Human Resource

HRM is strategic goals and objectives in

order to improve business performance

human capital:The knowledge,education,

training,skills and expertise of a firm’s workers

Internal environment influences:

Organizational culture (core values),

climate(atmosphere),bureaucratic cluture

(many levels of management),empowerment

(make decisions by managers),boundaryless

organization structure(relations with

suppliers,customers)

External influences:Technology,globalization,

labour market issues,demographic trends

and diversity,government

Employment labour standards legislation:

min wage,holiday and vacation,maternity/

parental leave;provide maximum obligation,

like hours of work;female workers

4 employment laws: employment standard

acts(min work also maxi,equal pay for equal

value,gender-based equal),labour relations

code(595,000or 30.2% of BC Labour force is

unionized),worker’s compension act,human

rights code(worksafe BC for workplace safety)

discrimination:intentional—prohibited,

unequal treatment(eg:gender,religion)

unintentional—embed in policies that appear

neutral on suface(eg:maxi high and weight

requirement,lack of a harassment policy)

indirect—3rd party

human rights legislation:BFOR—must base

on business necessary(bus driver cannot be

color blind ) reasonable accommodation

(wheelchair people assess to the building)

undue hardship---financial costs make

accommodation impossible

harassement---unwelcome jokes,physical

contact,verbal abuse

employment equity: 1. Applies to federally

regulated employers only 2.promotes equality,

removes employment barriers 3.based on

charter of rights and freedoms(4 四类group:

women,aboriginals people,people with

disabilities,visibale minorities “equal pay for

equal people and equal value

Job analysis defination:tasks,

behaviors,environment ,knowledge,

skill and abilities

Hr planning importance:1.paln

staffing and development activities,

2.achieve...