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Human Resources Management > Midterm > Flashcards

Midterm Flashcards

1
Q

What is HRM?

A

The management of people in the organization using methods and procedures that identify and motivate employees to achieve outcomes for themselves and for the organization

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2
Q

HRM supports and enables organizations to…

A

meet short term and long term economic, social, and environmental goals

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3
Q

Strategic HRM

A
  • Process of integrating the strategic needs of an organization into the choice of HR systems and practices to support the overall mission, strategies, and performance
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4
Q

Difference between HRM and a Human Resource Department:

A

HRM focuses on what managers should do regarding HR systems, policies and procedures

Human resource department specialized group with primary focus of ensuring the most effective use of human resource systems across an organization to enhance employee performance and achieve organizational goals.

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5
Q

What are the steps in the model of strategic HRM

A
  1. organization, mission, vision, and strategy analysis
  2. Environmental Scan
  3. Analysis of Organizational Character and Culture (why the people behave that way)
  4. Choice and Implementation of Human Resource Strategies (last one to create strategy bc they have to know what everyone else wants to accomplish)
  5. Review, Education and Audit of Human Resource Strategies (if putting something in place in HR need a way to evaluate if it’s working, how are you going to measure it)
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6
Q

mission statement

A

Statement outlining the purpose, long-term objectives, and activities the organization will pursue and the course for the future. What we’re all about, why they exist.

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7
Q

PEST Environmental Scan

A

Continuous monitoring of economic, technological, demographic, legal, and cultural forces

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8
Q

4 Critical Economic Forces

A
  1. Economic cycles
  2. Global trade
  3. Productivity and innovation improvement
    4.Knowledge workers
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9
Q

During recessionary periods, HR faces

A

Layoffs, wage concessions, lower morale

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10
Q

During boom cycles, HR must consider

A

How to recruit and develop talent with a different skill set to what was let go

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11
Q

Three Critical Technological Forces:

A
  1. Connectivity and work design
  2. Automation
  3. Data and analytics
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12
Q

Organization automate to:

A
  • Increase speed
  • Provide better service
  • Increase flexibility
  • Increase predictability in operations
  • Achieve higher standard of quality
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13
Q

4 Critical Demographic Forces

A
  1. Gender balance (more women than men now)
  2. Educational attainment of workers (education so important today)
  3. Aging population
    Generational shift
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14
Q

2 Critical Cultural Forces:

A
  1. Diversity and social justice
  2. Ethics
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15
Q

org culture

A

Core beliefs and assumptions that are widely shared by all organizational members, both the company and the employees hold this, have to look at that when hiring

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16
Q

step 4:Choice and Implementation of Human Resource Strategies

A

There should be a clear line of sight between HR strategy and corporate goals, HR should be last to make their strategy bc it supports the org. goals and objectives

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17
Q

HR must continuously focus on the following activities:

A
  1. Identifying opportunities, risks and challenges –> SWOT analysis
  2. Making data-informed decisions aligned to strategy
  3. Optimizing for high performance (how do you get employees to perform at higher level)
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18
Q

human resource audit

A

Holistic review of HR strategies with the intention of identifying and correcting deficiencies

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19
Q

Staff authority

A

Authority to advise, not direct

HR is a service department can’t tell other managers what to do

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20
Q

line authority

A

Possessed by managers of operating departments

allow managers to make decisions about production

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21
Q

functional authority

A

HR department may be provided authority to make decisions that are usually made by line managers

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22
Q

what are the 3 questions that guide HR on which employment laws apply:

A

Question 1 Is the person an employee of the company or an independent contractor? If it’s independent contractor they don’t the laws to protect them

Question 2 Is the organization provincially or federally regulated?

Question 3 Is the employee unionized or nonunionized? Unionized have greater protection than non-union employees, have to refer to collective agreement/contract and follow it step by step what it says

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23
Q

steps to determine if the person is an employee or a contractor

A

do they have their won hours or does the employer set their hours

do they use their own tools or are the tools provided by the employer

who assumes the profit: does the employer pay the expenses required for revenue or does the worker

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24
Q

Canada Labour Code (CLC)

A

the minimum employment standards and labor relations (eg. minimum wage, termination provisions) for all employees in federally regulated industries

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25
Q

what % of Canadian employees fall under the federal or provincial legislation

A

10% federal 90% provincial

26
Q

What are unionized employees covered under?

