BU121 Lecture Notes - Criterion Validity, Human Resource Management, Job Evaluation

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21 Mar 2013
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BU121 Week 10 Lecture 2
Critical Success Factors
Achieving Financial Performance
Meeting Customer Needs
Providing Quality Goods and Services
o they have to care about their work and the business
Encouraging Innovation and Creativity
o employees have to be committed to do so
Gaining Employee Commitment
Key Chapter Concepts: Managing Human Resources and Labour Relations
Human resource management process
o Job analysis and design planning and forecasting job analysis*
Critical that you analyze what jobs need to be done (check text), can‟t do
anything else if you don‟t know what jobs need to be done, what they are,
and what type of person you need to do it
o Recruitment and selection
Objectives of recruitment
Validity and reliability of selection methods
Recruitment and selection: find a pool of people that you can choose from
(pool of people are recruitment, selection is the ones you choose, should
be the best)
o Training and development
Selection methods must show results, makes them be valid, reliability is a
matter of consistency
Training is making them have the basic skill sets, development is
developing their potential
o Performance planning and evaluation
After training/development, have to evaluate their performance through
planning and evaluation
Have to pay them well for them to be committed
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o Compensation and benefits
Job evaluation process
Pay Equity
Labour relations in a unionized environment
o Labour movement and Negotiations
Laws Employment Equity
o Employment laws encourage diversity and prevent discrimination
Trends
Recruitment Objectives
„Realistic‟ approach
o Want to keep the best group of people you select
o Want to use reality, not a selling job that will set them up for unrealistic
expectations and will confuse them, have to be honest, tell them pros/cons
o Recruitment is about branding yourself as a company to the employees
Employer Branding
o define target audience
o develop the employee value proposition
Employee value proposition: how you compare to competition, what
message do you want to give them
o communicate the brand
Generate a qualified pool of applicants
o selecting recruitment methods tools
o yield ratios- % of applicants that proceed to the next stage
o time lapse data from start of recruitment to start of work
Need to produce right yield of applicants and a good measurement of time
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Document Summary

Providing quality goods and services they have to care about their work and the business. Encouraging innovation and creativity: employees have to be committed to do so. Key chapter concepts: managing human resources and labour relations. Human resource management process: job analysis and design planning and forecasting job analysis* Recruitment and selection: find a pool of people that you can choose from (pool of people are recruitment, selection is the ones you choose, should be the best: training and development. Selection methods must show results, makes them be valid, reliability is a matter of consistency. Training is making them have the basic skill sets, development is developing their potential: performance planning and evaluation. After training/development, have to evaluate their performance through planning and evaluation. Have to pay them well for them to be committed: compensation and benefits. Labour relations in a unionized environment: labour movement and negotiations. Laws employment equity: employment laws encourage diversity and prevent discrimination.

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