Human Resource Management.docx

**TEST 1 NOTES** **Chapter 1:** [Human Resources Management: ] → people in the organisation to drive successful performance & achievement of goals [Human Capital: ] → knowledge, education, training, skills, and expertise [Scientific Management: ] → concern for production and analysis processe...

**TEST 1 NOTES** **Chapter 1:** [Human Resources Management: ] → people in the organisation to drive successful performance & achievement of goals [Human Capital: ] → knowledge, education, training, skills, and expertise [Scientific Management: ] → concern for production and analysis processes (reduce costs) [Human Resources Movement: ] →concern for people/ productivity [Evolutionary Phases:] **1.** personnel admin, hiring, firing, payroll 2\. union liaison, compliance with new laws, orientation, appraisal, employee relations **3.** human resources management, outsourcing, emphasis on contribution **4.** line managers must possess basic HR skills, achieve objectives, new roles [HR Resource Activities] 1. 2. [Environmental Influences on HRM: ] *External:* → economic conditions, labour market, technology, government, globalisation, environmental condition *Internal:* → organisational culture/climate, management practices [General Differences] 1. 1. 2. 3. **Chapter 2** *Government* → balance needs through development & maintenance of employment legislation *Employers* → rights to modify work terms & arrangements *Employees* → right to be protected from harm [Canadian Legislation] 1. 2. 3. 4. 5. 6. [Human Rights Legislation] → prohibits intentional and unintentional discrimination in employment situations → reasonable accommodation [Bona Fide Occupational Requirement] → justifiable reason for discrimination → based on business necessity 1. 2. 3. [Reasonable Accommodation:] → adjustment of employment so that no individual is denied benefits or is disadvantages [Undue Hardship] → employers are expected to accommodate employers under HR Legislative Requirements → costs make accommodation impossible [Sexual Coercion] → results in direct consequences for employment status [Sexual Annoyance] → has no direct link to job benefits or employment status [Four Designated Groups] 1. 2. 3. 4. [Employment Labour Standards Legislation:] → establishes minimum employee entitlements (ie. wages, vacation) [Employment Standards Act] → federal and provincial/territorial versions → wages, overtime pay, paid holidays, vacations, maternity leave etc [Enforcement of the Employment Standards Act] → complaint is settled through ministry, not civil court → limitation periods for filing **Chapter 3:** [Steps in Job Analysis] 1. a. b. 2. a. b. c. d. e. 3. 4. 5. a. b. 6. **Chapter 4:** [Human Resources Planning:] process of forecasting future HR requirements [Strategic Important of HRP] 1. 2. 3. 4. 5. [Steps in the HRP Process] 1. a. b. 2. **QUANTITATIVE APPROACHES** a. b. c. d. **QUALITATIVE APPROACHES** a. b. 3. a. 4. a. b. Job Enlargement: Assigning tasks at same level of responsibility to avoid boredom Job Rotation: Systematically moving employees from one job to another Job Enrichment: Adding more meaningful tasks to make a job more rewarding Chapter 5: Talent Acquisition Talent Acquisition → an emerging HRM programming concept → focuses on finding, acquiring, assessing, and hiring candidates → key element to companies talent acquisition strategy Recruitment → process of searching out and attracting qualified applicants → starts with the identification of a position that needs staffing → completed resumes/application forms → successful recruiting is a strong indicator of higher shareholder value Recruiter → a specialist in recruitment whose job is to find and attract capable candidates Employer Branding → the image or impression of an organization as an employer based on the benefits of being employed by the organizarion → important during the recruitment process → includes the experiences a candidate goes through while interacting with a company through the process → what candidates experience when they go to the company's website → whether HR sends an acknowledgment letter or email thanking each candidate who sends in a resume → how candidates are greeted by the receptionist →whether the HR person who interviews candidates is a good spokesperson Employer Branding Steps 1. 2. 3. The Recruitment Process 1. 2. 3. → whether to start with internal or external recruiting 4. → constraints arise from organizational/compensation policies → labor supply serves as a constraint on recruiting activity Recruiting from Within the Organization → filling open positions with inside candidates has several advantages → human capital theory: the accumulation of firm-specific knowledge and experience involves a joint investment by both the employee & employer; therefore, both parties benefit from maintaining a long-term relationship Internal Recruitment Methods → can be accomplished by using the following: 1. 2. 3. 4. Recruiting from Outside the Organization → workforce reduction → the advantages of external recruitment include the following: 1. 2. 3. 4. 5. Planning External Recruitment → internet advertising is used for recruiting other salaried employees External Recruitment Methods → job applications to contemporary, web-based sources (illustrates the notion of "pipelines) Cold Calls: Walk-Ins and Write-Ins → inexpensive recruitment methods → on file for 3-6 months or passed on to manager Biographical Information Black (BIB): a detailed application requesting biographical data Nepotism: a preference for hiring relatives of current employees Former Employees: previously employed → used in times of talent shortages & diminishing employee loyalty Educational Institutions: recruiting at educational institutions