MGMT 2130 Chapter Notes - Chapter 11: Canadian Human Rights Act, Human Resource Management, Hostile Work Environment

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The process of finding, developing and keeping the right people to form a qualified workforce
Human resource management (HRM)
Employment laws rest with provinces and territories
Canada legal system based on both Federal and French Colonial law
Laid foundation for our systems today
Constitution Act of 1867 (formerly the British North America Act)
Sets out industrial relations
Occupational health and safety
Part II
Standards for hours, wages, vacations, and holiday
Part III
Canadian Charter of Rights and Freedom - enacted under government of Pierre Trudeau in
1982.
An exception in employment law that permits sex, age, religion and the like to be used
when making employment decisions, but only if they are reasonably necessary to the
normal operation of that particular business
Bonafide occupational qualifications
In each province and territory have been established under the Canadian Human Rights
Act
Human rights commissions
Employment legislation
No discrimination
Employment decisions should be based on factors that are job related, reasonably necessary,
or business necessity.
Federal Employment Laws
Mostly handled by Human Rights Commission, but more often Human Rights Tribunal.
Workplace harassment
Form of discrimination in which unwelcome sexual advances, requests for sexual favors, or
other verbal or physical conduct of a sexual nature occur while performing one's job; another
form of sexual harassment is when employment outcomes, such as hiring, promotion, or
simply keeping one's job, depend on whether an individual submits to sexual harassment
Sexual harassment
Form of harassment in which unwelcome and demeaning behavior creates a intimidating and
offensive work environment
Hostile work environment
An umbrella term that encompasses overarching philosophies, policies, and practices that are
in line with the organization's strategy
Developing a pool of qualified job applicants
Recruiting
HR Planning
Purposeful, systematic process for collecting information on the important work-related
aspects of a job
Work activities, such as what workers do and how, when, and why they do it
The tools and equipment used to do the job
The context in which the job is performed, such as the actual working conditions or
Collects four kinds of information
Job analysis
Chapter 11- Managing Human Resource Systems
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The context in which the job is performed, such as the actual working conditions or
schedule
The personnel requirements for performing the job, meaning the knowledge, skills, and
abilities to do a job well
Can be collected by having job incumbents and/or supervisors complete questionnaires, by
direct observation, by interviews, or by filming employees as they perform their jobs
Written description of the basic tasks, duties, and responsibilities required of an
employee holding a particular job
Job description
Summarize the qualification needed to successfully perform the job
Job specifications
"promotion from within"
Process of developing a pool of qualified job applicants from people who already work in the
company
Involves advertising job openings within the company to existing employees
Job posting
Planned sequence of jobs through which employees may advance within an organization
Career path
Deals with evaluating the needs that are required in future years in terms to staffing to
replace people who retire, or who may leave, and to provide personnel for needed
strategic growth requirements
Succession planning
Internal recruiting
Involves developing a pool of qualified job applicants from outside the company.
External recruiting
A tool used to explain to potential new employees both the positive and negative aspects of a
new job
Realistic job previews
Process of gathering information about job applicants to decide who should be offered the job
Selection
Process of determining how well a selection test or procedure predicts future job performance
Validation
Sources such as previous employers or coworkers who can provide job-related information
about job candidates
Employment references
Procedures used to verify the truthfulness and accuracy of information that applicants provide
about themselves and to uncover negative, job related background information not provided
by applicants
Background checks
Measure the extent to which an applicant possesses the particular abilities needed to do
a job well
Specific ability tests
Measure aptitude for doing a particular task well
Aptitude tests
Tests that measure the extent to which applicants have abilities in perceptual speed,
verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude
How quickly people understand works, numbers, logic, and spatial dimensions
Cognitive ability tests
Biographical data, or biodata
Selection tests
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