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Canada (161,661)
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ADM2337 (129)
Chapter 3&4

HRM Chapters 3&4.docx

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Catherine Elliott

Part 2: Chapter 3: Equity and Diversity in Human Resources Management Employment Equity- the employment of individuals in a fair and nonbiased manner The Legal Framework: BFOQ: Bona Fide Occupational Qualification: Justifiable reason to discriminate based on business reasons of safety or effectiveness Implementation of E.E in orgs: 1. Senior Management Commitment: Supportive culture 2. Data Collection/Analysis: a. Stock Data: where memebers of specific groups are employed in the org b. Flow Data: Info on movement of employees through interview >terminations 3. Employment Systems Review: a. Systematic discrimination- exclusion of particular groups based on criteria that isn’t job based b. ReasonableAccommodationAdjusting employment policies and practices so that no individual is denied benefits 4. Establishing a work plan: developing realistic goals and timetables 5. Implementation 6. Evaluation Sexual Harassment: Three kinds (Human Rights Code) 1. When someone says or does things of a sexual nature that you don welcome or want 2. Aperson with higher power has the power to deny you something (promotion), makes sexual advances 3. Higher person punishes you for refusing sexual requests Managing Diversity Diversity Management: Optimization of an organizations multicultural workforce to reach business objectives Primary business reasons for diversity management : 1. Increased marketplace understanding 2. Enhanced creativity 3. Breadth of understanding in leadership positions 4. Increased quality of team problem solving 5. Better utilization of talent Chapter 4: JobAnalysis and Work Design *Pg, 122 Definitions of Job, Position, ect Relationship of Job Requirements and HRM Functions • Strategic HR planning: info on jobs is used to examine a companies org structure • Recruitment • Selection: Job descriptions necessary for proper allocation of employees usefulness • Training and Development • PerformanceAppraisal • Compensation management • Legal compliance JobAnalysis – The process of obtaining info about jobs by determining their duties, tasks or activities of jobs Gathering Job Info: 1. Interviews 2. Questionnaires 3. Observations 4. Diaries ControllingAccuracy of Info: NOC (National Occupational Classification)- compile, analyze, and cmn info about occupations Approaches to Job Analysis: • Position analysis questionnaire system (PAQ) a 5-point scale spanning 194 worker –oriented tasks that determine the degree to which the different tasks, or job elements are involved in performing a particular task • The critical incident method: ID critical jobs tasks which are important duties and job responsibilities that lead to job success • Task inventory analysis:
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