MGHB12H3 Study Guide - Midterm Guide: Canadian Human Rights Commission, Trend Analysis, Job Analysis

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19 Nov 2012
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Chapter 1 The World of Human Resources Management
HRM process of managing human talent to achieve an organization’s objectives
Challenges:
1) Competing, recruiting, and staffing globally
a. Globalization trend toward opening up foreign markets to international trade and
investment
b. CSR responsibility of the firm to act in the best interests of people and communities
affects by its activities
2) Embracing new technology
a. Knowledge workers workers whose responsibilities extend beyond the physical
execution of work to include planning, decision making, and problem solving
b. HRIS computerized system that provides current and accurate data for purposes of
control and decision making
3) Managing change
4) Managing talent, or human capital
5) Responding to the market
6) Containing costs
Demographic Changes
- Diversity/Immigration`
- Age
- Gender
- Education
- Cultural Changes
- Employee Rights
- Concern for Privacy
- Changing Nature of Job/Attitude towards Work
- Balancing Work/Family
Responsibility of HRM
1) Advice and counsel
2) Service
3) Policy formulation and implementation
4) Employee advocacy
Competencies of HRM
1) Business mastery
2) HR mastery
3) Change Mastery
4) Personal Credibility
Chapter 2 Strategy and HRP
Strategic Planning procedures for making decisions about organization’s long-term goals and
strategies
Human Resources Planning process of anticipating and providing for the movement of people into,
within, and out of an organization forecast demand, analyze supply, close gap
Strategic Human Resources Management pattern of HR deployments and activities that enable an
organization to achieve its strategic goals
Linking the process HRP and strategy must align, focuses on strategy formulation and implementation
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Mission basic purpose of the organization and its scope of operations
Strategic Vision statement about where the company is going and what it can become in the future
Environmental Scanning systematic monitoring of major external forces influencing organization:
- Economic
- Industry/Competitive trends
- Technological changes
- Government and legislative issues
- Social concerns
- Demographic and labour market trends
Strategic Planning Process:
1) Mission, Vision, and Values
2) Environmental Scanning
3) Internal Analysis
a. 3 Cs Culture, Capabilities, and Composition
i. Capabilities integrated knowledge sets that distinguish you from
competitors and delivers value to customers
ii. Must be: valuable, rare, unique, and organized
iii. Composition Strategic knowledge worker, core employees, supporting
labour, alliance partners
b. Forecasting Demand
i. Quantitative: Trend analysis, ratio analysis, scatterplot, regression
ii. Qualitative: Management forecasts, Nominal Group Tech., Delphi
4) Formulating Strategy
5) Strategy Implementation
a. Strategy, Structure, Systems, Style, Staff, Skills, Shared Values
6) Evaluation and Assessment
Chapter 3 Equity and Diversity in HRM
Designated Groups Women, minorities, aboriginals, disabled
Canadian Human Rights Commission Upholds CHRA (Act)
Pay Equality fair pay for individual women employees (male vs. female electrician)
Pay Equity fair pay for entire occupations which are dissimilar (nurses vs. electricians)
Employment Equity Act: Requires companies to
- Provide its employees with questionnaire that allows them to indicate whether they belong to a
designated group
- Identify jobs in which percentage of members of designated groups fall below their availability
in the market
- Communicate information on employment equity to employees and consult/collaborate
- Identify possible barriers in existing employment systems that may be limiting the employment
opportunities of members of designated groups
- Develop an employment equity plan aimed at promoting equitable workplace
- Make all reasonable efforts to implement plan
- Monitor, review, and revise plan
- Prepare annual report on its employment equity data and activities
Implementation of Employment Equity in Organizations:
1) Senior Management Commitment
2) Data Collection and Analysis
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