Employment Standards Act Overview

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Questions and Answers

Which of the following topics is not mentioned in the text as being covered in the Employment Standards Act?

Employee benefits (correct)

Written policy on disconnecting from work

Bereavement leave

Reprisal

What is the status of the new part added to the ESA – Part III.1?

It has been passed but is not yet in effect. (correct)

It is currently in effect.

It has been rejected by the legislature.

It has been proposed but not yet passed.

In which industry are 12 jobs exempt from the eating period standard?

Construction

Retail

EMS, healthcare, and health professionals (correct)

Education

What is the purpose of the "special rule tool" mentioned in the text?

To find regulations specific to a specific industry or job (A) Signup and view all the answers

Which recruitment method is most likely to be effective for an organization looking to fill an entry-level nurse position?

Online Recruiting (B) Signup and view all the answers

What is a potential disadvantage of using Employee Referrals for recruitment?

Lack of diversity in the workforce (D) Signup and view all the answers

Which recruitment method is most likely to result in a quicker onboarding process?

Former Employees (D) Signup and view all the answers

What is a primary characteristic of Executive Search Firms?

They typically recruit for management level and above positions (B) Signup and view all the answers

What is a potential advantage of using Online Recruiting?

Provides a larger pool of candidates (D) Signup and view all the answers

Which recruitment method is likely to be most effective in filling a position that requires specific technical skills?

Employment Agencies (C) Signup and view all the answers

What is a potential disadvantage of using Employment Agencies for recruitment?

High cost per hire (B) Signup and view all the answers

Which recruitment method is typically used to find candidates for short-term or part-time positions?

Employment Agencies (D) Signup and view all the answers

Which of these options is a step in the employment equity process?

Conducting an employment systems review (D) Signup and view all the answers

What is the purpose of the employment systems review in the context of employment equity?

To identify potential barriers to the inclusion of designated groups (A) Signup and view all the answers

What is the main goal of employer branding?

To attract and retain the best talent (B) Signup and view all the answers

How does an 'employee value proposition' (EVP) contribute to employer branding?

It clarifies the organization's values and benefits to potential employees (A) Signup and view all the answers

What is the primary advantage of internal recruitment?

It reduces the cost of advertising and employment agencies (C) Signup and view all the answers

Which of the following is NOT a benefit of internal recruitment?

Access to a larger and more diverse pool of talent (A) Signup and view all the answers

What is the first step in the recruitment process?

Identifying a labour shortage and creating a staffing table (C) Signup and view all the answers

What is the primary focus of recruitment?

Attracting a pool of qualified applicants (A) Signup and view all the answers

Which of the following is NOT a key concept covered in the provided class?

The relationship between HR and other departments (A) Signup and view all the answers

Which generation currently makes up the largest portion of the workforce?

Millennials (B) Signup and view all the answers

What is the main driver of new workers in Canada?

High levels of immigration (C) Signup and view all the answers

What percentage of recent immigrants admitted to Canada in 2021 were admitted under the economic category?

56.3% (C) Signup and view all the answers

What is the primary focus of immigrants admitted to Canada under the economic category?

Economic contribution (B) Signup and view all the answers

Which HR competency, according to Ulrich and colleagues, refers to the ability of HR professionals to achieve trust and respect within the organization?

Credible activist (B) Signup and view all the answers

Which type of unemployment is caused by temporary transitions in workers' lives, like moving to a new city?

Frictional (A) Signup and view all the answers

What is the recommended action after completing the class, according to the provided text?

Review the material and seek clarification if needed (C) Signup and view all the answers

Which strategy for dealing with a labor surplus involves an organization offering employees to quit, potentially with incentives like a reference letter and outplacement services?

Quitting (B) Signup and view all the answers

What is a potential disadvantage of using attrition to address a labor surplus?

It may be difficult to predict retirements due to the elimination of mandatory retirement ages. (C) Signup and view all the answers

Which of the following strategies for dealing with a labor surplus may involve offering employees a bonus or extended benefits?

Early retirement (A) Signup and view all the answers

What is a potential drawback associated with offering employees an early retirement package?

It can be a very expensive strategy. (C) Signup and view all the answers

What is a potential disadvantage of using a sabbatical or leave of absence as a strategy for dealing with a labor surplus?

It does not provide long-term benefits in reducing the workforce. (C) Signup and view all the answers

Which of the following strategies for dealing with a labor surplus involves temporarily pausing employees' jobs with the intent to resume them when work increases?

Layoff (A) Signup and view all the answers

Which strategy, if forced upon employees without their consent, can potentially lead to a claim of constructive dismissal?

Job sharing / Job splitting (C) Signup and view all the answers

What is a potential difference between firing without just cause and laying off employees?

