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TABLE OF CONTENTS COMM 203 HRM 11 PART 1 THE HUMAN RESOURCE ENVIRONMENT 11 Chapter 1: Strategies, Trends, And Challenges In Human Resource Management 11 Earning A Reputation As A Great Employer 11 Why Are People So Valuable? 12 What Are The Responsibilities Of Hr Departments? 12 ANALYZING AND DESIGN...

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TABLE OF CONTENTS COMM 203 HRM

11

PART 1 - THE HUMAN RESOURCE ENVIRONMENT

11

Chapter 1: Strategies, Trends, And Challenges - In Human Resource Management

11

Earning A Reputation As A Great Employer

11

Why Are People So Valuable?

12

What Are The Responsibilities Of Hr Departments?

12

ANALYZING AND DESIGNING JOBS

13

RECRUITING AND HIRING EMPLOYEES

13

TRAINING AND DEVELOPING EMPLOYEES

13

MANAGING PERFORMANCE

13

COMPENSATION AND REWARDS

13

MAINTAINING POSITIVE EMPLOYEE AND LABOUR RELATIONS

14

ESTABLISHING AND ADMINISTERING HUMAN RESOURCE POLICIES

14

ENSURING COMPLIANCE WITH FEDERAL AND PROVINCIAL LEGISLATION

14

Why Focus On Strategy?

14

PRODUCTIVITY IMPROVEMENT

14

EXPANDING INTO GLOBAL MARKETS

14

the global workforce

14

international assignments

15

OUTSOURCING

15

MERGERS AND ACQUISITIONS

15

What Competencies Do Hr Professionals Need?

15

Ethics In Hrm

16

What Are The Hr Responsibilities Of Supervisors And Managers?

16

Careers In Hrm

16

CHRP DESIGNATION

How Is The Labour Force Changing?

16

16

AN AGING WORKFORCE

17

A DIVERSE WORKFORCE

17

SKILL DEFICIENCIES OF THE WORKPLACE

17

What Is A High-Performance Work System?

17

KNOWLEDGE WORKERS

17

EMPLOYEE ENGAGEMENT

18

TEAMWORK

18

INCREASING LEVELS OF EDUCATION

18

How Is Technological Change Impacting Hrm

18

THE INTERNET ECONOMY

18

ELECTRONIC HUMAN RESOURCE MANAGEMENT (E-HRM)

19

sharing of human resource information

How Is The Employment Relationship Changing?

19

19

A NEW PSYCHOLOGICAL CONTRACT

19

FLEXIBILITY

19

flexible staffing levels

19

flexible work schedules

19

Chapter 2: The Legal Context - For Hrm And Creating Safe And Healthy Workplaces

20

Valuing Diversity

20

Creating A Culture Of Health And Safety

20

The Legal Framework For Hrm

20

Protecting Human Rights

21

HOW WOULD YOU KNOW

…?

21

differential treatment

21

mandatory retirement

21

WHAT IS THE EMPLOYER'S DUTY TO ACCOMMODATE?

21

WHAT ABOUT HARASSMENT?

22

Employment Equity

22

Protection Of Privacy

22

PERSONAL INFORMATION PROTECTION AND ELECTRONIC DOCUMENTS ACT (PIPEDA)

Employment/Labour Standards RECENT CONTROVERSY AND CHANGES

22

22 22

Pay Equity

22

How Are The Laws Enforced?

23

HUMAN RIGHTS COMMISSIONS

23

PRIVACY COMMISSIONERS

23

Workplace Health And Safety

23

INTERNAL RESPONSIBILITY SYSTEM

23

WORKPLACE HEALTH AND SAFETY COMMITTEES

23

GENERAL AND SPECIFIC DUTIES

23

ENFORCEMENT OF HEALTH AND SAFETY REGULATIONS

23

EMPLOYEE RIGHTS AND RESPONSIBILITIES

23

IMPACT OF OCCUPATIONAL HEALTH AND SAFETY LEGISLATION

23

Employer-Sponsored Health And Safety Programs

23

IDENTIFYING AND COMMUNICATION JOB HAZARDS

24

REINFORCING SAFE PRACTICES

24

EMPLOYEE WELLNESS PROGRAM

24

EMPLOYEE ASSISTANCE PROGRAM (EAP)

24

PROMOTING SAFETY INTERNATIONALLY

24

PART 2 - PREPARING FOR AND ACQUIRING HUMAN RESOURCES

24

Chapter 3: Analyzing Work And Designing Jobs

24

Introduction

24

What Is Work Flow Analysis?

