Term
| What are the goals of personal management? |
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Definition
..To attract and select qualified personnel...ensure that employees have the erquisite skills, abilities, knowledge, and experience to perform their jibs well.
...Train and motivate personnel
...Retain desirable personnnel...Develope policies and practices regarding the conditions of work[ compensation, benefits, job saftey] which foster employee attachment to the organization. |
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Term
| When does discrimination occer? |
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Definition
| Discrimination occers when someone is treated differently and poorly because of personal characteristics , such as race, religion , or sex. |
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Term
| What does the main provisions of the employment standards act deal with? |
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Definition
| The main provisions of the employment standards deals with school-leaving age, minimum age for employment, minimum wage rate, equal pay for men and women, hours of work, weekly rest days, annual vacations with pay, hollidays, termination of employment, maternity protection, and recovery of unpaid wages. |
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Term
| What is the BC Human Rights Tribunals function? |
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Definition
| The BC's Human Rights Tribunal is responsable accepting, screening, Mediating, and ajudicating human rights complaints . The Tribunal offers the parties to a complaint the opportunity to try to resolve the complaint through mediation..If the parties do not resolve the complaint , the Tribunal holds a hearing. |
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Term
| What are the prohibited grounds of descrimination in employment in BC ? |
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Definition
.. Race
..Ancestry
..Place of origion
..Colour
..Religion..
..Age [19 or older]
..Sex
..Sexual orientation
..Marital status
..Family status
..Record of crimonal conviction
..Physical handicap or disability
..Mental handicap
..Political Belief
..Criminal and summary Conviction |
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Term
| What is the purpose of the Human Rights Code? |
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Definition
| The human rights code protects employees and job applicants by ensuring that employment decisions are based on job related criteria and not discriminatory factors. |
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Term
| Are there exceptions to the human rights code? |
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Definition
Yes...It is not a contravention of the code to express a preference on the basis of sex , ancestry, or any of the other prohibited grounds when a preferance is based on a bona fide job wualification.
An organization promoting the interests of Chinese-canadians is not en gaging in unlawful discrimination when it expresses a preference for someone of that industry. |
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Term
| What constitutes sexual harassment on the job? |
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Definition
..submission to such sectual conduct is made explicitly or implicitly a term or condition of employment.
...Submission to or rejection of sexual conduct is used as a basis for employment-related decisions
...such conduct is intended or has the effect of interfering with job performance.
...such conduct creates a working environment which is intimidating, hostile or offensive. |
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Term
| Under the employment standards act what are the minimum wages in BC? |
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Definition
The minimum wages in Bc from Nov 1 2011 is $9.50 per hour to be raised to $10.15 per hour on May 1 2012
the special minimum wage for liquor servers is $8.75 and being raised to $9.00 per hour on May 1 2012. |
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Term
| According to the employment standards act how often must an employee be paid? |
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Definition
| Wages must be paid at least twice a minth[ a pay period must not be longer than 16 days] and not later than 8 days after the expiration of each pay period. |
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Term
| If employment is terminated the employee how long does the employer have to pay the employee wages and holliday pay |
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Definition
| The employer has 6 days to pay the employee all wages and holliday pay if the employee terminates the employment. |
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Term
| If the employer terminates the employment how long does the employer have to pay allwages and holliday pay? |
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Definition
| Wothin 48 hrs of termination. |
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Term
| Wou many houre of work and overtime compensation are standard according to the act? |
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Definition
..8 hours a day and 40 hours a week are standard hours a week .
..Overtime means any hours worked over the standard.
..On a daily basis the overtime rate is time and a half the regular rate for any houre over 8 in a dayand double time for all hours in excess of 12 in a day.