A

each provinces labour relations act instead of employment standards

these acts set rules on how unions and employers will organize and collectively bargain to determine the minimum employment standards

27
Q

example of employees who are exempt from employment laws

A

family members in fam business
municipal police officers
farmers
inmates
politicians

28
Q

In terms of legislation, what are HR’s responsibilities?

A

determining which law applies to which employee
staying up to date on current laws
develop programs to ensure company compliance

29
Q

What is the difference between employment laws vs human rights laws in terms of how they impact HR functions

A

employment laws impact single hr activity human rights affects nearly every HR function

30
Q

Human rights legislation

A

not treating any Canadians differently because of their membership in a protected group

31
Q

Supreme Court

A

only sees cases of public importance and is the ultimate interpreter of the charter

32
Q

The Canadian Human Rights Act

A

Federal law prohibiting discrimination

Applies to all federal government departments and agencies, Crown corporations, and business and industry falling under federal jurisdiction (eg. banks, airlines, railways, interprovincial communication)

Each province has its own antidiscrimination law

33
Q

discrimination

A

A showing of partiality or prejudice in treatment; specific action or policies directed against the welfare of minority groups

34
Q

prohibited grounds of discrimination

A

age
colour/race
national/ethnic origin
gender identity
sex/sexual orientation
diability
marital and family status
pardoned convicts

35
Q

Employment equity

A

Employers with 100+ employees under federal jurisdiction must develop and submit annual plans for removing employment barriers and promoting equity with members of these four group

affects every HR function

36
Q

pay equity acts

A

equal pay for work of equal value

37
Q

what are the 2 sets of privacy law Canada has?

A

PIPEDA and the privacy act

38
Q

privacy act

A

a person’s right to access and correct personal information that the government holds about them

also applies to governments collection and use of personal information in the course of providing services such as old age security, EI, tax collection.

39
Q

Personal Information Protection and Electronics Document Act (PIPEDA)

A

sets rules for how organizations collect, use and disclose personal information in Canada

applies to private sector organizations and to the person info of federally regulated employees

40
Q

what are some of the purposes for workplace policies

A

outline expectation in the workplace
meeting statutory requirements
outline how to address complaints

41
Q

challenges for diverse workers

A

stereotyping
glass ceiling
old boy’s network
pet to threat

42
Q

Old Boy’s Network

A

Informal relationships among male managers and executives, women end up hindered

43
Q

Pet to Threat

A

Shared experience by many Black women that the mentors and managers who once supported them later undermine them because they are perceived as a threat or competition

44
Q

phases in job analysis

A

Phase 1: preparation for job analysis

Phase 2: collection of job analysis information (how much info and how detailed do you need it)

Phase 3: use of job analysis information (how are you using it, what’s the purpose of gathering it)

45
Q

What are the steps in the preparation stage of job analysis

A
  1. become familiar with organization and jobs
  2. determine use of job analysis
  3. identify jobs to be analyzed
46
Q

what are the 2 steps in the collection stage of job analysis

A
  1. determine sources of job data
  2. identify the data required
  3. choose method for data collection
47
Q

what can you use the job analysis information to create

A

job descriptions
job specs
job standards
competency models

48
Q

contents of a typical job description

A

job identity
job summary
duties and responsibilities
working conditions
approvals

49
Q

job identity

A
  • Job title, job location, job code
50
Q

job summary and duties

A

Summarizes the job in few sentences
- Indicated what the job is
-each major duty described interns of actions expected

51
Q

what are the key considerations for job design

A

organizational consideration
ergonomic consideration
employee considerations
job specialization considerations
environmental considerations

52
Q

Work flow

A

Sequence of and balance between jobs in an organization needed to produce the firm’s goods or services

53
Q

Ergonomic Considerations:

A

Considers the physical relationship between the worker and the work

Fitting the task to the worker rather than forcing employees to adapt to the task

54
Q

what are the 5 job characteristics in the job characteristics model

A

task identity
variety
task significance
autonomy
feedback

55
Q

what are the 3 psychological states in the job characteristics model

A

meaningfulness of work
responsibility for work outcomes
knowledge of results of work

56
Q

what are the outcomes of the job characteristics model

A

high motivation
high performance
lower absenteeism and turnover
high satisfaction

57
Q

Task Identity

A

Extent to which employees complete a whole, identifiable piece of work

58
Q

task significance

A

Extent to which employees impact others and the company

59
Q

skill variety

A

Extent to which job requires a range of competencies and abilities,

60
Q

HR planning

A

Forecasts an organization’s future demand for and supply of employees, and matches supply with demand

Human Resources Management (1 decks)

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