ADM 2337 - Midterm review

What is Human resources management (HRM)?

The process of managing human talent to achieve an organization's objectives

Human Capital

The knowledge, skills, and capabilities of individuals that have economic value to an organization

HRM is the responsibility of

All managers

HRM helps bridge the gap between

business systems and people within those systems

HRM failures =

business failures

HRM is

dynamic, flexible, adaptable, and strategic

Strategy planning

Procedures for making decisions about the organization's long-term goals and strategies

Step 1 in linking strategic planning and human resources

Mission, Vision, and values

Step 2 in linking strategic planning and human resources

External Analysis

Step 3 in linking strategic planning and human resources

Internal Analysis

Step 4 in linking strategic planning and human resources

Strategy formulation

Step 5 in linking strategic planning and human resources

Strategy implementation

Step 6 in linking strategic planning and human resources

Evaluation

Mission

The basic purpose of the organization as well as its scope of operations

Strategic vision

A statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent

Core values

The strong and enduring beliefs and principles that the company uses as a foundation for its decisions

Environmental scanning

Systematic monitoring of the major external forces influencing the organization

Five forces framework of external analysis

Rival firms, customers, substitutes, suppliers, new entrants

core capabilities

Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers

Value creation

What the firm adds to a product or service by virtue of making it; the amount of benefits provided by the product or service once the costs of making it are subtracted

Composition

who to hire, what jobs do we need to make internal

Forecasting supply of labour(considerations)

Demographic changes, education of workforce, labour mobility, government policies, unemployment rate

Forecasting supply of labour (techniques)

Staffing tables, markov analysis, skills inventories, management inventories, replacement charts, succession planning

Forecasting demand of labour (considerations)

Product/service demand, economics, technology, financial resources, absenteeism/turnover, organizational growth, management probability

Forecasting demand of labour (techniques)

Trend analysis, managerial estimates, delphi technique

Trend analysis

A quantitative approach to forecasting labor demand based on an organizational index such as sales

Management forecasts

The opinions (judgments) of supervisors, department managers, experts, or others knowledgeable about the organization's future employment needs

Markov analysis

A method of tracking the pattern of employee movements through various jobs

Replacement charts

Listings of current job holders and people who are potential replacements if an opening occurs

SWOT analysis

A comparison of strengths, weaknesses, opportunities, and threats that helps executives formulate strategy.

Formulating Strategy

Corporate strategy, business strategy, functional strategy

Corporate strategy

Growth and diversification, Mergers and Acquisitions, Strategic Alliances and joint ventures

Business Strategy

Low-Cost strategy, Differentiation Strategy

Functional Strategy

Vertical Fit/Alignment, Horizontal fit/Alignment

strategy implementation

Increase workforce, Decrease workfroce

Increase workforce

Recruitment, selection

Decrease workforce

Attrition, layoffs, termination

Attrition

A natural departure of individuals from organizations through quits, retirements, and deaths

Hiring freeze

A practice whereby new workers are not hired as planned or workers who have left the organization are not replaced

Termination

Practice initiated by an employer to separate an employee from the organization permanently

Severance pay

A lump-sum payment given to terminated employees by an employer at the time of an employer-initiated termination

Benchmarking

The process of measuring one's own services and practices against the recognized leaders in order to identify areas for improvement

Balanced Scorecard (BSC)

A measurement framework that helps managers translate strategic goals into operational objectives

Evaluation

Tracking metric

How is Diversity in the workplace a competitive advantage?

different minds create better ideas, is good for globalization

Employment Equity Act (1995)

Federal legislation, applies to employers who have 100 or more employees

To create employment equity

you need to know your workforce and practices, you need to communicate and develop implement revise

Discrimination

To treat someone differently because of a personal characteristic

What is the legal framework of protecting workers?

The Canadian Charter of Rights, the Canadian Human Rights Act, Provincial/territorial laws

Most businesses are

Provincially Regulated

Federally Regulation businesses examples:

CRA, RCMP, crown corporation

The Canadian Charter of rights and Freedoms

Cornerstone of equity legislation, guarantees fundamental rights to all Canadians, including: equality rights which means guaranteeing no discrimination on the grounds of race, ethnic origin, colour, religion, sex, age, sexual orientation etc

The Canadian Human Rights Act

Federal legislation, each province/territory has comparable legislation, Canadian Human rights commission deals with complaints based on the act

Prohibited Grounds of Discrimination

Race or colour, pardoned conviction, disability, martial and family status, sex, sexual orientation, age, religion, national or ethnic origin

1978 Amendment to the Canadian Human rights act: PAY EQUITY

The purpose is to eliminate historical wage gap between men and women and to ensure the salary reflect the value of the work performed

Pay equity

Illegal to discriminate on the basis of job content

Two forms of pay equity

Equal pay for equal work, equal pay for work of equal value

Equal pay for equal work

Requires equal pay for Men and women doing equal work under similar working conditions

Equal pay for work of equal value

refers to the equal dollar value of different jobs. It is established in gender-neutral terms by comparing jobs in terms of the education and experience needed to do them and the stress, responsibility and working conditions associated with them.

