Premium Essay

Human Resource Management Chapter Summaries

In: Business and Management

Submitted By iiva
Words 9446
Pages 38
Chapter 1 – Strategic Human Res. Mgn
Chapter 1: Strategic HRM

HR functions: all relative to the company’s performance
- analysis and design of work
- employee relations
-recruiting
-selection
- training and development
- performance management
- compensation
- supporting the organizations strategy

Environmental trends impacting HRM
- Changes in the labour force * Aging workforce * Diverse Workforce * Labour unions * Contigent employees * Skill deficiencies

- High Performance Work Systems * Knowledge workers * Employee engagement * Teamwork * Increasing education

- Change in the employment relationship * New psychological contract * Organizational culture/climate

- Others: * Economic conditions * Technological changes * Government * Globalization

Chapter 2 – Changing Legal Emphasis
There are 14 jurisdictions, 10 provinces, 3 territories and Canada as a whole for employment laws.
- Provincial/territorial employment laws govern 90% of population
- Federal employment legislation governs the other 10%.
The legal framework for employment also includes constitutional law, particularly the Charter of rights and Freedom; acts of Parliament; common law (wrongful dismissal) and contract law.

Regulations: legally binding rules established for the special regulatory bodies (ministry of labour, human rights commission) created to enforce compliance with the law and aid in its interpretation.

EMPLOYMENT STANDARD LEGISTLATION
Employment (labour) standards legislation: Laws present in every Canadian jurisdiction that establish minimum employee entitlements and set a limit on the maximum number of hours of work permitted per day or week. (Wage, vacation, termination notice, overtime pay..)

Equal pay for equal work principle specifies that an employer cannot pay male and female…...

Similar Documents

Premium Essay

Human Resource Management

...Global Human Resource Management Learning Objectives After studying this chapter, you should be able to: Describe the drivers behind globalization in the early 21st century. Discuss the role that culture plays in determining the effective use of human resource management practices in a global organization. Identify critical HRM issues faced by multinational and global organizations when they conduct business in the international marketplace. Internet/Web Resources General Sites www.expatexchange.com www.ilo.org www.odei.gov/cia/publications/factbook/ index.html www.mexicomaquila.com www.gmacglobalrelocation.com www.shrm.org globalgateway.monster.com Company Sites www.globaldynamics.com www.nortel.com www.bp.com www.dell.com www.ballygaming.com www.nestle.com www.unilever.com www.fiat.com www.volvo.com Career Challenge Chapter 4 Global Human Resource Management 97 Boswell Technologies is a computer software development firm located in Akron, Ohio. Michael Carl, vice president for human resources at Boswell Technologies, has just returned from San Benedetto, Italy. It seems that Boswell is soon going to become Boswell International. The company has just acquired a successful software firm located in San Benedetto. The purpose of the acquisition was to quickly allow Boswell to become a premier supplier of new and innovative computer software in Europe. On his first day back in Ohio, Michael has been called into the office of Boswell’s president, David Randolf, to......

Words: 18056 - Pages: 73

Free Essay

Human Resource Management Chapter 2

...Human Resource Management Week 2 Assignment August 30, 2012 Chapter 2 Learning Exercise 2 1. Small businesses comprise a major portion of the U.S. economy. Larger companies typically have more resources to hire staff dedicated to supporting the management of employees than do smaller companies, which often lack formal HR departments to provide similar support. This does not eliminate the need to attend to people issues in smaller companies; rather line managers or company owners must perform HR practices in addition to their other activities. Also, smaller businesses often do not have the resources to provide the same level of pay, benefits, and training opportunities to employees as larger companies. 2. Although small companies often do not have the same type or level of resources enjoyed by larger companies, the importance of effectively managing employees may be magnified in smaller companies. With a smaller staff, managers may expect employees to display greater autonomy and discretion. As a result, the types of knowledge, skills, and abilities that employees may need in small versus large companies, even for the same job, differ. Furthermore, in contrast to large operations, in a small company, the performance of each employee is likely to have a larger, more direct impact on company success. 3. Yes, it would influence my decision about how to manage my employees. The pressures of managing employees in a young, startup company are different......

