MGTA02H3 Chapter Notes - Chapter 11: Canada Labour Code, Equal Pay For Equal Work, Personal Information Protection And Electronic Documents Act
University Of Toronto Scarborough (UTSC) Date: March 26, 2018
Course: MGTA02 (Winter)
Professor: Chris Bovaird
Shahriyar Safavi
Week 11 – Hiring And Keeping The Best People: Managing Human Resources
Terminology
1. Human Resource Management (HRM): The activities involved with planning, organising,
leading and controlling a business’ people.
2. Job Analysis: A careful breakdown of all of the mental and physical activities that a job
involves.
3. Job Specifications: The knowledge, education, experience and characteristics that are
essential to the individual who will be preforming a job.
4. Recruiting: Attracting interested and appropriate applicants to fill a position.
5. Job Description: A description of an organization’s environment and culture of the
position and atmosphere of the job within the organization.
6. Recruiting agency/Head hunters: Business that act as intermediaries in locating
prospective candidates on behalf of employers with vacancies.
7. Internal Recruiting/Hiring from within: When looking to fill a vacancy. Giving
preference to current employees.
8. Screening: Sifting through a large number of applicants so as to determine a much
shorter list of those who appear most suitable.
9. Resume: A one or two page summary of an individual’s skills, education, and
experience.
10. CV: A longer, more detailed portrayal of an individual’s skills, accomplishments.
Education, and experience.
11. Soft skills: The array of manners, social graces, charm, confidence and other
interpersonal traits that people possess.
12. Selection: The process of choosing the right person for the job.
13. Compensation: All forms of reward going to employees and arising from their
employment.
14. Minimum wage: The lowest hourly wage that an employer must legally pay.
15. Gain Sharing: An employer shares any increase in profits that result from improvements
suggested or initiated by employees.
16. Sales Commission: The reward paid to sales people, based on a percentage of the
revenues generated by their efforts.
17. Employee Benefits: Non-financial forms of compensation offered in addition to salary in
order to reward and enrich employees.
18. Profit Sharing: A form of compensation that allocates a percentage of profits to a pool
to be shared by employees.
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19. Orientation/Induction: The process of introducing new and inexperienced people to the
organisation.
20. Management by Objectives: A theory which suggests that a business can best improve
its performance when managers and employees define objectives that are agreed to by
both parties. (Peter Ducker, 1954 book of “The Practise of Manegment”)
21. Performance Appraisal: An evolution of an employee’s achievements and growth, or
lack thereof.
22. Training: Activities aimed at increasing an employee’s skills to enable them to do a
particular job more efficiently.
23. Employee development: Activities aimed at increasing an employee’s general skills and
knowledge, coupled with career planning.
24. Mentoring: A senior, experienced manager provides guidance and advice to a junior
employee.
25. Retention: The activities that a business goes through, in order to keep and manage its
people.
26. Turnover: The percentage of employees who leave their job in a year.
27. Absenteeism: An employee’s absences from work due to illness, or personal or family
responsibility.
28. Networking: The process of establishing and maintaining contacts with key managers in
one’s own organization and in other organizations and using those contacts to weave
strong relationships that serve as informal development systems.
29. Controlled economies: Jobs are offered/designed by the government.
30. Free economies: Jobs are offered/designed by the private firms.
Human Resource Management (HRM)
HRM is more than hiring and firing personnel. All activities are designed to achieve
organizational goals within the laws that affect human resource management and more than
70% of Canadian workforce is in services. HRM is the process of:
•Determining human resources needs
•Recruiting
•Selecting
•Developing
•Training
•Motivating
•Evaluating
•Compensating
•Scheduling employees to achieve organizational goals
•Career managing
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Human Resource Challenge
•A growing percentage of new workers who are undereducated and unprepared for jobs
in the contemporary business environment.
•A shortage of workers in skilled trades due to retirement of aging baby boomers.
•A shift in employee attitudes toward work. Leisure time has become a much higher
priority, as have flextime and a shorter workweek.
•A declining economy that is taking a toll on employee morale as well as increasing the
demand for temporary and part-time workers.
•A growing concern over health care, elder care, child care, and opportunities for people
with disabilities.
•A decreased sense of employee loyalty, which raises employee turnover and the cost of
replacing lost workers.
The Hiring Process
1. Recruit
2. Select
Application Form
Interview
Test
Investigate
Probation
3. Train/Develop
Orientation
On Job Training
Apprenticeship
Off-the-Job Training
Online Training
Vestibule Training
Job Simulation
Recruiting
•Recruitment is the set of activities used to obtain a sufficient number of the right people
at the right time.
•The end result is to have a pool of qualified applicants.
•This task has become difficult because some organizations have policies that demand
promotion from within, operate under union contracts, or offer low wages, which
makes recruiting and keeping employees difficult.
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Document Summary
University of toronto scarborough (utsc) date: march 26, 2018. Week 11 hiring and keeping the best people: managing human resources. Terminology: human resource management (hrm): the activities involved with planning, organising, leading and controlling a business" people. Job analysis: a careful breakdown of all of the mental and physical activities that a job involves. Job specifications: the knowledge, education, experience and characteristics that are essential to the individual who will be preforming a job: recruiting: attracting interested and appropriate applicants to fill a position. Internal recruiting/hiring from within: when looking to fill a vacancy. Hrm is more than hiring and firing personnel. All activities are designed to achieve organizational goals within the laws that affect human resource management and more than. Hrm is the process of: determining human resources needs. Recruitment is the set of activities used to obtain a sufficient number of the right people at the right time.