25

HOW DOES THE WORK FIT WITH THE ORGANIZATION'S STRUCTURE

Job Analysis

25

25

IMPORTANCE OF JOB ANALYSIS

25

OUTCOME OF JOB ANALYSIS: JOB DESCRIPTIONS

26

OUTCOME OF JOB ANALYSIS: JOB SPECIFICATION

26

SOURCES OF JOB INFORMATION

27

POSITION ANALYSIS QUESTIONNAIRE

27

FLEISHMAN JOB ANALYSIS SYSTEM

27

TRENDS IN JOB ANALYSIS

27

Job Design

28

DESIGNING EFFICIENT JOBS

28

DESIGNING JOBS THAT MOTIVATE

28

job enlargement

28

job enrichment

29

self-managing work teams

29

flexible work schedules

29

remote work arrangements

30

DESIGNING ERGONOMIC JOBS DESIGNING JOBS THAT MEET MENTAL CAPABILITIES AND LIMITATIONS

Chapter 4: Planning For And Recruiting Human Resources What Is Workforce Planning? FORECASTING

30 30

31 31 31

forecasting the demand for labour

31

forecasting the available supply of labour

31

determining labour surplus or shortage GOAL SETTING AND STRATEGIC PLANNING

32 32

downsizing

33

reducing hours

33

early-retirement programs

33

employing temporary and contract workers

33

outsourcing

33

overtime and expanded hours

33

IMPLEMENTING AND EVALUATING THE WORKFORCE PLAN

34

APPLYING WORKFORCE PLANNING TO EMPLOYMENT EQUITY

34

What Is Succession Planning?

34

Recruiting Human Resources

34

Human Resource Policies

35

Recruitment Sources

35

INTERNAL SOURCES

35

EXTERNAL SOURCES

35

direct applicants and referrals

35

ads in newspapers and magazines

35

electronic recruitment

36

public employment agencies

36

staffing services companies

36

universities and colleges

36

EVALUATING THE QUALITY OF A SOURCE

Recruiter Traits And Behaviours

36

36

CHARACTERISTICS OF THE RECRUITER

36

BEHAVIOUR OF THE RECRUITER

37

ENHANCING THE RECRUITER'S IMPACT

37

Chapter 5: Selecting Employees

37

What Are The Steps In The Selection Process?

37

What Are The Criteria For Evaluating Selection Methods?

37

RELIABILITY

37

VALIDITY

37

criterion-related validity

38

content and contract validity

38

ABILITY TO GENERALIZE

38

PRACTICAL VALUE

38

What Are The Legal Standards For Selection?

38

Job Applications And Résumés

38

APPLICATIONS

39

RÉSUMÉS

39

REFERENCES

39

BACKGROUND CHECKS

39

Employment Tests And Work Samples

39

PHYSICAL ABILITY TESTS

40

COGNITIVE ABILITY TESTS

40

JOB PERFORMANCE TESTS AND WORK SAMPLES

40

PERSONALITY INVENTORIES

40

HONESTY, ALCOHOL, AND DRUG TESTS

40

MEDICAL EXAMINATIONS

40

Interviews

40

INTERVIEWING TECHNIQUES

40

ADVANTAGES AND DISADVANTAGES OF INTERVIEWING

41

PREPARING TO INTERVIEW

41

Selection Decisions

41

HOW ORGANIZATIONS SELECT EMPLOYEES

41

COMMUNICATING THE DECISION

41

PART 3 - MANAGING TALENT

42

Chapter 6: Training And Developing Employees

42

Training, Learning, And Development Linked To Organizational Needs And Strategy

42

What Is Needs Assessment?

42

ORGANIZATION ANALYSIS

42

PERSON ANALYSIS

43

TASK ANALYSIS

43

Readiness For Training

43

EMPLOYEE READINESS CHARACTERISTICS

43

WORK ENVIRONMENT

43

How To Plan And Design The Training Program

43

OBJECTIVES OF THE PROGRAM

43

IN-HOUSE OR CONTRACTED OUT?

