HROB 2290 review questions NEWEST 2024 ACTUAL EXAM QUESTIONS AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED ANSWERS) |ALREADY GRADED A
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HROB 2290
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HROB 2290
What is human
resource management
Management of people in an organization. Recruitment,
selection, training, compensation, labour relations
2. what is human
capital?
knowledge, skills, valuable, rare skills for competitive advantage
3. 6 major external environmental influences
1. eco...
hrob 2290 review questions newest 2024 actual exam
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HROB 2290 review questions NEWEST 2024 ACTUAL EXAM QUESTION
AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED A
SWERS) |ALREADY GRADED A+
Study online at https://quizlet.com/_eti1kw
1. What is human Management of people in an organization. Recruitment,
resource man- selection, training, compensation, labour relations
agement
2. what is human knowledge, skills, valuable, rare skills for competitive ad-
capital? vantage
3. 6 major exter- 1. economic conditions
nal environmen- 2. competitive trends
tal influences 3. laws
4. social concerns
5. technological changes
6. demographic trends
4. growing pro- 1. Common body of knowledge
fessionalism in 2. Benchmarked performance standards
HRM, every pro- 3. Representative professional association
fessional has: 4. External perception as a profession
5. Code of ethics
6. Required training credential for entry and career mobil-
ity
7. Ongoing need for skill development
8. Need to ensure professional competence maintained
5. certification 1. Certified Human Resource Professional CHRP 2. Cer-
administered tified Human Resource Leader CHRL 3. Certified Human
through Resource Executive CHRE
provincial HR
associates 3
levels:
6. The Canadian religion, through, opinion, expression, peaceful assembly,
charter of rights association
and freedoms for
7. Bona Fide occu- Justifiable reason for discrimination based on business
pational require- necessity like safe and efficient operation of the org. for
ment (BFOR)
, HROB 2290 review questions NEWEST 2024 ACTUAL EXAM QUESTION
AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED A
SWERS) |ALREADY GRADED A+
Study online at https://quizlet.com/_eti1kw
example, a person who is blind cannot be employed as a
truck driver or bus driver
8. Ask 3 questions rationale: legit policy, good faith: necessary requirement
when assessing to fill the role, reasonable necessity: was it possible to
whether it is a accommodate
BFOR:
9. sexual harass- Offensive or humiliating behaviour that is related to a
ment 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
10. sexual coercion 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
11. sexual annoy- sexually related conduct that is hostile, intimidating, or
ance offensive to the employee but has no direct link to tangible
job benefits or loss thereof
12. employment provincial legislation to promote fair and productive work-
standard place and balance fair treatment of employees
legislation
13. pay equity 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)
14. job analysis identifies behaviours, knowledge and skills and abilities
(KSAs) critical to a job, lays foundation for selection,
performance appraisal, training, compensation
15. 6 steps of job 1. Review relevant background info: structure
analysis 2. Select jobs to be analysed
3. Collect data on activities: employee log
4. Modify data if required: verify info
, HROB 2290 review questions NEWEST 2024 ACTUAL EXAM QUESTION
AND CORRECT DETAILED ANSWERS WITH RATIONALES (VERIFIED A
SWERS) |ALREADY GRADED A+
Study online at https://quizlet.com/_eti1kw
5. Write job description and job specifications
6. Communicate and update info as needed
16. job enlargement assigning workers additional tasks at the same level of
responsibility to Inc. number of tasks they have to perform
17. job enrichment tool used to motivate employees by adding responsibili-
ties in the job
18. job rotation switching employees around to various positions of the
same status. 1. Although jobs don't change, workers ex-
perience more task variety, motivation and productivity
19. collecting job 1. Can influence job behaviour
analysis data: 2. Not appropriate when job entails lots of mental activity
observing or important but occasional tasks
20. job description written statement of what the job holder is actually does,
hoe they do it and under what conditions the job is per-
formed. Duties and reporting relationships and working
conditions, helps recruiters, and applicants understand
what the job is about
21. job specifica- statement of requisite knowledge, skills and abilities
tions needed to perform the job, education experience etc..
22. Human resource forecasting future HR requirements to ensure that the
planning org will have the required number of employees with
necessary skills to meet its strategic objectives
- Risk of too many people = labour surplus
- Risk of too few people = labour shortage
23. scatter plot ap- used to determine whether 2 factors are related, positive
proach and negative correlations. Two factors are related, then
the points will tend to fall along a straight line
24. regression more sophisticated statistical technique to determine the
analysis line of best fit, often involving multiple variables,
the investigator is able to determine the magnitude and
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