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MHR523 Midterm Notes.doc

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Ryerson University
Human Resources
MHR 523
Pat Sniderman

MHR523 Midterm Notes 1. 6 HRM Responsibilities*: 1. Job Analysis - The procedure for determining the tasks, duties, and responsibilities of each job, and the human attitudes (in terms of knowledge, skills, abilities) required to perform it 2. HR 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 strategic objectives 3. Selecting Employees - Process of choosing among individuals who have been recruited to fill existing or projected job openings 4. Training Employees (not on midterm) 5. Managing Compensation - Job analysis information is also essential for determining the relative value of and appropriate compensation for each job 6. Communicating with Employees (not on midterm) 2. 5 External Environmental Influences on HR*: 1. Economic Conditions - Affect supply and demand for products and services, which, in turn, have a dramatic impact on the number and types of employees required as well as an employers ability to pay wages and provide benefits 2. Labour Market - Canadas workforce is among the most diverse in the world. Diversity refers to the attributes that humans are likely to use to tell themselves that person is different from me. These attributes include demographic factors (such as race, gender, age) as well as values and cultural norms 3. Government - Various laws enacted by governments have had and will continue to have a dramatic impact on the employer-employee relationship in Canada. One of the factors that make employment law in Canada so challenging is that there are 14 different jurisdictions involved. Each province and territory in Canada has its own human rights, employment standards, labour relations, health and safety, and workers compensation legislation 4. Technology - From all the social networking sites, it seems like there is a wide range of technology available to organizations today. All of this technology can make working in a managing a dispersed workforce easier and can enable people to work anywhere and everywhere. 5. Globalization - The emergence of a single global market for most products and services. This growing integration of the world economy into a single, huge marketplace is increasing the intensity of competition and leading most organizations to expand their operations around the world 3. 5 Legal Frameworks for Employment Law in Canada: 1. Constitutional Law - Legal framework for employment 2. Legislated Acts of Parliament - Legal framework for employment 3. Regulations - Legally binding rules established by the special regulatory bodies created to enforce compliance with the law and aid in its interpretation 4. Contract Law - Governs collective agreements and individual employment contracts 5. Common Law - The accumulation of judicial precedents that do not derive from specific pieces of legislation 4. 2 Types of Discrimination: 1. Intentional intentionally discriminating a group - Direct, differential/unequal treatment, indirectly, based on association - Deliberately refusing to hire, train, or promote an individual on any of the prohibited grounds (ie: not being hired for a job due to ones race or gender) 2. Unintentional apparently neutral policies that hurt a group - Is the most difficult to combat and detect - 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 (ie: minimum height requirement) 5. 2 Types of Sexual Harassment: 1. Sexual Coercion sexual harassment in exchange for tangible benefits such as promotion or preventing being fired - Involves harassment of sexual nature that results in some direct consequence to the workers employment status or some gain in or loss of tangible job benefits 2. Sexual Annoyance sexual harassment without link to tangible benefits - Sexually related conduct that is hostile, intimidating, or offensive to the employee but has no direct link to tangible job benefits or loss thereof 6. 4 Designated Groups*: 1. Women- Under-represented in some jobs, such as engineering, natural sciences, mathematics - This trend is unlikely to change in the near future since women are still under-represented in university programs in these fields 2. Aboriginals - These people in the workforce are concentrated in low-skill, low paid jobs such as trades helpers - The unemployment rate is significantly higher than the rate among non-Aboriginals 3. Visible Minorities - They are typically unable to obtain employment that takes full advantage of their knowledge skills and abilities (KSAs) and thus face underemployment 4. Disabled People - About 45% of people with disabilities are in the labour force, compared with almost 80% of the non- disabled population - The median employment income of workers with disabilities is 83% of that of other Canadian workers 7. 7 Plights of the Discriminated Groups: 1. Lower Pay (not in textbook) 2. Occupational Segregation - The existence of c
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