43

What Training Methods Are Available? CLASSROOM INSTRUCTION

44 44

AUDIOVISUAL TRAINING

44

COMPUTER-BASED TRAINING

44

ON-THE-JOB TRAINING

44

SIMULATIONS

45

BUSINESS GAMES AND CASE STUDIES

45

BEHAVIOUR MODELLING

45

EXPERIENTIAL PROGRAMS

45

TEAM TRAINING

45

ACTION LEARNING

45

Implementing And Evaluating The Training Program

45

PRINCIPLES OF LEARNING

46

MEASURING RESULTS OF TRAINING

46

EVALUATION METHODS

46

Applications Of Training

47

ORIENTATION OF NEW EMPLOYEES

– ONBOARDING

DIVERSITY TRAINING

Approaches To Employee Development

47 47

47

DEVELOPMENT FOR CAREERS

47

FORMAL EDUCATION

48

ASSESSMENT

48

360-degree feedback JOB EXPERIENCES

48 49

job enlargement

49

job rotation

49

transfers, promotions, and downward moves

49

temporary assignments with other organizations

50

INTERPERSONAL RELATIONSHIPS

50

mentors

50

coach

50

Career Management Systems

50

DATA GATHERING

51

FEEDBACK

51

GOAL SETTING

51

ACTION PLANNING AND FOLLOW-UP

51

Development-Related Challenges THE GLASS CEILING

51 52

DYSFUNCTIONAL MANAGERS

Chapter 7: Managing Employees' Performance

52

52

The Process Of Performance Management

52

What Are The Purposes Of Performance Management

52

What Are The Criteria For Effective Performance Management?

52

How Is Performance Measured?

53

MAKING COMPARISONS

54

RATING INDIVIDUALS

54

rating attributes

54

rating behaviours

54

measuring results

55

balanced scorecard

56

What Are The Sources Of Performance Information?

56

MANAGERS

56

PEERS

56

DIRECT REPORTS

56

SELF

57

CUSTOMERS

57

Errors In Performance Measurement TYPES OF RATING ERRORS

57 57

similar to me

57

contrast

57

errors in distribution

57

recency emphasis

57

focus on activities

57

halo and horns

57

WHAT CAN BE DONE TO REDUCE ERRORS

57

POLITICAL BEHAVIOUR IN PERFORMANCE APPRAISALS

57

Performance Feedback

58

SCHEDULING PERFORMANCE FEEDBACK

58

PREPARING FOR A FEEDBACK SESSION

58

CONDUCTING THE FEEDBACK SESSION

58

Performance Improvement

59

What Are The Legal And Ethical Issues?

59

LEGAL REQUIREMENTS FOR PERFORMANCE MANAGEMENT

59

EMPLOYEE MONITORING AND EMPLOYEE PRIVACY

59

PART 4 - COMPENSATING AND REWARDING HUMAN RESOURCES

59

Chapter 8: Total Rewards

59

Decisions About Base Pay

60

What Are The Legal Requirements?

61

Economic Influences On Pay

61

PRODUCT AND LABOUR MARKETS

61

PAY LEVEL: DECIDING WHAT TO PAY

61

GATHERING INFORMATION ABOUT MARKET PAY

61

HOW DO EMPLOYEES JUDGE PAY FAIRNESS

61

Job Structure: Relative Value Of Jobs

61

Pay Structure: Putting It All Together

61

PAY RATES

62

PAY GRADES

62

PAY RANGES

62

Alternatives To Job-Based Pay PAY STRUCTURE AND ACTUAL PAY

Incentive (Variable) Pay

63 63

63

PAY FOR INDIVIDUAL PERFORMANCE

63

PAY FOR TEAM PERFORMANCE

64

gainsharing

64

team bonuses and awards

64

PAY FOR ORGANIZATIONAL PERFORMANCE

64

profit sharing

65

stock ownership

65

stock options

65

employee stock ownership plans

65

What Is The Role Of Employee Benefits?

65

What Benefits Are Required By Law?

