Chp. 6 Flashcards
Define Human resource Management
includes all activities used to attract and retain employees and to ensure they perform at am high level in meeting organizational goals
What is the Employment Standard Act?
for the private sector in federal,
provincial, and territorial legislation.
What is the Canadian Human Rights Act?
Covers all businesses under federal jurisdiction.
What are examples External Recruiting
Managers advertise in newspapers, hold open houses, recruit at
universities, advertising, employment agencies, educational
institutions, referrals, walk-ins, contract or temporary agencies and
on the Internet.
What are the 5 common activities made up in Strategic Human Resource Management
- Recruitment and Selection
- Training and Development
- Performance Appraisal and Feedback
- Pay and Benefits
- Labour Relations
What are examples of Internal Recruiting
- Workers know the firm’s culture, may not have new ideas,
- Skills inventories, job posting, company database
- Managers likely already know the candidates.
- Internal advancement can motivate employees.
What are the 7 key parts of Selection Criteria
- Education
- Knowledge
- Experience,
- Test Scores
- Application forms
- Background investigations
7.Interpersonal skills
What are the common goals abut the job.
- Obtain information about the job.
- Obtain information about the organization.
- Determine whether the job matches his or
her needs. - Determine whether he or she wants the job.
- Communicate important information about
him/herself. - Favourably impress the employer
(interviewer).
List the key gals of the Employer in and interview,
- Promote the organization.
- Attract the best possible applicant.
- Gather information about the
applicant. - Assess how well the applicant’s
qualifications match the job
requirements. - Determine whether the applicant will
fit in with the organization and other
employees
What should you remember when Planning and Conducting an Interview
- Carefully review the application, resume, and background
information. - Determine objectives, form of interview, and questions to ask.
- Find a quiet, private place for the interview.
- Explain the nature of the job.
- Ask directive questions.
- Ask the candidate what he/she could most
contribute to the job in question; ask for specific,
relevant examples. - Encourage the candidate to speak freely and ask
questions. - Take notes.
- Avoid making judgments until the interview is
complete. - Close the interview positively.