Human Resource Management Overview

Human resources = The people who work for an organization Organization = A group of individuals with defined roles, collaborating towards a common goal Manager = An individual responsible for achieving organizational goals through managing people Management process = A series of activities involving planning, organizing, staffing, leading, and controlling

Profit sharing = Statistically positive impact on financial performance Results oriented performance appraisal = Statistically positive impact on financial performance Employment security = Statistically positive impact on financial performance High performance HR practices = Positive relationship with employee retention, productivity, and corporate finance performance

Mutually beneficial = HRM practices aim to benefit both the organization and employees What, how, and why = Examining the practices, their impact, and the rationale for implementing them Resource-based view of the firm = HRM practices can contribute to the development of firm-specific knowledge and capabilities High performance HR practices = Practices like comprehensive recruitment, incentive-based compensation, and employee involvement

<p>Profit sharing = Incentive-based compensation Results oriented performance appraisal = Performance management Employment security = Employee relations Extensive employee training = Employee development</p> Signup and view all the answers

<p>Operational HRM = Overseeing day-to-day administrative tasks Strategic HRM = Aligning employee efforts with organizational strategic goals Formulating HRM systems = Developing and implementing HRM practices to support organizational strategy Ensuring competency and behaviour = Making sure employees have the skills and values needed for organizational success</p> Signup and view all the answers

<p>Strategy = A course of action chosen to achieve organizational aims Strategic aims = Specific goals and objectives an organization wants to accomplish Strategic objectives = Measurable targets set to achieve strategic aims Strategic HRM = Aligning HRM practices with organizational strategies for achieving competitive advantage</p> Signup and view all the answers

<p>Human resources = The employees of a retail chain Organization = A multinational technology company Manager = The CEO of a manufacturing firm Management process = Planning a new product launch, organizing resources, staffing the project, leading teams, and controlling progress</p> Signup and view all the answers

<p>HRM is a way to manage people in organizations = Traditional view HRM is a strategic function aligned with business goals = Strategic view HRM is essential for organizational success = Modern view HRM practices should be flexible and adaptable = Contemporary view</p> Signup and view all the answers

<p>True Experiment = Conducted in a controlled environment with random assignment to groups. Quasi-Experiment = Conducted in a natural setting with pre-existing groups. Survey Research = Uses questionnaires to examine relationships between variables without manipulating them. Correlation = Measures the strength and direction of the relationship between two variables.</p> Signup and view all the answers

<p>Occupational Segregation = The tendency for certain occupations to be dominated by specific demographic groups. Equity = Fairness in processes to ensure equal access to opportunities. Diversity = Variations in group characteristics, including identity, cognition, and personality. Inclusion = An environment where individuals feel respected and accepted.</p> Signup and view all the answers

<p>Primary Research = Collection of new data through experiments, surveys, etc. Secondary Research = Analysis of existing data from published sources. Experiments = Determining causal relationships between variables. Correlation = Identifying the strength and direction of relationships between variables.</p> Signup and view all the answers

<p>True Experiment = Random assignment to groups, controlled environment. Quasi-Experiment = Pre-existing groups, natural setting. Both = Measuring the same outcome variable for all participants. Neither = Allows for clear causal conclusions.</p> Signup and view all the answers

<p>Positive Correlation = As one variable increases, the other variable also increases Negative Correlation = As one variable increases, the other variable decreases Strong Correlation = Variables have a close relationship, with values changing together Weak Correlation = Variables have a loose relationship, with values changing less predictably.</p> Signup and view all the answers

<p>Variable = Employee satisfaction Independent Variable = Training program Dependent Variable = Job performance Control Variable = Work experience</p> Signup and view all the answers

<p>Labour Market Issues = Changes in the workforce composition, including age, diversity, and skills. Generational Differences = Varying values, expectations, and work styles across different generations. Growth of Contingent Workers = Increase in temporary, part-time, or contract employees. External Influences = Factors outside the organization that impact HRM practices.</p> Signup and view all the answers

