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COMM 410 (22)
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Department
Commerce
Course
COMM 410
Professor
Danielle
Semester
Winter

Description
§ Baby boomers: individuals born between 1946 and 1964, are characterized as driven to succeed, questioning authority, and valuing power personal growth, and achievement, lo yal, logical, and bottom-line focused – problem: more of them are about to retire, creating shortage on labor supply § Generation X: individuals born between 1965 and 1980 whose workplace needs and preferences consist of flexible work arrangements, continuous skill development, participation in decision making, and a balance between work and personal life § Generation Y: individuals born since 1980 who are characterized as entrepreneurial and independent, digitally savvy, rejecting micromanagement, valuing emp owerment, challenge, and excitement, low levels of trust and loyalty – problem: how to attract, engage, and retain Generation Y § Sandwich Generation: individuals with responsibility for raising young dependents as well as for assisting elderly relatives who are no longer capable of functioning independently o Education § Given the higher expectations of the better -educated labor force, managers are expected to try to ensure that the talents and capabilities of employees are fully utilized and that opportunities are provided for career growth § Functionally illiterate : unable to read, write, calculate, or solve problems at a level required for independent functioning or the performance of routine technical tasks – about 1 in 6 working-age Canadian is functionally il literate who will affect the ability of their employers to compete in the global economy o Visible and ethnic minorities § The proportion of visible and ethnic minorities entering the Canadian labor market is growing § HR specialists must ensure that policies an d programs are developed in their organizations to accommodate and celebrate the diverse cultural characteristics of visible and ethnic minority o Women § Growing presence of women § Many organizations are making a determined effort to accommodate working women and shared parenting responsibilities and offer family -friendly benefits o Aboriginal peoples § The Aboriginal Human Resources Council introduced a training program on recruiting, retaining, and advancing Aboriginal workers to enhance awareness of the gifts a nd talents they bring to the workplace o Persons with disabilities § Canadians with disabilities continue to confront physical barriers to equality, despite the fact that human rights legislation prohibits discrimination against them § Lower wages of doing same work, higher unemployment rate • Technology o There is a scarcity of skills in certain fields because the training of the Canadian labor force has not kept pace with the rate of technological change and innovation o While much of the impact of information technology has been positive, it has also created anxiety, tension, resentment, and alienation for many employees o HR information System – enterprise resource software systems – HR intranet portals and eHR • Government o One of the factors that make the laws a ffecting employment in Canada so challenging is multiple jurisdictions – each province and territory has its own human rights, employment standards, labor relations, health and safety, and workers’ compensation legislation • Legal Compliance o Employees in certain organizations that operate across Canada are not covered by provincial/territory legislation but by federal employment law o HR professionals inform managers of changes to the laws; develop and administer legally compliant policies and practices to avoid losing government contracts, fines, or other penalties for noncompliance • Globalization o Globalization: the tendency of firms to extend their sales, service, or manufacturing to new markets abroad o From boosting the productivity of a global labor force to formulating selection, training, and compensation policies for expatriate employees, managing globalization and its effects on competitiveness will continue to be a major HR challenge 1.4 A Brief History of HRM • HR practices have been shaped by society’s prev ailing beliefs and attitudes about workers and their rights (Page 23) Scientific Management: Concern for Production
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