Understanding Management

First Canadian Edition

Slides prepared by Janice Edwards College of the Rockies

Copyright 2009 Nelson Education Ltd.

Chapter 9

Human Resource Management and Diversity

Copyright (c) 2009 Nelson Education Ltd.

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Learning Objectives
1.

2.

3.

4.

Explain the role of human resource management in organizational strategic planning. Describe federal and provincial legislation and societal trends that influence human resource management. Explain what the changing social contract between organizations and employees means for workers and human resource managers. Describe the tools managers use to recruit, select, train, and evaluate employees.
Copyright (c) 2009 Nelson Education Ltd.

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Learning Objectives (Contd)

5.

6.

7.

8.

Explain how organizations maintain a workforce through the administration of wages and salaries, benefits, and terminations. Explain the dimensions of employee diversity, as well as the changing workplace and how to manage a culturally diverse workforce. Explain employment equity and why factors such as the glass ceiling have kept it from being more successful. Explain the importance of addressing sexual harassment in the workplace.
Copyright (c) 2009 Nelson Education Ltd.

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Human Resource Management (HRM)

To ensure the effective and efficient use of human talent to accomplish organizational goals. Includes activities to attract, develop, and maintain the work force.

Copyright (c) 2009 Nelson Education Ltd.

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Ex. 9.1

Strategic Human Resource Management

Company Strategy

Attract an Effective Workforce HRM planning Job analysis Forecasting Recruiting Selecting

Maintain an Effective Workforce Wage and salary Benefits Labour relations Terminations
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Develop an Effective Workforce

Training Development Appraisal

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HRM is Changing
1. 2. 3.

Focusing on building human capital. Developing global HR strategies. Using information technology.

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Employment Legislation

Point of the laws is to stop discriminatory practices. EEO Legislation attempts to: balance the pay given to men and women. provide employment opportunities without regard to race, religion, national origin, and gender. ensure fair treatment for employees of all ages. avoid discrimination against disabled individuals. Defines enforcement agencies for these laws.

Copyright (c) 2009 Nelson Education Ltd.

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Ex. 9.3

The Changing Social Contract

Old Contract

New Contract

Employee

Employability, personal responsibility Partner in business improvement Learning

Job security A cog in the machine Knowing

Employer

Continuous learning, lateral career movement, incentive compensation Creative development opportunities Challenging assignments Information and resources

Traditional compensation package Standard training programs Routine jobs Limited information

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HR Issues in the New Workplace

Teams and projects Temporary employees Technology Work-life balance Downsizing

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Ex. 9.4
HR Planning
Retirements Growth Resignations

Attracting an Effective Workforce

Choose Recruiting Sources
Want ads Headhunters Internet

Select the Candidate

Application Interview Tests

Welcome New Employee

Company Needs Strategic goals Current and future competencies Market changes Employee turnover Corporate culture Company Inducements Pay and benefits Meaningful work Advancement Training Challenge
Copyright (c) 2009 Nelson Education Ltd.

Matching Model
Match with

Employee Contributions Ability Education and experience Creativity Commitment Expertise and knowledge Employees Needs Stage of career Personal values Promotional aspirations Outside interest Family concerns
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Match with

Assessing Organizational Needs

Job Analysis Job Descriptions Job Specifications Legal considerations E-cruiting

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Recruiting
Activities or practices that define the characteristics of applicants for specific jobs. Internal recruiting (promote-from-within), or External recruiting sources. Realistic job previews (RJPs) give applicants all pertinent and realistic information.

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Selection
Determining the skills, abilities, and other attributes a person needs to perform a particular job.

Selection devices most frequently used are: Application form Interview Employment test Assessment centre

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Training and Development

Orientation Training Classroom Training Self-directed Learning Computer-based Training Corporate Universities

Promotion from within

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Performance Appraisal
The steps of observing and assessing employee performance, recording the assessment, and providing feedback to the employee.

HRM professionals concentrate on two things:

1. 2.

Accurately assessing performance Training managers to effectively use the performance appraisal interview
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Maintaining an Effective Workforce

1.

2. 3. 4.

Compensation considerations: wage and salary systems compensation equity pay for performance Benefits Succession Planning When necessary, terminations

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Attitudes Toward Diversity

Ethnocentrism: the belief that ones own group and subculture is inherently superior to other groups or cultures.
Mono-culture: a culture that accepts only one way of doing things and one set of values and beliefs. Ethnorelativism: the belief that groups and subcultures are inherently equal.

Pluralism: means that an organization accommodates several subcultures.

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Glass Ceiling

Invisible barrier that separates women and minorities from top management positions.

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Five Common Forms of Sexual Harassment

Generalized. Inappropriate/Offensive. Solicitation with promise of reward. Coercion with threat of punishment. Sexual crimes and misdemeanors.

Copyright (c) 2009 Nelson Education Ltd.

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