..On a weekly basis, the overtime rate is time and a half for hours worked over 40
..The hours of work and overtime provisions do not apply to managerial employees. |
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Term
| At what age does an employee need written permission |
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Definition
| At 15 the parents or guardian must sign a consent form for him or her to work and if under 12 the employer will need written permission from The Director of Employment Standards. |
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Term
| When must a pregnancy leaverequest be made in writing ? |
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Definition
| A pregnancy leave notice must be made in writing at least 4 weeks before the proposed start date. |
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Term
| How long may pregnancy leave begin and when does it end? |
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Definition
Pregnancy leave may begin up to 11 weeks immediately before the anticipated date of birth provided that a weitten request is submitted for the leave , and if required by the employer , supported by a doctors certificate .
Pregnance leave may end no earlier than 6 weeks after the actual birth unless the employee requests a shorter time. |
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Term
| How long is an employee entitled to unpaid pregnancy leave? |
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Definition
| An employee is entitled to seventeen weeks of consecutive unpaid pregnancy leave. Under certain circumstances related to the birth or termination of the pregnancy a further leave of up to 6 weeks may be taken. |
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Term
| How much notice must be given to an employer for parental leave and how much leave is allowed ? |
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Definition
A request for parental leave must be given to the employer at least 4 weeks before employee proposes to begin leave.
..An employee who requests parental leave is entitled up to [for a birth mother] 35 consecutive weeks of unpaid leave beginning immediatly after the end of the leave taken under pregnancy leave unless the employre and employee agree otherwise.
.. A birth father is entitled to up to 37 weeks of parental leave beginning after the child's birth and within 52 weeks after the child is placed with the parent.
.. Under certain curcumstances related to the condition of the child , an additional 5 weeks of unpaid leave may be takenby the birth mother , birth father, or adopting parent.
..An employee's combined entitlement to leave under both pregnancy and parental leave is limited to 52 weeks plus any additional leave the employee is entitled to under the special circumstances mentioned above. |
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Term
| What are the 9 paid statutory hollidays in BC? |
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Definition
| New Years Day, Good Friday, Victoria Day, Canada day, British Columbia Day, Labour Day, Thanksgiving Day, Rememberance Day, and Christmas Day. |
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Term
| What are the requirments for getting paid on statutory hollidays? |
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Definition
To be entitled to a paid day off on a statutory holliday the employee must have worked 15 of the 30 calander days before the holliday . An average days pay is calculated by deviding total wages in the last 30 days before the holliday by the number of days worked.
Total wages includes wages, commissions, statutory holliday pay and vacation pay but does not include holliday pay. |
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Term
| According to the Employment Standards Act within what time limit can a complaint be made? |
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Definition
A complaint has to be made within 6 months of the problem only after the employee has taken the required steps to resolve the problem. This includes using the Self Help Kit that is available from any Emploment Standards Office or online.
If after trying the Kit, you still need to file a complaint, it must be filed within the 6 months. |
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Term
| What is the defination a job analysis? |
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Definition
A job analysis is process of determining the nature of a job by collecting and organizing information about it's various aspects including
..What the job seeks to accomplish or produce.
...Duties and responsabilities of the job
..Equipment and machines used and operated
.. Characteristics of the work enviroment
...Skills, abilities, knowledge, education, and experience required to successfully perform the job [job specification] |
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Term
| What are the 4 major methods of job analysis? |
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Definition
1 Observational methods, interview methods, interview techniques, or combined observational interview techniques ; and questionares.
Page 7.13 |
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Term
| What are aptitudes defined as? |
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Definition
| Aptitudes are defined as the capacity required by a person to enable the learning of skillsneeded for job duties. |
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Term
| What are the 3 main aptitudes and how do they apply to the real estate representative? |
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Definition
1 Intelligence which is the ability to reason, make judgments,and understand principals.
Verbal aptitude..the ability to understand the meaning of words and the ideas associated with them and to use them effectively.
Numerical aptitude..the ability to carry out arithmitic processes quickly and accurately. |
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Term
| What are the purpose of questionares? |
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Definition
| Questionares are often used to collect job analysis information. |
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Term
| What is the Position Analysis Questionare [PAQ]? |
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Definition
The PAQ is a professionally developed questionare usful for analizing blue-collar and non-managerial jobs. The PAQ examines information input , mental processes, work input, relationships with other people, job context, and other job charactaristice.
