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HRM200 Study Guide - Final Guide: Adaptive Learning, Sensemaking, Procedural Justice

Human Resources Management
Course Code
Richard Ennis
Study Guide

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Lecture 1:
-Human Resources Management is defined as managing people in an organization to drive
successful organizational performance and achievement of organization’s strategic goals
1. It is done by managing Human Capital; knowledge, education, training, skills, &
- In terms of HR strategy; company’s competitive environment + its internal strengths and
weaknesses are what determines a company’s strategic situation which motivates its strategic plan. In
conjunction with the company’s HR strategy they will modify organizational performance.
- HR has two types of responsibilities; strategic & organizational. Strategic; the companys plan
to balance its internal strengths & weaknesses with external opportunities in order to maintain a
competitive advantage. Operational; employee hiring, training, benefits, communication
1. Metrics; it basically a more empirical measure of the results of HR. We use a balance
score card; a measuring system that translates organizational strategy into a comprehensive set
of performance measures.
- There are external and internal environmental influences which will affect how HRM works.
External is economic conditions, labour market issues, workforce issues, government, technology, &
globalization. While Internal is Organizational culture, Organizational Climate, & Empowerment.
1. External Environment
Economic Conditions; unemployment levels, productivity levels, growth of
service sector <decline in resources 1* or manufacturing sectors 2*>, Value of the
Canadian dollar, diversity of local economy
Labour Market Issues; union movements, contingent & part-time employees for
non-standard jobs, talent pool <simple availability of people & type of KSA&O
[knowledge, skills, abilities, Other characteristics] available>, workforce demographic
Increased workforce diversity and age
Workforce Issues; demographic issues, education, & non-standard/contingent
There are 4 generations at most which can be working each with its own
defining characteristics; Traditionalist, Baby boomers, Generation X,
Generation Y. These have impact on private and public sector; when
older workers retire. Private sector will suffer losses in terms of
experienced leaders, little shortage of workers, loss in relationship with
customers, difficulty fulfilling current business demands, large problem
in meeting growth targets, loss of relationship with suppliers, and the
reduced ability to relate with an aging customer base. While in Public
sector the more major concern is loss of corporate knowledge, shortage

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of technical & other specialized skills, & shortage of leadership
There are plans implemented to retain mature workers by allowing more
flexible hours, pension benefits and leaves of absence with retirement
counseling and financial planning. Etc
Government; insure that the policies and practices comply with new & changing
laws  human rights, employment standards, labour relations, occupational health &
safety, workers compensation
Technology; twitter,facebook & linkedin etc issues are raised concerning data
control, accuracy, right to privacy & ethics.
Globalization; business operations extend abroad as an emergence of a one world
economy therefore increasing international competition with multinational corporations,
seeking cheap skilled labour. For the HRM department, familiarization of employment
legislations and ethical dilemmas are lower vs those in Canada
(Environmental Concerns);ecosystem fragility therefore these issues are
increasingly important to people around the world and may be a trend in sustainability
and carbon footprint management.
2. Internal Environmental Influences
Organizational Culture; core values, beliefs & assumptions within the
organization and its seen in the company’s mission statement
Organizational Climate; atmosphere that exists and impacts employees 
influenced by leadership, HR policies, organizational communication
Empowerment; providing workers with skills & authority to make decisions that
would traditionally be made by managers
- How HRM was created started from the need to increase performance in workplace. Scientific
Management  Human Relations Movement  Human Resources Movement
Lecture 2
- There is a changing legal emphasis from Compliance to Valuing Diversity. Now in terms of
hierarchy in law there is Constitutional law> Legislated acts of Parliament > Regulations > Common
Law > Contract Law. Employees must abide and are protected under such laws.

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1. There are legal jurisdictions that will subjugate the employment demographic into two;
provincial/territorial employement and federal employment. Provincial/territorial governs
90% of Canadian workers under the employment standards act. While Federal employment
governs 10% of federal civil services, Crown corporations & agencies, transportation, banking
& communications.
Employment Standards Act (Labour Standard Legislations);
Minimum employee entitlements such as wages, paid holidays,
vacation, maternity, parenting & adoption leaves, bereavement &
compassionate care leave, termination notice & overtime pay
Set limit on maximum numbers of hours permitted per week/day
Principle of equal pay equal work
2. Constitutional Law ; Charter of Rights & Freedoms  guarantees fundamental freedoms
to all Canadians; right to equal protection and equal benefit of law without discrimination.
Discrimination is preference based on prohibited grounds thereby impairing a
person’s rights to full & equal recognition. There are two types of Discrimination;
Intentional – based on association
Unintentional – Constructive/ systemic, To compensate for this there is a
requirement for Reasonable accommodations <based on prohibited
grounds in human rights legislation> until undue hardship
Permissible Discrimination due to a bonofide occupational requirement.
- Harassment; unwelcome behavior demeans, humiliates, embarrasses what a reasonable person
known would be unwelcome. There are two types of sexual harassment; Sexual Coercion (Leverage);
direct consequence to employment status, & Sexual Annoyance; no direct link.
1. nPoliciesl have a clear workplace anti-harrassment policy, information for victims,
employee rights & responsibilities, employer & managers responsibilities, clear workplace
anti-harassment policy, no penalties for retaliation against a complaint, guidelines for appeals,
other options such as union grievance procedures & human rights complaints, and how policy
will be monitored & adjusted
2. Legislated Acts of Parliament ; Employment Equity Act  protects women, visible
minorities, persons with disabilities and aboriginal peoples by removing employment barriers
and promoting equality
Employment Equity Program Implementation; Senior Management
Commitment & support  Data Collection & Analysis  Employment Systems
Review  Plan Development  Implementation  Monitoring, Evaluation, Revising
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