Equity

involves trying to understand and give people what they need to enjoy full, healthy lives

Equality

aims to ensure that everyone gets the same things in order to enjoy full, healthy lives. Also, aims to promote fairness and justice, but it can only work if everyone starts from the same place and needs the same things

employment (labour) standards legislation

Laws present in every Canadian jurisdiction that establish minimum employee entitlements and set a limit on the maximum number of hours of work permitted per day or week.

Types of Discrimination

Direct (intentional), Indirect (Unintentional)

Direct discrimination

discrimination practiced directly by one individual against another eg: deliberate use of race, religion, sex, disability status (illegal)

Indirect discrimination

Policies or practices that appear to be neutral but have an adverse effect on the basis of a prohibited ground

Systemic Discrimination

The exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job related

Undue Hardship

the point where the financial cost or health and safety risks make accommodation impossible

Bona Fide Occupational Requirement(BFOR/BFOQ)

A justifiable reason for discrimination based on business reasons related to safety or effectiveness, which is considered a necessary requirement for performing the job

Harassment

Unwelcome behaviour that demeans, humiliates, or embarrasses a person and that a reasonable person should have known would be unwelcome

sexual harassment

Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment

Types of sexual harassment

1. Says or does something to you either by words or behaviours

2. Saying something like you won't get a reward if you don't do something for me

3. Person who has authority or punishes you if you refuse to a sexual request

Harassment policies

1. establish sound anti-harassment policies- respectful workplace and climate

2. communicate such policies to all employees

3. Enforce policies in a fair and consistent manner

4.Take an active role in maintaining a working environment that is free of harassment

Job Analysis

Formal, systematic, and structured process of gathering, documenting, and analyzing data about the work required for a job

What does KSAO's stand for?

knowledge, skills, abilities, and other characteristics

Job analysis is important

-so that managers know what to focus on in recruitment, selection, training

-Also so that managers can write job description and job specification

Job analysis is important for

HR planning, Recruiting, selection, compensation, training and development, performance appraisal, health and safety and union relations

Job description

a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job

job specification

describes the minimum qualifications a person must have to perform the job successfully

Problems with Job Descriptions

1. May be poorly written/vague

2. Out of date

3. Contain irrelevant/illegal information

4. Limiting

Two types of job analysis databases used in North America

NOC and O*NET

NOC

Canadian version, data is collected by employment and social development Canada. It gives you information on: typical job titles, main duties and tasks, educational requirements

O*NET

US version, information for each job includes worker characteristics, worker requirements, experience requirements, work activities and tasks and finally labor market-related information

Job Analysis Methods

1. Position Analysis Questionnaire

2. Task Inventory Analysis

3. Competency-Based Analysis

Who performs a job analysis?

1. A qualified member of the HR department

2. An HR consultant

3. A job incumbent

3. A supervisor of people on the job

Two broad types of job analysis

Work oriented and worker oriented

Work-oriented job analysis

job analysis techniques that emphasize work outcomes and descriptions of the various tasks performed to accomplish those outcomes

Worker-oriented job analysis

approach that focuses on the attributes of the worker necessary to accomplish the tasks

Position Analysis Questionnaire (PAQ)

A questionnaire covering 194 different tasks tat, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a particular job

Task inventory analysis

An organization-specific list of tasks and their descriptions used as a basis to identify components of job

Competency-based job analysis

Describing the job in terms of measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors) that an employee doing that job must exhibit to do the job well.

Competency modeling

purpose is to influence behaviour, view of the job is a role to be enacted, focus is on the organization, time orientation is for the future, performance level is maximum and measurement approach is clinical judgement

Job Design

Structuring jobs to improve organizational efficiency and employee job satisfaction

How can we change jobs?

1. Job enrichment

2. Empowerment

3. Job Characteristics model

Job Enrichment

Enhancing jobs by adding more meaningful task to make the work more rewarding/satisfying

Job Characteristics

Skill variety, task identity, task significance, autonomy, feedback

Psychological states

Meaningfulness of work performed, responsibility for work outcomes, knowledge of the results of the work performed

Job outcomes

Improved work performance, increased internal motivation and lower absenteeism and turnover

Employee empowerment

Granting employees authority to initiate change, help them take charge of what they do

Flexible work schedules (flextime)

Compressed workweek, flextime, job sharing and telecommuting

Recruitment

Activities carried out by the organization to identify and attract potential employees