Questions and Answers
Why is the creation of security profiles for the HRIS required during the implementation phase?
Managers are generally unreceptive to MSS systems.
False
Which of the following systems are considered enterprise-wide systems?
Access to a large number of qualified candidates is an advantage of e-recruiting.
Signup and view all the answers
Why has outsourcing of HR-related services grown over the past decade?
Signup and view all the answers
What is an HRIS?
Signup and view all the answers
Describe some subsystems and key functions of an HRIS.
Signup and view all the answers
How has the role of HR evolved in an IT-enabled organization?
Signup and view all the answers
What are the advantages and disadvantages of web-based self-service applications?
Signup and view all the answers
What are the five key competencies for HR as outlined by the Ulrich model?
Signup and view all the answers
What are the key challenges faced by an organization during the selection and implementation phase of an HRIS?
Signup and view all the answers
A company with employees in different provinces/territories must monitor the legislation in each of the jurisdictions because:
Signup and view all the answers
Two of the regulatory bodies created by the government in each jurisdiction to enforce compliance with the law include the:
Signup and view all the answers
Which of the following covers the joint responsibility shared by workers and employers to maintain a hazard-free environment?
Signup and view all the answers
Establishing minimum employee entitlement is most closely associated with:
Signup and view all the answers
Which of the following statements about equal pay for equal work legislation is true?
Signup and view all the answers
If a company classifies male employees as administrators and female employees doing the same work as clerks, it is violating the:
Signup and view all the answers
The Charter of Rights and Freedoms applies to:
Signup and view all the answers
Which of the following statements about human rights legislation is true?
Signup and view all the answers
Deliberately refusing to hire, train, or promote an individual on the basis of age is an example of:
Signup and view all the answers
Human rights code violations remedies do not include:
Signup and view all the answers
Contract law governs collective agreements and individual employment contracts.
Signup and view all the answers
Job evaluation systems that undervalue jobs traditionally held by women are an example of constructive discrimination.
Signup and view all the answers
Employers are expected to accommodate to the point of undue hardship.
Signup and view all the answers
Differentiate between intentional and unintentional discrimination.
Signup and view all the answers
What are prohibited grounds of discrimination?
Signup and view all the answers
Explain an employer's duty to provide 'reasonable accommodation.' Give an example of reasonable accommodation.
Signup and view all the answers
Discuss sexual harassment and its impact on employees and the work environment.
Signup and view all the answers
Discuss the four designated groups and differential treatment by employers during employment.
Signup and view all the answers
What steps should an employer use to design an employment equity program and ensure success?
Signup and view all the answers
Describe diversity management and what factors act as barriers to diversity management programs.
Signup and view all the answers
Study Notes
Human Resources Management Overview
- Human resources management focuses on managing people within organizations to enhance performance and efficiency.
- Key components include human capital, which refers to the collective skills and expertise of employees.
Strategic Human Resources Practices
- Human resources practices should align with organizational strategies, including performance management, staffing, and rewards practices.
- The balanced scorecard measures HR impact across financial results, customer satisfaction, and internal business processes.
Employee Engagement Initiatives
- Initiatives to boost employee engagement include recognition programs and management development.
- Employee empowerment encourages decision-making at lower management levels, enhancing morale and productivity.
Organizational Culture and Climate
- Organizational culture is defined by shared values and assumptions, affecting employee loyalty and direction.
- Organizational climate reflects the internal environment, influencing employee attitudes and behaviors.
Labor Market Dynamics
- Economic downturns typically lead to high turnover and increased competition for jobs, impacting the labor market.
- Productivity metrics evaluate the efficiency of inputs versus outputs in an organization.
Workforce Demographics
- Workforce characteristics, such as diversity and demographics, influence HR strategies.
- Baby boomers, Generation X, and Millennials exhibit unique traits that affect workforce dynamics.
Employment Legislation
- HR professionals must be knowledgeable about relevant employment legislation, including the Canada Labour Code and employment equity laws.
- Legislation impacts employee relations, requiring adherence to established legal frameworks.
Globalization and Technology in HRM
- Globalization enhances market competition and forces HR practices to adapt to international standards.
- Technological advancements in manufacturing lead to shifts in job types, with increased demand for skilled professionals.
Historical Perspectives on HRM
- HRM has evolved through several phases, from personnel management focusing on hiring and firing to strategic roles impacting organizational effectiveness.
- The human relations movement emphasized workers' well-being and influenced modern HR practices.
Ethics and Social Responsibility in HRM
- Ethical HR practices enhance organizational reputation and stakeholder trust, focusing on social responsibility and compliance.
- Implementing ethics programs can lead to increased loyalty, reduced legal risks, and overall better organizational performance.
Key Concepts and Trends
- The importance of continuous skill development and adaptive HR practices is crucial for managing a diverse and evolving workforce.
- Recognizing the specific needs and motivations of different generational groups contributes to more effective HR strategies.### Employee Engagement and HR Role
- Coaching line managers to foster trust with employees enhances overall employee engagement.
- Recognition programs can significantly boost employee morale and performance.
- HR professionals must act as change agents, guiding organizations through transitions and changes.
Economic and Social Impacts on HRM
- Emphasis on education and human capital is rising, influenced by employment shifts in various sectors.
