Chapter 8

Question 1

Define human resource management, discuss its strategic significance, and explain how managers plan for human resources.

Answer 1

• Human Resource Management (HRM) involves managing people within an organization by performing activities such as job analysis, recruitment, selection, training, and performance evaluation.
• strategic significance lies in aligning the workforce with the company’s goals.
• Managers plan for human resources through job analysis, forecasting human resource demand and supply (both internally and externally), and using replacement charts to anticipate staffing needs

Question 2

Identify the issues involved in staffing a company, including internal and external recruiting and selection.

Answer 2

• Staffing issues involve finding the best candidate for a position through internal or external recruiting.
• Internal recruiting involves hiring from within the company, while external recruiting brings in new talent from outside.
• Selection includes gathering information through interviews, tests, and physical examinations to find the best fit

Question 3

Discuss different ways in which organizations go about developing the capabilities of employees and managers.

Answer 3

• Organizations develop capabilities through orientation, training, and development programs
• Methods include on-the-job training, job rotation, team-based training, mentoring, and performance appraisals.
• Managers also undergo specialized development programs aimed at enhancing leadership and management skills​

Question 4

Discuss the importance of wages and salaries, incentives, and benefit programs in attracting and keeping skilled workers.

Answer 4

• Compensation is crucial for attracting and retaining skilled employees. It includes basic wages, salaries, and other forms of compensation like bonuses.
• Benefits such as health insurance, wellness programs, and paid time off also play a key role in keeping employees satisfied and motivated​

Question 5

Describe some of the key legal issues involved in hiring, compensating, and managing workers in today’s workplace.

Answer 5

• Legal issues include ensuring comparable worth, where similar jobs receive equal pay. Harassment (sexual, verbal, or physical) and ensuring workplace safety are also critical.
• Companies must comply with legal standards to avoid discrimination and create a healthy work environment​

Question 6

Discuss workforce diversity, the management of knowledge workers, and the use of contingent and temporary workers as important changes in the contemporary workplace.

Answer 6

• Workforce diversity management ensures equality regardless of gender, race, ethnicity, or background.
• Knowledge workers (in fields like tech and engineering) require specialized management due to high demand.
• Contingent workers, such as part-time or temporary staff, present challenges in fairness, cost, and strategic planning

Question 7

Trace the evolution of, and discuss trends in, unionism in Canada.

Answer 7

• Unionism in Canada has evolved as a collective effort to achieve job-related goals like pay, job security, and working conditions
• Recent trends show unions collaborating more with employers to ensure survival and benefit maintenance​

Question 8

describe the major laws governing unionism.

Answer 8

• Collective bargaining laws govern how unions and management negotiate employment terms.
• When negotiations fail, mechanisms like conciliation, mediation, and arbitration may be used to resolve disputes.
• Arbitration has legal authority to enforce decisions​

Question 9

Identify the steps in the collective bargaining process.

Answer 9

• Collective bargaining involves negotiating between union leaders and management
• If an impasse occurs, conciliation and mediation may be attempted.
• If these fail, arbitration can be imposed to resolve the disagreement