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HRM > Midterm > Flashcards

Midterm Flashcards

1
Q

What are the two models of HRM?

A 
- 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
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2
Q

Name the HRM activities and processes.

A
  1. Staffing
  2. Compensation
  3. Employee performance
  4. Work competencies
  5. Mobilization
  6. Health and safety
  7. Discipline
  8. Conflict management
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3
Q

What are the objectives of an effective HRM?

A
  1. Attract
  2. Retain
  3. Motivate
  4. Help employees grow, develop, and realize their potential
    - To improve productivity
    - Quality of work life
    - Legal compliance
    - Profits
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4
Q

HRM needs to take into account (internal env.)…

A
  • Organization (mission, vision, values, structure, technology, leadership style)
  • Employees (portrait of the workforce, union, aspirations, work climate)
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5
Q

What are the three steps of the HR strategy?

A
  1. HR policy/strategie = objectives
  2. HR program = activities, program to achieve these objectives
  3. HR practices = implementation on a daily basis
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6
Q

What is mobilization?

A

When the critical mass of employees:

  1. Exceeds expected job performance
  2. Cooperates fully, help others
  3. Participation in internal civic life
  4. Welcomes and champions change
  5. 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.

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7
Q

People -> performance of HR -> organizational performance.

A

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

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8
Q

What are the 3 types of fairness?

A
  1. Distributive fairness (contribution vs receive)
  2. Procedural fairness (respect of organizational rules)
  3. Interactions fairness (quality of interpersonal treatment, credibility of explanations about management decisions)
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9
Q

What is under federal jurisdiction? (10%)

A
  • Dealing with other countries
  • Interprovincial links
  • National interest
  1. Air and maritime transport
  2. Banks
  3. Radio and television
  4. National defense
  5. Interprovincial transport
  6. Cable TV
  7. Nuclear energy
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10
Q

What is under provincial jurisdiction? (90%)

A
  1. Manufacturing sector
  2. Healthcare
  3. Pharmaceutical industry
  4. Education sector
  5. Retail
  6. Hotel industry
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11
Q

What are the different grounds for discrimination? (Quebec Charter of Rights and Freedom)

A
  1. Race, colour, ethnic origin
  2. Sex
  3. Pregnancy
  4. Sexual orientation
  5. Civil status
  6. Age
  7. Religion
  8. Political convictions
  9. Language
  10. Social condition
  11. Handicap
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12
Q

The CNESST consist of?

A
  1. Labour standards
  2. Pay equity
  3. Health and safety

It’s the police of the employers

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13
Q

What is a contract of employment?

A

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

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14
Q

What are the differences between an employment contract and a service contract?

A
  1. Relationship of subordination vs not
  2. Work done personally vs not necessarily
  3. Employer assumes mistakes vs contractor
  4. Work tools by employer vs own tools
  5. Remuneration determined vs profit and loss
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15
Q

What are the different terminations?

A
  1. Resignation
  2. Dismissal (congédiement)
  3. Permanent layoff (licenciement)
  4. Temporary layoff
  5. Mutual agreement
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16
Q

What are the two types of discrimination?

A
  • Intentional (direct)
  • Unitentional (indirect and systematic)
    By policies and practices

Both prohibited

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17
Q

What is an employee handbook?

A

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

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18
Q

What is a Union?

A
  • Legally constituted organization that represents employees interests
  • Employees participation in administering through election and financial support
  • Protected by the law
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19
Q

What are the 3 major factors at the source of unions?

A
  1. Insecurity (changes)
  2. Perceive injustice (lack of equity)
  3. Feeling of powerlessness (standards, health and security)
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20
Q

What are the 3 main stages of creation a Union?

A
  1. Creation of a bargaining unit
  2. Negotiation of a collective agreement
  3. Application of the collective agreement
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21
Q

What does the Labour Code says?

A
  • Freedom of association
  • Union certification
  • Union’s duty of representation
  • Collective bargaining process
  • Arbitration of disputes and grievances
  • Right to strike and lockout
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22
Q

Creation of a bargaining unit.

A
  • 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
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23
Q

What is the role of the employer during the creation of the bargaining unit?

A
  1. He can give objective reality without forcing employees to listen, undermine credibility of union, seeking emotions, making promises
  2. Can’t interfere (domination or money)
  3. Can’t seek the names of those involved
  4. Can’t impose constraints
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24
Q

What are the four most common Labour body in QC?

