MIDTERM EXAM (HRM)

PCBET-22-101E

1. Diversity In the Workplace - When describing diversity, the CIPD (2014a) comments
that each one of us is unique. We are different in visible and non-visible ways.

2. Equality And Diversity - Are major issues that affect everyone in society and everyone
in the workplace.

3. The Equality Act 2010 - This act was designed to bring a more uniform approach to
equality legislation in the UK and addresses unlawful discrimination in terms of
employment and the provision of facilities, goods and services.

4. Disablity - Is defined under the act as a mental or physical impairment which has a
substantial and long-term adverse effect on a person’s ability to carry out normal day-to-
day activities.

5. Race - Characteristics protected against discrimination include colour, nationality and

ethnic or national origins and membership of a racial group.

6. Sex - Protection applies to both men and women. Issues of equal pay for equal work,
with reference to like work of equal value and work rated.

7. Solution to skill shortages - If employers identify that the required skills are not
available one solution is to recruit people who can be trained.

8. Employer Branding - Being known as an employer that is committed to diversity is very

much a part of creating an employer brand.

9. Resourcing - If demand exceeds supply the organisation will have to develop plans to
increase the size of its workforce.

10. Development - If skills gaps are present in the workforce then competencies the
organisation needs to have in order to effectively compete are not present.

11. Reward - A review and restructuring of the reward system might enable an organisation
to attract and retain an effective workforce.

12. Employment Relations - Employees make a valuable contribution to the organisation’s

goals, and improve- ments to employee motivation and commitment can be achieved
through developing better employment relations.
13. Job Analysis - is the process of gathering together information about an existing job,
establishing the activities to be performed, the expected outcomes of tasks and the skills
required.

14. Writing Style - a job description it is a good idea to use verbs to describe what a person
is doing.

15. Person Specifications - The knowledge, skills and qualities a person would need to
have in order to be able to do the tasks or achieve the outcomes required on the job
description.

16. Competency Framework - are work-related behaviours necessary for successful

performance in the workplace.

17. Colour And Graphics - A company logo may be part of promoting the employer brand
and photographs can convey an impression of an organisation’s culture or perhaps its
commitment to diversity.

18. Mr Horler - Who is the one joined in Wales South as a Officer?

19. Equality - These types of discrimination typically occur when a person is refused
employment, promotion or training opportunities or is unfairly dismissed.

20. Application Forms - Having provided candidates with information about your vacancy
you must decide on the best way for individuals to present information about
themselves.

21. Selection - A successful recruitment campaign should result in a good number of

suitably qualified applications for a vacancy.

22. Shortlisting - Most employers will wish to interview a number of applicants before
offering a position. In many instances, a successful recruitment campaign will attract
more applicants than it would be possible to interview.

23. Contrast Effect - This is an effect where an assessment of a candidate is affected by

who is inter- viewed before and after them in an interview.

24. Probing Question - Often interviewers will have to ‘dig deeper’ and obtain information
that the inter- viewee is not readily providing.

25. Close the Interview - the interviewer should thank the interviewee for attending and
inform them of what happens next.