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Department
Administrative Studies
Course
ADMS 2600
Professor
Kristin Andrews
Semester
Winter

Description
CHAPTERS1AND2ThedefinitionofHRMHRMtheprocessofmanaginghumanresourcesortalenthumancapitalandintellectualassetstoachieveanorganizationsobjectivesFunctionaldefinitionisasetofinterrelatedpoliciespracticesandprogramswhosegoalistoattractsocializemotivatemaintainandretainanorganizationsemployeesGoalbaseddefinitionaimstoimprovetheproductivecontributionofindividualswhilesimultaneouslyattemptingtoattainothersocietalandindividualemployeeobjectivesStrategicroleofHRMSHRMthepatternofHRdeploymentsandactivitiesthatenableanorganizationtoachieveitsstrategicgoalsoStrategyformulationprovidinginputastowhatispossiblegiventhetypesandnumbersofpeopleavailableoStrategyimplementationmakingprimaryresourceallocationdecisionsaboutstructureprocessesandhumanresourcesHRplanningProcessofanticipatingandprovidingforthemovementofpeopleintowithinandoutofanorganizationCHAPTER3KeypiecesoflegislationEmploymentequitytheemploymentofindividualsinafairandnonbiasedmannerCharterofRightsandFreedomsthefederalCanadianHumanRightsActsPayEquityandEmploymentEquityActsarethelegislationdealingwithemploymentequity1CharterofRightsandFreedomspartoftheConstitutionAct1982providesarangeoffundamentalrightstoCanadianssuchasFreedomofconscienceandreligionFreedomofthoughtbeliefopinionandexpressionincludingfreedomofthepressandothermediaofcommunicationFreedomofassociationfreedomofpeacefulassemblyoHRMApplicationsFreedomofassociationhasimplicationsforlabourrelations2CanadianHumanRightsActsCHRAprohibitionofdiscriminationinemploymentincluderacereligionsexagenationalorethnicoriginphysicalhandicappardonedconvictsandmaritalstatusEmployersareallowedtodiscriminateifemploymentpreferencesarebasedonabonafideoccupationalqualificationBonafideoccupationalQualificationBFOQorBonafideoccupationalRequirementBFORAjobrequirementthatlegallyoverrideshumanrightsprotectionBFOQallowedwhencharacteristicsneededtocarryouttheessentialjobrequirementsarerelatedtoaprohibitedgroundBFORSareupheldwhen1Theatricalproductionsthatrequireactorswithparticularcharacteristics2useofgenderasselectioncriterionegmalenursingattendantstoprovidebathingformalehospitalpatientsorRCMPguardsmustbeofsamesexasprisonersbeingguarded3PayEquityamendmenttotheCHRAthatmakesitillegalforemployerstodiscriminateagainstindividualsonthebasisofjobcontentItisbasedontwoprinciplesoEqualPayforEqualWorkpayequalityegmalesandfemalesmustbepaidthesamewagefordoingtheidenticalworkoEqualPayforworkofcomparableworthpayequityiftwojobshave1skills2effort3responsibilitiesand4workingconditionsthentheyarevaluedasthesameEgmaleandfemalemustbepaidthesamewagerateforjobsofasimilarnaturethathavedifferenttitlesnurseaideandorderly4EmploymentEquityAct1995legislationaimedatimprovingtheemploymentstatusofwomenvisibleminoritiesaboriginalsandpeoplewithdisabilitiesThepurposeistoaddresshistoricaldiscriminationandappliestofederallyregulatedemployersandCrownCorporationswith100employeestoprepareanemploymentequityplanCHAPTER4JobanalysisistheprocessofobtaininginformationaboutjobsbydeterminingthedutiestasksoractivitiesofjobsItissometimescalledthecornerstoneofHRMbecausetheinformationitcollectsservessomanyHRMfunctionsJAhelpsyoutoselecttherighteeevaluatetheeefairlycompensateandtraintheappropriateskillstotheappropriateeesJAalsoensuresyourHRsystemsarelegallydefensibleandfairproceduraljusticeTheultimatepurposeofjobanalysisistoimproveorganizationalperformanceandproductivitySelectionselectionsystemdevelopedtoassesskeyKSAsandensurethatitisjobrelatedTraininggapsinKSAsofnewhiresrepresenttrainingneedsPerformanceAppraisaljobanalysisestablishesperformancestandardsCompensationrelativeworthofjobsmeasuredviajobevaluationCHAPTER5RecruitingTalentExternallyFillingjobsaboveentryleveloftenrequiresmanagerstorelyonoutsidesourcesTheseoutsidesourcesarealsoutilizedtofilljobsrequiringspecialqualificationstoavoidexcessiveinbreedingandtoacquirenewideasandtechnologyWhichoutsidesourcesandmethodsareusedinrecruitingwilldependontherecruitmentgoalsoftheorganizationtheconditionsofthelabourmarketandthespecificationsofthejobstobefilledTypicaloutsiderecruitmentsourcesincludeadvertisementsunsolicitedapplicationsandresumesinternetrecruitmentemployeereferralsexecutivesearchfirmseducationalinstitutionsprofessionalassociationslabourunionsandpublicandprivateemploymentagenciesEmployerswantingtomaximizetheeffectivenessoftheirrecruitmentprogramsshouldcalculateayieldratiotrainorganizationalrecruitersandconductrealisticjobpreviewsoAdvertisementsdirectedtoparticularreaderslesstimeconsumecreativityisneededoUnsolicitedapplicationsandresumesindividualscontactemployeroInternetrecruitingcheapfastandmoreeffectivelowhiredrateoReferralsfromcurrentemployeesformeremployeesorcustomersoNepotismpreferenceforhiringrelativesofcurrentemployeesoExecutivessearchfirmspaytosearchfirmsfornewhiresCEOsiscommonoEducationalinstitutionsuniversitiescollegesofferyoungapplicantsoProfessionalassociationsHRPAofferplacementservicedtomembersoLabourunionssourceofbluecollarandprofessionaljobsoPublicemploymentagenciesHRSDCoffersregisteredunemployedoPrivateandemploymentandtemporaryhelpagenciesservingprofessionalfieldEffectivenessofrecruitmentsourcesoCostperhireCostofRecruitmentSCSourceFostACAdvertisingCoststotalmonthlyexpenditureAFAgencyfeestotalforthemonthRBreferralbonusestotalpaidNCnocosthireswalkinsnonprofitagenciesetcHtotalhiresoTimetoFillthenumberofdaysfromwhenajobopeningisapprovedtothedatethecandidateisselectedoYieldRatioRatioofhiresapplicantsRatioofoffersapplicantsRatioofqualifiedapplicantstotalapplicantsEg1resumesreceived50foundacceptable50yield
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