Chapter 1: HRM Challenges and the Legal Context – Textbook notes
Human Resources Management (HRM): integrated set of processes, programs and systems in an
organization that focuses on the effective deployment and development of its employees.
1.Organizational work and job/role design - who is best at job and why?
2.Planning - right skills at the right time and place
3.Recruitment and selection - who what where
4.Training and developments
5.performance management - performance evaluations, measurement
6.compensation - pay and benefits to employees
7.occupational health & safety - workplace conditions
8.employee and labour relations - office politics and relations
Emerging fields in HRM:
1. Organizational development and learning (extension of training and development)
2. High-performance work groups/teams (job design)
3. Flexible work arrangements
4. HRIS – human resource information systems
Role of Line Manager: To directly interact with the employees and be responsible for the effective
contribution of those employees to the organization.
LineAuthority : Being directly responsible for the product or service.
Role of the HR professional: To assist and provide advice to the line manager so he can fully
understand the impact of his actions on the organization, and to equip the line manager with the best
people practices so the organization can be successful and maintain a competitive advantage through its
Globalization: Moving local or regional business into global marketplace
In organizations with an HR unit, HR managers assume a greater role in top-management-planning and
Current Business Challenges
HRM Challenges of Globalization:
-Competition is now global
- Canada is largely dependent on exports
-HRM must address geographic, cultural, legal issues involved in doing business in other countries
HRM Challenges of Survival of Firms:
Due to bad economy, firms forced to lower labour costs by:
1. downsizing and laying off workers
2. outsourcing jobs to cheaper workers
3. Employee Leasing
Downsizing: Planned elimination of jobs
Outsourcing: Hiring someone outside the company or bringing in a company to perform tasks that
could be done internally Employee Leasing: Employees are let go and then hired by a leasing company that contracts back with
the original company.
Human Resources Information System (HRIS):Atechnology system that provides data for purposes
of control and decision making.
Impact of IT on HRM:
1.Operational impact - reduces cost, improves productivity, less admin work
2. Enhances services to managers and employees
3. Revolutionized our ability to access and use information
4. Redefines activities that HR undertakes
Total Quality Management (TQM): Management philosophy that focuses on understanding customer
needs, doing things right the first time, and striving for continuous improvement.
Six Sigma: Process used to translate customer needs into a set of optimal tasks that are performed in
concert with one another. Can guide a business toward innovative solutions by saving money which can