<p>Causation = One variable directly causes a change in another. Spurious Correlation = Apparent relationship between variables is due to a third, unobserved factor. No Causation = Variables are related, but one doesn't directly cause the other. Correlation = Measures the strength and direction of the relationship between two variables.</p> Signup and view all the answers

<p>Equity = Fair and impartial treatment of all individuals regardless of their characteristics. Diversity = Representation of a variety of backgrounds, perspectives, and experiences. Inclusion = Creating a sense of belonging and acceptance for all individuals. Protected Groups = Individuals belonging to specific demographic categories protected under law.</p> Signup and view all the answers

<p>Differential or unequal treatment = Treating an individual differently based on prohibited grounds Unintentional/constructive/systemic discrimination = Discrimination embedded in seemingly neutral policies with adverse impact on specific groups Permissible discrimination via Bona Fide Occupational Requirement (BFOR) = Discrimination justified by business necessity or a job-related requirement Harassment = Unwelcome behavior that demeans, humiliates, or embarrasses a person</p> Signup and view all the answers

<p>Rationale = Is the discriminatory requirement rationally connected to the job performance? Good faith = Did the employer adopt the discriminatory requirement in good faith? Reasonable necessity = Is the requirement reasonably necessary to perform the job safely and efficiently? Undue hardship = Is the accommodation too difficult to provide due to financial costs or health and safety risks?</p> Signup and view all the answers

<p>Reasonable accommodation = Adjusting policies and practices to prevent job disadvantages based on prohibited grounds Combat social handicapping = Addressing societal attitudes and actions that create non-inclusive thinking Undue hardship = The point beyond which an employer is not expected to accommodate under human rights legislation Individualized attempts to accommodate = Demonstrating efforts to accommodate specific needs of an employee</p> Signup and view all the answers

<p>Sexual harassment = Offensive or humiliating behavior related to a person's sex, creating a hostile or offensive work environment Sexual coercion = Harassment of a sexual nature resulting in consequences to employment status or tangible job benefits Sexual annoyance = Sexually related conduct that is hostile or offensive but not directly linked to tangible job benefits Employer responsibility = Preventing harassment and taking appropriate action if it occurs</p> Signup and view all the answers

<p>Demonstration of senior management’s commitment and support = Showing leadership and dedication to achieving equity Data collection and analysis of the current workforce = Gathering information about employee demographics and representation Monitoring, evaluation, and revising the plan = Tracking progress, assessing effectiveness, and making adjustments as needed Redress past discrimination = Addressing historical inequalities and ensuring a fair representation of designated groups in the organization</p> Signup and view all the answers

<p>Min employee entitlements = Establishing minimum wages, vacation time, and other benefits Max number of hours permitted work a year = Setting limits on the maximum permissible work hours Cannot opt out even if both parties' consent = Guaranteeing that employers cannot waive ESA/LSA provisions Principle of greater benefit = Applying the more favorable provision in case of conflict with other contracts</p> Signup and view all the answers

<p>Complaint-based = Enforcement triggered by employee complaints Formal written or electronic complaint = Filing a complaint with the appropriate authorities Employees give up right to sue in civil court = Limiting employee options for legal remedies after filing a complaint Protest employers from dual proceedings = Preventing employers from facing multiple claims for the same issue Strict limitation periods = Setting deadlines for filing complaints after a violation occurs Max claim limit = Setting a maximum amount that can be claimed for unpaid wages</p> Signup and view all the answers

<p>Incumbent = Knowledgeable about job but may provide misinformation Supervisor = Knowledgeable about job importance but less aware of day-to-day events Job analyst = Provides objective assessment but may lack inside knowledge of organization Subject Matter Expert (SME) = Individuals knowledgeable about the task and responsibilities</p> Signup and view all the answers

