Ch 10 - Attracting and Retaining the Best Employees

The process of acquiring, developing, and maintaining human resources (labor) to achieve organizational goals.

Human Resources Management (HRM)

The following describes the importance of what?

• Business success depends on establishing jobs, hiring the right people, and ensuring they have necessary skills.

• Employee commitment is a foundational success factor; other factors are achieved through people.

• Employees must feel valued; morale (employee satisfaction, attitudes, confidence) directly correlates with productivity.

Importance of Human Resources Management (HRM)

What are the four challenges the business environment poses to HRM?

• Political

• Economic

• Social

• Technology

What does “morale” refer to in HRM?

The overall satisfaction, attitude, and confidence employees feel toward their work and organization.

Regulations governing hiring (e.g., drug testing, human rights) and employment equity laws that affect workforce diversity.

Political Challenges in HRM

Businesses compete not only for customers but also for qualified job applicants.

Economic Challenges in HRM

Employees seek work-life balance; an aging workforce presents both difficulties and opportunities.

Social Challenges in HRM

Technology reshapes jobs, changes required skills, and introduces tools like résumé-scanning software.

Technological Challenges in HRM

Which of the following is a social challenge for HRM?
a) Employment equity legislation
b) Work-life balance demands
c) Résumé-scanning software
d) International trade barriers

b) Work-life balance demands

All HR decisions (recruiting, training, evaluation) must align with the organization’s overall goals and strategy.

Strategic Basis of HRM

What are the three phases of HRM?

• Acquisition

• Development

• Maintenance 

Activities involved in recruiting and hiring new employees.

Acquisition

When looking at supply and demand, if there was a surplus you would ideally want to do which of the following?

a) Reassign, lay off, terminate, retire

b) Hire, pay overtime, subcontract

a) Reassign, lay off, terminate, retire

When looking at supply and demand, if there was a shortage you would ideally want to do which of the following?

a) Reassign, lay off, terminate, retire

b) Hire, pay overtime, subcontract

b) Hire, pay overtime, subcontract

Lists key job roles, current employees, and existing/potential vacancies; helps identify internal candidates or external needs

Replacement Chart

Computerized database containing information on the skills and experience of all current employees.

Skills Inventory

Process that identifies and determines the job duties and requirements and the importance of each in the organization.

Job Analysis

A list of the tasks and responsibilities for a particular job.

Job Description

A list of the qualifications required to perform a particular job.

Job Specification

What are the two outputs of Job Analysis?

• Job Description

• Job Specification

Identifying who has the qualifications necessary to be successful in the position and offering the chosen candidate a position in the company.

Selecting

The process of attracting qualified job applicants.

Recruiting

Which of the following is not a reason to perform a new job analysis?
a) Business expansion
b) Technological changes
c) High employee morale
d) Department reorganization

c) High employee morale

What are the two types of recruiting?

• Internal Recruiting

• External Recruiting

Filling vacancies with current employees; known skills but leaves another position open.

Internal Recruiting

Hiring from outside the organization; brings new talent and ideas.

External Recruiting

Legislation requiring employers to remove barriers and promote equal employment opportunities for women, visible minorities, Indigenous peoples, and persons with disabilities.

Employment Equity Act

A trial period (typically 3 months in Canada) during which either party can terminate employment without cause.

Probationary Period

The process of acquainting new employees with the organization, its culture, and policies.

Orientation (Onboarding)

The following describe the objective for what?

• Complete hiring paperwork (health insurance, confidentiality, payroll).

• Learn administrative details (computer/phone use, department locations).

• Employee introductions (meet team, key contacts).

Orientation (Onboarding)

The process of teaching new employees how to do their jobs, or teaching existing employees how to do their jobs more effectively and efficiently.

Training

The process of preparing employees to assume increased responsibility in both present and future positions.

Professional Development

Training focuses on the ________ job, while professional development focuses on ________ responsibilities.

current; future.

What are the four methods of training and briefly explain them.

• On-the-job: Learning by doing under supervision.

• Simulations: Physical, computerized, or role-playing.

• Classroom: Training in a classroom.

• Online: Training on online. 

The evaluation of employees’ current and potential levels of performance to allow managers to make objective human resources decisions.

Performance Appraisal

Which of the following is not an objective of performance appraisal?
a) Provide feedback to employees
b) Evaluate HRM effectiveness
c) Determine company growth
d) Make personnel decisions

c) Determine company growth

A performance appraisal method collecting feedback from peers, subordinates, and supervisors.

360-Degree Evaluation

Focuses on retaining experienced/valuable employees and managing turnover. includes compensation and employee relations. 

Maintenance

The relationship between employer and employees.

Employee Relations

All forms of monetary (direct) and non-monetary (indirect) for labor, expertise, and experience.

Employee Compensation

What are three factors influencing compensation?

• Industry: Compensation varies by industry.

• Level of the Job: Higher-level jobs typically pay more.

• Supply of Candidates: Shortages in certain fields drive up compensation. 

• Other: Nature of position, organizational culture, individual employee preferences. 

What are the three types of compensation?

Salaries/Wages, Incentives, and Benefits.

A type of compensation based on performance-based pay such as commission, bonuses, and profit sharing.

Incentives

________ benefits include health plans, retirement programs, and paid leave.

Non-monetary or Indirect.

True or False: Salaries, Wages, and Incentives are a part of non-monetary (indirect) compensation?

