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HRM Ch 1- 8 (Excluding 3) - Midterm notes

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Steve Risavy

CHAPTER ONE THE STRATEGIC ROLE OF HUMAN RESOURCES MANAGEMENTHuman resources management HRMthe management of people in organizations to drive successful organizational performance and achievement of the organizations strategic goals Human capitalthe knowledge education training skills and expertise of an organizations workforce Scientific managementthe process of scientifically analyzing manufacturing processes reducing production costs and compensating employees based on their performance levels Frederic Taylors theorywas a concern for production The human resources movement concern for people and productivityconsisted of four phases the first phase was when HRM was just personnel administration which was just hiring firing running the payroll and administering benefits The second phase was the scientific management movement The third phase took place when there were many laws passed and the rules changed also when outsourcing became popular The fourth phase takes place today where others realize HR is an important aspect of the organizationIn the fourth phase an HR professional would act as a credible activist culture and change steward talent manager and organizational designer strategy architect operational executor and business ally Strategythe companys plan for how it will balance its internal strengths and weaknesses with external opportunities and threats to maintain a competitive advantageChange agentsspecialists who lead the organization and its employees through organizational change Environmental scanningidentifying and analyzing external opportunities and threats that may be crucial to the organizations successHR will continue to evolve because of changing technology new rules succession planning identifying top talent and a new breed of HR leaders Metricsstatistics used to measure activities and resultsBalanced scorecarda measurement system that translates an organizations strategy into a comprehensive set of performance measuresExternal Environmental Influences economic labour market issues technology government globalization and environmental concernsProductivitythe ratio of an organizations outputs goods and services to its inputs people capital energy and materials Primary sectorjobs in agriculture fishing and trapping forestry and mining Secondary sectorjobs in manufacturing and construction Tertiary or service sectorjobs in public administration personal and business services finance trade public utilities and transportationcommunications Traditionalistsindividuals born before 1946 loyal soft spoken longterm focused Baby boomersindividuals born between 19461964 team oriented equality competitive Generation Xindividuals born between 19651980 independent creative results driven Generation Yindividuals born since 1980 confident diverse technosavvy eagerContingentnonstandard workersworkers who do not have regular fulltime employment status part time workers or temporary workers who usually have no benefits Globalizationthe emergence of a single global market for most products and services Internal environmental influences organizational culture organizational climate and management practices Organizational culturethe core values beliefs and assumptions that are widely shared by members of an organization Organizational climatethe prevailing atmosphere that exists in an organization and its impact on employees CHAPTER TWO THE CHANGING LEGAL EMPHASIS COMPLIANCE AND IMPACT ON CANADAIN WORKPLACES Regulationslegally binding rules established by special regulatory bodies created to enforce compliance with the law and aid in its interpretation Charter of Rights and Freedomsfederal law enacted in 1982 that guarantees fundamental freedoms to all Canadians1 Freedom of conscience and religion2 Freedom of thought belief opinion and expression including freedom of the press and other media of communication3 Freedom of peaceful assembly4 Freedom of association Equality rightssection 15 of the charter of rights and freedoms which guarantees the right to equal protection and benefit of the law without discriminationHuman rights legislationjurisdictions specific legislation that prohibits intentional and unintentional discrimination in employment situations and in the delivery of goods and services Discriminationas used in the context of human rights in employment a distinction exclusion or preference based on one of the prohibited grounds that has the effect of nullifying or impairing the right of a person to full and equal recognition and exercise of his or her human rights and freedoms
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