HR 2170 chapter 1, HR 2170 chapter 2, HR 2170 Chapter 3, HR 2170 Chapter 4

7 key processes
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Terms in this set (47)
Systemic discrimination?Patterns of behaviour, policies or practices that are part of the structures of an organization and which create or perpetuate disadvantage for radicalized personsReverse discrimination?The practice or policy of favouring individuals that belong to groups known to have been discriminated against previously8 steps for the dispute resolution process for the human rights commission?1. Inquiry 2. Early resolution and mediation 3. Formal complaint 4. Notification 5. Mediation 6. Investigation 7. Conciliation 8. TribunalEmployment standards legislation-Minimal obligations of employers (pay, hours of work, breaks) -Canada labour code and provincial employment standards actLabour relations legislationSets the standards for unions and management working togetherHealth and safety & workers comp legislations-Focus on ensuring a safe workplace -Focus on wages replacement for those who are injured on the jobEmployment equity legislationEnsures that members of the protected groups have an equal chance at getting a job or being promotedPay equity legislationEnsures that individuals doing the same job that is of the same value to the organization are paid the same wage Generally does not pertain to managers who are paid a salaryDiversity in the workplace-Diversity management programs and many organizations -Business value of having a diverse organizationOrganizational ethicsStandards of conduct for making moral judgementsWhistleblowingA means whereby individuals can report an ethical behaviour without fear or repercussionOrganizational cultureBeliefs and values of the companyImportance of organizational cultureValues impact the work environment an employees behaviour and attitude to workEmployee engagementCommitment of employees to the organization and their work and the characteristics of an engaged employeeMethods to engage employees (8)1. Design jobs to include employees skills and strengths 2. Listen to and incorporate employee opinions 3. Communicate clear expectations 4. Give recognition and praise 5. Provide learning and career development opportunities 6. Provide resources and support in finding solutions to problems 7. Clarify roles and decision-making authority 8. Provide flexible work schedules and workloadsLegal framework for a healthy and safe environment-Occupational health and safety act -Occupational illness -Occupational injuries -Industrial diseasesEmployer responsibilities and duties for workplace health and safety-Provide a hazard free workplace -Comply with laws and regulations -Inform employees about safety and health requirements -Keep records -Compile annual summary of work-related injuries and illnesses -Provide safety training -Report accidents to WCBWorkers responsibilities and duties for workplace health and safety-Comply with all laws and regulations -Report hazardous conditions or defective equipment -Follow employer safety and health rules -Refuse unsafe workSupervisor responsibilities and duties for workplace health and safety-Advise employees of potential workplace hazards -Ensure workers use or wear safety equipment -Provide written instructions -Take every reasonable precaution to guarantee safety of workersJoint health and safety committees responsibilities and duties for workplace health and safety-Advise employer on health and safety matters -Create a nonadversarial climate to foster a safe and healthy work environment -Investigate accidents -Train others in safety obligationsWays to reduce costs through having a safe workplace (6)1. Perform an audit to assess high risk ares within a workplace 2. Prevent injuries by proper ergonomic design of the job and effective assessment of job candidates 3. Provide quality medical care to injured employees by physicians with experience and preferably with training in occupational health 4. Reduce litigation by effective communication between the employer and the injured worker 5. Manage the care of an injured worker from the injury until return to work 6. Provide extensive worker training in all related health and safety areas4 programs for building a culture of well being1. Health service programs for staff 2. Wellness programs (gyms) often to prevent illness 3. Disability management programs to help individuals who have a cognitive or physical disability 4. Employee assistance programs (EAPs) to help employees if they or their family are having problems that may be interfering with workWorkMental and physical activities that need to be completed by employeesJobGroup of related activities and dutiesPositionActivities and duties performed by one personRolePart played by an employee within an organization and how it relates to other jobsJob analysisDetermining objective and verifiable information about the requirements of the jobProcess of job analysisInternal sources of information about jobs (employees and supervisors) External sources of information about jobs (gov websites, available job descriptions) Interviews, observation, questionnaires, diariesUses of information obtained from job analysis (5)-Assists in recruitment and selection of employees -Serves as the foundation for employee performance management -Serves as a foundation for employee training and development -Supports health and safety initiatives and improvement -Serves as a foundation of compensationJob designProcess of defining and arranging tasks and other processes in oder to achieve employee goals and organizational effectivenessTypes of job design (5)Job rotation Job enlargement Membership on leadership teams Job enrichment Job craftingJob rotationEmployees move to different jobs to learn new tasksJob enlargementEmployees are given more tasks to doMembership on leadership teamsEmployees are allowed to work on a team of more senior leaders to gain more skills that will help them become a better managerJob enrichmentEmployees are given jobs where they have more responsibility for operations or other tasks and greater involvement in decision makingJob craftingCustomizing jobs by allowing the employee to have a say in how their job is organized, essentially allows the creation of jobs customized to individual employees' career plansEmployee empowerment-Granting employees power to initiate change -Encourages employees overall involvement in work by supporting participation and innovation, allowing access to info that is required to succeed, encouraging employees' accountability for results