Human Resources Management: Chapters 1 to 6 Review

Comprehensive fill-in-the-blank practice flashcards covering Human Resources Management concepts from Chapters 1 through 6, including strategic HR planning, employment equity, job design, recruitment channels, and candidate selection methods.

__________ is defined as the process of managing human talent to achieve an organization's goals.

HR Management

The knowledge, skills, and abilities of individuals that provide an economic value to an organization are known as __________.

human capital

David Ulrich defined learning capability as $g \times g$, representing a business's ability to generate new ideas multiplied by its adeptness at __________ them throughout the company.

generalizing

__________ is the fundamental rethinking and radical redesign of business processes to achieve dramatic improvement in cost, quality, service, and speed.

Reengineering

A computerized system that provides current and accurate data for purposes of control and decision making is known as a(n) __________.

Human Resource Information System (HRIS)

Changes initiated to take advantage of targeted opportunities are classified as __________ changes.

proactive

A situation in which an organization asks or requires employees to take time off for either no pay or reduced pay while generally retaining their benefits is known as __________.

furloughing

The business practice of moving jobs to work-from-home domestic independent contractors is called __________.

homeshoring

The process of dismissing employees who are then hired by a PEO that handles all HR activities and contracts back the staff is called employee __________.

leasing

A group or bundle of HR practices proven to increase employee and organizational performance is called a(n) __________.

High-Performance Work System (HPWS)

A statement about where the company is going and what it can become in the future is known as its strategic __________.

vision

Workers who possess unique skills directly linked to company strategy and who are difficult to replace are categorized as __________.

strategic knowledge workers

A quantitative forecasting approach that relies on an organizational index such as sales to predict employment needs is __________.

trend analysis

A method for tracking the pattern of employee movements through various jobs over time is called a(n) __________.

Markov analysis

A measurement framework created by Robert Kaplan and David Norton that helps managers translate strategic goals into operational objectives is the __________.

Balanced Scorecard (BSC)

The natural departure of employees from organizations through quits, retirements, and deaths is referred to as __________.

attrition

Connecting business objectives directly with major HR initiatives is known as __________ alignment.

vertical

The Canadian Charter of Rights and Freedoms protects the equality rights of government and public-sector employees, but not __________ employees.

private-sector

A justifiable reason for discrimination based on business reasons of safety or effectiveness is known as a(n) __________.

Bona Fide Occupational Qualification (BFOQ)

Under the Employment Equity Act, the four designated groups are women, Indigenous Peoples, people with disabilities, and __________.

visible minorities

Employers and Crown corporations that have at least __________ employees and are regulated under the Canada Labour Code must implement employment equity.

100

In employment equity workforce profiling, data that shows the status of designated groups in occupational categories and compensation levels is called __________ data.

stock

In employment equity workforce profiling, data that provides a profile of the employment decisions affecting designated groups is called __________ data.

flow

The exclusion of members of certain groups through the application of employment policies or practices based on non-job-related criteria is called __________.

systemic discrimination

While pay equality means equal pay for equal work, pay equity focuses on equal pay for work of __________.

comparable worth

A statement of the needed knowledge, skills, and abilities (KSAOs) of the person who is to perform a job is a job __________.

specification

A statement outlining the tasks, duties, and responsibilities to be performed on a job is a job __________.

description

Canada's national system for compiling, analyzing, and describing occupations is the __________.

National Occupational Classification (NOC)

A job analysis method used to identify desirable and undesirable behaviours that resulted in either a very good or very bad outcome on the job is the __________ method.

critical incident

An interdisciplinary approach to designing equipment and systems to fit the job to the person for safety and efficiency is called __________.

ergonomics

Enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying is called job __________.

enrichment

The naturally occurring phenomenon whereby employees mould their tasks to fit their individual strengths, passions, and motives better is termed job __________.

crafting

Crafting, adapting, or tailoring a job to support an individual with a disability while concurrently addressing employer needs is known as job __________.

carving

A comparative diagram compiling appraisal and assessment data to display an employee's actual and potential performance is the __________.

9-Box Grid

The practice of hiring relatives of current employees is known as __________.

nepotism

Informing applicants about all aspects of the job, including both desirable and undesirable facets, is called a(n) __________.

Realistic Job Preview (RJP)

The percentage of applicants from a recruitment source that make it to the next stage of the selection process is the __________.

yield ratio

A situation in which the probability of moving up the career ladder is low due to organizational or personal reasons is a career __________.

plateau

A program in which younger employees mentor older executives about social media, new technology, and marketplace trends is called __________.

reverse mentoring

The degree to which interviews, tests, and other selection procedures yield comparable data over time is defined as __________.

reliability

An interview in which an applicant is asked specific questions about actual work incidents in their past is a(n) __________ interview.

Behavioural Description Interview (BDI)

When answering behavioural interview questions, the acronym STAR stands for Situation, Task, Action, and __________.

Result

The cognitive bias of judging an individual favourably overall based on only a single perceived strong point is known as the __________.

halo error

The extent to which test scores correlate with criterion data obtained at about the same time from current employees reflects __________ validity.

concurrent

A decision model where a high score in one selection dimension can make up for a low score in another dimension is the __________ model.

compensatory

A sequential selection strategy in which only candidates who pass the cutoff score at an initial stage advance to subsequent stages is the __________ model.

multiple-hurdle

The number of applicants to be selected compared with the total number of applicants is called the __________.

selection ratio