Module 4- Human Resource Management

NUTR 466

What is the difference between staffing and employment?

o   Staffing: managerial function of matching requirement of tasks to people; matching tasks to the people who have the skills.

§  Completed through hiring, placement, promotion, transfer, job design, training, supervision, decision making, performance evaluation, discipline.

§  Integrated staffing- movement of people; right people in the right roles; job analysis, HR planning, recruitment, selection.

§  Includes acquisition of human resources, development of human resources, rewards of human resources, maintenance of human resources.   

Employment: the action of giving work to someone

Why are skill standards important?

o   Define the level of performance necessary to be successful on the job.

o   Benefits everyone- employers for recruiting, screening, placing, training, and appraising employees; workers know what is expected, labour organization can increase employment security, students can plan for their futures, educators can train according to industry standards, consumers can expect high-quality service.

Know the difference between job analysis and job description.

o   Job analysis: job description, performance standards, job specification.

§  Job description: job title, job location, reporting to, working conditions, job duties, equipment to be used, hazards.

§  Job specification: qualifications, experience, training, skills, responsibilities, emotional characteristics, sensory demands.

o   Job description: job title, job identification, qualifications, job duties.

Know difference between behavioural and situational interview questions.  ???

o   Structured interviews: same questions to all candidates, fairness, government/union.

o   Unstructured: more flexibility, can explore candidate responses in greater depth.

o   Behavioral interview questions 3.3

§  Star Method: Situation, Task, Action, Result

Know what employment standards are.

o   Employment standards are the minimum standards established by law that define and guarantee rights in the workplace; each province and territory have its own legislation; most workers (90%) are protected by employment laws in province/territory and the rest are federal.

o   Examples: minimum wage, max hours of work, overtime, exempt/non-exempt distinction, public/stat holidays, vacation with pay, equal pay for equal work, temporary lay-off, leave of absence (paternal, family responsibility/personal emergency/illness, compassionate care, organ donor, wedding).

What things impact compensation?

o   Compensation management- compensation, wage mix, benefits, government influence

o   Fair and competitive salaries

o   Direct (salaries and wages, bonuses, commissions) & indirect (benefits, health insurance, retirement plans, paid time off, employee services)

o   Wage mix

§  Internal factors: job worth, employee worth, employer’s ability to pay

§  External factors: labour market conditions, geographic area, cost of living, collective bargaining, government influence.

Know the types of benefits that can be provided to employees.

o   Legally required benefits: Canada Pension Plan (CPP), Employment Insurance (EI), workers’ compensation, parental leave

o   Optional benefits: health insurance, retirement plans, life insurance, paid time off, employee services.

o   Flexible benefit plans: modular plans, core-plus plans, flexible spending accounts

What items are often bargaining issues for unions?

o   Cover fair employment practices, wages and work hours, vacations and holidays, maternity benefits and sick leave, employee safety, job and income security, industrial relations regulations.

o   Common goals- higher pay, reasonable work hours, better working conditions, better job security, benefits.

o   Bargaining issues- economic issues, working conditions, job security, management rights, individual rights