Midterm Flashcards
What are the two models of HRM?
- Traditional Labour is abundant Labour is nothing but cost and expenses Labour consist of a homogeneous group Bureaucratic and unfocused
- New Employees are an asset Employees are a critical resource Employees are a difficult resource to manage Strategic and contingent
Name the HRM activities and processes.
- Staffing
- Compensation
- Employee performance
- Work competencies
- Mobilization
- Health and safety
- Discipline
- Conflict management
What are the objectives of an effective HRM?
- Attract
- Retain
- Motivate
- Help employees grow, develop, and realize their potential
- To improve productivity
- Quality of work life
- Legal compliance
- Profits
HRM needs to take into account (internal env.)…
- Organization (mission, vision, values, structure, technology, leadership style)
- Employees (portrait of the workforce, union, aspirations, work climate)
What are the three steps of the HR strategy?
- HR policy/strategie = objectives
- HR program = activities, program to achieve these objectives
- HR practices = implementation on a daily basis
What is mobilization?
When the critical mass of employees:
- Exceeds expected job performance
- Cooperates fully, help others
- Participation in internal civic life
- Welcomes and champions change
- Loyal to the organization and its success
From respect of work contract TO individual motivation TO individual mobilization TO critical mass TO collective mobilization TO collective performance.
People -> performance of HR -> organizational performance.
Employer : trust, support, justice, recognition, empowerment
Employee : commitment and motivation
HR : stability and well-being
Org. : client satisfaction, quality of products and services, efficiency, productivity, cost effectiveness
What are the 3 types of fairness?
- Distributive fairness (contribution vs receive)
- Procedural fairness (respect of organizational rules)
- Interactions fairness (quality of interpersonal treatment, credibility of explanations about management decisions)
What is under federal jurisdiction? (10%)
- Dealing with other countries
- Interprovincial links
- National interest
- Air and maritime transport
- Banks
- Radio and television
- National defense
- Interprovincial transport
- Cable TV
- Nuclear energy
What is under provincial jurisdiction? (90%)
- Manufacturing sector
- Healthcare
- Pharmaceutical industry
- Education sector
- Retail
- Hotel industry
What are the different grounds for discrimination? (Quebec Charter of Rights and Freedom)
- Race, colour, ethnic origin
- Sex
- Pregnancy
- Sexual orientation
- Civil status
- Age
- Religion
- Political convictions
- Language
- Social condition
- Handicap
The CNESST consist of?
- Labour standards
- Pay equity
- Health and safety
It’s the police of the employers
What is a contract of employment?
A contract by which an employee, undertakes for a limited period of time to do work for remuneration, according to the instructions of an employer.
Writen or verbal, indeterminate or fixed duration, droit de rupture
Employer : protect health and safety, allow performance, preserve dignity
Employee : perform work, prudence and diligence, discretion and faithful
What are the differences between an employment contract and a service contract?
- Relationship of subordination vs not
- Work done personally vs not necessarily
- Employer assumes mistakes vs contractor
- Work tools by employer vs own tools
- Remuneration determined vs profit and loss
What are the different terminations?
- Resignation
- Dismissal (congédiement)
- Permanent layoff (licenciement)
- Temporary layoff
- Mutual agreement
What are the two types of discrimination?
- Intentional (direct)
- Unitentional (indirect and systematic)
By policies and practices
Both prohibited
What is an employee handbook?
Why? To define specific policies and key info
Types of info: mission, vision, working conditions, specific company policy..
Recommendation: must be specific, acknowledgment signed by employee, applied uniformly and consistently
What is a Union?
- Legally constituted organization that represents employees interests
- Employees participation in administering through election and financial support
- Protected by the law
What are the 3 major factors at the source of unions?
- Insecurity (changes)
- Perceive injustice (lack of equity)
- Feeling of powerlessness (standards, health and security)
What are the 3 main stages of creation a Union?
- Creation of a bargaining unit
- Negotiation of a collective agreement
- Application of the collective agreement
What does the Labour Code says?
- Freedom of association
- Union certification
- Union’s duty of representation
- Collective bargaining process
- Arbitration of disputes and grievances
- Right to strike and lockout
Creation of a bargaining unit.