- Employee engagement correlates positively with better organizational performance.
- Technological progress leads to job displacement in certain areas and may reduce productivity.
Evolution of HRM
- HRM's transformation is driven by globalization, technology, and competitive pressures making human capital essential.
- Industry expectations push HR professionals to take on strategic roles alongside traditional operational functions.
Ethical Considerations in HRM
- Key ethical responsibilities include managing information security, ensuring privacy for employees and clients, and navigating conflicts of interest.
- HR plays a vital role in establishing and monitoring adherence to ethical standards within organizations.
Measuring HRM Impact
- Traditional measures of HRM focus on operational metrics like absenteeism, whereas modern metrics emphasize the effectiveness of HR initiatives.
- The Human Capital Index evaluates 30 key HR practices and their contribution to shareholder value.
- Balanced scorecards can enhance understanding of HR contributions across financial, customer, and internal metrics.
Organizational Culture and Climate
- Organizational culture embodies the shared values, beliefs, and behaviors that guide employee actions.
- Climate reflects the immediate atmosphere in an organization, significantly influencing employee motivation and productivity.
Demographic Trends and Workforce Diversity
- Canadian organizations face challenges related to aging demographics, increasing education levels, and greater workforce diversity.
- Organizations are adapting HR practices to better accommodate diverse employee needs, including flexible work arrangements and eldercare benefits.
- There is a pressing need to recognize foreign credentials and support underrepresented groups, including women and minority communities.
Contributions of HRM Theories
- Scientific Management emphasizes efficiency in production and performance-based compensation.
- Human Relations Movement highlights the importance of employee attitudes and feelings on organizational success.
- Progress in HRM faces challenges such as being viewed as a cost center and the need for broader business acumen among HR professionals.
Ethical Challenges and Benefits
- The establishment of a uniform code of ethics is essential for professionalizing HR.
- Effective ethics programs enhance stakeholder confidence, employee loyalty, and public trust while reducing vulnerabilities.
Human Rights Legislation
- Legislation protects against discrimination based on various factors, including but not limited to gender, age, and ethnicity.
- The Charter of Rights and Freedoms sets fundamental rights applicable to all Canadian employees and employers, ensuring compliance with fair practices.### Employment and Discrimination Topics
- Internal or word-of-mouth hiring practices often lead to the exclusion of diverse candidates.
- Job-related employment tests can perpetuate systemic discrimination if not designed to assess relevant skills objectively.
- Refusing to hire individuals based solely on their Asian origin is a discriminatory practice.
Reasonable Accommodation
- Employers are expected to make adjustments, such as redesigning workstations for individuals with disabilities.
- Accommodations should be made unless they impose undue hardship on the employer.
- Discrimination based on gender alone does not justify refusing accommodations for other protected grounds.
Legitimate Discrimination
- "Bona fide occupational requirement" refers to a justifiable reason for discrimination based on business necessity.
- Organizations must demonstrate physical standards for jobs are necessary and not discriminatory against certain groups.
Harassment in the Workplace
- Harassment includes unwelcome behavior that demeans or embarrasses individuals, particularly on prohibited grounds.
- Employers may be held liable for client-initiated harassment if it has been reported.
- Effective harassment policies require reporting procedures and accountability measures for supervisors.
Human Rights Legislation
- Human rights legislation protects against discrimination in various sectors, not just employment.
- The Human Rights Tribunal has the authority to mandate remedies and compensation for discrimination victims.
Employment Equity
- Employment equity aims to address barriers faced by designated groups: women, visible minorities, persons with disabilities, and Aboriginal peoples.
- Programs must seek to balance representation of designated groups within the workforce.
Data in Employment Equity
- Flow data tracks employment transactions, including applications and promotions, while stock data shows current workforce demographics.
- Comparison data helps assess disparities in employment based on external labor market availability.
Analysis and Implementation of Employment Equity Programs
- Key steps include commitment from senior management, data analysis, and continuous monitoring of equity initiatives.
- Specialized training programs aim to support designated groups in overcoming barriers to advancement.
Diversity Management
- Effective diversity management involves a comprehensive approach that includes training and mentorship while supporting an inclusive workplace environment.
- Organizations successful in diversity initiatives tend to have strong management commitment and celebrate diversity through activities.
Barriers to Diversity Management
- Resistance to change, lack of awareness of diversity issues, and insufficient accountability measures can hinder effective diversity management.
- Successful diversity initiatives require ongoing efforts to address and overcome these barriers.
Legal and Societal Implications
- Contract law governs employment agreements, ensuring compliance with labor standards.
- Equal pay legislation allows differences in pay based on valid seniority or productivity metrics while prohibiting unjust discrimination.
Key Takeaways on Employment Equity and Diversity
- Significant disparities still exist in representation and treatment within the workforce, particularly affecting women and visible minorities.
- Implementing diversity management strategies and employment equity programs are essential for fostering an inclusive and equitable working environment.
Studying That Suits You
Use AI to generate personalized quizzes and flashcards to suit your learning preferences.
Description
Test your knowledge of human resources management with this multiple-choice quiz based on Chapter 1. Answer questions related to the management of people, work activities, and essential skills of a firm's workforce. See how well you understand the foundational concepts in HR management.
