Management and Organizational Studies 1021A/B Study Guide - Midterm Guide: Human Resource Management, Workforce Planning, Equal Pay For Equal Work

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MOS 1021A Fall 2015: Exam #1 Summary
(Please note: This is a brief summary of the lecture material only. Refer to your textbook and your full lecture notes for studying.)
INTRODUCTION TO HRM
Human resource management = policies, practices, and systems that influence employees’ behaviour, attitudes, and
performance
Employees are valuable to organizations—they provide the experience, judgment, intelligence, and other characteristics
needed to create a profitable organization with high quality goods/services and satisfied customers
HR departments engage in the following functions: job analysis, workforce planning, recruitment, selection,
training/development, performance management, compensation/rewards, employee/labour relations. Also important at
every step along the way are legal issues and research. Ethics should guide everything that an organization does.
RESEARCH IN HRM
Evidence-based management
Hypotheses
Independent and dependent variables
E.g., Are employees better performers when we set goals for them or allow them to set their own goals?
oWhat are we measuring? Performance. Performance is our dependent variable.
oWhat are we controlling, manipulating, or putting people into groups based on? Goal-setting. Employees
either set their own goals or have the goals set for them. Goal-setting is our independent variable.
Research methods
Primary: collect our own data (laboratory experiment, quasi-experiment, questionnaire, observation)
Secondary: we examine data collected from others (meta-analysis)
Correlations
Sampling
LEGAL ISSUES IN HRM
Canadian Charter of Rights and Freedoms
Human rights legislation
Depends on jurisdiction (e.g., schools fall under provincial, banks fall under federal)
Recognizes dignity of all workers, encourages inclusion in the workplace, limits discrimination
oDiscrimination can be direct (clear distinction on a prohibited ground) or indirect (appears like a neutral
practice but still differentiates on a prohibited ground)
oKnow the prohibited grounds for Ontario
Bona fide occupational requirement (BFOR)
Accommodation
Undue hardship
Harassment
Employment equity
Eliminates employment barriers for women, members of visible minorities (non-Caucasian), Aboriginal peoples,
persons with disabilities
Protection of privacy
Employment and labour standards
Wages, hours of work, vacation time, etc.
Pay equity
Equal pay for work of equal value
Often gender/sex underlies pay equity (equal pay for men and women)
JOB ANALYSIS & COMPETENCY MODELLING
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