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HRM Team Assignment 1

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Assignment Name: Building A Human Resource Department

College : Centennial College , Progress Campus Course :Human Resource Management Course code :HRPD 706 002 Section :004

Instructor : Date of Submission :

Sheldon Shiewitz June 3rd , 2019

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HRM Team Assignment 1

What factors have led Don and Debra to consider establishing a role for a human resource practitioner? Factors for consideration:

Growing diversity in the organization as the business expanded and acquisition of two other small companies was made.

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Handling and delegating basic office tasks to ensure that office operates smoothly and efficiently.

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Meeting the legislatively specified standards related to financial and administrative matters.

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Complying with emerging laws relating to business and Human resource of organization.

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Maturity and diplomacy in presenting controversial points and safeguarding the interest of self and workers with respect of law.

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Adequate information of service laws and policy.

Outline [and explain] the HR functions [and /or processes] which will be required … immediately, and then as the organization grows. a) Instantaneously and then There are certain important HR functions which will be required immediately 

Stop such harassment policies

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Create a procedure for investigating and reporting such circumstances

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Respond to allegation in a timely manner

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Appropriate resources must be applied to resolve the complaint

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Persons indulge in or with the complaint should be protected

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

HRM Team Assignment 1

It is important to make and keep written notes about events leading to the complaints including where it happen, what happen, how it happen, who saw it happen

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Methods of investigation should be serious and fair

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Strict action should be taken against the defaulter in this case.

b) As the organization grows 

Organization should create strict harassment policies.

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They should have policy of zero tolerance policy.

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Organization must set up programs for awareness of harassment policies.

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Organization should have respectful workplace policy and regularly monitored emails, social media and text messages for incidents related to harassment

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Require employee to sign an anti-harassment agreement.

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Employees must be aware of the strict legal actions that can be taken against them in case anyone offends the HR policies relating to Sexual harassment.

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HRM Team Assignment 1

Explain how the HR role in this [or any organization] would change, as it moves from addressing the needs of a smaller organization, to those of a much larger organization. Human resources is an essential factor in running a successful business and achieving its goals effectively. As per the given situation and even otherwise where a small organisation is emerging to be a big one with large numbers Of employees the role of HR also changes in different aspects likewise duties and responsibilities, managing large number of people, recruitment process, etc. With the growth of number of people grows the variety of people. Organisations with larger employee base in tend to have people from diverse race, culture, backgrounds, gender, etc. Having HR policies which would support all the people from different backgrounds and different places is very necessary and is really difficult. The larger organizations would have to define its policies.

Create a Sexual Harassment Policy with associated practices, which could have ameliorated the incident described in the case. Which law[s] or legislation would be applicable?

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HRM Team Assignment 1

Sexual Harassment policy Policy declaration- This provocation approach format is arranged to be exceptionally fitted to association requirements as well as ought to see as initial stage designed for set up an association courses of action. Policy brief & purpose- Our Sexual harassment approach plans to secure people in our organization from undesirable lewd gestures as well as to provide rules to report occurrences & likewise clarify how to take care of claims, repel obscene conduct, and assist misused individuals get better. We won't endure inappropriate behaviour in our workplace in any shape or structure. Our way of life depends on common regard and joint effort. Inappropriate behaviour is a genuine infringement of those standards. Scope - This approach applies to each individual in our organization paying little mind to sex, sexual direction, level, work, position, and all ensured attributes. Moreover, all members collectively indebted for conforming at arrangement. Policy elements Sexual harassment-it is uninvited undeviating of sexual sort who causes a individual to endure insulted, mortified as well as compromised. It fuses circumstance where an individual is approached to verify in sexual development as a state of that individual's the same old thing, just as conditions which make a situation having unfriendly, scaring or mortifying for the beneficiary. It has various sorts of variable reality. Any person explicitly bothers someone when they: · Assault somebody else's near to domestic space (for illustration off-base contacting). · Stalk, alarm, compel or compromise somebody else to induce them to participate in sexual acts.

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HRM Team Assignment 1

· Hint, plan or else ask sexual favours of any sort. · Commenting in somebody’s look, clothing, or sex within harmful or else generalizing way producing awkwardness. · The foremost uncommon sort of sexual badgering is rape. This can be a genuine wrongdoing and our organization will bolster specialists who got for charging in opposition to blameworthy parties. Regulations on sexual harassment 

Nobody has the option to explicitly hassle our representatives Any person in our organization who is discovered reprehensible of veritable goading will be finished, regardless of whether they are VPs or associates..

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Sexual provocation is never too minor to even think about handling. Any sort of badgering can wear out agents and make an unpleasant workplace. We'll listen each case and repel liable gatherings reasonably.

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The individuals who backing or disregard inappropriate behaviour are as much to blame as guilty parties. Administrators particularly are grateful for avoiding inappropriate behaviour plus take steps for having doubts otherwise get information. Releasing the conduct also empowering and achieving activities related to discipline. Any individual observing -

Occurring inappropriate behaviour or has different sorts of evidence should answering HR manager. How to report sexual harassment On the off chance that you need to report inappropriate behaviour inside our organization, there are two choices: · Request a dire gathering through HR chief or else administrator. · Send your objection by means of email.

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HRM Team Assignment 1

In the event that you report strike to the police, our organization will give any conceivable help until the issue is settled. Regardless, we will guarantee you are not defrauded and that you approach important proof acceptable in court, similar to security video film or messages (without uncovering private data about different workers.) Helping harassment victims from looking into cases and harassment guilty parties, we need to help the casualties of lewd behaviour. Experiencing damages, strain and various signs as of incitement, examine: 

Taking a couple of stretched out lengths of disabled leave to re-establish your psychological well-being.

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Asking your protection supplier whether they spread excited flourishing administrations.

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Discussing with Employee Assistance Program Officer for assessing options.

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Verbal communication with our allocated advisor.

Laws for sexual harassment · Human Rights Code · Occupational Health and Safety Act.

Identify and explain 5 other specific pieces of Ontario legislation, which they need to be aware of, and what each are intended to address.

HRM Team Assignment 1

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There are several pieces of Ontario legislation with can be kept in mind such as 

Here in Ontario every worker is entitled to receive a minimum wage this is specified under the employment standards act of the Ontario, which is defined under Ministry of Labour. It states that every general employee working in Ontario is entitled to receive the minimum wage of $14 per hour.

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Pay Equity Act, 1990 last amended in May 2019 describes that every worker should receive equal pay for equal value of work irrespective of their age, race, gender, culture, etc.

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It is obligation of the business to guarantee the wellbeing and security of the labourers on their duties no job should cause any harm to the human resource at company. Occupational Health and Safety Act describes this provision of Ministry of labour.

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Discrimination on the basis of Race, shading, religion or statement of faith, National or ethnic cause citizenship, age, sex, physical or mental handicap, sexual direction, conjugal or family status is strictly prohibited under human rights of Ontario code governed by Ministry of Attorney General

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Ontario Human Right Commission governs and prevents the sexual harassment at Ontario. Code carefully restricts all types of separation dependent on sex – and this incorporates lewd behaviour. The Code applies to five "social" regions:

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Services, products and offices (counting training) , lodging, contracts, work, participation in professional affiliations, for example, worker's guilds.

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HRM Team Assignment 1

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HRM Team Assignment 1

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HRM Team Assignment 1

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HRM Team Assignment 1...