CMHR 523 - ChapterSummaries
CMHR 523 - ChapterSummaries
CMHR 523 - ChapterSummaries
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This ideology began in the 1900s and slowly evolved and developed over the years through four major phases. The first phase first recognized the importance of personnel administration as part of HR. This includes payroll, hiring, firing, etc. The second phase was a response to the industrial revolution; as workers felt overworked, unions were formed to represent their voice to management. As a result, legal compliance became part of HR responsibilities along with orientation, performance appraisals, and employee relations. The third phase added government legislation to the mix as human rights and employee rights were established and passed. Lastly, the fourth phase encompassed the notion to strategically manage human capital and resources.
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As the HR role evolved over the years, its importance and relevance has also grown making it an integral part of the organization. It is now a designation similar to other professions such as Chartered Accountants and Engineers and is becoming a more dynamic and challenging role for professionals.
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Religion:
2. Explain how 'diversity management' differs from 'employment equity' and explain three reasons for embracing workforce diversity.
Employment equity is an obligation organizations must keep to comply with the law. Diversity Management is strategically managing employee talent. There are many advantages to embracing unique talents of a diverse workforce. Employees may be able to speak different languages and communicate with potential customers or suppliers or partners around the world, employees might have their own business networks that would provide an opportunity to expand, and lastly, employees can provide ethnic insights and cultural cues that can be relevant for international business practices and product development in other countries.
3. Identify the steps in implementing an employment equity program and the importance of each step.
Step 1: Senior Management Commitment & Support Step 2: Data Collection and Analysis Step 3: Employment Systems Review It is important to lead by example, if expectations and standards are set by top level management, this will influence and trickle down to the organization. It is important to have an objective system to measure and analyze performance towards organizational goals and objectives. It is also important to consider the overall effect the program will have on employees and what actions must be taken to counterbalance these effects (i.e. updating employee manuals).
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Having a plan maps out the direction and the timelines for your Step 4: Plan Development organization. It is a tool to anticipate logistics but also to set goals and measure whether they have been met. It is critical that the execution is effective, timely, and also done within Step 5: Implementation a realistic framework and timeline. This also ultimately affects how employment equity will be adopted by the organization. Step 6: Monitoring, Evaluating, and Revising Feedback and reflection is important to correct mistakes but seeks opportunities for improvement. The organization must make a commitment to continually improve the system.
4. What is systemic discrimination? What is reasonable accommodation? What is undue hardship? What is a BFOR?
Systemic Discrimination Patterns of behaviour, policies, practices that are embedded within
Reasonable
Accommodation
Undue Hardship
BFOR Bonafide Occupational Requirement, which is a justifiable reason for discrimination based on business necessity or an expectation clearly outlined to an employee. In return, this clause protects employers from employees who may use their constitutional rights as an excuse for their poor work performance.
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Job design
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The negative impact: It would not provide the direction and context needed to properly plan for human resources within the organization. Furthermore it could create chaos and disorganization because the organization would not be able to find the right people to fulfill the roles, and consequently not have the appropriate system to give them accurate compensation and support systems for them to succeed and grow in the organization. Some examples of these consequences include, high turnover rate, loss of profits, inefficient operations, inadequate pay, and low engagement.
! #2. Case Incident What is a Human Resource Consultant to Do. Develop a sample Job Description for the position of administrative assistant for the owner. !
Job Description: Administrative Assistant Position: Location: Administrative Assistant Northern Ontario Reports to: President Date: September 25, 2011
Job Summary:
The Administrative Assistant contributes to the efficient day-to-day operations of the Presidents office, and supports the work of management, other staff, and any other clerical duties to support the organization.
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Personal Characteristics
The Administrative Assistant will demonstrate competence in the following areas: ! ! ! ! Relationships: Maintain positive working relationships with others, both internally and externally. Communication: Excellent oral and written communication skills. Needs Assessment: Anticipate, understand, and respond to the needs of members and other clients to meet or exceed their expectations. Teamwork: Work cooperatively and effectively with others to set goals, resolve problems, and make decisions to enhance organizational effectiveness; ability to undertake self-directed tasks when necessary. Organization: Excellent time management skills; attention to detail; the capacity to prioritize by assessing situations to determine urgency; develop a work schedule, set goals, create/ implement actions plans and monitor progress; and ability to make clear, timely decisions
Working Conditions
!The Administrative Assistant will work from the LePage offices located at 40 Main St, 35 hours / week, Monday through Friday, 10 AM to 5 PM. The Administrative Assistant will be entitled to 15 days of paid vacation time per year. Occasional overtime may be required; compensation will be in the form of time of in lieu as negotiated with management. Salary: $38,000 per hour (dependent on qualifications).
