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Test bank For Canadian Human Resource Management 13th Edition by Hermann Schwind
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Test bank For Canadian HumanResource Management 13th Edition by
Hermann Schwind
Performance tests - ANStests that measure the ability of job applicants to perform specific
components of the job for which they are hired.
Validity generalization - using validity evidence accumulated for other jobs or applicant
populations to guide employment test choices until local validation study results can be
acquired. - ANS
Regulations - ANSlegally enforceable rules developed by governmental agencies to ensure
compliance with laws that the agency administers.
Canadian Charter of Rights and Freedoms - ANSfederal law enacted in 1982, guaranteeing
individuals equal rights before the law.
Provincial Human rights laws - ANSall provinces have their own human rights laws with
discrimination criteria, regulations, and procedures.
Canadian Human rights act - ANSa federal law prohibiting discrimination
Bona fide occupational requirement (BFOR) - ANSa justified business reason for discriminating
against a member of a protected class; also know as bona fide occupational qualification
(BFOQ).
Systemic discrimination - ANSany company policy, practice, or action that is not openly or
intentionally discriminatory but has an indirect discriminatory impact or effect.
Canadian Human Rights Commission (CHRC) - ANSsupervises the implementation and
adjudication of the Canadian Human rights act.
Duty to accommodate - ANSrequirement that an employer must accommodate the employee to
the point of "undue hardship."
Reasonable accommodation - ANSvoluntary adjustments to work or workplace that allow
employees with special needs to perform their job effectively
, disabilities - ANSStudies have shown those with _________ performed better than other
employees
Harassment - ANSoccurs when a member of an organization treats an employee in a disparate
manner because of that persons sex, race, religion, age, or other protective classification.
Sexual harassment - ANSunsolicited or unwelcome sex-or gender-based conduct that has
adverse employment consequences for the complainant
52 - ANS____% of woman experienced sexual harassment at work
Employment Equity Act - ANSfederal law to remove employment barriers and to promote
equality
Employment Equity programs - ANSdeveloped by employers to undo past employment
discrimination or to ensure equal employment opportunity in the future. Called affirmative action
programs in the United States.
Underutilization - ANSa 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.
Concentration - ANSa condition that exists when a department or employer has a greater
proportion of members of a protected class than are found in the employers labor market.
Natural Justice - ANSminimum standards of fair decision making imposed on persons or bodies
acting in a judicial capacity.
Workplace diversity - ANSincludes important human characteristics that influence employee
values, their perceptions of self and others, behaviors, and interpretations of events.
Core Dimensions of Diversity - ANSage, ethnicity and culture, sex/gender, race, religion, sexual
orientation, and capabilities.
Secondary Dimensions of Diversity - ANSEducation, status, language, and income levels.
Stereotyping - ANSthe process of using a few observable characteristics to assign someone to
a preconceived social category
Old boys' network - ANSset of informal relationships among make managers providing
increased career advancement opportunities for men and reinforcing a male culture.
Glass ceiling - ANSinvisible but real obstructions to career advancement of woman and people
of visible minorities, resulting in frustration, career dissatisfaction, and increased turnover
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