Words: 793 - Pages: 4

Premium Essay

Strategic Human Resource Management

...Chapter two Strategic human resource management John Bratton Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance. ‘If a global company is to function successfully, strategies at different levels need to inter-relate.’ 1 ‘An organization’s [human resource management] policies and practices must fit with its strategy in its competitive environment and with the immediate business conditions that it faces.’ 2 ‘The [human resources–business strategy] alignment cannot necessarily be characterized in the logical and sequential way suggested by some writers; rather, the design of an HR system is a complex and iterative process.’ 3 Chapter outline Introduction p.38 Strategic management p.38 Strategic human resource management p.45 Human resource strategy models p.49 Evaluating strategic human resource management and models of human resources strategy p.56 Dimensions of strategic human resource management p.59 International and comparative strategic human resource management p.61 Chapter objectives After studying this chapter, you should be able to: 1. Explain the meaning of strategic management and give an overview of its conceptual framework 2. Describe the three levels of strategy formulation and comment on the links between business strategy and human resource management (HRM) 3. Explain three models of human resources (HR) strategy: control, resource...

Words: 14979 - Pages: 60

Premium Essay

Human Resources Management

...lectures for students to view online? With McGraw-Hill's Connect Management, ™ INSTRUCTORS GET: • Interactive Applications – book-specific interactive assignments that require students to APPLY what they’ve learned. • Simple assignment management, allowing you to spend more time teaching. • Auto-graded assignments, quizzes, and tests. • Detailed Visual Reporting where student and section results can be viewed and analyzed. • Sophisticated online testing capability. • A filtering and reporting function that allows you to easily assign and report on materials that are correlated to accreditation standards, learning outcomes, and Bloom’s taxonomy. • An easy-to-use lecture capture tool. STUDENTS... Want an online, searchable version of your textbook? Wish your textbook could be available online while you’re doing your assignments? Connect™ Plus Management eBook If you choose to use Connect™ Plus Management, you have an affordable and searchable online version of your book integrated with your other online tools. Connect™ Plus Management eBook offers features like: • Topic search • Direct links from assignments • Adjustable text size • Jump to page number • Print by section STUDENTS... Want to get more value from your textbook purchase? Think learning management should be a bit more interesting? Check out the STUDENT RESOURCES section under the Connect™ Library tab. Here you’ll find a wealth of resources designed to help you achieve your goals in the......

Words: 209749 - Pages: 839

Premium Essay

Strategic Human Resources Management

...Strategic Human Resource Management Model A human resource department helps organizations and their employees attain their goals. But it faces many challenges along the way. This chapter explores some of these challenges and outlines a strategic human resource management model upon which the rest of this book builds. The Strategic Human Resource Management Model Environmental Analysis Organizational Mission and Goals Analysis Analysis of Organizational Strengths and Culture Analysis of Organizational Strategies Choice and Implementation of Human Resource Strategies Planning Human Resources Attracting Human Resources Human Resource Tactical Plans Placing, Developing, and Evaluating Human Resources Maintaining High Performance Motivating and Rewarding Human Resources Human Resource Systems and Procedures Review and Evaluation of Human Resource Strategies CHAPTER ONE Strategic Importance of Human Resource Management The successful 21st-century organization will not take the loyalty of talented people for granted. It will constantly try to recruit and keep them. … The mutual commitment of an employer and an employee will be one of the most important factors for a 21st-century organization. Subhir Chowdhury1 One CHAPTER OBJECTIVES After studying this chapter, you should be able to: • List challenges facing Canadian organizations in the context of managing their workforce. • Discuss the objectives of human resource management. •......

