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HR Quiz 1 Slides
Terms in this set (34)
What is the difference between administrative HRM and strategic HRM?
Administrative: HR departments spend most of the time; process payroll, hire employees
Strategic: align HRM strategy with organizational strategy,
help organization achieve its strategic objectives
Explain how HRM supports corporate strategy
Top management decides the business strategy and then HR considers what employee behaviours is required to successfully execute the strategy
Explain the steps for the HRM Practices arrow diagram
analysis and design of work
training, learning, and development
employee and labour relations
all to improve company performance
What is vertical alignment
HR aligns process with strategic needs of the business
What HR functions are the most important to consider for the integration of the following strategic goals?
costs (managerial monitoring)
quality (behaviours that align w/ organizational goals
innovation (cooperation, interdependent behaviour, risk)
What is organizational culture?
core values, beliefs, and assumptions shared by members of an organization
What is the organizational climate?
prevailing atmosphere that has an impact on employees
What are HR external macro forces?
Labour market issues
What are labour market issues?
- economic conditions (labour force, productivity, unemployment)
- quality of human capital
- labour union activity
What are demographic trends?
- population growth (immigration)
- baby boomers, Gen X & Y, etc)
Explain diversity in the workplace
- visible and ethnic minorities (growth due to immigration)
- women (growing force in labour market)
- aboriginal peoples (difficulty obtaining and keeping jobs)
persons with disabilities (problems with accessibility continue)
Government legislation does what?
ensures policies and practices comply with new and changing laws covering:
- human rights
pay equity/ employment equity
-occupational health and safety
- employment standards
-government sponsored benefit plans
- multiple jurisdiction across Canada
Globalization does what?
- firms to extend business operations abroad
- emerge into one world economy
- increase international competition
- multinational corporations conduct business around the world/ less expensive, skilled labour
What are the seven research-supported best practices for HRM?
1. provide employment security
2. hire strategically
3. use self-managed teams
4. compensate well
5. train appropriately
6. reduce status differences
7. share information
An employer in BC has the right to terminate your employment at any time, without notice or compensation
It depends on how long you have worked there
Describe the legal framework for employment in Canada from the three perspectives:
Employer, Employee, Government
Employer: right to modify employee work terms for legitimate business needs
Employee: right to be protected from harmful business practices
Government: balance needs of employer and employee
What is the difference between federal and provincial?
Federal worker works for a business that operates across Canada i.e airplane, banking
Provincial sttues govern over 90% canadian workers
Which one is federal or provincial?
Bankteller - federal
Tim hortons employee - provincial
CN rail employee - federal
Air Canada pilot - federal
What is the BC Employment Standards Act?
Applies to unionized workers but collective agreement term supersede the Act
Doesnt apply to Federal jurisdiction
Includes stat holidays, min wage, vacation, meal breaks, leave (maternity, parental, bereavement), termination notice
Employee contacts may exceed minimums
Principle of greater benefit applies
Employers must deducts __________, ____________, and ______ (applies to employees under Federal AND Provincial jurisdiction)
income tax, EI, and CPP
these are the only deductions that can be made without a court order or written authorization
A business has the right to fire any employee under CERTAIN circumstances such as
- a just cause (misconduct or habitually poor performance)
- no period of notice
- no compensation
What are some dismissals for "Just cause"?
- objective standard, multiple warnings and attempts to rectify needed first, needs to be employees fault
- culpable behaviour: employee willfully broke rules (theft/fraud/ lateness or absenteeism)
- non-culpable behaviour: employee didnt meet standards but it was not willful (more due process needed before dismissal, should attempt to identify and assist w the issue)
What is the purpose of the BC Human Rights Code?
to prevent discrimination in certain areas
What are the prohibited grounds of discrimination for the Canadian Human Rights Act?
source of income
What are two types of discrimination and what do they mean?
Indirect: Appears neutral but has a downstream effect on employees based on prohibited ground
Direct: clear differential treatment based on prohibited ground
What are some examples of direct discrimination?
- dismissed because youre pregnant
- not hired because of a disability
-denied employment because of criminal conviction related to the job
- given a warning at work because you needed time off for a sick child
What are some examples of indirect discrimination?
- maximum height/weight requirements
- full time work requirements
- unnecessary education requirements
-lack of a harassment policy or guidelines
- a process of policy may simply have not evolved with our changing society
What is the Bona Fide Occupational Requirement (BFOR)?
a justifiable reason for discrimination
Based on necessity (safety and efficient operations)
i.e vision standards for bus driver, air pilot
What are the three criteria used to assess if discrimination qualifies for BFOR?
Question of rationale: was it based on legit work related purpose?
Question of Good faith: did decision maker honestly believe that the requirement was necessary to fulfill the role?
Question of reasonable necessity: Was it impossible to accommodate those who have been discriminated against without impost undue hardship on the employer?
What is the duty of reasonable accommodation?
adjustment of employment policies/ practices so that no individual is denied benefits or is disadvantaged
i.e work station redesigned for wheelchair
What is undue hardship?
financial costs make accommodation impossible
What is quid pro quo?
Harassment of a sexual nature that results in some correct consequence to the worker's employment status or some gain in or loss of tangible job benefits
What is a hostile work environment?
sexually related conduct that is hostile, intimidating or offensive to the employees but has no direct link to tangible job benefits or loss thereof
To reduce liability in harassment policies, employers should:
- establish sound harassment policies
-communicate policies to all employees
-enforce policies in a fair and consistent manner
-take an active role in maintaining a working environment that is free of harassment
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HR Quiz 2
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