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Human Resource Management (HRM)
The set of organizational activities directed at attracting, developing, and maintaining an effective workforce.
Importance of HRM
Increased due to legal complexities, the value of human resources in productivity improvement, and costs related to poor HR management.
Job Analysis
A systematic analysis of jobs within an organization, consisting of a job description and job specification.
Components of Job Analysis
Includes job description (duties, working conditions, tools) and job specification (skills, abilities, credentials).
HR Demand Forecasting
Involves assessing trends in past HR usage, future organizational plans, and economic trends to predict future HR needs.
Internal Recruiting
Considering current employees as candidates for job openings.
External Recruiting Methods
Includes advertising, campus interviews, employment agencies, referrals, and online job postings.
Selection Process Goal
To gather information that predicts job success and hire candidates likely to succeed.
Behavior-Based Interviewing
A technique focusing on past behavior to predict future performance, asking candidates to describe previous situations and actions.
Challenges in Hiring Process
High costs from hiring mistakes, including training, low productivity, and the need to recruit replacements.
New Employee Orientation Purpose
To introduce new employees to company policies, programs, co-workers, supervisors, and job nature.
Needs Analysis in Training
Assesses the organization's job-related needs and the capabilities of the current workforce to determine necessary training programs.
On-the-Job Training
A training method where employees learn in actual work situations, often with guidance from experienced employees.
Job Rotation
A training method where employees are moved between different jobs to learn a wide array of tasks and acquire more skills.
Off-the-Job Training
Training conducted away from the work site, often in a classroom or simulated environment.
360-Degree Feedback System
An appraisal method that gathers performance information from supervisors, subordinates, and co-workers.
Objective Performance Measures
Use quantifiable data (e.g., sales numbers) to assess employee performance.
Subjective Performance Measures
Rely on personal judgment (e.g., ratings) to assess performance.
Compensation
Includes base salary, incentives, bonuses, benefits, and rewards for employee performance.
Impact of Education on Compensation
Higher education levels typically lead to higher salaries and lower unemployment rates.
Debate on Executive Compensation
Discussion around the disparity between CEO pay and average worker salaries.
Individual Incentive Programs
Pay programs rewarding employees for outstanding performance, typically in easily measurable settings.
Workforce Management System
A system used to schedule productive staff during peak times.
Profit-Sharing Plans
Incentive programs distributing profits earned above a certain level among all employees.
Gainsharing
A plan that distributes bonuses to employees for reduced company costs through efficiency improvements.
Employee Benefits
Rewards and incentives provided in addition to wages.
Sought-After Benefits
Benefits other than money that employees desire, such as gift cards and extra vacation days.
Employment Insurance
Provides basic subsistence payments to unemployed individuals actively seeking work.
Canada Pension Plan (CPP)
A program providing income for retirees, funded through payroll taxes.
Expanded Health Insurance Coverage
Now includes vision care, mental health services, dental care, and prescription drugs.
Paid Time Off
Time allocated for vacation, sick leave, or personal business.
Key Legal Issues in HRM
Include equal employment opportunity, comparable worth, sexual harassment, employee safety and health, and retirement regulations.
Canadian Human Rights Act Purpose
To ensure equal job opportunity and prohibit discrimination.
Employment Equity Act Protection
Protects women, visible minorities, Indigenous peoples, and persons with disabilities.
Comparable Worth Concept
Advocates for equal pay for jobs of comparable value to the employer.
Sexual Harassment Definition
Unwelcome sexual advances or conduct creating a hostile environment.
Right to Refuse Unsafe Work
Employees can refuse tasks they believe are unsafe.
Defined Benefit Pension Plans
Plans that guarantee a specific income during retirement.
Defined Contribution Pension Plans
Plans where employer contributions depend on fund performance.
Workforce Diversity Definition
The range of workers' attitudes, values, beliefs, and behaviors that differ by various characteristics.
Visible Minorities in Canada (2036 Estimate)
Expected to make up between 24.5% and 30% of Canada’s population.
Competitive Advantage of Diversity
Hiring the best talent from diverse groups improves workforce quality and innovation.
Knowledge Workers Definition
Workers requiring extensive and specialized training, such as computer scientists and engineers.
Half-Life of Technical Education in Engineering
About three years, indicating the need for continuous training.
Contingent Workers Definition
Workers employed on something other than a permanent or full-time basis.
Issues with Contingent Foreign Workers
Can include poor living conditions and lack of safety equipment.
Categories of Contingent Workers
Part-time workers, independent contractors, temporary employees, and guest workers.
Collective Bargaining Definition
The negotiation process of employment terms between unions and companies.
Historical Event for Canadian Labour Movement
The Industrial Revolution led to the formation of the Canadian labour movement.
Union Density in Private Sector Canada
Approximately 16%.
Unions' Recent Success Factors
More diverse workforce, increased service sector roles, and aggressive opposition from companies.
Unionized Public-Sector Workers Percentage
About 75%.
Significance of Unifor Formation
Resulted from the merger of Canadian Auto Workers and Communications, Energy and Paperworkers Union.
Reason for Union Organizing
Firms expanding into new geographical areas.
Closed Shop Definition
A workplace where only union members can be hired.
Craft Unions
Unions organized by specific trades that require specialized skills.
Impasse in Bargaining
When management and labor cannot reach an agreement after several sessions.
Union Shop Definition
Employers can hire non-union workers, but they must join the union within a stipulated period.
Sympathy Strikes Definition
Strikes initiated by one union in support of another union's strike.
Labor Union Primary Goal
To negotiate better working conditions, pay, and benefits for members.
Mediation vs. Arbitration
Mediation advises without imposing a settlement; arbitration imposes a settlement.
Manitoba Labour Board Role
Determines the appropriateness of bargaining units and conducts certification votes.
HRM Overview
The set of organizational activities aimed at attracting, developing, and maintaining an effective workforce.
Human Resources Planning Steps
Conduct job analysis, forecast demand and supply, match HR supply and demand.
Internal vs. External Recruiting
Internal recruiting considers current employees; external recruiting attracts outside candidates.
Common Selection Techniques
Application forms, tests, interviews.
Importance of Compensation in HRM
Crucial for attracting and retaining skilled workers.
Key Legal Issues in HRM
Equal opportunity, sexual harassment, occupational health, and safety regulations.
Workforce Diversity Benefits
Viewed as a competitive advantage, enhancing organizational effectiveness.
Trends in Canadian Unionism
Declining membership and a shift towards collaboration with management.
Privy Council Order 1003 Significance
Established right for unions to bargain collectively.
Collective Bargaining Impasse
Situation where both parties cannot reach an agreement.
Note 
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