Words: 32978 - Pages: 132

Premium Essay

Human Resource Management

...for Fundamentals of Human Resource Management, 4th edition Chapter One: Managing Human Resources [pic] Welcome to your guide to teaching Chapter One, Managing Human Resources! This guide will provide you with a chapter summary, learning objectives, lecture outlines, solutions to in-chapter case questions, suggested use of internet exercises and self-assessments from the online learning center, video resource notes and discussion questions, and suggested uses for the PowerPoint slides contained in your Instructor Resources. Instructor’s Manual Highlights: Chapter One Roadmap We hope you find each chapter of your Instructor Manual practical and useful, but also, exciting! You can adapt the chapter text, the PowerPoint, and the video to work in an online class environment, a guided independent study environment, or a face to face or on-ground environment. ✓ When presenting Chapter One, have the students first read the chapter and encourage them to absorb the “big picture” of Human Resource Management. ✓ Use the PowerPoint for Chapter One to frame your lecture. This Instructor’s Manual will provide you with a suggested placement of the PowerPoint alongside your Lectures. ✓ Then, have your students watch the Video Case on the “Creative Corporation,” and facilitate an in-class or an on-line discussion highlighting the lessons contained in that Case. ✓ Have students read and discuss the end-of-chapter Cases and their......

Words: 8124 - Pages: 33

Premium Essay

Human Resource Management

...Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western © STONE/GETTY IMAGES chapter 15 International Human Resources Management After studying this chapter, you should be able to objective Identify the types of organizational forms used for competing internationally. objective 1 2 3 4 5 6 7 8 Identify the unique training needs for international assignees and their employees. objective Explain the economic, politicallegal, and cultural factors in different countries that HR managers need to consider. objective Identify the characteristics of a good international compensation plan. objective Explain how domestic and international HRM differ. objective Reconcile the difficulties of home- and host-country performance appraisals. objective Discuss the staffing process for individuals working internationally. objective Explain how labor relations differ around the world. PART 6 Expanding Human Resources Management Horizons 639 Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western 640 PART 6 Expanding Human Resources Management Horizons W hen you pick up a newspaper or turn on the TV, you’ll notice that stories are constantly being told about companies competing globally. These stories might include mergers of U.S. and international companies, such as Daimler-Benz and Chrysler a few years ago. Or they might highlight companies expanding into......

Words: 24258 - Pages: 98

Premium Essay

Human Resource Management Summary Chapter 12

...HUMAN RESOURCE MANAGEMENT CHAPTER 13 Working with Unions and Resolving Disputes * THE LABOR MOVEMENT * In U.S, while union membership is down, about 14.8 million of their workers still belong to unions * Many of them are still blue-collar workers, but many are professionals and even fashion models. * Union membership also ranges widely by state, from over 20% in New York to about 4% in North Carolina * Support for unions has always ebbed and flowed in America, and today pressures are building against unions. * Why do Workers Organize? * People have spent much time analyzing why workers unionize, and they’ve proposed many theories, but there is still no simple answers * It’s clear that workers don’t unionize just to get more pay, although the pay issue is important. * But pay isn’t always the issue * Often, the urge to unionize seems to boil down to the workers’ belief that it’s only through unity that they can protect themselves from management. * In sum, employees turn to unions at least partly because they seek protection against the employer’s whims. * What do Unions Want? * We can generalize by saying that unions have two sets of aims * One for union security, while the other is for improved wages, hours, working conditions, and benefits for their members. * There are 5 types of union security: 1. Closed Shop 2. Union Shop 3. Agency Shop 4. Preferential Shop 5. Maintenance of......

