Study Guides (390,000)
CA (150,000)
Ryerson (10,000)
MHR (500)
MHR 523 (200)
Study Guide

MHR 523- Final Exam Guide - Comprehensive Notes for the exam ( 53 pages long!)


Department
Human Resources
Course Code
MHR 523
Professor
Danielle Lamb
Study Guide
Final

This preview shows pages 1-3. to view the full 53 pages of the document.
Ryerson
MHR 523
FINAL EXAM
STUDY GUIDE

Only pages 1-3 are available for preview. Some parts have been intentionally blurred.

Only pages 1-3 are available for preview. Some parts have been intentionally blurred.

Human Resources Week 1
Human Resources Management
-the management of people in organizations to drive successful organizational
performance and achievement of organization’s strategic goals
-involves employees
-manages and maximizes human capital
Human Capital
-the knowledge, education, training, skills, and expertise of an organization’s
workforce (things you bring to the workplace)
-Ex. investing in education —> transferable
Changing Attitudes at Work
Fredrick Taylor
Scientific Management — revolutionized the workplace
The Hawthorne Studies
-Studies conducted at the Hawthorne plant of Western Electric that were
concerned with the impact of fatigue, rest pauses, and lighting on employee
productivity
-The studies illustrated how psychological and social processes affect
productivity and work adjustment
-Shows that paying attention to employees (humans in general) gets them to
work harder
Human Resouces Movement
Phase 1 - early 1900’s
-Personal admin; getting paycheques, etc
Phase 2 - 1930’s — 1950’s
-Union liaison, working laws, compliance with new laws
-Orientation, performance appraisal, employee relations
Phase 3 — 1960’s — 1980’s
-Human resources management
-Outsourcing of many administrative functions
-( Outsourcing: practice of contracting with outside vendors to handle specific
business functions on a permanent basis )
-Emphasis on contribution and proactive management of people
find more resources at oneclass.com
find more resources at oneclass.com
You're Reading a Preview

Unlock to view full version

Only pages 1-3 are available for preview. Some parts have been intentionally blurred.

Phase 4 — 1900’s to present
-Every line manager must posses basic HR skills
-Help achieve strategic objectives
-New roles: activist, change steward, talent manager/organizational desginer,
operations executor and business ally
Environmental Influences on HRM
Internal Influences
-Organizational culture
-Organizational climate
-Management practices
External Influences; increasing workforce diversity
Generational differences: age difference results in different values
Traditionalist (pre 1946)
Baby Boomers (1946-1964)
Generation X (1965 —1980)
Generation Y (1981 — present)
Labour Market Issues
-Higher overall level of eduction, however higher level of functional illiteracy
-Increased non- standard or contingent workers
-part time
-temp
-home
-self employed
Technology
-New technologies
-Concerns over data control, accuracy, right to privacy, and ethics
-Computerized monitoring of e-mail, voice mail, phone convo’s, computer
usage, and behaviour
Government
Ensure policies and practices comply with new and changing laws covering:
-Human rights
-Employment standards
find more resources at oneclass.com
find more resources at oneclass.com
You're Reading a Preview

Unlock to view full version