Human Resources

Human Resource Management
Refers to the management of people within an organization
What HR does ?
Legal Compliance
Employee & Labour Relations
Total Rewards
Analyzing and designing jobs
Recruiting & Hiring
Training & Developing
Managing Performance
HR Polices
Traditional HR vs Modern HR view
HR was seen as an expense, but now is considered an asset
Knowledge Workers
Employees whose main contribution is specialized knowledge
Employee Engagement
The extent that employees are satisfied, committed to, and prepared to support what is important to the organization
Companies demand:
Excellent customer service, high productivity, employees to take responsibility for their careers
Employees Want:
Flexible work schedules (?), effective work environment, more control, training and development, financial incentives (?)
9 prohibited grounds of discrimination
Age
Race
Sex
Colour
Marital Status
Religion
Sexual Orientation
Mental & Physical disability
Ethnic Origin
Bona Fide Occupational Requirement
Rationale
Good Faith
Reasonable Necessity
Duty to Accommodate
respect dignity
discrimination must be legally defensible
most appropriate accommodation should be undertaken
Employment Equity to:
women
aboriginals
visible minorities
people with disabilities
Sexual Coercion
Harassment of a sexual nature that results in some direct consequence to the worker’s employment status or some gain in or loss of tangible job benefits
Sexual Annoyance
Sexually related conduct that is hostile, intimidating, or offensive to the employee but has no direct link to tangible job benefits or loss thereof
Job Analysis
A process by which information about jobs is systematically gathered and organized
Job Description
statement of duties, responsibilities, reporting relationships, and working conditions of the job
Job Specifictions
statement of requisite knowledge, skills, and abilities needed to perform the job
Behavioral Aspects (job design)
job enlargement, job rotation, job enrichment, team based job design
Ergonomic Aspects (job design)
Physical Needs of workers
Human Resource Planning
The process of forecasting future human resources requirements to ensure that the organization will have the required number of employees with the necessary skills to meet its strategic objectives
Recruitment
The process of searching out and attracting qualified job applicants, which begins with the identification of a position that requires staffing and is completed when résumés and/or completed application forms are received from an adequate number of applicants
Employer Branding
the image of an organization based on the benefits of being employed by that organization
Employer Branding ( 3 steps)
-define the target audience, where to find them, and what they want from an employer.
-develop the employee value proposition, and the reasons why the organization is a more attractive employer.
-communicate the brand by incorporating the value proposition into all recruitment efforts.
Yield Ratio
percentage of applicants that proceed to next stage of selection
Six Steps for selection process
Preliminary applicant screening
Selection Process
Selection Interview
Background investigation/Reference checking
Supervisory interview and realistic job preview
Hiring decision and candidate notification
Reliability
-the degree to which selection procedures yield comparable data over time
-in other words, the degree of dependability, consistency, or stability of the measures used
Validity
the accuracy with which a predictor measures what it is intended to measure