Professional Documents
Culture Documents
HR planning Recruitment Selection Organizational and work design Training and development Performance review Compensation Labour relations
Employers must ensure that managers understand their obligations and comply Four primary areas of employment legislation
o
Healthy and Safe work Environment On the Job Injuries Relationship between union and employer Not all organizations are covered by Labour Relations
Labour relations
Important for manage to know the legislation in the country in which they are working
HR Planning
We have found the gap, how do we fill this void? How much time should we spend on identifying the right person? Lets follow the trail of what it takes to hire a new team member in an oganization.
Recruitment
Process of locating, identifying, and attracting capable candidates Can be for current or future needs Critical activity for some corporations. What sources do we use for recruitment
Internal Searches
School Placement
Employee Referrals
Employee Leasing
Recruitment Sources
Temp Services
Employment Agencies
Advertisements
Selection
Prediction exercise
o
Decision-making exercise Purpose is to hire the person(s) best able to meet the needs of the organization Tied Back to Strategy
Selection
Are there ways that managers can ensure that the decision achieves the desired outcome? (time and time again)
o
Reliability
Degree to which selection tool measures the same thing consistently Can be a test or an interview Same questions need to be asked.
Validity
Relationship between selection tool and appropriate criterion What a selection technique measures and how well it measures Must be proven and relevant to job
o
Most Latitude Questions are open ended This can get you into trouble As about a situation you have experienced.
Behavioural Description
Structured
Panel Situational
Why is a Situational Analysis Good.
Interview Questions
Lets come up with some interview questions!
Written Tests
Intelligence General aptitude Ability Interest
Reference Checks
Potential employer seeks to verify information Important to have well-constructed questions Can you Outsource This? How far can you dig?
Your Hired
Now What? Most Important Stage
Orientation
Process to introduce new employees to organization Familiarization to Organization and its Values Improved new employee to FamiliarizeSuccess On the Jobjob and Minimizes Turnover work unit Help employee to understand values, beliefs, and acceptable behaviours
Employee Training
What deficiencies, if any, does job holder have in terms of skills, knowledge, abilities, and behaviours?
Is there a need for training? What are the strategic goals of the organization?
Training
Can you Train Someone out of a job?
Performance Management
Integration of management practices that includes a formal review of employee performance
o
Includes establishing performance standards and reviewing the performance Means to ensure organizational goals are being met
BARS
Multiperson
MBO
360-Degree Review
Compensation Management
Process of determining cost-effective pay structure Designed to attract and retain Provide an incentive to work hard Structured to ensure that pay levels are perceived as fair
Geographical location
Kind of business
Management philosophy
Labour- or capital-intensive
Unionization
Source: Management, Seventh Canadian Edition, by Stephen P. Robbins, Mary Coulter, and Robin Stuart-Kotze, page 274. Copyright 2003. Reprinted by permission of Pearson Education Canada Inc.
FOM 9.29
Robbins et al., Fundamentals of Management, 4th Canadian Edition 2005 Pearson Education Canada, Inc.
Employee Benefits
Indirect financial rewards Designed to enrich employees lives Vary widely in scope Costs range from 30% to 40% of payroll costs
Labour Relations
Relationship between union and employer Union functions as the voice of employees Collective bargaining is a process to negotiate terms and conditions of employment Bargaining produces a written document called a collective agreement