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3. Differentiate among job enlargement, job rotation, and job enrichment and provide an example of each.
Job Enlargement Also known as horizontal loading is a technique to alleviate boredom by assigning them more responsibilities in a job. This engages employees and also draws out a wider range of skills for the employee. An example would be expanding the job of an intern at a Magazine, rather than just having print design responsibilities, you can assign them to update the company website so they gain digital design experience. Job Rotation An alternative technique to reduce monotony by creating a system to allow employees to have different positions and within the organization. This expands their understanding of the companys operations. An example would be in a volunteer organization, rather than just assigning a volunteer one role, you allow them to fundraise, create marketing materials, and also lead teams. This will empower them and make them more effective. An example would be to allow an salesperson in a retail store who has great speaking ability and people skills to run a training session; since they have first hand experience but also they can feel like an integral part of the store. Job Enrichment Also known as vertical loading is providing opportunities for employees to have more meaningful tasks and satisfying their career objectives and desires.
Group Interview
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2. Instructional Design
Job Instructional Training Employee must complete the Photoshop Essentials in house training course that outlines the key steps and key points when cropping an image. There is a certain function and set of steps to follow and because it is a specialized skill, it cannot just be observed and learned simply by on the job training. After the employee has completed the course, it is also important to be guided under a mentor who will prevent bad habits from occurring. Photoshop is a program that provides many avenues to achieve a photo effect however there is one best method to preparing files for print reproduction and to maintain quality. This must be monitored. This is optional but could give the employee focused training. The Photoshop Essentials book has an included DVD tutorial set which allows individuals to practice these skills on their own time.
Apprenticeship Training
3. Evaluation of Training
Semi-Annual Review A performance review of all newly trained graphic designers should occur on their knowledge and technical ability in editing photos. Furthermore, the final output quality on the magazine should also be reviewed by the Creative Director and Prepress Operators. Likely, modifications and changes to the program will occur because the software is often updated and new methods of cropping may be created. Therefore, the program will have to modify to teach these new competencies and also ensure that the theoretical concepts of photo reproduction is reinforced. Repeat steps 2-4 continuously to ensure it is tested and validated.
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2. Discuss and suggest the type of appraisal methods that Brenda should recommend the company utilize. Behaviourally Anchored Rating Scales (BARS) This would be a great appraisal method to implement as it combines the benefits of narrative, critical incident and quantified ratings. It also sets a scale to expected/unexpected performances using narrative examples. Critical Incident Method This is crucial as a preventative measure to prevent counterproductive, unwanted work behaviours and attitudes that can deteriorate the organization and have negative effects. These should not be taken lightly and should always be documented. Computerized and WebBased Performance Method Management by Objectives Method (MBO) This method will provide an efficient and organized way to keep track of the employees performance and workflow. Supervisors to easily keep track of an employees workflow and processing by using EPM. The manager can exercise leadership and guidance by setting measurable goals for employees and review them throughout the year. This can assist in developing the skills and talents of the employee and not necessarily just focus on quantitative results.
3. Discuss the rating errors that Brenda must be aware of and how these can be avoided. Unclear Perform ance Standards A common error in the graphic rating scale since goals are open to interpretation. The definition of good performance can differ among supervisors. Succinctly describing these expectations is a good way to avoid this subjectivity. Halo Effect What may happen is the manager can unintentionally rate all traits similarly if the employee is friendly. One must be wary about their relationship with their employees and not let that bias their opinion. Having more than one supervisors opinion can help avoid this. Central Tendency There can be a tendency to select the average choices rather accurately assessing the actual value. This distorts the actual performance of the employee. Ranking can help avoid this issue and keep track of high and low performers. Strict/Leniency Problem This can greatly affect rating scales as well but it is the opposite of central tendency. Again, the main recommendation is to rank employees. In this problem supervisors rating employee either at the top or the bottom of the rating scale.