It's advantage is that it gives quick objective results for a wide range of jobs. |
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Term
| What is the The Professional And Managerial Position Questionare? [PMPQ] |
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Definition
| The Professional and Managerial Positional Questionaire [PMPQ] was developed to analize professional and managerial jobs which were not adequately handled by the PAQ. The PMPQ examines 3 aspects of these jobs: job functions, personal requirments and other information. |
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Term
| Whe doing an employment interview what are poor tecniques to watch out for? |
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Definition
Failing to seek important information from candidates regarding important aspects of the job. this occurea because the interviewers have not consultated a description of the job or it's qualifications.
... Interviewers can make quick judgments regarding the candidates suitability for the job.
..Interviewers questions are often highly variable having not been prepared in advance they may give different questions to different applicants and comparing the candidates is impossible.
..Interviewers can ask inapproperiate questions related to marital status, religion , criminal history, place of origion etc which can be the basis for unlawful discrimination.
... The halo effect occure when a candidate's attributes influence the interviewer and clouds the judgment by their dress or looks and overlooks negative aspects of the canditate.
...Failing to take notes is another problem.
..Interviewers can ask self-perception questions such as 'do you consider yourself a good leader' or 'what are your strenghts and weaknesses?' |
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Term
| What are some good interview tecniques? |
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Definition
..Establish report with the candidate ....
Questions we ask must be determined by information from job analysis.
...Prepare questions in advance.
Give the same questions to all candidates
..Avoid making hasty judgments about canditates.
..Use past job behaviour to predict future behaviour by asking job related questions about past wotk experiences.
...Seek feedback on the success of your selection decisions..When interviewers follow up on the performance of the individuals they hire, they should be able to learn from their past decisions.
.. |
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Term
| What are 3 concepts that help that help to define the characteristics of a good test? |
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Definition
1 Reliability..The test yields a consistant score of some attributes.
2..Valitidy.Scores are related to job outcomes such as performance and turnover.
3. utility.. The test of value to the user. |
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Term
| What are 3 approaches to finding or developing good employment tests? |
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Definition
1 Test transportation approach . A test developed outside the the organization is adopted for use in the selection process. Typically the transported test is purchased by an American test developer . A wide variety of ability aptitude, personality, and interest tests are available, along with manuals for scoring and interpreting the tests.
2 In-house test developement approach: A test developed and validaded for specific jobs within an organization . Very few organizations are big enough for this approach
3 Cooperative test development approach: 2 or more organizations jointly develope and validate a test.
This stratagy offers economics of scale because the participents share thje fixed costs of test development...Used by the insurance industry to develope tests for selecting representitives. |
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Term
| What are 6 tests available commercially for employment purposes? |
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Definition
1 Cognative ability tests. mEasurea a wide range of abilities, aptitudes and skills including quantative abilitiy, verbal ability, spatial ability, reasoning and memory.
2 Psychomotor tests..measures mental and and physical aptitudes such as finger dextarity and hand-eye coordination.
3 Job sample tests .. asses proficiency using actual tasks in the work setting.
4 Job simulation exersises ..conducted in a simulated but realistic environment.
5 Personality tests..focus on an individuals traits and characteristcs. two types are used for selection purposes .
Self report personality tests present a series of questions or statments to the test-taker who is asked to respond in ways that reflect how they characteristically think, feel , and behave. Projected tests requoire the responder to interpret ambiguous stimuli such as a picture.
6 Interest inventories..represent respondents with a series of statments or questions designed to indicate personal interest and preferences .
For example, a respondent would be asked weather they enjoy working alone or with other people or working indoors or outdoors.
These inventories are not predictive of job performance but rather the job satisfaction and tenure on the job.
Not often used for selection purposes because they can be faked by job candidates who give responses to coinside with what would be the best response for them. |
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