<p>Alone = Interview format involving a single incumbent Group with multiple incumbents = Interview format involving several current employees Supervisory interview = Involves one or more supervisors discussing job roles Structured format = Interviews that follow the same questions in a set order</p> Signup and view all the answers

<p>Identify knowledgeable employees = Ensures the most objective descriptions of duties Establish rapport quickly = Facilitates better communication during interviews Follow a structured guide = Helps maintain consistency across interviews Allow leeway for open-ended questions = Encourages deeper insights into job roles</p> Signup and view all the answers

<p>Misinformation from incumbent = Exaggerated views about the job may be presented Supervisor's limited day-to-day knowledge = May lead to gaps in understanding job responsibilities Lack of objective analysis by job analyst = Might result in biased or incomplete job descriptions Presence of supervisors during interviews = Can hinder candid responses from incumbents</p> Signup and view all the answers

<p>Incumbent = Focuses on personal job experiences and tasks Supervisor = Concentrates on job importance and organizational impact Job analyst = Aims for an objective and comprehensive job assessment Subject Matter Expert (SME) = Provides insight based on expertise in job functions</p> Signup and view all the answers

<p>Position = The collection of tasks and responsibilities performed by one person Job analysis = The procedure for determining tasks, duties, and responsibilities of a job Job description = What the job entails Job specification = What the human requirements are</p> Signup and view all the answers

<p>Recruitment and selection = More effective hiring leading to greater employee retention Compensation and benefits = Determines relative value of each job Performance management = Assessing criteria for performance evaluation Training and development = Identifying gaps where staff need training</p> Signup and view all the answers

<p>Performance standards = Information about the job’s performance expectations Job context = Information about working conditions and employee interactions Human requirements = Knowledge, skills, and personal attributes needed for the job Work activities = Details about how, why, and when tasks are performed</p> Signup and view all the answers

<p>Systematic process = Collecting detailed information regarding a job Continuous basis = Job analysis is carried out on this frequency Foundation for HR systems = Importance of job analysis in HR management Identifying overlaps = A step in restructuring jobs effectively</p> Signup and view all the answers

<p>Sensing = Ability to perceive environmental cues Communicating = Sharing information effectively with others Heavy lifting = Physically moving large weights Walking = Mobility across the workspace</p> Signup and view all the answers

<p>Machines, tools, equipment = Details regarding the tools used and materials processed Human behaviours = Information about specific human behaviours required by the job Job context = Details about incentives and work schedules Work activities = Insights into actual tasks performed by employees</p> Signup and view all the answers

<p>Human resources planning = Planning staffing needs internally or externally Labour relations = Union involvement in job positions Recruitment = The process of finding the right candidates Performance evaluation = Criteria used in assessing employee performance</p> Signup and view all the answers

<p>Professor = Can have multiple unique positions based on specialization Barista = Typically one position per job description Manager = Various roles that can exist depending on the organization Engineer = Multiple positions based on various engineering fields</p> Signup and view all the answers

<p>Career fairs = Events to connect employers with potential hires Summer internships = Short-term job replacements for students Co-ops = Structured work experiences integrated with academic programs Field placement programs = Training in real-world environments, often unpaid</p> Signup and view all the answers

<p>Preliminary applicant screening = Initial assessment of resumes and applications Selection testing = Evaluating candidates through various assessments Background investigation = Verifying applicants' previous employment and qualifications Selection interview = Direct interaction to evaluate candidates' suitability</p> Signup and view all the answers

<p>Right skills = Improved employee performance Cost-effective recruitment = Reduces turnover costs Negligent hiring = Legal risks associated with improper hiring Background checks = Assessing candidates' reliability and qualifications</p> Signup and view all the answers

<p>Supervisory interview = Assessment by potential future managers Realistic job preview = Providing candidates a glimpse of job expectations Cut-off scores = Minimum thresholds for passing selection tools Applicant assessment = Evaluating candidates through various methods</p> Signup and view all the answers

