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MHR 523 Study Guide - Final Guide: Unemployment Benefits, Gender Pay Gap, Total Rewards

Human Resources
Course Code
MHR 523
Margaret Yap
Study Guide

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Review for Human Resource Management
Dismissal for just cause:
Persistent absences or lateness
5 factors that can help determine reasonable notice
Employee’s Age
Length of service
Salary Level
Occupational Status
Labour Market Conditions
Orientation / Training / Development
Why do companies do orientation for the employees
To get up to speed, what they are expected them to do
Why do employers provide trainings
So they have the skill to do their current job
Why do employers provide development
Prepare them for future higher level jobs
Training learning principles how do we Evaluate Effectiveness
Participation Reaction
Repetition Learning
Relevance Behaviour
Transference Results
Orientation – Too much information given to you, little to no orientation given, managers
and be too specific in the job description, the hrm can give rather broad concept and too
many forms to fill out
Training – The amount of people who are learning to learn. Employer’s negligent
training. Safety
Total Rewards & 4P
Total Rewards – an integrated package of all rewards to employees. The five components that
pertains to the rewards are: compensation, benefits, work-like programs, performance and
recognition, and development and career opportunities.
Job Evaluation Process – systematic comparison to determine relative worth of jobs within a
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Review for Human Resource Management
Compensable Factors – a fundamental compensable element of a job, such as skill, effort,
responsibility, and working conditions
Point Method – which identifies the compensable factors and determines the degree to
which each factor is present in each job. When you marry that with market rates we can
get a pay line that will allows use to create value of the job and the average wage
oPay Equity - Provincial Ontario Legislation that aims to close the gender wage
gap. Wage gap has narrowed but remain at 30 %. Some gap attributed to
systematic distribution discrimination. Aim is to provide equal pay to male and
female dominated job classes of equal value. Must ensure no gender bias in job
What is P4P? Why P4P?Because you don’t perform the manger will not work for you. You
cannot change the salary. Incentive is the work itself. Doing what is important and having impact
from your work.
Long Term – capital accumulation (stock options, performance share units plan, appropriate link
to strategy)
Short Term – Annual bonus (Who is eligible? How much pay? Individual awards)
Advantages and disadvantages of pay secrecy – to know how much you know
There are factors that lead to better performance – Autonomy, Variety, Task Identity, Task
Significance, Feedback (mastery)
Internal Vs Equity
Internal External Equity
Perceived equity of a pay system in an
Perceived fairness in pay relative to what
other employers are paying for the same type
of work
Establish relative worth Establish absolute worth
Tool: Job Evaluation Tool: Salary Survey - what you competitors
are paying
Increase in new benefits now it is part of the total compensation and packages( 30%).
Employers want these compensation – it deals with legislative laws and employee restrictions,
rewarding longer service, competitive advantage, rewarding longer service
Employee want these benefits – May include supplementary health and life insurance,
vacation ,pension, education plan, and discounts on company products, becoming larger part of
total compensation, useful in attracting talent, increasingly important for aging workforce.
Team or Group Incentives – production standard is set for specific work group. The incentives
paid fi the group exceeds the standards
Implementation – set standards for each member, set standards for the group as a whole,
use a group defined measured of performance
Strategic role of benefits: societal, organizational, and employee objectives
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Review for Human Resource Management
Government Mandated Legislations –
Federal – Employment Insurance (Employee and Employer Pay) and CPP (Employee
and Employer pay 50/50)
Provincial – Leaves, Vacation and Holidays, Paid Breaks, Worker’s Compensation
They can give you dental, health, life insurance; these are optional for the employers and
by no means needs to give them to you.
These health care issues have been rising due to the generation of Baby Boomers are
growing elderly.
Pensions Plan – are plans that provide income to the working employees such as CPP and if we
are lucky the employees can give us a plan.
Sponsored Benefits – 4/10 Canadians ORP to help the rest in 6/10
Life insurance
Supplementary health care/medical insurance
Short term and long term disability with sick leaves
Retirement Benefits
Flexible Benefits plan – individualized benefits plans to accommodate employee needs and
oEmployees choose packages that best satisfy their unique needs
oFlexible benefits help firm meets the changing needs of a changing workforce
oIncreased involvement of employees and families improves understand of benefits
oCost containment – the organization sets the dollar maximum. Employee chooses
within that constant
oEmployees make bad choices and find themselves not covered for predictable
oAdministrative burden and expenses increase.
oAdverse selection – employees pick only benefits they will use.
oThe subsequent high benefit utilization increases its cost
Cost containment – health care costs
Defined Benefits – you can calculate the amount of pay you will get when you are retired
Define Concern – the contribution you put in is defined but you don’t know how much you will
Managing Employee Relations
Employee Discipline – management action to encourage compliance with the organization’s
Incompetence – employee lacks the skills or ability to do the job
oSet out clear, reasonable job expectation in company policy
oCommunicate clearly job expectation to all employees
oKeep written records
Misconduct – employee breaks rules for keeping the work efficient and safe
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