Human Ressources Flashcards
Human ressource management
Human Resource Management – maximizing the effectiveness of the workforce.
• Attracting, retaining and motivating talent
• Developing employees and promoting career development
• Boosting organizational effectiveness
HR manager
• Provide support to other managers for the management of their employees
• Establish HR policies and ensure that they are followed
• Lead the different steps of the HR process
Steps in the HR process (6)
Must take into consideration the requirements of the business and its strategic, tactical and operational plans
- recruiting, selecting, training, evaluation, compensation, separation
Job analysis (description and specifications)
Job Analysis
– What skills does the workforce already have?
– What skills do they need?
Job description: list of duties to perform, the working conditions and the material used (document)
> ex: math teacher: teach 5 math classes/week, etc
Job specifications: defines the qualification for doing the job, skills, abilities, level of education, certificates, needed to do the job
> ex: a master’s degree in math, 3 years of teaching experience
External recruiting
External Recruiting – looking for employees outside the firm (vs. internal recruiting)
- hiring someone from outside the company
• Company website
• Social media (LinkedIn)
• Employment websites (e.g. indeed.com, Monster.com, Workopolis.com, Careerbuilder.ca)
• Trade and professional associations
• Government employment centers
• Colleges and universities (postings and job fairs)
• Newspaper ads
• Headhunters (recruitment agencies)
– Necessary when no suitable internal candidate exists, especially in a young company
– External recruits often bring new ideas and experience
– Often used when specialized expertise or industry experience is required
– Can be more time-consuming and more expensive
Selection: making the right choice
Steps of the selection process
Application: applications and CVs are an initial screening mechanisms
Interviews: often a central part of the selection process; structured interviews help maintain consistency
Testing: include skills, personality, drug and physical exams
References and background checks: used to verify claims made in the resume
Job offer: successful candidates are offered the job subject to a probationary period (3 months)
Benefits of developing your employees
- Increase innovation
- Increase technology adoption
- Increase productivity/ effectiveness
- Increase motivation and loyalty
- Decrease possible errors and related liabilities
On-the-job training
On-the-Job Training – popular and low cost – working under the guidance of experienced
employees
Apprenticeships
Apprenticeships – beginners serve as an assistant prior to working
Off-the-job training
Off-the-Job Training
• Vestibule training
• Classroom setting
• Job simulations
(ex: airline pilots train in flight simulators)
Compute-based training
Praxie type modules
Ex: financial institutions, Nike
Management development
ex: Disney, McDonald’s have their own “universities” where they provide training to their future managers
Evaluation and performance appraisal
Assessing employee performance
Performance Appraisals
– Formal feedback by a supervisor to the employee
– Compare actual to expected results (part of controlling process of management)
– May impact compensation, promotions or transfers, and terminations
– Should be linked to the company’s objectives
– Should also be done informally on a regular basis
Compensation
Rewarding employees
Compensation – the combination of wages/salaries (basic and variable) and benefits (both cash and non- cash)
Wages or salary
Wages or Salary – Amount paid per hour or day/week that an employee works
Variable pay or incentives
Variable Pay or Incentives – Includes commissions, bonuses, profit sharing, stock options
Benefits - legally mandated and optional
Benefits – Legally mandated and optional - compensation such as dental care and vacation
Legally mandated benefits
Employers must make contributions to the government for these programs (part of benefit expense). Employees also contribute themselves through deductions on their paychecks.
• Canada/Quebec Pension Plan (retirement)
• Employment Insurance
• Workers’ Compensation
• Parental Leave Program
Optional benefits
Employers can choose to offer these benefits to their employees.
• Additional Paid Vacation / Holidays (above 4% or 2 weeks)
• Paid Sick Days
• Health Insurance
• Additional Retirement Programs
• Product Discounts
• Tuition Reimbursement
• Health and Wellness Programs
• Discounted Childcare Facilities
• Paid Time Off for Volunteering
• Flexible Working Hours
• Telecommuting (working at home)
Employee leaves
Employee leaves: Employees leave the organization due to promotions, being lured to another firm, for family reasons, retirement or change in career aspirations.
Employer terminates employment
Employer terminates employment : Companies terminating employees must proceed very carefully to avoid wrongful termination law suits. Must have a just cause to terminate employment.
Human resource management challenges
Legal issues
Governing regulations concerning HRM
Labour standards issues
Unions and collective agreements
Government regulations concerning HRM
(Provincial Government site covers)
Provincial Government site covers:
• Labour Standards
• Pay Equity
• Occupational Health and Safety
Examples of labour standard issues
- Leaves and absences (maternity, parental, death, vacation)
- Work, wages and pay (wages, overtime, work schedule, pay)
- End of employment (layoff, dismissal and resignation, bankruptcy, notice of collective dismissal)
- In case of (psychological harassment at work, prohibited practices, unjustified change of status, not covered by a standard, complaint related to wages)
Unions and collective agreements
A group of individuals wishing to form an organized group is a fundamental right protected in the Canadian Charter of Human Rights and Freedom and in the Quebec Charter of Rights and Freedom. An employer cannot interfere in the process nor can he discourage process or decline the right of a group of workers to decide to form a union.
Over the years, the % of workers that are part of a union has decreased significantly, but is now fairly stable.
