COMM 181 Study Guide - Midterm Guide: Employee Engagement, Pension, Cost Driver

• School: Queen's University
• Department: Commerce
• Course: COMM 181
• Professor: Christine Coulter

Document Summary

The evolution of hrm: union began to form and develop. Purchasing employers thought of workers as a cost driver. Labour relations must barter and negotiate with employees, forming relationships: increase in conditions to improve productivity. Personnel employers begin to focus on efficiency of employees versus productivity: benefits and investment into employees. Human relations hr is linked to core business operations. Strategic hr work focuses on assessing such as on long terms needs and trends. Tactical hr work focuses on addressing concerns and finding solutions. Unitarism: idea that interests of employees and organization are the same; by serving one the other is also served) Pluralism: idea that there are different, sometimes competing, interests; especially between employees and organization. Hrm effective employees customer service financial performance. Develops hr strategy that aligns with business strategy. Low cost provider development is less important efficiency. Business strategy hr strategy strategic objectives benchmarks. Grow develop high talent workforce drive leading hiring practices,