BCH101 Test 1 Review Week 4a

Knowledge, skill, ability or behaviour associated with job performance is called

Culture is NOT a major external force facing Canadian organizations today

A key consideration when designing job is

Role definitions which continuously change results in the HR Strategy needing to be examined regularly

A strategic and proactive process used to determine future HR requirements

Layoffs occur because:

Job identity is (select all that apply)

Task specialization was introduced as a key strategy and is best-suited to which industry

Human rights legislation differs from other employment laws because it affects nearly every human resource function

Organizations covered by the Code have a duty to accommodate to the point of undue hardship.

Engineering, Physics, Biology and Behavioural Sciences are all examples of

Cdn Human Rights Act provides equal employment opportunities, while The Charter guarantees equality before the law

Extrapolation is looking at past needs trends and relating that to future needs.

A Bona fide occupational requirement is defined as:

Introducing technology in place of a human

Technological changes are a major cause of HR demand

Voluntary changes to work that allow employees with special needs to perform their job effectively are called

Which of the following causes may drive the demand for HR in the future?

Jobs that are affected by new technology are likely targets of job analysis

Hiring a cyber-security expert is not a step to take to protect an organization's sensitive data

Expansion of the # of related tasks in a job is a result of job rotation

In Bob's scenario, the employer

A buyout is:

The AODA does not cover drug and alcohol dependencies because these are considered disabilities.

The Canadian Charter of Rights & Freedoms is part of the

An examination of the HR policies, practices & systems of a firm to eliminate deficiencies and improve to achieve goals.