Strategies, Trends & Challenges in HRM
Operational HRM: (traditional administrative category) – HR professionals hire and maintain employees and then manage employee separations
Strategic HR: HR is focused on ensuring the organization is staffed with the most effective human capital to achieve its strategic goals
Describe how Human Resource Management supports organizational strategies. * Ensures organization finds and hire the best individuals available, develops the talent, creates a productive work environment and continually builds and monitors these human assets
Explain environment trends that are impacting Human Resource Management. * Economic Conditions – supply/demand for products and services = # of employees to hire and the ability of an employer to pay wages and provide benefits * Primary Sector: agriculture, fishing and trapping, forestry and mining (4%) * Secondary Sector: manufacturing and construction (decreased to 19%) * Tertiary or Service Sector: public admin, personal and business services, finance, trade, pubic utilities, and transportation/communications (grown to 77%) * Labour Market (Workforce) Issues – Increasing workforce diversity (employment rate for women, aboriginal population, disabled people, generational differences, demographics (age, sex, race), education, non-standard/contingent workers) * Traditionalists: born before 1946 – tend to be quiet, loyal and self-sacrificing * Baby Boomers: (1946-1964) – largest group in workforce. They are career-focused and driven to succeed. They are now aging and approaching retirement * Sandwich Generation: care for children and elderly relatives * Generation X: (1965-1980) – first technology literate generation, tend to be independent and security to them means transferability of skills. They value flexible work-life arrangements & continuous skill development * Generation Y: (1980+) – entering the workforce, are techno-savvy, comfortable w/ diversity & eager to make a contribution. Tend to be impatient & action-oriented. * Government – 14 different jurisdictions therefore different laws (ex. Minimum wage) – human rights, employment standards, labour relations, occupational health and safety, workers’ compensation * Technology – concerns for line btw work and family being blurred – questions about data control, accuracy, right to privacy and ethics a major concern * Globalization – emergence of a single global market for most products/services (increased international competition) – need to know employment legislation in other countries * Environmental Concerns – younger generations want to work for environmentally responsible companies
Discuss the changing nature of the employment relationship.
The Legal Context
Summarize the key federal and provincial laws that affect HRM including employment standards, privacy, worker's compensation, discrimination, labour relations and safety. * Constitutional Law * Charter of Rights and Freedoms – applies to all levels of gov’t; guarantees fundamental freedoms to all Canadians (included are equity rights – no discrimination against age, sex, colour, religion, mental or physical disability) * Legislated Acts of Parliament * Income Tax Act * Regulations for Legislation Acts – rules to aid interpretation of laws * Common Law – judicial precedents * Contract Law – collective agreements/employment contracts
Discuss the legal compliance issues as they relate to Human Resource Information Systems (HRIS)
Discuss the legal compliance issues as they relate to Privacy
Discuss the legal compliance issues as they relate to safety
Articulate and understand key legal issues that must be addressed and followed in all aspects pertaining to employees: i.e. recruitment, compensation, and termination.
Define discrimination and understand the impact of a bona