Chapter 13 Flashcards
(34 cards)
Why is human resources management important
It can be a significant source of competitive advantage
HR gives an organization an edge by creating superior shareholder value
An important part of organizational strategies
Achieving competitive success through people means managers must change how hey think about their employees and how they view the work relationship
Adds value to the firm
HIgh performance work practices lead to both high individual and high organizational performance
Human resources for Non-HR Managers
Small vs Large Organizations
Large organizations have HR Function
Smaller organization may rely on managers to handle HR issues
All managers need to be aware of federal and provincial legislation and company policies
HR management process
Activities necessary for staffing the organization and sustaining high employee performance
Legislation affecting workplace conditions
Canada labour code Occupational health and safety Employment standards legislation The Charter of Rights and Freedoms The Canadian Human Rights Act
Antidiscrimination Legislation
The Charter of Rights and Freedoms and the Canadian Human Rights Act
The Employment Equity Act
Demographic Trends
Shortage of skilled workers
More educated workforce
Greater female presence in the labour force
Human Resource Planning
Ensuring that the organization has the right number and kinds of capable people in the right places and at the rights
Helps Avoid sudden talent shortages and surpluses
Steps in HR planning
Assessing current human resources
Assessing future needs for HR and developing a program to meet those future needs
Assessing Current HR
A review of the current makeup of the organization resources status
HR Management Information systems
Tracks employees information for policy and strategic needs
Job Analysis
An Assessment that defines a job and the behaviours necessary to perform the job
Required conducting interviews, engaging in direct observation, and collecting the self reports of employees and their managers
Job Description
A written statement of what the jobholder does, how its done and why its done
Job Specification
A written statement of the minimum qualifications that a person must possess to perform a given job successfully
Recruitment
The process of locating, identifying, and attracting capable applicants to an organization
Decruitment
Techniques for reducing organization’s workforce
Selection Process
The process of screening job applicants to ensure that the most appropriate candidates are hired
Selection
An exercise in predicting which applicants, if hired, will be successful in performing well on the criteria the organization uses to evaluate performance
Selection errors
Reject errors of potentially successful applicants
Accept errors for ultimately poor performers
Validity of prediction
The proven relationship that exists between the selection device and some relevant job criterion
High test scores equate to high job performance
Reliability of Prediction
The ability of a selection device to measure the same thing consistently
Individual test scores obtained with a selection device are consistent over multiple testing instances
Type of Selection Devices
Application forms Written Tests Performance Simulations Interviews Background Investigations Physical Examinations
Realistic Job Preview
A preview of a Job that includes both positive and negative information about the job and the company
Encourages mismatched applicants to withdraw
Aligns successful applicants expectations with actual job conditions, reducing turnover
Employee Orientation
Orientation
Familiarize new employees with work-unit goals
Clarifies how his or her job contributes to unit goals
Introduces employee to his or her coworkers
Training
Employee training is an important HRM activity. As job demands change, employee skills have to be altered and updated
Performance Management System
A process of establishing performance standards and evaluating performance in order to arrive at objective HR decisions, as well as to provide documentation to support those decisions
What happens when discipline falls short?
Discipline
Actions taken by a manager to enforce an organization’s standards and regulations
Employee Job Counselling
A process designed to help employees overcome performance-related problems
Compensation and Benefits
Managers must develop a compensation system that reflects the changing nature of work and the workplace in order to keep people motivated
Skill-based pay:
A pay system that rewards employees for the job skills and competencies they can demonstrate.
