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MOS 1021 Textbook Notes (entire course)
- Course
- MOS 1021 (1021)
- Institution
- University Of Western Ontario (UWO )
Introduction to Human Resources and Consumer Behaviour. Entire course textbook notes
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WEEK ONE (CH 1/2) PG 1-17 & 22-441. The Strategic Role of Human Resource Management
HRM is the management of people in organizations. They are responsible for ensuring that the
organization attracts, retains, and engages the diverse talent required to meet customer
satisfaction.
Each HRM function should aim to produce the employee behaviors and competencies that the
company needs to achieve its strategic goals.
2. The Evolution of HRM
HRM existed many years ago, however, the early stages of HRM were known as ‘personnel
management.’
As years went by, globalization made gaining a competitive edge increasingly important.
Today, economic and demographic trends make finding, hiring, and motivating employees more
challenging while the existence of more high tech and service jobs must excel at managing
employees through aptly renamed HRM departments.
2.1 Critical Competencies for HR Professionals
There are five identified competencies required by HR professionals:
- Business acumen
- An understanding of employment law and legislation
- Talent management
- Broad HR knowledge
- Employee-labour relations
2.1.4 Strategy Architect
HR plays an active role in the establishment and execution of strategy.
HR professionals used to have no part in formulating the strategy for the organization however,
nowadays, they are involved in both formulating and implementing strategy.
- Having HR professionals on staff to formulate strategy is viewed as a strategic
advantage.
2.1.6 Business Ally
HR professionals play a role in environmental scanning which is identifying and analyzing
external threats that may downfall an organization's success.
Five major forces driving the evolution of HR:
- Changing Technology - the use of technology has efficiently helped basic HR functions
such as day to day transactions and self service systems
- New Rules - HR’s role has become extremely strategic after the 2008 financial crisis.
This was crucial to their success as before, strategy wasn’t increasingly important.
- Succession Planning - 50% of companies don't have succession plans, however, HR
executives find it crucial to put time, complexities and contingencies for succession
planning.
, - Identifying Top Talent - HR tends to choose their employees very carefully, not just based
on talent but looking at all skills and competencies which aids the organization to have
an efficient working team
- A New Breed of HR Leaders - they have many different roles for executive positions
which are chosen carefully to have an efficient and strategic exec team
3.1 Ethics and Corporate Social Responsibility
Ethics are super important in many organizations as they are viewed as a code of conduct for
the work environment.
Ethics are seen as more of a guideline that sets you on a path that you should follow.
The most prevalent ethical issues in canadian organizations are security of information,
employee and client privacy, environmental issues, governance, and conflicts of interest - many
personal related issues pertaining to privacy and confidentiality .
There are many positive outcomes associated with properly implemented ethics programs such
as greater client/customer and employee loyalty, decreased vulnerability to chrome, reduced
loss to internal theft, and increased public trust.
4. Labour Market Issues
4.1 External Environmental Issues → 4.1.2 (table 4 - The Four Generations)
Traditionalists - 1922-1945 → grew up in an era of hardship including a war and the great
depression
Baby Boomers - 1946-1964 → largest group in the workforce right now. Grew up with major
optimism and during the women's movement
Gen X-ers - 1965-1980 → divorce rates skyrocketed as this generation grew up. First
technology-literate generation
Gen Y-ers - 1981-2000 → begin to enter the workforce and expect to change jobs frequently
4.1.3 Technology
Technology evolving has made it much easier for corporations to have video conferences and in
general, allow people to work from anywhere at any time. This is great, however, the ethics
behind technology has been a growing controversy as some firms use computer systems to
track employment behaviour/status. This includes employees’ emails, telephone conversations,
voice mails and some now include video surveillance monitors.