Layoff is temporary, while firing without just cause is permanent. (C) Signup and view all the answers

What does content/construct validity assess in a selection test?

The extent to which a test measures what it is supposed to measure (B) Signup and view all the answers

How can a test exhibit high reliability but low validity?

By consistently measuring an irrelevant aspect (C) Signup and view all the answers

Which type of validity focuses on the extent to which a test predicts job performance?

Predictive validity (A) Signup and view all the answers

What is an example of high validity and low reliability?

A scale that measures weight accurately but gives inconsistent readings (D) Signup and view all the answers

Which of the following is NOT a type of test mentioned?

Skill tests measuring creativity (B) Signup and view all the answers

What is a key requirement for a bartender position at Montana’s?

Provincial Responsible Alcohol Service certification (B) Signup and view all the answers

Which statement about the relationship between reliability and validity is correct?

Reliability and validity are independent of each other (B) Signup and view all the answers

What role does emotional stability play in the context of predictive validity?

It can influence an individual's performance in job roles (B) Signup and view all the answers

Study Notes

Welcome to Today's Class

The topic is What Is Human Resources Management?
The course is Human Resources Management (BUSI2312).
The instructor is Dr. Joe Krasman.

Agenda and Announcements

Today's class will cover What Is Human Resources Management?

What Is Human Resources Management?

Human Resources Management (HRM or HR): The management of an organization's employees.
Organizations have physical and financial assets, as well as human assets.
HRM is often divided into attracting, engaging, and retaining employees.
The world's largest employers (2022 or latest available data) show significant numbers: Ministry of Defense (US), Ministry of Defence (India), People's Liberation Army, Walmart, Amazon, etc.

Impact of HR on Organizational Effectiveness

Huselid (1995), Delery and Doty (1996), and Saridakis and colleagues (2017) are three studies that examined the impact of HR practices on organizational effectiveness.
Huselid and Delery and Doty were among the first to examine this question.
Saridakis and colleagues conducted a recent meta-analysis of eight other studies.

Huselid (1995)

The researcher surveyed 968 organizations and found 13 HR practices. These improved turnover, productivity, and financial performance.
Turnover was decreased (voluntary and involuntary).
Productivity increased (e.g., sales per employee).
Corporate financial performance increased (e.g., accounting value and market value of the organization).

Employee Skills and Organizational Structures

Various questions regarding workforce proportions, formal job analysis, recent internal hiring, and QWL participation are asked to gauge employee skills and organizational structures.

Delery and Doty (1996)

The researchers surveyed 216 banks and found that three HR practices (results-oriented appraisals, profit sharing, and employment security) increased corporate financial performance.
Return on assets and return on equity were the performance metrics observed.

HR Practices

Internal career opportunities, Training, Results-oriented appraisals, Employment security, Participation, and Job descriptions, Profit sharing are listed as important HR practices.

Saridakis and Colleagues (2017)

The researchers meta-analyzed data from eight studies.
Various operational & financial measures were seen to be influenced by a group of HR practices.
A positive correlation of .287 was established between increasing HR practices and increasing organizational effectiveness.

Table 1: Studies Used in the Meta-analysis

A table of studies and their results from the meta-analysis. Each study examined the effects of various human resources practices on operational and financial results.

Story and Caldwell's (1992/2003) Roles

A role is a cluster of related and goal-directed behaviors.
Interventionary roles involve direct involvement by the HR person.
Non-interventionary roles involve indirect involvement.
Strategic roles affect the overall organization.
Tactical roles affect the daily operations of an organization.

Story and Caldwell's (1992/2003) Roles (Diagram)

A diagram showing the strategic, interventionary, tactical, and non-interventionary roles of HR professionals.

Story and Caldwell's (1992/2003) Roles (Descriptions)

Descriptions of four roles: Advisor, Service Provider, Regulator, and Change Agent. These roles are related to different levels of intervention and impact on the organization.

Ulrich and Colleagues' (2016) Competencies

Competency: An individual's demonstrated knowledge, skills, or abilities.

1987 - 2021 HR Evolution

This is an infographic showing a visual representation of evolution of HR practices over time

30,000+ Respondents

The presentation discusses a study with over 30,000 responses and more than 4,000 HR professionals.

Competency Attributes (2016)

Various HR competencies are described. The competencies focus on knowledge, skills, and abilities expected from an HR professional.

Impact of HR Competencies on Organizational Effectiveness

When HR competencies increased within an organization, competitiveness also increased most significantly, as found in a study of 200 organizations.

"Why Chief Human Resource Officers (CHROs) Make Great CEOs"

Research shows that CHROs have leadership traits which closely match those of CEOs.
Includes examples of former CHROs who became CEOs.

