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Final

MHR523 Final: Midterm Review

by OneClass60550 , Winter 2016
9 Pages
78 Views
Winter 2016

Department
Human Resources
Course Code
MHR 523
Professor
Anne Hardacre
Study Guide
Final

This preview shows pages 1-3. Sign up to view the full 9 pages of the document.
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Direct: blatant discrimination. Ex. refusing to hire a male who is
over the age of 40.
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Differential Treatment: treating an employee differently or
unequally. Ex. asking only females to demonstrate their strength
when applying for a physically demanding job.
§
Indirect: subtle discrimination. Ex. firing an employee who turned
40, but saying it was for a different reason.
§
Association: discrimination based on friendships/relationships.
Ex. Not promoting an employee because he has a terminally ill
child who may require a lot of his attention, wiith the concern that
he may not to be able to focus on work.
§
Systematic: hidden in policies and procedures and appears to be
neutral, but can have a negative discriminatory impact. Ex:
Limited accessability in company facilities, making it difficult for a
person with a disability to work there.
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Types of Discrimination
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Age
Race/Colour
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Direct: blatant discrimination. Ex. refusing to hire a male who is
over the age of 40.
§
Differential Treatment: treating an employee differently or
unequally. Ex. asking only females to demonstrate their strength
when applying for a physically demanding job.
§
Indirect: subtle discrimination. Ex. firing an employee who turned
40, but saying it was for a different reason.
§
Association: discrimination based on friendships/relationships.
Ex. Not promoting an employee because he has a terminally ill
child who may require a lot of his attention, wiith the concern that
he may not to be able to focus on work.
§
Systematic: hidden in policies and procedures and appears to be
neutral, but can have a negative discriminatory impact. Ex:
Limited accessability in company facilities, making it difficult for a
person with a disability to work there.
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Types of Discrimination
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Differential Treatment: treating an employee differently or
unequally. Ex. asking only females to demonstrate their strength
when applying for a physically demanding job.
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Indirect: subtle discrimination. Ex. firing an employee who turned
40, but saying it was for a different reason.
§
Association: discrimination based on friendships/relationships.
Ex. Not promoting an employee because he has a terminally ill
child who may require a lot of his attention, wiith the concern that
he may not to be able to focus on work.
§
Systematic: hidden in policies and procedures and appears to be
neutral, but can have a negative discriminatory impact. Ex:
Limited accessability in company facilities, making it difficult for a
person with a disability to work there.
§
Types of Discrimination
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Midterm(Review
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Description
Midterm Review Saturday, February 27, 2016 3:22 PM Review for the Midterm TEST CMHR 523 2 hours Out of 50 marks (20 of your grade) Review all our postings on the D2L sitthis is a good review! Chapters 1, 2, 4, 5, 6 Short Answer Questions 20 marks There is a choice of 5 questions. You must answer 4 of them. They are worth 5 marks each. Focus AREAS: Job analysis process Step One: Identify the use to which the information will be put, since this will determine the types of data that should be collected and the techniques used. Step Two: Review relevant background information, such as organization charts, process charts, and job descriptions. Step Three: Select the representative positions and jobs to be analyzed This is necessary when there are many incumbents in a single job and when a number of similar jobs are to be analyzed, since it would be too time consuming to analyze every position and job. Step Four: Analyze the jobs by collecting data on the job activities, required employee behaviours, working conditions, and human traits and abilities needed to perform the job. Step Five: Review the information with the worker(s) performing the job and with the immediate supervisor. This will help to confirm that the information is factually correct and complete by providing an opportunity for review and modification, if necessary, this step can also help gain
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