4.2 Internal Environmental Influences
4.2.1 Organizational Culture
Organizational culture consists of beliefs and core values shared by members of an
organization
- Communicating what the organization believes in
- Providing employees with the routine of norms
- Shaping employees attitudes for the success of the company
- Creating sense of identity, orderliness, and consistency
- Fostering employee loyalty and commitment
,4.2.2 Organizational Climate
Organizational climate refers to the atmosphere inside a workplace (i.e. workplace is friendly or
unfriendly, secretive or open, etc)
- Major factor influencing the climate is management's leadership style, HR’s policies and
practices (aka rules), and the amount of organizational communication
- This climate reflects the employees productivity, attitude, satisfaction and performance in
a workforce.
4.2.3 Management Practices
- Management practices changed lots over the past decade in terms of levels of
management replaced by flatter organizational forms, using cross functional teams and
improved communications.
- This being said, they cannot closely supervise their employees, meaning employee
empowerment has greatly increased.
CHAPTER 1 SUMMARY
- HRM refers to the management of people in organizations
- Strategic HRM involves linking HRM with strategic goals and objectives to improve
business performance
- 2 major stages in the evolution of HRM were
- Personnel management - focuses on administrative tasks
- HRM - recognized that organizational success is linked to strategic management
- Core roles that HR professionals must fulfill include : talent manager, culture/change
steward, strategic architect, operational executor, business ally, and credible activist
- ^ these roles are shared with managers and executives in the organization
- Managers, executives, and HR personnel are all influential in effective HRM.
- External and internal factors have an influence on HRM.
- External examples include economic factors, labour market (protected groups
and generational groups), technology (controlling data and privacy), government,
globalization, and environment (environment is managing sustainability and
corporate social responsibility)
- Internal examples include organizational culture, organizational climate, and
management practices (management practices is organizational structure and
employee empowerment)
TEXTBOOK CHAPTER 2 (PG 22-44)
1.1 Hierarchy of Employment Legislation in Canada
For two reasons, previous interpretations of laws impact how laws get interpreted in the future.
These reasons are:
, 1) The stare decisis - refers to the notion that decisions of a higher court can have authority
on a lower court decision within that same jurisdiction
2) Precedent - which refers to how the decision of a court of one jurisdiction can act as a
persuasive authority regarding how legislation is to be interpreted and applied in other
jurisdictions
1. All persons residing in Canada are protected under the Charter Rights and Freedoms
2. Provincial human rights codes entitles everyone to the same respect and equal treatment.
^ these two codes (Charter Rights and Provincial Human Rights), have a significant impact on
workplace practices.
3. Those who work in different provinces need to be monitored when given things like holidays,
minimum wage standards, etc. This is because legislation can be different in each province,
therefore, you must be careful to see that what you are allowing is legal in both provinces and
workforces.
4. Laws that specifically regulate HRM include occupational health and safety, union relations,
pensions, and compensations.
5. Contract law - contract that is signed by employee and employer that states the rules and
regulations that the employee must abide by
1.2 Tort Law
There are two types of Tort Law:
- Intentional Tort - such as assault, battery, trespass, etc
- Unintentional Tort - harm was caused by carelessness
2. Legislation Protecting the General Population
2.1 Charter Rights and Freedoms
- All Canadian citizens are entitled to the rights in this Charter. This Charter basically
trumps all other laws and violations. Guarantees your rights as a citizen and applies to
everyone regardless of gender, race, or mental/physical disability.
- Charter includes topics such as equality, freedom of speech, religion, and association
2.2 Human Rights Legislation
- Everyone in Canada is protected by the human rights legislation which is the prohibition
of intentional AND unintentional discrimination.
- Employers of companies must know the HRL in detail and act in accordance with the
HRL of their jurisdiction.
- The HRL varies in different jurisdictions, therefore, it is difficult for some organizations if
they have organizations in more than one jurisdiction.
2.2.1 Discrimination Defined in Human Rights Legislation
Types of Intentional discrimination:
- Differential or Unequal Treatment - treating an individual differently based on race,
gender, sex, etc (based on prohibited grounds)
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