APA 2134 Lecture Notes - Lecture 7: Canadian Human Rights Act, Job Performance, Glass Ceiling
15 Oct 2018
School
Department
Course
Professor
Human Resource Management
What is Human Resource Management?
• Evolution of the Employee and rights
• Management of people
What makes people motivated, satisfied with work?
• Recruitment, socialization and training
• Motivation and rewards
• Trending topics in the workplace
What is Human Resource Management?
• Absenteeism
• Disciplinary procedures
• Grievance procedures
• Authority and Accountability
• Functions
• Teams
• Health and Safety in the Workplace
• Workplace culture
• Motivation and Incentives
• Recruitment
• Retention
• Contracts of Employment
• Job descriptions
• Person Specifications
History of HRM
• Early 1900’s Human Resource Management rather non-existent
o There were a few laws in place
o Human factor was considered unimportant
o Most important was acting in own self-interest
• Two developments impacted Human Rights Management
o Scientific Management
o Human Relations Movement
Scientific Management
• The process of Job Analysis
o Resulted in job Design
• Created a scientific selection process for jobs
o Workers who pass a certain test→ aptitude, strength test
Human Relations Movement
• Emerged in the 1920’s-1930’s
• Examined jobs from the perspective of workers (what was important to the
workers)
• Focused on social solidarity, work group behaviour, non authoritative
supervision
The Rise of Unions
• The depression (1930’s)
o Wanted to protect worker’s rights
o Government established legislations
▪ Minimum wage act
▪ Unemployment insurance
• 1940’s-1950’s increased focus on personal department
• 1960’s-1980’s various laws passed impacting
o Human rights, wages, working conditions health and safety and
benefits
• Human Rights Resource Management emerged in the 1970’s
o Evolved from this point forward
Modern Era HRM
• Legal
• Planning
• Job Analysis
• Recruitment
• Selection
• Training and developing
• Performance appraisal
• Compensation (benefits, C.B.A)
• Health and Safety
• Job Design
Human Resource Management and Organizational Behaviour
• A highly skilled HRM will know a thing or two about employee behaviour
o Employee Motivation
o Employee Satisfaction
o Employee Commitment
HRM Practices
• Job Desgin
o Simplification
o Rotation
o Enlargement
o Enrichment
o Feedback
• Task
o Attributes, variety, variability, autonomy, identify, significance
• Job Rotation
o Moving from one job to another
o Minimizes repetitive strain injury
o Multi-skills the workforce
o Potentially reduces boredom
