Chapter 8 Flashcards
Define job analysis
detailed study of the duties of a specific job and the required qualifications
Define job description (4)
duties of the job, working conditions, tools, materials needed
Define job specification(3)
skills, abilities, and credentials needed to do the job
How can an org forecast need for HR
Internal Supply
External Supply
Replacement Charts
Skills Inventories
How does HR recruit potential qualified employees (3)
Internal Recruiting
External Recruiting
Internships
How are HR candidates selected
gather information that predicts job success and hire best candidate
- Application forms
- Interviews (Behaviour-based)
- Tests/assessments
- Validation
- Other (physical exam, ref. checks)
Define orientation + 3 steps
Introduce new employees to company
1. Policies, programs
2. Company personnel
3. Nature of job
2 types of training, development
On the job vs systematic rotations/transfers
Define on the job training
employees gain new skills by performing them at work
Define systematic rotations/transfers
employees are rotated or transferred from one job to another, building a more comprehensive view of the organization
Define off the job training
train workers away from the workplace; ex vestibule training: simulates the actual working environment (flight simulators for pilots)
Types of management dev. training (4)
Lecture/Discussion
Networking
Mentoring
Reverse Mentoring
Define team building/group based training
programs developed to increase cooperation; outdoor training exercises
Define performance appraisal + 3 types of
formal evaluation of employees
Supervisors
Self-evaluation
Customer feedback
Why is performance feedback important
needed to help improve performance
often difficult to give negative feedback
What 4 parts make up 360degree feedback
Supervisor, coworkers, subordinates, coworkers
What are the methods for appraising performance (4)
Ranking methods
Rating methods
Simple Ranking Method (Graphic Rating Scale)
Forced Distribution Method (Critical Incident Method)
Define basic compensation
Wages, salaries
How is basic compensation determined(2)
Pay surveys, job evaluation
What are types of performance-based compensatiion (3)
Individual incentive, team/group incentive, benefits
Define indiv. incentive (4)
piece-rate plan
bonus
pay-for-performance
pay-for-knowledge
Define team/group incentive
profit-sharing
gainsharing
Define benefits
mandated protection plans (e.g. Canada Pension Plan)
optional protection plans
paid time off
other types of benefit (wellness programs, cafeteria-style benefits plan)
Define equal employment opportunity
protect people from unfair or inappropriate discrimination
Anti-discrimination laws (Canadian Human Rights Act of 1977)
Bona fide occupational requirement
Define bona fide occupational requirement
Allows an individual to be chosen over another due to job characteristics
Define employment equity act
federal legislation that designates four groups as employment disadvantaged
Women
Visible minorities
Aboriginal people
People with disabilities
Define comparable worth(3)
- equal wages should be paid for work of equal value
- jobs must be classified based on the qualifications
- jobs with similar requirements must be paid the same
Define sexual harrasment in the workplace
requests for sexual favours, unwelcome sexual advances, or verbal or physical contact of a sexual nature
Examples of sexual harassment in workplace
Quid pro quo harassment
Hostile work environment
What do health and safety programs do (4)
- reduce absenteeism and labour turnover
- raise productivity
- boost morale
- make the workplace safer and healthier
Define retirement
- Regular retirement age is 65 years, but not mandatory in most provinces
- Those employees staying past 65 are usually the most productive ones
Define managing workforce diversity
everyone in the workforce must be treated equitably regardless of gender, race, ethnicity etc.; diversity provides new perspectives and opportunities
Define managing knowledge workers
employees who are experts in specific fields (technology, engineering, science), pose a special management challenge in training and retention due to high demand
What are the characteristics of managing contingent workers (4)
- non-permanent or part-time workers
- hiring of contingent workers is on the rise
- contingent hiring at top levels is increasing
- Management issues(ex: fairness and cost issues, understanding and planning strategies)
Define labour unions
groups of individuals working together to achieve job-related goals
Define collective bargaining (5)
the process by which union leaders and management negotiate terms and conditions of employment such as:
pay
working hours
job security
benefits
working conditions
How has unionism today changed
-difficulties in attracting new members
-diversity in the workforce consists of non-traditional members of a union
-employers are engaging in more anti-union activities
Why are problems now being seen in union-management relations
decline in “smokestack” industries (manufacturing), deregulation and evolving technology has changed the relationship
What are the key focuses of unons
Job security
Gaining/maintaining benefits
What federal legislation exists in Canada relating to labour
Canadian Labour Code
Define Canadian Labour Code
Labour legislation for firms operating under federal parliamentary authority
- fair-employment practices
- safety of employees
- standard hours, wages, vacations and holidays
-industrial-relations regulations
How is a union certified (3)
- determine, seek govt approval
- Establish bargaining unit
- certification vote ordered by legislators (employees can vote to terminate union’s right to represent them as well)
What are the 4 levels of union security
- closed shop
- union shop
- agency shop
- open shop
Define closed shop
an employer can hire only union members
define union shop
an employer can hire non-unionized workers, but they must join the union within a certain period
define agency shop
all employees must pay dues, but they are not required to join the union
define open shop
an employer may hire union or non-union workers.
Define collective bargaining
- Begins union-manag
- Established with reasonable range of options
- Ratification vote taken to accept or reject tentative agreement
What are common contract issues (4)
Compensation
Benefits
Job security
Others (working hours, overtime policies, grievance procedures)
When does bargaining fail
Impasse: management and labour unable to agree on a contract
What are types of union pressure tactics (4)
strike
picket
boycott
slowdown
What are management pressure tactics
Lockout of workers (employees are not permitted on the premises to do their jobs)
Close down the business
Contract jobs out to non-union workers
Hire strike-breakers (“scabs”)
Define conciliation
neutral third party helps the two sides clarify the issues
Define mediation
neutral third-party hears arguments and makes a suggested resolution; has no legal authority to enforce the recommendation
Define arbitration
appoint a third-party to devise and impose a solution; has legal authority to do so (may be voluntary or compulsory)
