Human Resource Final

The Charter of Rights and Freedoms

A piece of legislation aimed at protecting the rights and freedoms of all Canadians.

Employment equity legislation

Legislation that aims to promote equality and protect against discrimination in the workplace.

Human rights legislation

Laws that protect individuals from discrimination based on various grounds such as race, gender, and disability.

Privacy legislation

Laws governing the collection, use, and disclosure of personal information by organizations.

Harassment

A range of unwelcome behaviors that a reasonable person ought to know are unwanted.

Discrimination

Unfair treatment of individuals based on prohibited grounds such as race, sex, or age.

Employment standards legislation

Laws establishing minimum employment terms and conditions across various jurisdictions.

Tort law

Law based on judicial precedents which are established through case assessments.

Labour surplus

A situation where the internal supply of employees exceeds the organization’s forecasted demand.

Labour shortage

A situation where the internal supply of employees cannot meet the organization’s needs.

Quantitative techniques for forecasting

Statistical methods used to predict future HR demand such as trend analysis and regression analysis.

Qualitative techniques for forecasting

Methodologies like the nominal group technique used to gather expert opinions for HR demand.

Human resources planning (HRP)

The process of ensuring that an organization has the necessary employees with required skills to meet strategic goals.

Environmental scanning

The monitoring of external factors that can impact an organization, including economic and social conditions.

Replacement charts

Visual depictions of potential successors for job openings within an organization.

Succession planning

The process of identifying and developing potential successors for key positions in an organization.

Defined benefit plans

Pension plans that provide a benefit based on a formula related to years of service.

Defined contribution plans

Pension plans where the employer makes specified contributions, and benefits depend on investment performance.

Flexible benefits approach

A benefits system where employees can tailor their benefit plan within set cost limits.

Workplace Hazardous Materials Information System (WHMIS)

A system that provides important information about hazardous materials in Canadian workplaces.

Due diligence

Employers’ obligation to take reasonable precautions to ensure workplace health and safety.

Progressive discipline

A system of progressively escalating penalties for employee misconduct.

Employee engagement

A positive psychological state characterized by vigor, dedication, and absorption in work.

Labour relations boards

Regulatory bodies that administer labour laws and oversee labour relations in Canada.

Collective bargaining

The process of negotiating employment terms and conditions between employers and unions.

Repatriation

The process of returning expatriates to their home country after an assignment abroad.

Globalization

The process of increased interconnectedness among countries, impacting HR management strategies.

Joint health and safety committees

Groups consisting of employees and management that oversee workplace safety practices.

Employee wellness programs

Initiatives designed to improve employees' health and reduce workplace injury costs.

Substance abuse in the workplace

The misuse of drugs or alcohol by employees that affects job performance and safety.

Ergonomics

The study of designing workplaces to fit the physical needs of employees to reduce injuries.

Job stress

The mental and emotional strain resulting from the demands of work.

Occupational labour conditions

External factors affecting the supply and demand for specific jobs in the labour market.

Skill inventory

A summary assessing employees’ qualifications to identify potential for transfers or promotions.

Nominal group technique

A structured method for collecting expert opinions through group discussions and private assessments.

Delphi technique

A forecasting method that uses iterative rounds of expert evaluations to reach a consensus.

Grievance procedure

A series of steps followed to resolve employee complaints or disputes with an employer.

Roadmap for employee exits

A structured approach to manage employee departures to minimize disruption.

Benefits alignment

The process of ensuring that employee benefits support organizational objectives.

Joint responsibility for health and safety

The shared obligation of employers and employees to maintain a safe work environment.

Accident causes

Identifiable factors that lead to workplace accidents, including unsafe acts and conditions.

Employee assistance plans

Programs offering counseling and support services to employees dealing with personal issues.

Employer monitoring

The oversight of employee use of company technology to ensure proper use and privacy rights.

Workplace violence

Incidents of physical harm, harassment, or intimidation in the work environment.

Career counselling for expatriates

Guidance provided to employees returning from international assignments to aid their reintegration.

Job-related services

Support provided by employers to assist employees in balancing work and personal responsibilities.

Family-friendly benefits

Employee benefits designed to support work-life balance, such as childcare support.

Third-party assistance in bargaining

Involvement of external mediators when negotiations between employers and unions stall.

Prohibited grounds of discrimination

Categories under which discrimination is illegal, including race, gender, and age.

Undue hardship

The threshold of difficulty or expense an employer faces when accommodating an employee's needs.

Working conditions

The environment and circumstances in which employees operate in their jobs.

Assistive technologies

Tools and devices that help employees with disabilities perform their job tasks.

Bona fide occupational requirements

Legitimate job qualifications that may appear discriminatory but are essential for the position.

Employee transfers

The movement of employees between different jobs or locations within an organization.

Retention strategies

Methods used by organizations to keep valuable employees from leaving.

Intercountry cultural differences

Variations in cultural perspectives that can affect HR practices in a global context.

Personnel policies

Official guidelines established by an organization to govern employee behavior and practices.

Compulsory benefits

Benefits mandated by law that employers must provide to employees.

Employer's right to modify work terms

An employer's ability to change an employee's work conditions for legitimate business reasons.

Challenging employment barriers

Obstacles faced by newcomers in finding work, such as lack of experience or credential recognition.

Labor market analysis

The study of labor market trends to understand supply and demand for various occupations.

Workplace diversity

The inclusion of individuals from various backgrounds and perspectives in the workplace.

Conflict resolution

Methods and processes aimed at resolving disputes and disagreements in the workplace.

Remote work policies

Guidelines and procedures for employees who work from locations outside the traditional office.

Employee turnover rate

The rate at which employees leave an organization and must be replaced.

Organizational culture

A system of shared assumptions, values, and beliefs that governs how people behave in an organization.

Training and development

Programs designed to enhance the skills and knowledge of employees.

Performance appraisal

The evaluation of an employee's job performance and contributions to the organization.

Job enrichment

The process of enhancing a job's responsibilities and challenges to improve employee satisfaction.

Recruitment strategies

Techniques used to attract and select candidates for employment opportunities.

Onboarding process

The procedure for integrating new employees into an organization and familiarizing them with policies and culture.

Organizational chart

A visual representation of a company's structure, showing roles, responsibilities, and relationships.

Job satisfaction

The extent to which an employee feels content with their job and is motivated to perform.

Career development

The ongoing process of managing one's career path through education, skill development, and experiences.

Workforce planning

The process of analyzing and forecasting the workforce needs to align with organizational goals.

Employee retention

The ability of an organization to keep its employees and reduce turnover.

Learning management systems (LMS)

Software applications for the administration, documentation, tracking, and reporting of training and education.

Talent acquisition

The process of finding and acquiring skilled workers to meet workforce needs.

Job analysis

The systematic study of a job to determine its duties, responsibilities, necessary skills, and outcomes.

Compensation strategies

Plans implemented by organizations to determine how employees will be paid and rewarded.