Words: 353 - Pages: 2

Premium Essay

Human Resource Management

...Southern Cross University ePublications@SCU Theses 2009 Strategic human resource management: what does it mean in practice? Ken Lovell Southern Cross University Publication details Lovell, K 2009, 'Strategic human resource management: what does it mean in practice?', DBA thesis, Southern Cross University, Lismore, NSW. Copyright K Lovell 2009 ePublications@SCU is an electronic repository administered by Southern Cross University Library. Its goal is to capture and preserve the intellectual output of Southern Cross University authors and researchers, and to increase visibility and impact through open access to researchers around the world. For further information please contact epubs@scu.edu.au. Strategic Human Resource Management: What does it mean in practice? Ken Lovellll Ken Love B Com (Industrial Relations), University of New South Wales B Soc Sc (Hons) (HRM), Southern Cross University A research thesis submitted to the Graduate College of Management, Southern Cross University, Australia, in partial fulfilment of the requirements for the degree of Doctor of Business Administration 15 May 2009 Statement of Original Authorship I certify that the substance of this thesis has not currently been submitted for any degree and has not previously being submitted for any other degree. I also certify that to the best of my knowledge any help received in preparing this thesis and all sources used have been acknowledged in this thesis. Signed ………………………………………………. Ken Lovell...

Words: 108427 - Pages: 434

Premium Essay

Human Resources Management in Perspective

...CHAPTER 1 HUMAN RESOURCES MANAGEMENT IN PERSPECTIVE by Dessler and Cole What is human resource management (HRM)? - it is the management of people in organizations. What is strategic HRM? - it is involving the link between HRM with the organization’s strategic goals and objectives to improve business performance. Human resources activities are now being seen as falling into two categories: a) traditional operational administrative category – HR hires and maintains employees and then manages employee separations. This role requires HR staff to be administrative experts and employee champions b) more recent strategic category where HR is focused on ensuring that organization is staffed with the most effective human capital to achieve its strategic goals. this role requires HR staff to be strategic partners and change agents Internal environmental factors influencing HRM include: - organizational culture (values, beliefs, assumptions) - management practices (bureaucratic structures/flatter organizations) External environmental factors influencing HRM include: - Political - Economical - Social - Technological - Demographic - Labour market - Environmental Three stages in the evolution of management thinking workers are - scientific management focused on production - human relations movement focused on people - human resources movement which it was recognized that organizational success is linked to both HR professionals are certified by......

Words: 3376 - Pages: 14

Premium Essay

Human Resource Management Chapter 1 Case Study

...Candy Butchino Chapter 1: Zappos 1. The biggest challenge Zappos has to face is the sustainability challenge. The sustainability challenge consists of maintaining a sustainable company that survives in changing market climate by continuing to generate profit, while at the same time being careful to not sacrifice the overall good of the employees. A huge implication of this challenge that also happens to be a huge part of the company’s culture, is to assure the overall community and working environment does not suffer for the sake of profit. It’s a fine line for Zappos because the company has a vision to be the best online retailer with “best service and selection,” but they also want humble employees who are truly passionate about the company. That is a good goal because it’s an objective that will generate profit as a healthy company should, and I think the culture that the Zappos CEO created with the 10 core values is the perfect way to keep that balance of focus on that goal, while keeping emphasis on employee happiness. HR’s evaluations on how well the employees reflect these 10 values creates not only an expectation but a reinforcement on how important they are to culture. Doing this also creates increase of value for intangible assets such as goodwill and brand recognition. I think the Zappos.com library is clever and that HR should do more with that to maintain a positive vibe with the employees. It gives them context and reason to be passionate about the......

Words: 952 - Pages: 4

Premium Essay

Human Resource Management Management

...Assignment 1: Human Resource Management Overview Manuel Johnican HAS 320 Healthcare Human Resource Management November 1, 2015 HR managers in healthcare have several roles that are rather different and difficult. The main role for Human Resource Managers is constantly evolving based on the life stage of Healthcare facilities and the business. Human Resource managers in health care play a role of an important business partner. They have a significant impact on the facility performances. HR introduces company policies and practices focused on the increase of the performance of employees, maintain the high level of employees’ satisfaction, and designing the unique corporate culture. They are the ones who keep all policies up to date and in its appropriate place. Human Resource Managers lead and manage projects resulting in building the competitive advantage. They are the single point of contact for the management. In healthcare facilities, they share goals with business leaders and take ownership of the strategic HR agenda. Parallel to several other department managers in healthcare, a human resource manager has double uncomplicated functions: One of which is overseeing division occupations and the other one is supervising worker. To perform these task correctly, Human Resource Manager must be well experienced in each of the human resources areas. Areas such as punishments- payment and profits, preparation and progress, employee relations, recruitment, and......