66

What Optional Benefits Do Some Employers Provide?

66

PAID LEAVE

66

GROUP INSURANCE AND BENEFITS

66

RETIREMENT PLANS

66

FAMILY-FRIENDLY BENEFITS AND SERVICES

67

OTHER BENEFITS

67

Selecting Employee Benefits

67

AN ORGANIZATION'S OBJECTIVES

68

EMPLOYEES' EXPECTATIONS AND VALUES

68

FLEXIBLE BENEFITS

68

Communicating Total Rewards To Employees

68

Executive Compensation And Rewards

68

EXECUTIVE INCENTIVES AND BENEFITS

68

PERFORMANCE MEASURES FOR EXECUTIVES

68

ETHICAL ISSUES

69

PART 5 - MEETING OTHER HR GOALS

69

Chapter 9: Labour Relations

69

Role Of Unions And Labour Relations

69

NATIONAL AND INTERNATIONAL UNIONS

69

LOCAL UNIONS

70

HISTORY AND TRENDS IN UNION MEMBERSHIPS

70

WHAT IS THE IMPACT OF UNIONS IN COMPANY PERFORMANCE?

72

What Are The Goals Of Each Group?

72

GOALS OF MANAGEMENT

72

GOALS OF UNION

72

GOALS OF SOCIETY

72

Laws And Regulations Affecting Labour Relations PREVENTION OF UNFAIR LABOUR PRACTICES

What Is The Union Organizing Process?

73 73

73

THE PROCESS OF ORGANIZING

73

MANAGEMENT STRATEGIES

73

CAN A UNION BE DECERTIFIED?

73

Collective Bargaining BARGAINING OVER NEW COLLECTIVE AGREEMENTS

negotiation WHAT HAPPENS WHEN BARGAINING BREAKS DOWN?

73 74 74 74

strikes and lockouts

74

what are the alternatives to strikes and lockouts?

74

Administration Of The Collective Agreement

75

Labour-Management Cooperation

76

Chapter 10: Managing Human Resources Globally Hrm In A Global Environment

76 76

EMPLOYEES IN AN INTERNATIONAL WORKFORCE

77

EMPLOYERS IN THE GLOBAL MARKETPLACE

77

What Factors Affect Hrm In International Markets?

77

CULTURE

77

EDUCATION AND SKILL LEVELS

79

ECONOMIC SYSTEM

79

POLITICAL-LEGAL SYSTEM

79

Workforce Planning In A Global Economy

79

Selecting Employees In A Global Labour Market

79

Training And Developing A Global Workforce

80

TRAINING PROGRAMS FOR AN INTERNATIONAL WORKFORCE

80

CROSS-CULTURAL PREPARATION

81

GLOBAL EMPLOYEE DEVELOPMENT

81

Performance Management Across National Boundaries

81

Compensating And Rewarding An International Workforce

81

PAY STRUCTURE

81

INCENTIVE PAY

81

EMPLOYEE BENEFITS AND SERVICES

81

International Labour Relations

81

MANAGING EXPATRIATES

82

SELECTING EXPATRIATES

82

Preparing Expatriates

82

MANAGING EXPATRIATES' PERFORMANCE

82

COMPENSATING AND REWARDING EXPATRIATES

82

HELPING EXPATRIATES RETURN AND MINIMIZING TURNOVER

83

COMM 203 HRM PART 1 - THE HUMAN RESOURCE ENVIRONMENT Chapter 1: Strategies, Trends, And Challenges - In Human Resource Management Define HRM, identify roles + responsibilities of HR departments, & explain how HRM contributes to an organization's performance Summarize areas where HRM can support organizational strategies 3. Summaries types of competencies needed for HRM 4. Explain role of supervisors + managers in HRM 5. Describe typical careers in HRM 6. Describe trends in labour force composition & how they affect HRM 7. Discuss role of high-performance work systems & how technological developments are affecting HRM 8. Explain how the nature of employment relationship is changing & how the need for flexibility affects HRM

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EARNING A REPUTATION AS A GREAT EMPLOYER • labour markets more competitive = HR needs to provide for competitive global success on top of supporting organization's priorities - several annual national competitions —> eg. Top 100 Employer...