capacity to work
- Whether the worker actually produces anything during this time and whether the worker produces what the employer wants is uncertain. It is up to the employer to turn the capacity to work into actual productive work.
- In this way, employment entails cooperation between workers (sometimes called “labour”) and employers (sometimes called “capital”), because both parties benefit from a profitable business.
- A capitalist economy is characterized by the private ownership of capital, the allocation of resources through market mechanisms, and the profit imperative.
- Workers enter an employment relationship, in part, because they must exchange their labor with an employer in order to acquire money. They require this money to purchase the necessities of life.
- Gender-based Analysis Plus is an analytical process used by several Federal government departments to assess the different experiences of women, men and non-binary people to policies, programs and initiatives.
human resource management
- Human resource management encompasses a variety of tasks designed to ensure that the work required by the employer is completed as efficiently as possible. More specifically, HRM is intended to maximize the profitability the employer realizes from employing workers. This is consistent with the profit imperative that most employers face in capitalist economies.
- workers agree to provide their time and skills
- In a labour market, employers buy and workers sell the workers’ capacity to work
- Is concerned with analysing how a workforce’s labour power (its ability to work) is directed towards the production of commodities (goods and services) that can be sold at a profit.
- Given this, it is fair to say that most jobs are designed on a “male” model of employment. Specifically, jobs are designed assuming that paid employment is the primary task of the employee, and social reproduction is handled by someone else. This pattern often pressures women to “choose” part-time or flexible positions in order to accommodate their other responsibilities.
- Employment that is not full-time, permeant position. i.e., part-time, self-employed, seasonal, temporary, or contract work
- Some HRM practitioners—most often those who work in unionized workplaces—acknowledge that organizational conflict is endemic and stems from conflicting interests. This pluralist approach typically focuses on finding ways to identify and manage such conflicts.
- These workers are frequently referred to as being “precariously employed” because they are often poorly paid, have little job security, and lack statutory and employment benefits
- (i.e., wages and benefits).
- Social reproduction is the process by which a particular social structure is perpetuated over time.
- One of the strategies most often employed to disguise that HRM is an exercise of power is to assert that workers and employers have common interests (which, in some instances, they do). This is frequently referred to as a “unitarist view” of employment. In this view, HRM decisions are simply technical decisions about how to best achieve these common interests.
- Between men and women in the labor market
- This wage-effort bargain involves how hard employees are going to work, given the terms and conditions of their employment contract. This bargain is sometimes referred to as a “psychological contract” between workers and their employer.
- The first agreement that workers strike with employers about wages is called the “wage-rate bargain.”
- What is the purpose of human resource management, according to the textbook?
a. Successful organizations are particularly adept at bringing together different kinds of people to achieve a common purpose. This is the essence of human resources management (HRM). HRM involves a wide variety of activities, including analyzing a company’s competitive environment and designing jobs so that a firm’s strategy can be successfully implemented to beat the competition.
- What are the major functions performed by human resource professionals? How are these functions related to one another? (You may wish to draw a diagram to show these relationships.)
a. This, in turn, requires identifying, recruiting, and selecting the right people for those jobs; training, motivating, and appraising these people; developing competitive compensation policies to retain them; grooming them to lead the organization in the future—the list goes on.
- What will be the most important issue or challenge facing HRM in the future? How will this issue or challenge affect the practice of HRM?
. Gauging the knowledge and skill base of international workers and figuring out how best to hire and train them, sometimes with materials that must be translated into a number of different languages, are also issues for firms. Relocating managers and other workers to direct the efforts of an international workforce is a challenge as well.