HRM

HRM- HRM refers to the management of people in organizations. It is responsible for ensuring that the organization attracts, retains, and engages the diverse talent required to meet the business needs. They have the primary responsibility for managing the workforce that drives organizational performance and success. Organizations are increasingly viewing the HR dept. as an equal partner in the strategic planning and execution. (environmental scanning)

Internal & external environmental influences – Internal: organization culture, organization climate and management practice; External: economic factors, labour market issues, demographic trends and increasing workforce diversity, technology, government, and globalization.

Discrimination - Ground of Jurisdictions prohibit discrimination: race and colour, sexual orientation, religion/creed, physical and mental disability, sex, age, and marital status.

Harassment – abuse of authority that undermines somone’s performance or threatens his or her career; written or verbal abuse or threats; sexual harassment; practical jokes that embarrass or insult someone; vandalism of personal property

Employment Equity – It occurs in 4 groups, women, aboriginal people, persons with disabilities and visible minorities. They had been subjected to different treatment by employers, such as lower pay on average, occupational segregation, higher rates of unemployment, under-employment, and glass ceiling.

Diversity Management – Activities designed to integrate all members of an organization’s multicultural workforce and use their diversity to enhance the firm’s effectiveness.

Demographic trends and increasing workforce diversity – demographics refer to the characteristics of the workforce, which include age, sex, marital status, and education level. Canada’s labour force is becoming increasingly diverse.

Job description and job requirement – A job description is a written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed. Based on it, we can get the job requirement.

Methods for collecting job analysis data –interviews , questionnaires, direct observation, and participant logs.

Internal & external recruitment- Advantage of internal recruitment: employees see that competence is rewarded, thus enhancing commitment, morale and performance; Insiders may be more committee to company’s goals; managers have long time to evaluate and make decision; be safer to promote from within; Advantage of external recruitment: generation of a large pool of qualified candidates and a more diverse applicant; aquisiin of skills or knowledge not currently available within the organization; elimination of rivalry and competition caused by employees; potenal cost savngs resulting from hiring individuals who already have the skills

Private employment agencies & executive search firms – Private empl. Agencies: to provide assistance to employers seeking clearical staff, functional specialists, and technical employee; Executive search firms: to fill critical positions in a firm, usually middle- to senior-level professional and managerial employees.

Interview – Situational interviews focus on future behavior and behavioural interviews focus on past behavior. The successful candidates must fit with the strategic direction of the organization.Reference checking is a very important source of information about job candidates.

Common interviewing mistakes – poor planning, snap judgments, negative emphasis, halo effect, poor knowledge of the job, contrast error, influence of nonverbal behavior, telegraphing, too much/too little talking, similar-to-me bias