CH 8: Managing Human Resources and Labour Relations

Job Analysis

detailed study of the duties of a specific job and the required qualifications

Job Description

duties of the job working conditions, tools, and materials needed

Job Specification

skills, abilities, and credentials needed to do the job

Recruiting

process of attracting qualified people to apply for jobs

external

recruiting can be internal, _____ or internships

Interviews

selection can involve: Application Forms, _______ (Behaviour- Based), Physical Exam Reference Checks, Tests, Validation

orientation

introducing new employees to the company (policies, personnel, nature of the job)

On-the-job training

employees gain new skills while performing them at work

Systematic job rotations and transfers

employees are rotated or transferred from one job to another, building a more comprehensive view of the organization

Off-the-job training

train workers away from the workplace

vestibule training

simulates the actual working environment (ex: flight simulator for pilots)

Management Development Training

could include lecture, discussion, networking, mentoring and reverse mentoring

Team Building and Group-Based Training

programs developed to increase cooperation

Team Building and Group-Based Training: programs developed to increase __________ (ex: outdoor training exercises)

Performance Appraisal

formal evaluation of employees

Performance Feedback

needed to help improve performance; often difficult to give negative feedback

methods of appraisal: ranking, rating, simple ranking method, and forced distribution method

graphic rating scale

method of performance measurement that lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait

critical incident method

method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective

salaries

basic compensation includes wages and ____

evaluation

basic compensation is determined by pay surveys and job __________

piece rate

a payment to a worker for each unit produced

bonus

an agreed-upon amount of additional compensation to be paid when specific financial goals are met

pay for performance

a strategy using financial incentives to reward providers for achieving a range of payer objectives, including delivery efficiencies, submission of data and measures to the payer, and improved quality and patient safety

pay for knowledge

ties employee pay to the number of job-relevant skills or academic degrees they earn

profit sharing

incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary

gainsharing

the distribution of savings or "gains" to groups of employees who reduced costs and increased measurable productivity

benefits include mandated protection plans (Pension plan), optional protection plans, paid time off, other types of benefit like wellness programs

20

benefits are usually ___% of base pay

Equal Employment Opportunity

protect people from unfair or inappropriate discrimination

Bona fide occupational requirement

allows an individual to be chosen over another due to job characteristics

Sexual Harassment

requests for sexual favours, unwelcome sexual advances, or verbal or physical contact of a sexual nature

Quid pro quo harassment

Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment.

turnover

Health and Safety Programs: reduce absenteeism and labour ________, raise productivity, boost morale, make the workplace safer and healthier

productivity

Health and Safety Programs: reduce absenteeism and labour turnover, raise ______, boost morale, make the workplace safer and healthier

morale

Health and Safety Programs: reduce absenteeism and labour turnover, raise productivity, boost ________, make the workplace safer and healthier

safer

Health and Safety Programs: reduce absenteeism and labour turnover, raise productivity, boost morale, make the workplace ______ and healthier

gender

everyone in the workforce must be treated equitably regardless of ______, race, ethnicity, etc.

diversity

______ provides new perspectives and opportunities

demand

employees who are experts in specific fields (technology, engineering, science), pose a special management challenge in training and retention due to high ________

Contingent Workers

non-permanent or part-time workers

rise

hiring of contingent workers is on the _______

Labour Unions

groups of individuals working together to achieve job- related goals

Collective Bargaining

the process by which union leaders and management negotiate terms and conditions of employment

deregulation

The decline in "smokestack" industries (manufacturing), __________, and evolving technology have changed the relationship between unions and mgmt

survival

Unions often must cooperate with employers to ensure the _______ of unions and companies

security

key focus of unions: job ______ and gaining or maintaining benefits

The Canadian Labour Code

Labour legislation for firms operating under federal parliamentary authority

vary

labour codes ________ across provinces, but the substance is the same

begins

collective bargaining step 1: Collective bargaining _____ (union-management)

range

collective bargaining step 2: bargaining zone is established (reasonable ____ of options)

ratification

collective bargaining step 3: A _______ vote is taken to accept or reject a tentative agreement

impasse

management and labour unable to agree on a contract

boycott

union tactics include: strike, picket, ______, slowdown

contract

mgmt tactics include: lockout, close down, ________ out, scabs

lockout

employees are not permitted on the premises to do their jobs

Conciliation

neutral third party helps the two sides clarify the issues

Mediation

neutral third-party hears arguments and makes a suggested resolution; has no legal authority to enforce the recommendation

Arbitration

appoint a third party to devise and impose a solution

authority

arbiters have the legal ________ to impose a solution