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Lecture 6

RSM219H1 Lecture Notes - Lecture 6: Organizational Chart, Human Relations Movement, Performance Appraisal

Rotman Commerce
Course Code
Bob Jefferies

of 12
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Chapter 1: The Strategic Role of Human Resources Management!
Human Resources Management: the management of people in organizations to drive
successful organizational performance and achievement of the organization’s strategic goals.
This involves formulating and implementing HRM systems (recruitment, performance appraisal
and compensation)!
Human Capital: The knowledge, education, training, skills and expertise of an organization’s
workforce !
Scientific Management (early 1900s): The process of scientifically analyzing manufacturing
processes, reducing productions cots and compensating employees based on their
performance levels!!
Human relations movement (mid 1900s): Belief that the attitudes and feelings or workers are
important and deserve more attention!
Human resources movement (late 1900s - present): a management philosophy focusing on
concern for people and productivity!
Outsourcing: the practice of contracting with outside vendors to handle specified business
functions on a permanent basis!
Operational HRM Responsibilities:!
1. planning future workforce requirements!
2. selecting employees!
3. orienting and training employees!
4. managing compensation and reward plans!
5. communicating with employees!
Strategy: a company’s plan for how it will balance its internal struggles and weaknesses with
external opportunities and threats to maintain a competitive advantage!
Change agents: specialists who lead the organization and its employees through organizational
HR Metrics: the use of statistics to measure the impact of HR activity on the business!
Balanced Scorecard: a measurements system that translates organization’s strategy into a
comprehensive set of performance measures!
Metrics Examples: Absenteeism, turnover/retention, safety, labour relations, recruiting and
External Influences on HR:!
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1. Economic Conditions!
2. Labour Market Issues!
3. Technology!
4. Government!
5. Globalization!
6. Environmental Concerns!
Internal Influences on HR:!
Organizational Culture: !
Organizational Climate:!
Management Practices:!!
Four Generations:!
1. Traditionalists!
2. Baby Boomers!
3. GenXers!
4. GenYers!
Chapter 2: The Changing Legal Emphasis!
The Legal Framework in Canada!
Employer: right to modify employee work terms for legitimate business needs!
Employee: right to be protected from harmful business practices!
Government: Balance needs to employer and employee!
Canadian Legislation!
Regulations: legally binding rules established by special regulatory bodies created to enforce
compliance with the law and aid in its interpretation !
Canada Charter of Rights and Freedoms: federal laws enacted in 1982 that guarantees
fundamental freedoms to all Canadians!
Freedoms: conscience and religion | thought, belief, expression and opinion | peaceful
assembly | association!
Equality Rights: Sec 15 of the Charter of Rights and Freedoms which guarantees the right to
equal protection and benefit of the law without discrimination!
Human Rights Legislation: legislation that prohibits intentional and unintentional discrimination
in employment situations and in the delivery of goods and services!
Employment Stands Act: establish minimum terms for: wages, overtime pay, paid holidays,
vacations, maternity/paternity leave, compassionate care leave, termination notice!
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it’s a distinction, exclusion or preference based on one of the prohibited grounds that has the
effect of nullifying or impairing the right of a person to full and equal recognition and exercise
this individual’s human rights and freedoms!!
Prohibited Grounds of Discrimination:!
Race, colour, creed/religion, sex, marital status, age, mental/physical disability, sexual
orientation, ethnic origin, family status, ancestry, political belief, association, source of income,
social condition, language, pardoned conviction, record of criminal conviction, assignment,
attachment or seizure of pay !!
Types of Discrimination:!
Intentional: direct, differential/unequal treatment: treating an individual differently in any aspect
of terms and conditions of employment based on any of the prohibited grounds!
Unintentional discrimination: constructive or systemic discrimination, embedded in policies
and practices that appear neutral on the surface and are implemented impartially, but have an
adverse impact on specific groups of people for reasons that are not job related or required for
the safe and efficient operation of the business!
e.g. height/weight requirements, internal hiring policies that do not embrace diversity, culturally
biased or non-job-related employment tests, organizational climate in which certain groups feel
(BFOR) Bona Fide Occupational Requirement: justifiable reason for discrimination based on
business necessity for safe and efficient operations, intrinsically required by job tasks!
e.g. must have sigh to drive a truck!
Undue Hardship: the point to which employers are expiated to accommodate employees under
human rights legislative requirements due to financial cost or health and safety risk!
Harassment: unwelcome behaviour that demeans, humiliates or embarrasses a person and that
a reasonable person should have known would be unwelcome!
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!
Glass Ceiling: an invisible barrier caused by attitudinal/organizational bias that limits the
advancement opportunities or qualified designated group members!