a selection device that indicates its accuracy and relationship to job-relevant criteria Validity generalization - ANS Using validity evidence accumulated for other jobs or applicant populations to guide employment test choices until local validation study results can be acquired.

Weighted Application Blank (WAB) - ANS A job application form in which various items are given differential weights to reflect their relationship to criterion measures. Blogs - ANS web logs, or online journals, diaries or serials, that can cover any topic, including political analysis Career management - ANS A series of formal and less formal activities designed and managed by the organization to influence the career development of one or more employees. Career planning and development - ANS The process through which someone becomes aware of his or her interests and needs, motivations in terms of a career, and engages in a lifelong series of activities in pursuit of that career cost-benefit analysis - ANS Analysis undertaken to assess the cost effectiveness of a project or program Cross-training - ANS Training employees to perform operations in areas other than their assigned jobs Development - ANS Planned activities aimed at providing employees with enhanced skills and competencies for the future

Human resource development - ANS A function of hr management that integrates the use of onboarding, training and employee and career development efforts to improved the individual, group or organizational effectiveness knowledge management - ANS The process of capturing, storing, retrieving, and distributing the knowledge of the individuals in an organization for use by others in the organization to improve the quality and efficiency of decision making across the firm. learning curve - ANS a visual representation of the rate at which one learns given material learning principles - ANS guidelines to the ways people learn most effectively mentor - ANS someone who offers help and career guidance on a regular basis needs assessment - ANS A diagnosis that presents problems and future challenges that can be met through training or development. onboarding - ANS The process of integrating and acculturating new employees into the organization and providing them with the tools, resources, and knowledge to become successful and productive orientation programs - ANS Programs that familiarize new employees with their roles, the organization, its policies, and other employees.