Textbook Notes (369,141)
Canada (162,412)
MHR 523 (321)
Chapter 1

MHR 523 Chapter 1

6 Pages
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Department
Human Resources
Course Code
MHR 523
Professor
Al- Karim Samnani

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Chapter 1: Strategic Importance of Human Resource Management Canadian Human Resource Management: A Strategic Approach. Ninth Edition by Schwind, Das and Wager Economic Challenges in Canada today: 1.Surviving a recessionary style 2. Facing the global trade challenge 3. Meeting the challenge of productivity improvement. Productivity: the ratio of an organization’s outputs (goods or services) to its inputs (people, capital materials and energy) (Page 6) Productivity defined as a ratio= OUTOUTS (goods and services)/ INPUTS (e.g people, capitals, materials, energy) (page 7) Outsourcing: Cutting costs and raising productivity level (How companies manufacture somewhere else w/ low labor pays) Contracting tasks to outside agencies or persons. (Page 8) Outplacement: Assisting employee’s to find jobs with other employees (Pg 8) Computerization: A major technological change allowing the processing of vast amounts of data at great speeds, enabling organizations to improve efficancy, responsiveness, and flexibility in operations. (page 8) Key Development in in computerization: 1. Processing large volumes of information on a timely basis: computers that can make it possible to process and provide large amounts of data to managers. 2. Flexible Work Design and Telecommuting: being able to bring flexibility into when and where the work is carried out. Some can work without leaving the house, or they communicate through fax machines, and computerized information systems. 3. Information Sharing and Knowledge Management; computers that enable organizations and manage their operations innovatively often reducing costs ot capitalizing on new opportunities. Telecommuting: paid labor performed at the employees home, full-time or part- time, with assistance of PCs, modems, fax machines, etc. (Pg 10) Automation: he automatically controlled operation of a process, system, or equipment by mechanical or electronic devices. (Page 10) Demographic Changes: Changes in the demographics of the labor force. (E.g education levels, age levels, participation rates) the occur slowly and are usually known in advance. (page 11) Data workers: Members of occupations (e.g most clerical occupations) that use, transmit, or manipulate symbolic information created by knowledge workers (pg 12) Knowledge workers: Members of occupations generating, processing, analyzing, or synthesizing ideas and information (like scientists and management consultants) (pg 12) Old Age Crisis: Refers to the social (health care) and organizational (new workplace ergonomics) challenges caused by aging of population. (Pg 15) Part time workers: Persons working fewer than required hours for categorizations as full time workers and who are ineligible for many supplementary benefits offered by employers. (pg 16) Contract (or contingent) workers: Freelancers (self-employed, temporary or leased employees) who are not part of a regular workforce and are paid on a project completion basis. (pg 16) Cultural Challenges: Challenges facing a firms decision makers because of cultural differences among employees or changes in core cultural or social values occurring at the larger societal level. (pg 16) Attitudes towards work: Variety of work related assumptions and values including the role of a work in a persons life and the role of women and diverse groups in organizations. (pg 16) Cultural Mosaic: Canadians ideal of encouraging each ethnic, racial, and social group to maintain its own cultural heritage, forming a national mosaic of different cultures (pg 19) Attitudes toward government: basic assumptions about the role of government in business and society, including the desirability of a welfare state with a key interventionist role for the government. (pg 20) Human Resource Management in most organizations attempt to achieve three key objectives; (page 21) 1. Organization Objective: An organizations short and long term goals that the HR department aims to achieve. 2. Societal Objectives: Societal Priorities (e.g, lower pollution levels) that HR department targets while setting own objective and strategies. 3. Employee Objective: Goals set by HR department to assist employees to achieve personal goals that will enhance their contribution to the organization. Strategic Human Resource Management: integrating human resource management strategies and systems to achieve overall mission, strategies and success of the firm while meeting needs of employees and other stakeholders (pg 22) Mission Statement: Statement outlining the purpose, long-term objectives, and activities the organizations will pursue and the course for the future. (page 24) Organizations Character: The product of all of an organizations features- people, objectives, technology, size, age, unions, policies, successes and failures. (pg 24) Cost leadership strategy: Strategy to
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