Midterm Flashcards
Michael Porter’s Model
rival firms, new entrants, suppliers, customers, substitutes
this is step 2: external analysis
strategic analysis
mission, external analysis, internal analysis, strategic formulation, strategy implementation, evaluation
human capital
collective brainpower in an organization
offshoring
the business practice sending jobs to other countries
overall goal is to have money
how do demographics in the labour market impact HR planning
changing demographics means changing in shifts in employee talents
need to have diverse workforce to take every demographic into account
strategic human resource management (SHRM)
the pattern of human resources deployments and activities that enable an organization to achieve its strategic goals
the role of HR managers
good HR managers marry HRP to the strategic planning process for their organizations as a whole
the strategic planning process (6)
mission, vision, and values: identify purpose and scope, HR: capture underlying philosophy
external analysis: opportunities and threats
HR: demographic trend
internal analysis: strengths and weaknesses, core competencies
HR: internal culture, composition
strategy formulation: corporate strat, business strat
HR: productivity and efficiency
strategy implementation: design structure, systems, allocating resources
HR: reconcile S&D, staffinf, layoffs, etc.
evaluation: assessment and benchmarking
HR: HR metrics, balanced scorecard
Differences between pay equity and pay equality
pay equity means equal pay for work of equal value and equal pay for similar or substantially similar work - makes it illegal for employers to discriminate against individuals on the basis of job content
pay equality means equal pay for equal work - men and women are paid the same
diversity management
The optimization of an organization’s multicultural workforce to each business objectives
employment equity and identify key legislation/acts that have helped
improve employment equity
Employment equity refers to the employment of individuals in a fair and non-biased manner. Makes good business sense and contributes to the bottom line
The Canadian human rights act
Employment equity act
Canadian charter of rights and freedoms
Provincial/territorial legislation
how diversity management and employment equity differ from each other
- Diversity management is voluntary; employment equity is not
- Managing diversity is a broader, more inclusive concept, encompassing factors such as religion, personality, lifestyle, and education
- Goal of diversity management is to have the workforce at all levels resemble the population
undue hardship
Undue hardship refers to the point where the financial cost or health and safety risks make accommodation impossible
explain what a “BFOR” is and provide an example
A justifiable reason for discrimination based on business reasons related to safety or effectiveness, which is considered a necessary (not merely preferred) requirement for performing the job
Mandatory age requirement to drive a bus
Discrimination:
to treat someone differently because of a personal characteristic
direct (intentional) discrimination:
deliberate use of a prohibited criteria when making employment decisions, also illegal to have different treatment quality of employees for jobs
Indirect (Unintentional) Discrimination:
appear neutral, but have adverse effects – job advertisement having a bunch of young white men in picture (not diverse)
four components that help to make an effective antiharassment policy in the workplace
- establish sound anti-harassment policies – respectful workplace and climate
- communicate such policies to all employees
- enforce policies in a fair and consistent manner
- take an active role in maintaining a working environment that is free of harassment
Job description
is a document which states an overview of the duties, responsibilities and functions of a specific job in an organization.
Job specification
is a statement of the qualifications, personality traits, skills, etc. required by an individual to perform the job.
Job enrichment
is enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying
Job enlargement
is adding additional activities within the same level to an existing role. This means that a person will do more, different activities in their current job.
For example, an employee who will now also manage her own planning where this was formerly done by her manager
differences between job enlargement and job enrichment
Job enlargement aims at broadening one’s job in order to make the job more motivating. Job enrichment is the process of adding motivators to existing jobs. This means that job enlargement is a way to do job enrichment but not all job enrichment activities are also considered job enlargement. We will explain this in more depth later.
describe at least two types of job analysis
Work-oriented: Focus is on generating a list of concise task statements that define the job
Task Inventory: Emphasize work outcomes and descriptions of the various tasks performed to accomplish those outcomes
Worker-oriented: Focus is on generating a list of KSAO statements
Position analysis questionnaire structured job analysis questionnaire with Focuses on general behaviours and human abilities Tasks and KSAOs in 6 categories