False - they are a part of monetary (direct) compensation.

What does EDIA stand for and what is its purpose?

Equity, Diversity, Inclusion, and Accessibility (EDIA)

Its purpose is the create a work environment where everyone feels welcome, supported, included, valued, empowered, and encouraged to succeed. 

Why is diversity important to managers?

• Integrates broader perspectives, values, working styles.

• Essential for operating in global markets (staffing, marketing).

• Increases global competitiveness for talent and customers.

The fundamental belief that all citizens are equal regardless of their racial or ethnic backgrounds.

Multiculturalism

The differences among people in the workforce in terms of social background, ethnicity, gender, religion, age, physical or learning abilities, and sexual orientation.

Workplace Diversity

Aims to eliminate barriers and promote equality for four designated groups: women, visible minorities, Indigenous peoples, and persons with disabilities.

Employment Equity Act

Prohibits discrimination on grounds such as race, gender, religion, age, or disability.

Canadian Human Right Act

Protects workers by minimizing workplace accidents and illness.

Occupational Health and Safety Act

Part of the Constitution Act (1982) guaranteeing all Canadians the right to live and seek employment anywhere in Canada.

The Charter of rights and Freedoms

Ensures equal opportunity in employment and other areas for protected groups.

Human Rights Legislation

Forms of indirect compensation including pensions, health insurance, and vacation.

Benefits

The degree of employee satisfaction (seen in their attitudes, outlook, and confidence in the business and coworkers)

Morale

Creating a strategy for meeting future human resources needs.

Human Resources (HR) Planning

A manager at a tire retailer is in the process of recruiting a new team member to join the sales team. What phase of HRM is the manager completing?

a) development

b) acquisition

c) maintenance

d) searching

b) acquisition

A manager at TD Bank has just registered two of her top-performing investment brokers for a two-week course to learn about the bank’s new investment products. What component of HRM is the manager offering to the two employees?

a) team building

b) maintenance 

c) training

d) development

c) training

Along with the skills inventory, which of the following is a useful tool for forecasting human resources supply?

a) replacement chart

b) resource chart

c) recruitment chart

d) selection chart

a) replacement chart

A team leader is creating a new role on their team and is developing a job posting. They have put together a list of qualifications required to perform the job, including an undergraduate degree, two years of sales experience, and exceptional organizational skills. What is the team leader creating?

a) job description

b) job requirements

c) job qualities

d) job specification 

d) job specification 

An increase in cultural diversity in the workforce has many benefits. These include providing businesses with a marketing edge, driving creativity and innovation, and which of the following?

a) attracting top talent

b) encouraging competition

c) improving the company’s brand

d) being less expensive

a) attracting top talent

A human resources manager used social media and professional networking events to attract candidates for a job opening. He received 10 résumés and ranked the applicants according to their qualifications and experience. He interviewed those ranked in the top five. What steps are remaining in the recruiting process?

a) comparing candidates and making an offer

b) comparing candidates, checking references, and making an offer

c) checking references and making an offer

d) comparing candidates, screening candidates, and making an offer

b) comparing candidates, checking references, and making an offer

Compensation is an important component of human resources management. Which of the following best describes compensation plans?

a) competitive, fair, and large

b) competitive, ethical, and attractive

c) competitive, fair, and reasonable

d) competitive, inexpensive, flexible

c) competitive, fair, and reasonable

A recent graduate has applied for a position in the corporate division of Loblaw Companies Ltd. The graduate is particularly interested in the company’s health insurance plan and retirement plan. Which of the following has attracted the graduate to Loblaw Companies Ltd.?

a) intangible benefits

b) monetary benefits

c) extra benefits

d) benefits

d) benefits

A new employee spent their first day at their new job meeting new colleagues and learning about the company’s policies, salary, and benefits. They also viewed a short presentation on the company’s mission and vision and its corporate values. What is this process called?

a) acquainting

b) orientation

c) acquiring 

d) training

b) orientation

Training is aimed at improving an employee’s skills and abilities to keep these current. Which of the following is the process of preparing employees to assume increased responsibility in both present and future positions?

a) professional development

b) recruiting

c) skills improvement

d) preparing

a) professional development

Fill in the blank regarding the 7 Steps to Recruitment:

• Develop a Recruitment Strategy

• ________ a Qualified Candidate Pool

• Screen and Shortlist Candidates

• Conduct Interviews

• Compare Candidates

• ________ References

• Make a Job Offer

2. Attract, 6. Check

Fill in the blank regarding the 7 Steps to Recruitment:

• ________ a Recruitment Strategy

• Attract a Qualified Candidate Pool

• Screen and Shortlist Candidates

• ________ Interviews

• Compare Candidates

• Check References

• Make a Job Offer

1. Develop, 4. Conduct

Fill in the blank regarding the 7 Steps to Recruitment:

• Develop a ______ ______

• Attract a Qualified Candidate Pool

• Screen and Shortlist Candidates

• Conduct ________

• Compare Candidates

• Check ________

• Make a ______ ______

Recruitment Strategy ; Interviews ; References ; Job Offer

Fill in the blank regarding the 7 Steps to Recruitment:

• Develop a ______ ______

• Attract a Qualified Candidate Pool

• Screen and Shortlist Candidates

• Conduct ________

• Compare Candidates

• Check References

• Make a ______ ______

Recruitment Strategy ; Interviews ; Job Offer