Mapping Leadership Styles

The analysis of leadership styles, thinking styles, and emotional competencies among six C-suite functions (CEO, CFO, COO, CIO, CHRO, and CMO). The surprising result was that the traits of CHROs closely matched those of CEOs in multiple studies.

Environmental Forces on HR

Political forces, Economic forces, Technological forces, and Social forces are identified as important environmental forces influencing HR practices and organizational operations.

Political Forces

Canada has 14 jurisdictions (provinces/territories).
Federal law (e.g., Charter of Rights and Freedoms) applies across the country.
Provincial/territorial jurisdiction (e.g., Employment Standards Act of Ontario) applies within each province/territory.
Legislation varies and changes continually.

Economic Forces

The business cycle influences employment levels.
The cycle's phases (expansion, peak, contraction, and trough) affect hiring and wages in the labor market.
GDP (Gross Domestic Product) measures the total value of goods & services.

Economic Forces (Continued)

Employment rates are affected by economic downturns.
Unemployment rates increase in economic downturns.
Four types of unemployment (frictional, structural, cyclical, seasonal) and their respective causes are described.

Technological Forces

The internet has emerged as a major force.
Remote work is also an impact of technology.
Physical work is decreasing while knowledge work is increasing.

Immigration is crucial.
In 2021, immigrants represented 23% of Canada's population.
Top places of recent immigrants' birth and settling are emphasized.
Generational differences in the workplace are identified (Traditionalists, Boomers, Gen X, Millennials, Gen Z).

Job Analysis and Planning

Job analysis is the identification of duties & responsibilities to provide knowledge, skills, abilities, and experience (KSAEs) required.
Job description: duties & responsibilities of a job
Job specification: KSAEs required for the job.
Job analysis is essential for HR functions like compensation, health & safety, onboarding, training & development.

Sources and Methods of Job Analysis

Self-reports, Supervisor reports, Observation, O*NET and NOC are detailed as sources and methods of job analysis.

Self-Reflective Job Titles

Self-reflective job titles (SRJT) are unique designations that personalize work roles and highlight an employee's contribution to the organization.

Study 1: Make A Wish

In this study a chapter of Make a Wish employed self-reflective job titles for employees. Results showed that self reflective job titles reduced emotional exhaustion in the workforce. This was through increased self-verification, psychological safety and external rapport.

Study 2: Health Care Organizations

In a study of 55 health workers, the use of self-reflective job titles helped lower levels of emotional exhaustion.

What Is Planning?

Planning: Identifying the numbers and types of employees needed.
The steps to achieve a labour equilibrium are presented: forecasting demand, forecasting supply, conducting a gap analysis, developing strategies, preparing a staffing table, and implementing strategies.

Techniques for Forecasting Labour Demand

Quantitative techniques (e.g., trend analysis, regression analysis)
Qualitative techniques (e.g., management forecasts) are described. The steps of the planning process are presented.

Techniques for Forecasting Labour Supply

Skills inventory, Management inventory, Replacement summaries, Succession planning and Markov analysis are methods for planning labor supply. A hypothetical Markov analysis table for a manufacturing operation is shown.

Gap Analysis

Labour surplus, Labour shortage, and Labour equilibrium are explained in terms of supply and demand. The process for gap analysis is discussed and a typical staffing table is included.

Strategies for Dealing with a Labor Surplus / Labor Shortage

Strategies for dealing with a labor surplus(e.g., hiring freeze, attrition, quitting, sabbatical/leave of absence, layoff, firing without cause, job-sharing, part time/reduced workweek) and methods for dealing with a labor shortage (e.g., overtime, transfer/promotion/demotion, recruitment, retention)
The strategies are explained, pros, cons, and example scenarios are given.

Employee's Duty / Employer's Duty

Detailed explanations of sections 5 and 6 of the Employment Equity Act covering employer's duty and when an employer is not required to take particular measures
Important for employers to know their responsibilities and constraints

Employment Equity Act

The act was enacted to fix the disadvantage in employment faced by certain groups.
- Designated groups: women, aboriginal peoples, members visible minorities, and persons with disabilities.

Employment Equity Process

There are six major steps to the process: announcing, communicating; workforce data collections; workforce analysis; employment systems review; developing and implementing a plan; and submitting reports to the government.

Sample Test Questions

Various practice questions are provided focused on the concepts covered in the presentation.

References

Presented as various hyperlinks to additional information.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Description

This quiz covers key aspects of the Employment Standards Act (ESA), including minimum wage, electronic monitoring policies, and exemptions for various industries. It also explores effective recruitment methods in the context of labor standards. Test your knowledge and understand the significance of ESA in the workplace.