HRM Chapter Q&A Ch 1-7.docx

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Administrative Studies
ADMS 2600
Christa Wilkin

Chapter Q & A Chapter 1: What are the 7 competitive challenges? What implications do the anticipated changes in demographics have for the management of human resources?  Labour force is expected to age  Creating a larger number of older workers and a shrinking pool of younger workers  Implications for aging workers include: o Entry levels competition o Increased cost of compensation, health care, retirement benefits o Related motivation concerns o Training techniques that help senior workers learn new behaviors  Diversity in the workforce will continue  Higher proportion of women and minorities  HRM will be required to accommodate the needs of these workers through o Flexible schedules, parental leave, daycare for dual career families o Training for supervisors  Educational levels expected to rise  Functional and Technological illiteracy will be a problem which will result in more training Chapter 2: Describe how the human resources planning is integrated with strategic planning?  Through strategic planning, organization create objectives and plans to achieve them  HRP evaluates what is or is likely to be possible, given o The number of people o Training needs o People related issues  HR strategies are developed through strategic goals that evolve from the strategy formulation process  During the Strategy implementation phase, HRP must create resource allocation decisions, implement policy, practices, training that supports strategic planning process Describe 3 key elements of the HRP Model?  Forecasting Demand: Estimating the amount or type of employees to hire to meet organizational objectives. (Might use mathematical approach)  Forecasting Supply: If there is the right amount or type of employees to staff openings  Balancing supply/demand considerations: o Demand: based on forecast of trends in business activities o Supply: Where and how to find the right applicants for job positions What are the advantages and disadvantages of using attrition as a downsizing strategy? Advantages:  Ability to control and predict expenses that go beyond salaries of departing employees  When an organization does not replace departing employee it can result in savings Disadvantages:  More work for current employees because of the departing ones  May not match the skills needed  No control on who leaves, valuable employees leaving while less needed remain  Attrition can take a long time while layoffs does not Identify and describe three strategies managers use to cope with labour shortage?  Overtime: used during peak periods  Part-timers: using part-timers to increase flexibility, cover absence of full- timer  Temporary workers: used for vacation fill-ins, cover sick leave, or to work during peak period Chapter 3: What are some of the disadvantages in employment faced by the four designated groups in Canada?  Women: tend to be focused in jobs that are lower status and pay  Aboriginal peoples: focused in low-paying, unstable employment  People with disabilities: o Have a higher unemployment rate than the national unemployment rate o Face barriers in physical demands unrelated to the job o Poor access to technical/human support systems that would make productive employment possible  Visible minorities: o Studies show Latin Americans and Southeast Asians experience lower than average income o Higher rates of unemployment o Reduced access to interviews having the same qualifications. o Barriers include language requirments What are the steps involved in filing and investigating human rights complaints?  Federal Jurisdiction: o Anyone has the right to file a complaint o Write a report in on what occurred o CHRC reviews the report o If accepted and investigation occurs o Investigator submits report o If substantiated, settlement might be arranged, if not the then the human rights tribunal may continue the investigation o If the practices did take place, accused might have to pay fine, if they do not, a fine or jail time can take place.  Provincial: o Similar to federal o Instead, members of commission file a report to the minister in charge of human rights What can employers do to deter sexual harassment?  Employers must have a sexual harassment policy  Policy must be clear stating that sexual harassment will not be tolerated  Training must take place in order for the employees to deter sexual harassment  Organization must have a formal complaint procedure in place  All charges must be investigated immediately, follow up should take place What are the benefits of employment equity?  Larger applicant pool  Avoiding costly human rights complaints  Enhanced ability to recruit and retain  Enhanced employee morale  Improved corporate image What are the steps in implementing EE?  Step 1: Senior Management Commitment and Assignment of Accountable Senior Staff  Step 2: Data Collection and Analysis  Step 3: Employment Systems review  Step 4: Establishment of a Workplan  Step 5: Implementation  Step 6: Evaluation, Monitoring and Revision Chapter 4: What is the role of the job analysis in HRM, and how does it relate to other HRM functions?  Involves a systematic process of obtaining information about jobs  Useful for recruitment, selection, training, development, performance review, compensation, and labour relations  Permits HR managers to identify job requirements/specifications and design fitting selection programs  Info provided by job analysis identifies inconsistencies between knowledge, skills and abilities that are required  Reveals requirements of a job resulting in performance evaluations  Allow organizations to identify those jobs subject to union jurisdiction What factors should be considered is designing a job?  Job design in concerned with structuring jobs to improve efficiency and employee job satisfaction  Considerations should include: o Goals the job was created to achieve o Industrial engineering considerations, ways to make job technologically efficiency o Ergonomic concerns, workers physical/mental capabilities o Behavioral concerns that influence an employees job satisfaction Discuss the job characteristics that motivate employees.  3 physiological states: MRK o Meaningfulness of work o Responsibility for work outcomes o Knowledge of results  These improve performance, motivation, satisfaction and reduce absence and tardiness  This is done through : STTAF o Skill variety: opportunity to do a variety of job activates using skills and talents o Task Identity: involves doing a complete piece of work o Task significance: Impact the job has on other people o Autonomy: Freedom to schedule ones work activities and decide work procedures. o Feedback: information given to the jobholder based on their performance What are the advantages and disadvantages of flexible working hours? Advantages:  Reduces being late/absent  Gain satisfaction to being able to adjust schedule to life
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