A
  1. FTQ
  2. CSN
  3. CSQ
  4. CSO
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25
Q

What is the role of the federations during the creation of the bargaining unit?

A
  1. Support request for certification
  2. Help local unions (negotiation of collective agreement, settle grievance, prepare or support strikes)
  3. Take position publicly on various topics
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26
Q

What are called the three parties involved in a Union?

A
  1. Employees (pay dues)
  2. Members (pay dues and vote)
  3. Executive committee and union steward (or union representative if affiliated with a federation)
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27
Q

Negotiation of a collective agreement.

What are the types of clauses?

A
  1. Contractual clauses (settlement of grievances and arbitration)
  2. Work condition clauses (schedules, holidays, staff movement, disciplinary measures)
  3. Monetary clauses (wages and benefits)

From easy to hard.

28
Q

Negotiation of a collective agreement.

What is the process defined by the Labour code?

A
  1. Beginning of negotiations
  2. Use of a conciliatory to help with dispute
  3. Request for an arbitrator to render a decision

(90 days to negotiate)
Then inform the CRT and strikes

29
Q

Negotiation of a collective agreement.

If no settlement after 90 days.

A
  • 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)
30
Q

Negotiation of a collective agreement.

What are the other pressure tactics?

A
  1. Strike
  2. Lock-out
  3. Picketing
  4. Injunction (from the court)
  5. Anti-scab (managers can work, no new employees, labour code)
  6. Slowdown, work-to-rule and solidarity strikes

*polices, paramedics and army can’t go on strike

31
Q

Negotiation of a collective agreement.

Other rules.

A
  1. Agreement must be in writing
  2. Authorization for the union to sign by secret ballot
  3. The official version must be in French
  4. Provisions dealing with working conditions can’t be contrary do public order or laws
  5. No less than 1 year, no more than 3 years
  6. Two copies must be filed with the Minister of Labour
32
Q

Application of a collective agreement.

A
  1. Discussion (employee with manager)
  2. Submit grievance in writing to the director of the establishment
    If not settled then
  3. Arbitration
33
Q

What are the 4 steps of staffing?

A
  1. Planning (HR)
  2. Recruitment (HR)
  3. Selection (first level manager)
  4. Orientation (first level manager)
34
Q

Before taking actions in staffing, you need to…

A
  1. Do quantitive planning (right number of resources at the right time)
    - Gap at specific time (needs and availability -> surplus or shortage)
  2. Qualitative planning (right compentencies)
    - KSAO
    - Knowledge (theoretical, from mental activity)
    - Skill (practical competency, apply knowledge)
    - Attitude (intrinsic qualities)
    - Other (travelling, working shifts, driver license)
35
Q

If there is a shortage of staff, you can do…

A
  1. External recruitment
  2. Training (internal recruitment)
  3. Coaching
36
Q

If there is a surplus of staff, you can do…

A
  1. Participative management
  2. Career management
  3. Increasing employees responsibilities
  4. Layoffs
  5. Reduction in number of hours
  6. Early retirements
  7. Job-sharing
  8. Leaves of absence, demotions, resignations
37
Q

HR planning step by step.

A
  1. Job analysis -> Job description
  2. Analysis of required competency -> Competency profile
  3. Determine selection criteria -> Selection criteria
38
Q

What is a job analysis and how can you do it?

A
  • Collect and analysis information about job tasks, responsibilities, work context, material used, hierarchy level.
  1. Company documents
  2. Secondary sources (generic job description)
  3. Observation
  4. Interview
  5. Questionnaire
  6. Notes taken by incumbents
39
Q

What is the content of a job description?

A
  1. Title of the position
  2. Unit or division
  3. Title of supervisor
  4. Summary of main responsibilities
  5. List of detailed tasks
  6. Other info (number of employees supervised, financial resp, resp for materials, working cond.)
  7. Date written and name of person who wrote it
40
Q

How to assess needs?

A
  1. Economic environment
  2. Technology
  3. Strategy, merger, acquisition

-> How many, What skills

41
Q

How to look at the HR availability?

A
  1. External offer (economic context, demographic, education, level, immigration)
  2. Internal offer (retirement, leaves, resignation, demotions, dismissals, layoffs, average turnover)

-> HR availability, amount and competency

42
Q

If there is a shortage of staff you can do…

A
  1. External recruitment
  2. Postponement of retirements
  3. Call-back of retired employees
  4. Reorganization of work
  5. Increase work time
  6. Production increases through different tech
  7. Moving production
  8. Decreases in prod
43
Q

What are the types of external recruitment?

