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Midterm

BU354 Study Guide - Midterm Guide: 18 Months, Wrongful Dismissal, Job Fair


Department
Business
Course Code
BU354
Professor
Chet Robie
Study Guide
Midterm

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Chapter 1:
Human Resource Management Functions:
Operational HRM:
Strategic HRM:
Human Capital:
A valuable asset to the company is its human capital
Human capital is the knowledge, education, training, skills of organization workforce
Companies are finding that human capital source of competitive advantage in marketplace
Outsourcing:
Increase in technology allowed outsourcing of personal managers
Contracting outside vendors to handle business functions
Strategy:
Companies plan how they will balance internal strengths/weaknesses with external opportunities and
threats
How will the company take advantage of external opportunities or threats with the existing strengths and
weaknesses of the company
Involved in forming and implementing strategies now
Purpose of strategy is to maintain competitive advantage
Environmental Scanning:
Recognizing external opportunities that will be crucial to organization success
When creating plans the HR professionals and managers look at all existing factors
HR Professionals benefit managers with their information on internal strengths and weaknesses of the
company
Metrics:
Need to be able to measure the value and impact their human capital and HRM practices have on the
organization
Traditional Operational Focused on activity and cost of HR
o# of interviews
oCost Per Hire
Balanced Scorecard:
Measures impact of HRM on organizational outcomes
Convert organizational strategy to performance measures
Balances long-term and short term actions and sees success relating to financial
results/customers/business processes/HRM
Productivity:
Ratio of organizations output to input
Improve productivity find ways to increase outputs while maintaining inputs
Use fewer resources to decrease input
Productivity Long term success
Contingent Workers:
Workers who don’t fit the traditional full-time employment definition
Do not have full-time employment status
Often poorly paid and are not covered by employment legislation
Women tend to fall under this category
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1/3 workforce
Part-Time
Fixed Term
Temporary
Home
Standby Workers
Globalization:
Single global market for products and services
Integration of world economy into single marketplace Everyone interconnected
Globalization forces organizations to expand around the world to compete
HR Professionals need to become familiar with employment legislation in other countries
Handle ethical dilemma’s when labour standards are different
oPeople are like fuck this is child labour but its actually min. wage in China
Organizational Culture:
Core values, beliefs, assumptions shared with members of organization
oIF the squad fucks baddies we all fuck baddies
Culture shown
oMission statement
oStories
oMyths
oSymbols
oCeremonies
Communicating what organization stands/beliefs in
Providing employees sense of direction and expected behaviour
Creating identity/order and consistency with all employees
Creating commitment with employees
Positive impact Positive branding/recruitment/retention and productivity
Organizational Climate:
Atmosphere or internal weather in organization and impact on employee
oHow is the atmosphere inside the organization
Friendly? Unfriendly? Secretive? Open?
Influences on climate
oLeadership style
oHR Policies and practices
oAmount and style of organization communication
Type of organizational climate shown:
oLevel of satisfaction
oEmployee motivation
oPerformance and productivity
HR professionals help managers keep positive climate
Empowerment:
Employee empowerment has increased as companies less bureaucratic and the organization flatter
because managers can’t closely monitor all employees
Providing workers with skills and authority to make decisions that usually a manager would make
Giving power to individuals with a lower title
Scientific Management:
Frederick Taylor
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Scientifically doing manufacturing processes Reduce costs and compensate employees
Task simplification Reduce costs
Performance Based Pay Compensate employees
Higher wages Increased Profits Harmony in workplace
Not accepted by all
Human Relations Movement:
1940s and 1950s personal managers dealt with performance appraisal, employee relations
responsibilities
oRoles expanded
Attitudes and feeling are important and increase productivity and motivation in workplace
HR new responsibility to deal with this
Chapter 2:
Labour Standard Legislation:
All employers and employees even in unions are covered by employment standards legislation
Provide min. terms and conditions for such issues
oWages
oHolidays
oMaternity
oParental/Adoption leave
oMax Number of Hours per week
oOvertime
Practices can exceed min but can’t be below
Even if both parties consent you can’t have below min.
Some jobs are not fully covered under ESA
Violators can be fined through complaints
Employees give up rights to sue an employer once claim is filed with ministry of labour To remove
dual claiming and duplicate cases
Charter of Rights and Freedoms:
Involves issues with human rights
Applies to all levels of government
Charter above all other laws
You can go against charter if you prove reasonable limits in free and democratic society
Second exception appeal to ‘notwithstanding’ provision which allows exempt
Charter provides right and freedoms to everything BUT:
oFreedom of conscience and religion
oFreedom of thought, opinion and expression
oFreedom of peaceful assembly
oFree of association
Provides rights to live and work anywhere in Canada
Section 15:
oEqual rights allow equal protection under the law without discrimination
The Canadian Human Rights Act (1977):
Charter of Rights and Freedoms
Human Rights Legislation
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find more resources at oneclass.com
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