COMMERCE 2BC3 Chapter Notes - Chapter 1: Professional Certification, Offshoring, Crisis Management

• School: McMaster University
• Department: Commerce
• Course: COMMERCE 2BC3
• Professor: Aaron Schat

Document Summary

Uses an amount of all 8 for company performance. The start point, is really good job analysis, the job design. Job descriptions are sometimes out of date or ignored. If (cid:449)e (cid:449)a(cid:374)t e(cid:373)plo(cid:455)ees to (cid:271)eha(cid:448)e i(cid:374) a (cid:272)ertai(cid:374) (cid:449)a(cid:455) it"s i(cid:373)porta(cid:374)t to tell the(cid:373) the sa(cid:373)e (cid:449)a(cid:455) o(cid:448)er and over, not conflicting from different parts of the system. Recruitment- hr department prescreening and recruitment, interview and selection is manager. Compensation- administered hr department, but up to manager and employees what they like and do(cid:374)"t like a(cid:271)out it. I(cid:374) s(cid:373)all (cid:271)usi(cid:374)esses there usuall(cid:455) is(cid:374)"t a spe(cid:272)ifi(cid:272) hr perso(cid:374: medium sized, are hr generalists, who specialize in many parts. Largest companies, are hr specialists, employee benefits, one on agreements, one on medical benefits: scope of role and responsibility is drive by, size of company, nature of their workforce, industry, and the values of company management. Hr professionals: types of jobs in hr, hr generalist: al practices, specialist: specialize in different roles, ex.