HR

Key Terms

Unions

Process for starting a Union

Convince Workers

Sign membership & pay

Apply to govt.

Types

Craft Union

Industrial Unions

Union Locals

Labour Congress

Characteristics

around 30%

Alberta & Ontario lowest union rate

decline in union membership

increase productivity

Labour Relations

3 levels

Strategy

Goals

Management

Unions

rand formula

check off provision

closed union

Society

Legislation

Negotiate

Process of collective bargaining

Prepare

establish objectives

review old agreements

gather data

predict demand

forecast cost

Negotiate

rights of parties

org of work

conditions of work

labour relations

training

Agree

disagreement

mediation

concilliation

arbitration

failure

strike

lock-out

Administering

Carry out terms

resolve conflict

deal with any Grievance

Procedure

discuss with super

written

appeal to org

decision made - like management decision or not

Idea (right combo)

People

Technology

Culture

Structure

Elements

Goals

Retain employees

managing turnover

voluntary

involuntary

Org structure

Information systems

rewards Systems

task design

people

performance

HR AUDIT

4 levels

Activity

Efficiency

Effectiveness

Impact

Employee Expectation Factors

Empowerment

teamwork

knowledge sharing

meaningful work

ethics

CSR

Job satisfaction

Engagement

how do we assess?

surveys

employees

customers

interviews

Discipline

Principles of justice

Outcome fairness

procedural fairness

interactional justice

5 steps process

verbal

written

2nd written with threat of suspension

Suspension

termination

Purpose

Strategic

Administrative

Developmental

Steps

1. Organization Goals/outcomes

2. Define employee performance/goals/behaviours

3. Provide Support

4. Evaluate Performance

5. Identify areas of improvement

6. Provide consequences or rewards

Criteria

fit with strategy

reliability

specific

Validity

Acceptability

2 Methods

Comparison

Forced comparison

simple rating

paired comparison

Rating Individuals

Attributes

Graphic Rating scale

Behaviour

Critical Incident

BOS

BARS

Results

MBO

Execs/managers

Balanced Scorecard

Sources

Supervisors/Managers

Peers/Employees

Customers/clients

Self

Past Reports

Rating Errors

unconscious bias

Halo/horn

Strictness

Leniency

Recency

How to reduce

Training

Rater error

Rater accuracy

Unconscious bias

Ratee

Calibration meeting

Data analytics

Performance Improvement plan

evaluates Gaps

sets Goals (future)

Set dates

Follow-up

3 Forms

1. Compensation

Considerations

Decisions about Pay

Job Structure

Skill

Effort

Responsibility

Working Conditions

Pay Level

Competition

Pay Fairness

Pay Structure

Pay Rates

Pay grades

Pay Range

Legal

Human Rights

Employment Labour standards

Pay equity

Pay transparency

Market Forces

Product

Labour

Organization Goals

Quality workforce

control cost

meeting legal requirements

pay equity

2 types

Direct

Indirect

2. Incentive Pay

3 types

Individual

piecework

standard hour

merit pay

performance bonus

commission

Team

gainsharing

team bonuses

Organization

profit sharing

stock ownership

3. Benefits

2 types

Legally required

CPP

EI

Worker's comp

Labour

Vacation time

leave (upaid)

Optional

Labour

Extra vacation

Leave (paid)

Insurance

Retirement

Other ie. car/phone

Medical

Dental

Family

Goals

4 Employee Goals

Attract

Motivate

Engage

Retain

Org Goals

Compensate Employees

help org perform better