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Appraisal Bias Individual characteristics such as race, gender, age, can affect the rating. This is a violation under the human rights legislation and also provides inaccurate feedback. Being aware of this issue and supervisor training is highly recommended. Recency Effect Occurs when ratings are just based on the current performance rather than a full view of the entire years performance. Objectivity is the key point to avoiding this issue and being perceptive and having a birds eye view of the situation. Sim ilar-To-Me Bias Bias against employees who have similar characteristics as themselves. This is discriminatory and very subjective. Treating employees as equals and using the performance measures as a basis for assessment can help.
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Life Insurance
Long-Term Disability
Retirement Benefits
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Required Activities:
B5) Develop an incentive plan for one of the following positions: used-car salesperson, web designer or HR Manager. Post your incentive plan and provide feedback to at least one colleagues plan acting as the manager who will have to implement this plan with his/her work group. Incentive Plan for Web Designer Post a case study competition to improve the website of a certain company and set out certain criteria that the website must meet, such as having a video component or an animation sequence. Participants must also pitch their idea and be able to present it as if they were showing the actual client. Deadlines and evaluation criteria will be posted and a panel of judges will score each submission. The winner will be chosen as the creative direction for the client and will participate in the management of the project.
The incentive here is for web designers to actively apply their skills and foster their talent. It is also designed to teach them how to develop creative briefs and actively think about the needs of the client when creating websites for them. This is a win-win situation as it develops the employee but also
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provides management an idea of the talents of each individual. It also presents an opportunity for feedback and evaluation so that all applicants, despite not having won, can gain something out of the experience.
B6) Recognition can take many forms. Prepare a list of some forms of recognition that would be motivational for your generation and explain why you have chosen them. In your posting name the generation. Superlatives (Awards) These are great because everyone is merited for being who they are and it recognizes their best qualities. It fosters a team environment and positive affirmation. For example, Most Punctual or Best Photoshop Editor, etc.
Gift Certificates/Rewards Providing a valuable experience outside from monetary gain would be more meaningful when recognizing someone who has done a great job. If the employees value going out to restaurants than that would be a great motivational gift but by facilitating the team to celebrate successes together, this prevents jealousy and resentment.
New iPhone or Software This is probably one of the most expensive expenses for some employees and it is a necessity for their job so this would be the perfect way to treat a good employee but it would also encourage them to be productive and to keep up with the latest technologies.
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Critical Thinking Questions: (pg. 462) 2. What are the primary reasons why people unionize?
1. Perceived inequities in wages and treatment 2. Job Security 3. General Job Dissatisfaction (work hours, conditions, benefits, wages) 4. Unfair practices by management in policies, administration, etc. 5. Lack of representation and the fair opportunity to express opinions about work 6. Lack of opportunity for advancement 7. Unions have a reputation of being effective in creating change and having influence 8. Balance powers between management and workers
3. Should a union wish to organize LearnInMotion employees, what are the 5 steps in the labour relations process a union must go through?
1. 2. 3. 4. 5. Employees decide to seek collective representation. Union organize a campaign to make themselves known Union is certified and recognized Negotiation of a collective agreement with management Day to day contract administration
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5. Failure to develop global partnerships to help start his business This would have been a strategic movie to actually flourish his business overseas by seeking the advice and guidance of a fellow company in the respective regions. 6. Failure to implement a Global HR System to interconnect the two continents This could of provided the HR Department in Canada to assist in these transitions and changes. By providing a system to accurately track the dealings overseas and also establish a communication link, this could have provided more support for the operations in Belgium and Germany. 7. Failure to find international managers to assist in Germany and Belgium Poor candidate identification for this position was a large consequence. The company should of spent time finding and scouting appropriate managers. Blindly putting advertisements in local newspapers is a passive approach and more often than not lead to finding lost souls 8. Lack of Performance Appraisals for Global Managers This system would of given flags of concern before the situation would escalate to an emergency state. This would give quantitative and qualitative information on the success of the operations. 9. Failure to understand economic systems Did not know how to viably run a business with the different economic environment and operate with good financial sense. They ran into debt and also had to cut their workforce which is completely counterproductive. 10. Lack of understanding of the Cultural Barriers/Factors It seems theres a disconnect of understanding the culture in Belgium and Germany. Cross-cultural research would have been a huge benefit in understanding the market and the environment.
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