Words: 1888 - Pages: 8

Premium Essay

Strategic Human Resource Management

...Term Paper Subject: Principles Of Management Topic: Strategic Human Resource Management Submitted to: Sanjana Hossain, Lecturer, Bangladesh University Of Professionals,Dhaka. Submitted by: Muhammad Maruf Rayhan Department: BBA In Accounting and Information System Section: A Roll: 16221031 Submission date: 11.04.2016 LETTER OF TRANSMITTAL To Lecturer Sanjana Hossain, Faculty of Business Administration Bangladesh University of professionals Dhaka. Subject: Submission the report on Strategic Human Resource Management practice. Dear Madam, It is my great pleasure to submit the report on Strategic Human Resource Management practice of The City Bank Limited Throughout the study I have tried with the best of my capacity to accommodate as much information and relevant issues as possible and tried to follow the instructions as you have suggested. I sincerely believe that it will satisfy your requirements and will also serve the purpose of my report. I shall remain deeply grateful if you kindly go through the report and evaluate my performance. Sincerely Yours, Muhammad Maruf Rayhan. ACKNOWLEDGEMENT At first particularly I am thankful to the almighty Allah for best owing me and to give me the effort to complete this task. Strategic Human resource Management is really an interesting course and attending an assignment like this leaves one with a store of knowledge. For that we thank our course teacher Sanjana Hossain, for teaching us easier...

Words: 6330 - Pages: 26

Free Essay

Human Resource Summary

...Understanding and complying with human resource law is important because it is the right thing to do, it helps you realize the limitations of your firm’s HR and legal departments, and it helps to minimize the potential liability. The laws of human resource are challenging because of the dynamic legal landscape which include laws, regulations, and court decisions. The laws and regulations are complex. The strategies for fair employment required by the laws and regulations sometime compete with one another rather than reinforce. Also laws often have unanticipated or unintended consequences. Human resource personnel must be cognizant of equal employment opportunity laws. These are equal pay act of 1963 which prohibits discrimination in pay between men and women performing the same job in the same organization. Title VII of the Civil Rights Act of 1964 prohibits employers from basing employment decisions on a person’s race, color, religion, sex, or national origin. It has amended or interpreted to prohibit discrimination based on pregnancy and sexual harassment. Most recently, it has been amended by the Civil Rights Act of 1991, which places the burden of proof in a discrimination case squarely on the defendant, prohibits the use of quotas, and allows for punitive and compensatory damages as well as jury trials. Executive order 11246 prohibits discrimination against the same categories of people that Title VII protects, but also requires that government agencies and contractors......

Words: 335 - Pages: 2

Premium Essay

Human Resource Management Paper

...Chapter 1 Introduction 1. Background Strategic Human Resource Management (SHRM) has been, and remains, one of the most powerful and influential ideas to have emerged in the field of business and management during the past twenty-five years. Policy makers at government level have drawn upon the idea in order to promote ‘high performance workplaces’ and ‘human capital management’. Within business corporations, the idea that the way in which people are managed could be one of, if not the most crucial factor in the whole array of competitivenessinducing variables, has become a widely accepted proposition during this period. Many management consultancy firms – both large and small – have built substantial businesses by translating the concept into frameworks, methodologies and prescriptions. And, not least, academics have analysed, at considerable length, the meaning, significance and the evidence base for the ideas associated with SHRM. The central idea – broadly stated – is that while for much of the industrial age, ‘labour’ was treated as an unfortunate ‘cost’, it became possible to view it in an entirely different light; as an ‘asset’. Economists and accountants routinely classified labour as one the main ‘variable costs’. Accordingly, procedures and managerial systems were aligned with this view. Labour was seen as plentiful and dispensable. Little thought was given to its recruitment, little investment was made in its......

Words: 2753 - Pages: 12