<p>Low experience = Requires more training and guidance Questionable background = Increases risk of workplace issues Innovative spirit = Potential for bringing fresh ideas Career aspirations = May lead to higher turnover rates</p> Signup and view all the answers

<p>Multiple hurdle strategy = Sequential assessment of candidates Cut-off established = Determining passing scores for selection tools Retaining applicants = Select best-fit candidates for long-term employment Training need = Addressing skill gaps in low-experience candidates</p> Signup and view all the answers

<p>Effective screening = Improved quality of hires Assessment tools = Objective evaluation of candidate abilities Legal claims = Consequences of negligent hiring Reference checks = Validation of candidates' credentials</p> Signup and view all the answers

<p>Innovative and cutting edge = Focus on fresh perspectives from new graduates Training need = Requirement for new hires to adapt and learn Partnering with schools = Building relationships with educational institutions Unpaid internships risk = Potential downside of lack of compensation affecting candidate quality</p> Signup and view all the answers

The people who make up the workforce of an organization.

A person responsible for achieving organization’s goals by managing its people.

The steps of planning, organizing, staffing, leading, and controlling.

Management of employees in organizations to achieve strategic goals.

Effective recruitment, compensation, and performance management enhancing retention and productivity.

Oversees day-to-day administrative operations in HR.

Aligns employee efforts with organizational goals and strategies.

A course of action to achieve an organization’s aims through HR practices.

Individuals knowledgeable about the tasks and requirements of a job.

An employee currently holding a position, knowledgeable but may exaggerate.

An individual in charge of a workplace, knowledgeable about job importance.

A professional who assesses jobs objectively, limited inside knowledge of the organization.

An interview format with predetermined questions in a set order.

Primary research involves collecting new data; secondary uses existing data.

The variable manipulated to determine its effect on another variable.

The variable that is measured to assess the effect of the independent variable.

Experiments with random assignment and controlled conditions, allowing for causal conclusions.

Experiments without random assignment, taking place in real-world settings.

Research that measures relationships between variables without identifying IVs and DVs.

Describes the direction and strength of the relationship between two variables.

A misleading correlation where two variables appear related but aren’t causally linked.

When certain jobs are limited to specific demographic groups.

Creating an environment where all individuals feel accepted and respected.

The process of attracting candidates from universities and colleges for employment.

The process of screening and assessing applicants to make a final hiring decision.

Hiring workers without proper background checks, potentially exposing employers to legal issues.

A selection approach involving several assessment steps where only qualified candidates move forward.

The minimum score or criteria that applicants must meet to proceed in the selection process.

The initial phase of reviewing resumes and applications to identify suitable candidates.

A thorough check of a candidate's history, including past employment and references.

A technique where applicants learn about the job and the company culture to ensure a good fit.

Communicating different employment conditions based on prohibited grounds.

Discrimination rooted in seemingly neutral policies with adverse effects on specific groups.

Justifiable discrimination necessary for business operations.

Criteria to determine the validity of BFOR.

Adjustments made for employees to prevent discrimination under human rights laws.

The limit to which employers must accommodate employees due to costs or risks.

Unwelcome behavior that humiliates or degrades a person.

Sexual behavior creating a hostile or offensive work environment.

Harassment that impacts a worker’s employment status directly.

A plan to identify and correct discrimination in the workplace.

Laws establishing minimum employee rights across Canada.

Mechanism for enforcing the ESA through employee complaints.

Prevents employers from being sued in both civil court and employment standards complaints simultaneously.

Responsibilities include taking orders, preparing beverages, and processing payments.

A collection of tasks and responsibilities assigned to an individual in a job.

Actual tasks performed, including how, why, and when they occur.

Traits and actions required by the job, like communication and physical stamina.

A document that outlines what the job entails and what is expected.

The process of hiring based on job analysis to improve employee fit and retention.

Using job analysis criteria to evaluate employee performance effectively.