- Association for employees with similar characteristics (job, qualifications)
1. Signature of a membership card (2$) - —– Filing the application for certification
2. Working conditions are freezed
3. Union becomes representative of all employees
4. Need for a spokesperson - —– Certification is granted
5. Employer deduct the dues from the employees s.alary
6. Negotiation in good faith
7. Employees can vote for collective agreement - —– End of certification if
8. Union is non representative
What is the role of the employer during the creation of the bargaining unit?
- He can give objective reality without forcing employees to listen, undermine credibility of union, seeking emotions, making promises
- Can’t interfere (domination or money)
- Can’t seek the names of those involved
- Can’t impose constraints
What are the four most common Labour body in QC?
- FTQ
- CSN
- CSQ
- CSO
What is the role of the federations during the creation of the bargaining unit?
- Support request for certification
- Help local unions (negotiation of collective agreement, settle grievance, prepare or support strikes)
- Take position publicly on various topics
What are called the three parties involved in a Union?
- Employees (pay dues)
- Members (pay dues and vote)
- Executive committee and union steward (or union representative if affiliated with a federation)
Negotiation of a collective agreement.
What are the types of clauses?
- Contractual clauses (settlement of grievances and arbitration)
- Work condition clauses (schedules, holidays, staff movement, disciplinary measures)
- Monetary clauses (wages and benefits)
From easy to hard.
Negotiation of a collective agreement.
What is the process defined by the Labour code?
- Beginning of negotiations
- Use of a conciliatory to help with dispute
- Request for an arbitrator to render a decision
(90 days to negotiate)
Then inform the CRT and strikes
Negotiation of a collective agreement.
If no settlement after 90 days.
- Pressure tactics (slow down or work to rule)
- Strike (employee)
- Lock-out (employer)
Resolve when
- Agreement reached with help of a conciliator
- Dispute arbitration (he takes decision for them)
Negotiation of a collective agreement.
What are the other pressure tactics?
- Strike
- Lock-out
- Picketing
- Injunction (from the court)
- Anti-scab (managers can work, no new employees, labour code)
- Slowdown, work-to-rule and solidarity strikes
*polices, paramedics and army can’t go on strike
Negotiation of a collective agreement.
Other rules.
- Agreement must be in writing
- Authorization for the union to sign by secret ballot
- The official version must be in French
- Provisions dealing with working conditions can’t be contrary do public order or laws
- No less than 1 year, no more than 3 years
- Two copies must be filed with the Minister of Labour
Application of a collective agreement.
- Discussion (employee with manager)
- Submit grievance in writing to the director of the establishment
If not settled then - Arbitration
What are the 4 steps of staffing?
- Planning (HR)
- Recruitment (HR)
- Selection (first level manager)
- Orientation (first level manager)
Before taking actions in staffing, you need to…
- Do quantitive planning (right number of resources at the right time)
- Gap at specific time (needs and availability -> surplus or shortage) - Qualitative planning (right compentencies)
- KSAO
- Knowledge (theoretical, from mental activity)
- Skill (practical competency, apply knowledge)
- Attitude (intrinsic qualities)
- Other (travelling, working shifts, driver license)
If there is a shortage of staff, you can do…
- External recruitment
- Training (internal recruitment)
- Coaching
If there is a surplus of staff, you can do…
- Participative management
- Career management
- Increasing employees responsibilities
- Layoffs
- Reduction in number of hours
- Early retirements
- Job-sharing
- Leaves of absence, demotions, resignations
HR planning step by step.
- Job analysis -> Job description
- Analysis of required competency -> Competency profile
- Determine selection criteria -> Selection criteria
What is a job analysis and how can you do it?
- Collect and analysis information about job tasks, responsibilities, work context, material used, hierarchy level.
- Company documents
- Secondary sources (generic job description)
- Observation
- Interview
- Questionnaire
- Notes taken by incumbents
What is the content of a job description?
- Title of the position
- Unit or division
- Title of supervisor
- Summary of main responsibilities
- List of detailed tasks
- Other info (number of employees supervised, financial resp, resp for materials, working cond.)
