Lecture 1 Flashcards
human resources
managing people who make up the workforce of an organization
human capital
how punctual, empathetic people are; items or resources that people bring into an organization making it effective
human resource management
used to only have operational functions, has now evolved towards strategic functions
strategic goals
objectives/goals that an organization sets out for themselves, i.e. diversifying the workforce , improving employee retention
corporate climate
NOT the same thing as culture –> changes very quickly and very often. the general perceived atmosphere ppl get when they walk into an organization (the vibe)
Rynes et. al
experiment where researcher survey 959 HR professionals; found that IQ and personality tests were not great for identifying right candidates for a job however practices say they are a great predicting indicator of job performance with personality tests being secondary
variable
attribute, characteristic, phenomenon that researchers aim to study. must be MEASURABLE. can be descriptive categories.
correlation coefficient
a number that represents your correlation. values closer to 1 = stronger relationship and values closer to 0 = weaker relationship. -1 = perfect negative and +1 = perfect positive.
constructive discrimination
can be seen as discrimination bc on the basis of family status, they cant stay long or work oovertime hours (for the example that a company provides an attendance bonus for employees who work beyond a certain number of overtime hours)
Bona Fide Occupational Requirements (BFOR)
attributes on which hiring and decisions can justifiably be made in order to do the job safely and effectively ex. acceptable vision required for persons working as drivers. for something to be considered bona fide it must be 1) rational 2) applied in good faith 3) a reasonable necessity
undue hardship
financially not feasible or you dont have the resources, or can threaten health and or safety of other employees in the workforce
representation of which 4 groups should be increased in the workforce?
1) women 2) aboriginal peoples 3) persons with disabilities 4) members of visible minorities
employee/labour standards legislation
laws that provide minimum employee standards for wage, overtime pay, holidays and vacation, etc. cannot be waived by any party.
employment equity
achieve a workforce that reflects diversity of available labour force
list the core activities of HRM and its order
1) job analysis 2) workforce planning 3) recruitment 4) selection 5) training and development 6) performance management 7) compensation and rewards 8) employee and labour relations
what are the five critical pieces of knowledge required by HR professionals today in order of priority?
1) business acumen 2) an understanding of employment law and legislation 3) talent management 4) broad HR knowledge 5) employee-labour relations knowledge
environmental scanning
identifying and analyzing external opportunities and threats that may be crucial to the organization’s success
what are the 5 forces driving change in HRM?
1) changing technology 2) new rules 3) succession planning 4) identifying top talent 5) a new breed of hr leaders
balanced scorecard
a measurement system that translates an organization’s strategy into a comprehensive set of performance measures
management practices
internal influence on hrm; organizational structure and employee empowerment
productivity
the ratio of an organization’s outputs (goods and services) to its inputs (people, capital, energy, materials)
primary sector
jobs in agriculture, fishing and trapping, forestry, and mining
secondary sector
jobs in manufacturing and construction
tertiary or service sector
jobs in public admin, personal and business services, finance, trade, public utilities, transportation/communications
contingent/non-standard workers
workers who do not have regular full-time employment status
stare decisis
decisions of a higher court can act as the binding authority on a lower court decision within that same jurisdiction
NATIONAL OCCUPATIONAL CLASSIFICATION (NOC)
massive database that gets updated every few years, showing a collection of job descriptions , includes training that someone shuold have, etc. ; standardized database
position analysis questionnaire (PAQ)
- standardized, easy to compare job profiles and scores across different jobs, same for everyone same for every job
- reliable, will produce consistent scores
- no bias, very impartial. cons is that its catered towards a college reading level and more suited to asses manual labour. i.e. fleishman job analysis system
competency modelling
observable characteristics, define in behavioural terms, that facilitate high job performance and benefit the organization
