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Study Guide

[MHR 523] - Final Exam Guide - Comprehensive Notes fot the exam (48 pages long!)


Department
Human Resources
Course Code
MHR 523
Professor
Rupa Banerjee
Study Guide
Final

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Ryerson
MHR 523
FINAL EXAM
STUDY GUIDE

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MHR523 Chapter 1 Notes
The Human Resources Movement: Concern for People and Productivity
Phase 1
o Early 9s, (RM then called personnel administration was responsible for hiring and
firing, running the payroll department, and administered benefits
Phase 2
o After the Depression of the 1930s
o Minimum wage act, unemployment insurance program, protection of workers’ right to belong
to unions
o HRM was responsible for orientation, performance appraisal, employee relations
Phase 3
o A direct result of government legislation passed during the 1960s to the 1980s
o Technological advances resulted in outsourcing much of the operational HR activities
Phase 4
o The current phase, where the role of HR departments has evolved to that of helping their
organization achieve its strategic objectives
Credible Activist: a core HR competency is that of being both credible (respected,
listened to, trusted) and active (takes a position, challenges assumptions)
Culture and Change Steward: the ability to appreciate, help shape, and articulate an
organization’s corporate culture includes understanding, guiding, and reacting to both
internal and external stakeholder expectations
Talent Manager and Organizational Designer: plays a role in lowering labour costs,
particularly in the service sector
Strategy Architect: integrates internal stakeholder and external stakeholder
expectations
Operational Executer: expected to be change agents who lead the organization and its
employees through organizational change
Business Ally: plays a role in environmental scanning
External Environmental Influences
Economic Conditions
o When the economy is healthy, companies often hire more workers as demand for products and
services increases
o Productivity
Labour Market Issues
o Increasing Workforce Diversity includes demographic factors (race, gender, age) as well as
values and cultural norms
o Non-Standard or Contingent Workers non-permanent jobs (part-time, contract, temporary,
etc.)
Technology
o Data control, accuracy, the right to privacy, and ethics are of concern
o Able to monitor employee speed, accuracy, and efficiency; monitor email, voice mail, telephone
conversations, computer usage, employee behaviour (surveillance)
Government
o Different types of jurisdictions each have different minimum wage, overtime pay
requirements, vacation entitlement, and grounds protected under human rights legislation
Globalization
o Professionals need to become familiar with employment legislation in other countries and
need to manage ethical dilemmas when labour standards are substantially lower than those in
Canada
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Environmental Concerns
o Sustainability, climate change, global warming, pollution, carbon footprints, extinction of
wildlife species, ecosystem fragility
Internal Environmental Influences
Organizational Culture
o Communicates what the organization believes in and stands for
o Provides employees with a sense of direction and expected behaviour (norms)
o Shapes employees’ attitudes about themselves, the organization, and their roles
o Creates a sense of identity, orderliness, and consistency
o Fosters employee loyalty and commitment
Organizational Climate
o Can be friendly/unfriendly, open/secretive, rigid/flexible, innovative/stagnant
o Factors influencing the climate are management’s leadership style, (R policies/practices, and
the amount and style of organization communication
Management Practices
o Ex. the traditional bureaucratic structure with many levels of management is being replaced by
flatter organizational forms using cross-functional teams and improved communication;
employee empowerment has greatly increased
Growing Professionalism in HRM
Characteristics of HR practitioners/professionals:
o A common body of knowledge
o Benchmarked performance standards
o A representative professional association
o An external perception as a profession
o A code of ethics
o Required training credentials for entry and career mobility
o An ongoing need for skill development
o A need to ensure professional competence is maintained and pit to socially responsible uses
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