- Date written and name of person who wrote it
How to assess needs?
- Economic environment
- Technology
- Strategy, merger, acquisition
-> How many, What skills
How to look at the HR availability?
- External offer (economic context, demographic, education, level, immigration)
- Internal offer (retirement, leaves, resignation, demotions, dismissals, layoffs, average turnover)
-> HR availability, amount and competency
If there is a shortage of staff you can do…
- External recruitment
- Postponement of retirements
- Call-back of retired employees
- Reorganization of work
- Increase work time
- Production increases through different tech
- Moving production
- Decreases in prod
What are the types of external recruitment?
- Online recruitment
- Private agencies
- Head Hunters
- Government agencies
- Job fairs (campus or specialized)
- Schools
- Unions and professional associations
- Networking
- Speed recruitment
What are the criterias for choosing an external recruitment?
- Type of position
- Budget
- Job market context
- Delays
- Viability of the organization
What are the ways to do internal recruitment?
- Job posting on bulletin boards
- Intranet
- Notice on pay slips
- Internal referrals
What are the differences between job description and job posting?
- Internal vs external
- List tasks vs list of responsibilities
- Elaborates necessary competencies and list of competencies
What is the goal of a job advertisement?
- Grab attention
- Give interest
- Create desire
- Provide info to take actions
What is in a job advertisement?
- Job title
- Brief job description
- Requirements
- Place of work
- The way to apply
- Specifics work conditions
- Name of the organization and brief description of it
What are the three steps of selection?
- Preselection
- Selection
- Hiring
What are the steps of preselection?
- Reception of CV
- 1st screening (yes, no, maybe)
- 2nd screening (phone interview)
- Appointment for interview
What are the steps of selection?
- Selection committee
- Face to face interview (behavioural questions STAR, simulation, role play)
- Selection tests (Knowledge, performance, personality, physical skills)
- Verification of referrals
- Verification of judiciary file
- Global evaluation
What does STAR means?
Situation
Task
Actions
Results
How to do a scenario?
- Describe a realistic job situation
- Refer to a situational question
- One or more competencies must be included
- Details around job context must be included
How to do a role play?
- Act a specific character
- Based on concrete elements pertinent to the position
- Answers must be close to realistic situation
What are the steps of an interview?
- Welcome candidate
- Measure selection criterion
- Introduction
- Conversation (80/20, listen and take notes) - Conclusion
- Thank the candidates
- Invite them to ask questions
- Provide info about the next steps
- Have candidates sign referral or judicial forms - Candidate leaves
- Proceed to evaluation
Validity vs. Reliability of a test.
Validity = accuracy. The test measures what it it suppose to measure. Reliability = degree to which it gives comparable data over time.
Rules about the reference check.
- Written permission from candidate
- Never call the actual employer
- Closed-ended questions
- In relation to the position to be filled
- To verify : employment history, criminal record, antecedents
What is the final step of selection?
- Superior announces the decision Verbally or in writing, deadline, start date - Giving a job realistic preview - Pre-employment medical - Socialization
Integration of existing employees vs. new employees.
- Deployment for existing employees (informing the employee of specificities)
- Orientation for new employees (from before employees arrival to the end of the probation)
Why is orientation important?
- Reduces errors
- Reduces employee turnover
- Reduces the need for corrective discipline
- Reduces employee anxiety
- Reduces employee grievances
- Fosters organizational culture
What are the management goals for employee orientation?
New employee:
- Quickly able to perform work efficiently
- Informed of their rights, benefits and duties
- Clear picture of operations
- Create harmonious relationship
- Immerse themselves in the values of the environment
Labour standard act.
- Minimum wage
- Workweek
- Vacation
- Holidays
- Harassment
- Child work
- NOT FOR upper managers, self employed and interns
Pay equity act.
- Equity between genders for work with same value (equal salary for equivalent work)
Charter of Human Rights and Freedom.
- Discrimination
- Fundamental rights
- Duty to accomodate
- Equal employment access
Labour code.
- Right to unionized
- Control strikes and lockout
- Occupational safety
An employer needs to…(5 things of the table on S1)
- Trust
- Support
- Justice
- Recognition
- Empowerment
