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Midterm

COMM181 Notes Readings for Midterm

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Department
Commerce
Course
COMM 181
Professor
Sean Field
Semester
Winter

Description
Chapter 1 • Human resources management (HRM): an integrated set of processes, programs, and systems in an organization that focuses on the effective deployment and development of its employees • HR Activities o Organizational, work, and job design o Planning o Recruitment and selection o Training and development o Performance management o Compensation (pay and benefits) o Occupational health and safety o Employee and labour relation • Line Manager: responsible for the product of service – people managers • HR professional: the HR practitioner’s primary role in today’s organization is to help equip the line manager with the best people practices so that the organization can be successful • Challenges: 1) Global Economy, 2) Survival of firms and business sectors, 3) Technology and quality, 4) Responses to environment and climate change, 5) Developing human capital and talent management, 6) Demographic and employee concerns • Globalization: moving local or regional business in to global marketplace • Downsizing: the planned elimination of jobs • Outsourcing: contracting outside the organization for work that was formerly done by internal employees. The small-business owner saves money, time and resources by outsourcing tasks such as accounting and payroll • Innovation skills o Creativity and continuous improvement skills o Risk-taking skills o Relationship-building skills o Implantation skills • Human resources information system (HRIS): a technology system that provides data for purposes of control and decision making • Six sigma: a process used to translate customer needs into a set of optimal tasks that are performed in concert with one another • ISO 9000: worldwide quality standards program • Benchmarking: finding the best practices in other organizations that can be brought into a company to enhance performance • Human capital: the individual’s knowledge, skills, and abilities that have economic value to an organization • Core competencies: a combination of knowledge, skills, and characteristics needed to effectively perform a role in an organization • Talent management: leveraging competencies to achieve high organization performance o Leadership development o Succession planning o Career planning o Performance planning o High-potential employee development o Learning and training o Competency management o Retention o Professional development • Strategic human resource management: identifying key HR processes and linking those to the overall business strategy Chapter 2 • Common law: our body of law that is developed as a result of judicial decisions • Contract law: the laws that relate to legal and binding agreements • Government Regulations: statutory law • Canada Labour Code: covers basic employment conditions, labour relations, and health and safety in the federal sector • Canadian Human Rights Act: applies to all federal government departments and agencies, Crown Corporations, and business and industries under federal jurisdiction, such as banks, airlines, railway companies, and insurance and communications companies • Personal Information Protection and Electronic Documents Act (PIPEDA): have direct influence on how companies and managers handle employee information and the rights of employees regarding this information • Systemic Discrimination: the exclusion of members of certain groups through the application of employment policies or practices based on criteria that are not job-related • Bona fide occupational qualification (BFOQ): a justifiable reason for discrimination based on business reasons of safety or effectiveness • Reasonable accommodation: attempt by employers to adjust the working conditions and employment practices of employees to prevent discrimination • Reverse discrimination: giving preference to members of certain groups such that others feel they are the subjects of discrimination • Harassment: any unwanted physical or verbal conduct that offends or humiliates the individual • Inquiry – early resolution and preventive mediation – filing a complaint – preliminary assessment – investigation – conciliation – tribunal • Employment equity: a distinct Canadian process for achieving equality in all aspects of employment • Designated groups: women, visible minorities, First Nations peoples, and persons with disabilities who have be disadvantaged in employment • Pay equity: the practice of equal pay for work of equal value • Diversity management: the optimization of an organization’s multicultural workforce in order to reach business objectives Chapter 9 • Employee rights: expectations of fair treatment from employers • Negligence: failure to provide reasonable care where such failure results in injury to consumers or other employees • Statutory rights: rights that derive from legislation • Contractual rights: rights that derive from contracts o Telling employees that their jobs are secure as long as they perform satisfactorily and are loyal to the organization o Stating in the employee handbook that employees will not be terminated without the right of defence or access to an appeal procedure o Urging an employee to leave another organization by promising higher wages and benefits, and then reneging after the person has been hired • Due process: employee’s right to a fair process in making a decision related to employment relationship • Discipline: (1) Treatment that punishes; (2) Orderly behaviour in an organizational setting; (3) Training that moulds and strengthens desirable conduct- or corrects undesirable conduct – and develops self-control • Progressive discipline: application of corrective measures by increasing degrees o Oral or verbal warning o Written warning o Suspension o dismissal • Positive, or nonpunitive, discipline: system of discipline that focuses on that early correction of employee taking total responsibility for correcting the problem • Wrongful dismissal: terminating an employee’s employment without just cause • Constructive dismissal: occurs when an employer changes an employee’s working conditions such that compensation, status, or prestige is reduced • Alternative dispute resolution (ADR): term applied to different types of employee complaint or dispute-resolution procedures • Mediation: the use of an impartial third party to help facilitate a resolution to employment disputes • Step-review system: system for revi
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