Human Ressources

Question 1

Human ressource management

Answer 1

Human Resource Management – maximizing the effectiveness of the workforce.

• Attracting, retaining and motivating talent
• Developing employees and promoting career development
• Boosting organizational effectiveness

Question 2

HR manager

Answer 2

• 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

Question 3

Steps in the HR process (6)

Answer 3

Must take into consideration the requirements of the business and its strategic, tactical and operational plans

• recruiting, selecting, training, evaluation, compensation, separation

Question 4

Job analysis (description and specifications)

Answer 4

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

Question 5

External recruiting

Answer 5

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

Question 6

Selection: making the right choice
Steps of the selection process

Answer 6

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)

Question 7

Benefits of developing your employees

Answer 7

• Increase innovation
• Increase technology adoption
• Increase productivity/ effectiveness
• Increase motivation and loyalty
• Decrease possible errors and related liabilities

Question 8

On-the-job training

Answer 8

On-the-Job Training – popular and low cost – working under the guidance of experienced
employees

Question 9

Apprenticeships

Answer 9

Apprenticeships – beginners serve as an assistant prior to working

Question 10

Off-the-job training

Answer 10

Off-the-Job Training

• Vestibule training
• Classroom setting
• Job simulations
(ex: airline pilots train in flight simulators)

Question 11

Compute-based training

Answer 11

Praxie type modules
Ex: financial institutions, Nike

Question 12

Management development

Answer 12

ex: Disney, McDonald’s have their own “universities” where they provide training to their future managers

Question 13

Evaluation and performance appraisal

Answer 13

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

Question 14

Compensation

Answer 14

Rewarding employees

Compensation – the combination of wages/salaries (basic and variable) and benefits (both cash and non- cash)

Question 15

Wages or salary

Answer 15

Wages or Salary – Amount paid per hour or day/week that an employee works

Question 16

Variable pay or incentives

Answer 16

Variable Pay or Incentives – Includes commissions, bonuses, profit sharing, stock options

Question 17

Benefits - legally mandated and optional

Answer 17

Benefits – Legally mandated and optional - compensation such as dental care and vacation

Question 18

Legally mandated benefits

Answer 18

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

Question 19

Optional benefits

Answer 19

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)

Question 20

Employee leaves

Answer 20

Employee leaves: Employees leave the organization due to promotions, being lured to another firm, for family reasons, retirement or change in career aspirations.

Question 21

Employer terminates employment

Answer 21

Employer terminates employment : Companies terminating employees must proceed very carefully to avoid wrongful termination law suits. Must have a just cause to terminate employment.

Question 22

Human resource management challenges

Answer 22

Legal issues
Governing regulations concerning HRM
Labour standards issues
Unions and collective agreements

Question 23

Government regulations concerning HRM
(Provincial Government site covers)

Answer 23

Provincial Government site covers:
• Labour Standards
• Pay Equity
• Occupational Health and Safety

Question 24

Examples of labour standard issues

Answer 24

• 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)

Question 25

Unions and collective agreements

Answer 25

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.