Human Resource Management Notes PDF

Summary

This document provides notes on Human Resource Management, covering various topics such as human capital, scientific management, and human resource activities. It also delves into environmental influences on HRM, general differences, and relevant legislation.

Full Transcript

**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

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