A
  1. Online recruitment
  2. Private agencies
  3. Head Hunters
  4. Government agencies
  5. Job fairs (campus or specialized)
  6. Schools
  7. Unions and professional associations
  8. Networking
  9. Speed recruitment
44
Q

What are the criterias for choosing an external recruitment?

A
  1. Type of position
  2. Budget
  3. Job market context
  4. Delays
  5. Viability of the organization
45
Q

What are the ways to do internal recruitment?

A
  1. Job posting on bulletin boards
  2. Intranet
  3. Notice on pay slips
  4. Internal referrals
46
Q

What are the differences between job description and job posting?

A
  1. Internal vs external
  2. List tasks vs list of responsibilities
  3. Elaborates necessary competencies and list of competencies
47
Q

What is the goal of a job advertisement?

A
  1. Grab attention
  2. Give interest
  3. Create desire
  4. Provide info to take actions
48
Q

What is in a job advertisement?

A
  1. Job title
  2. Brief job description
  3. Requirements
  4. Place of work
  5. The way to apply
  6. Specifics work conditions
  7. Name of the organization and brief description of it
49
Q

What are the three steps of selection?

A
  1. Preselection
  2. Selection
  3. Hiring
50
Q

What are the steps of preselection?

A
  • Reception of CV
  • 1st screening (yes, no, maybe)
  • 2nd screening (phone interview)
  • Appointment for interview
51
Q

What are the steps of selection?

A
  1. Selection committee
  2. Face to face interview (behavioural questions STAR, simulation, role play)
  3. Selection tests (Knowledge, performance, personality, physical skills)
  4. Verification of referrals
  5. Verification of judiciary file
  6. Global evaluation
52
Q

What does STAR means?

A

Situation
Task
Actions
Results

53
Q

How to do a scenario?

A
  • Describe a realistic job situation
  • Refer to a situational question
  • One or more competencies must be included
  • Details around job context must be included
54
Q

How to do a role play?

A
  • Act a specific character
  • Based on concrete elements pertinent to the position
  • Answers must be close to realistic situation
55
Q

What are the steps of an interview?

A
  1. Welcome candidate
  2. Measure selection criterion
    - Introduction
    - Conversation (80/20, listen and take notes)
  3. Conclusion
    - Thank the candidates
    - Invite them to ask questions
    - Provide info about the next steps
    - Have candidates sign referral or judicial forms
  4. Candidate leaves
  5. Proceed to evaluation
56
Q

Validity vs. Reliability of a test.

A 
Validity = accuracy. The test measures what it it suppose to measure.
Reliability = degree to which it gives comparable data over time.
57
Q

Rules about the reference check.

A
  1. Written permission from candidate
  2. Never call the actual employer
  3. Closed-ended questions
  4. In relation to the position to be filled
  5. To verify : employment history, criminal record, antecedents
58
Q

What is the final step of selection?

A 
- Superior announces the decision 
   Verbally or in writing, deadline, start date
- Giving a job realistic preview
- Pre-employment medical
- Socialization
59
Q

Integration of existing employees vs. new employees.

A
  • Deployment for existing employees (informing the employee of specificities)
  • Orientation for new employees (from before employees arrival to the end of the probation)
60
Q

Why is orientation important?

A
  1. Reduces errors
  2. Reduces employee turnover
  3. Reduces the need for corrective discipline
  4. Reduces employee anxiety
  5. Reduces employee grievances
  6. Fosters organizational culture
61
Q

What are the management goals for employee orientation?

A

New employee:

  1. Quickly able to perform work efficiently
  2. Informed of their rights, benefits and duties
  3. Clear picture of operations
  4. Create harmonious relationship
  5. Immerse themselves in the values of the environment
62
Q

Labour standard act.

A
  • Minimum wage
  • Workweek
  • Vacation
  • Holidays
  • Harassment
  • Child work
  • NOT FOR upper managers, self employed and interns
63
Q

Pay equity act.

A
  • Equity between genders for work with same value (equal salary for equivalent work)
64
Q

Charter of Human Rights and Freedom.

A
  • Discrimination
  • Fundamental rights
  • Duty to accomodate
  • Equal employment access
65
Q

Labour code.

A
  • Right to unionized
  • Control strikes and lockout
  • Occupational safety
66
Q

An employer needs to…(5 things of the table on S1)

A
  1. Trust
  2. Support
  3. Justice
  4. Recognition
  5. Empowerment

HRM (2 decks)

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