MGTA02H3 Chapter Notes - Chapter 11: Life Insurance, Total Quality Management, Canadian Human Rights Act
Chapter 11 – Notes
Hiring and Keeping the Best People – Managing Human Resources
Human Resource Management (HRM): The activities involved with planning, organizing, leading and
controlling a business’ people
Determining the Jobs that need to be done
Job Analysis: A careful breakdown of all he mental and physical activities that a job involves
Job Specification: The knowledge, education, experience, and characteristics that are essential
to the individual who will be performing the job
oPersonality and interpersonal skills are often relevant to the performance of a job
Recruiting
Recruiting: Attracting interested and appropriate applicants to fill a position
Purpose is to attract only candidates who are properly qualified that will fit into the organization
Job Description: A description of an organization’s environment and culture and of the position
and atmosphere of the job within the organization
oJob title
oLocation
oSize of the organization
oLevel of seniority
oNumber of colleagues
oDegree of autonomy
oConditions
oHours of work
Intention is to make qualified applicants:
oAware of the opportunity
oKnowledgeable about the opportunity
oInterested in the opportunity
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oPersuaded to apply
Promotional methods and tools are used as well
Recruitment Agencies/Head Hunter: Businesses that act as intermediaries in locating
perspective candidates on behalf of employers with vacancies
Internal vs. External Recruiting
Internal Recruiting: When looking to fill a vacancy, giving preference to current employees
Benefits:
oSave time and money
oPeople need less training and will fit more easily
oContinuity
oIncentive to employees, sustains morale
Costs:
oBusiness risk becoming stale without injection of fresh ideas from the outside
oGroupthink
oReluctance to stray from established way of doing things (kills innovation)
This is commonly the preferred choice
Screening
Screening: sifting through a large number of applications to determine a much shorter list of
those who appear most suitable
Resume: A one or two page summary of an individual’s skill, education and experience
CV: A longer, more detailed portrayal of an individual’s skills, accomplishments, education, and
experience
Soft skills: The array of manners, social graces, charm, confidence, and other interpersonal traits
that people possess (aka transferrable skills)
Employment Equity and Non-Discrimination Laws
Employment Equity Act:
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Document Summary
Hiring and keeping the best people managing human resources. Human resource management (hrm): the activities involved with planning, organizing, leading and controlling a business" people. Determining the jobs that need to be done. Job analysis: a careful breakdown of all he mental and physical activities that a job involves. Job specification: the knowledge, education, experience, and characteristics that are essential to the individual who will be performing the job: personality and interpersonal skills are often relevant to the performance of a job. Recruiting: attracting interested and appropriate applicants to fill a position. Purpose is to attract only candidates who are properly qualified that will fit into the organization. Intention is to make qualified applicants: aware of the opportunity, knowledgeable about the opportunity, interested in the opportunity, persuaded to apply. Promotional methods and tools are used as well. Recruitment agencies/head hunter: businesses that act as intermediaries in locating perspective candidates on behalf of employers with vacancies.
