outline203c2

SENECA COLLEGE, TORONTO

BUS 203
Business & Human Resources

As Taught by Prof. Tim Richardson School of Marketing and e-Business, Faculty of Business

. DETAILED OUTLINE© changes last made to this page 2001 July 5 Section 3

Chpt 13

Rules, Laws and Regulations
business in Canada necessarily has to face many rules and regulations. The legal environment of HRM is possibly mored demanding in Canada than most other OECD countries

Here are the beginning words of the Canadian Constitution
"VI. Distribution of Powers
91. It shall be lawful for the Queen, by and with the Advice and Consent of the Senate and the House of Commons, to make
Laws for the Peace, Order, and Good Government of Canada,..."
WTGR

The Legal Environment of HRM Human Resource Management

In Canada, this comes from the Canadian Charter of Rights and Freedoms enshrined in our constitution of 1982

You are required to look at this document so that you will understand its main points for BUS 203, and, your life as a Canadian citizen.

http://www.advokids.org/rights/charter.html

The Canadian Human Rights Commission
http://www.chrc-ccdp.ca/AboutCHRC/about.asp?l=e

The Ontario Human Rights Commission

Chpt 13

The textbook discusses mainly the legal / regulatory environment - however there are also other environments effecting organizational behaviour and HRM.
These environments are

social / cultural

which effects the way the political environment moves

economic

when the economy is good

inflation low
unemployment low

when the economy is bad

inflation high
unemployment high

technological

effects employment

some jobs increased and decreased

and business cycles

geographic .

WTGR

Chpt 13

Employment
Equity

page 359- 360

Employment Equity Legislation
Pay Equity Legislation
Labour Law Legislation
Occupational Health and Safety Legislation

a large federal government web site from the Ministry of Human Resources includes links to information about employment equity legislation

Employment Equity in Ontario a very politically sensitive issue

Chpt 13

Employment
Equity

In class
Wed, June 20 Section TT
Thu, June 21 Section SS

We will show a video produced by the "Employment Equity Commission" of the Ontario government. You should understand that while this video is useful in discussing employment equity issues, the legislation enacted to enforce compliance - no longer exists.
Employment Equity Legislation was brought in by the NDP government in Ontario in the early 1990's.
When the Conservative government came to power, they eliminated the Employment Equity Commission.

Some medium and large sized companies and institutions, however, continue to strive for employment equity principles because they have reasoned it would be a good thing to do based on the evolving cultural and demographic changes to the consumer market in Ontario.
WTGR

a large federal government web site from the Ministry of Human Resources

includes links to information about employment equity legislation

Chpt 13

Job
Analysis

page 361

Text - "Job Analysis - a systemized procedure for collecting and recording information about jobs"

a slightly better description can be found online at www.hr-guide.com/jobanalysis.htm
Job Analysis is a process to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal.

Why we learn about Recruiting.

Three main methods of obtaining work exist.

Networking
Advertised jobs
Recruiting

Networking: networking fills more jobs than any other method. Unfortunately many people cannot do the "networking thing" and must depend upon other methods to obtain a job.

Advertised jobs: Most people use this method. However only about 15-20% of new, available jobs are advertised in the paper. Only a small % of Canadian jobs are posted on the net - and they're almost always hard-to-fill Information Technology jobs.

Recruiters: Recruiters normally fill between 20 to 40% of most types of positions. At the highest level (CEO, President, VP and director level) the percentage is usually higher than 40%. At the lowest level of unskilled jobs recruiters normally fill a smaller percentage than 20%.

WTGR

Chpt 13

Recruiting

Recruiting , page 363 text

Normally, when people think of recruiting, it has a military connotation - but the term is now widely used in business to describe not just hiring, but the actions a company takes to get the best people when hiring.

In the new millenium, recruiting is considered one of the key functions of a company, like production and selling - the reason is based on the understanding that "recruiting" the best people, gives a company a competitive advantage - just like having a good design, or a low price.

WTGR

Chpt 13

Recruiting

Chpt 13

Recruiting

Recruiting , page 363 text

More than 3000 recruiting companies operate in Canada.

Recruiters have a variety of names including headhunters, management consultants, executive search firms, placement companies, office support agencies, employment agencies and industrial help companies.

Getting the right people to work for your company can give you a competitive advantage. For medium and large sized companies - in many situations, the people they want to hire, are already working for other companies; so, they hire recruiting firms who find these people, then talk to them, and convince then.
One way to get a job in middle management (after you have gained some experience and have a decent resume) is to make sure you are listed with the leading Executive Search firms. Now, there are web sites and directories listing these firms - as noted below.

WTGR

www.directoryofrecruiters.com/faqs.html

some good advice - from their web site
Candidates (job-seekers) often phone recruiters and say a variety of the wrong things

Never ask "If there are any jobs available".
Never ask the recruiter if he/she "can get you a job."
Never tell the recruiter "I'm looking for work."
Never tell the recruiter "I'm unemployed."
Avoid pressuring the recruiter to consider you for a specific advertised or web-posted position.

It's better to be considered for all the positions they're filling. Your objective is to spark their interest and talk with them - not to get the answer "no."

http://www.directoryofrecruiters.com/wwwsites.html

This page has links to all the recruiting web site

some of the links are down, but many work

you can use this for online job hunting

Industry Specialists and Professional / Management Position Specialties
http://www.directoryofrecruiters.com/indpos.html

Chpt 13

Training
&
Development

.	Training and Development is also important in the millenium since it allows companies to keep good employees, and also make sure the employees can do the most advanced tasks, which keeps the company competitive. WTGR

.
Problems in managing the training process
http://www.meadowhouse.demon.co.uk/page7.html

Despite training for all the right reasons however, many managers have difficulty in managing the training process. The main difficulties experienced are in:

defining job roles in terms of the competence needed to carry them out
reviewing performance regularly and effectively
assessing real competence (or the lack of it) in their people
defining current or future development needs
translating needs into realistic development solutions
defining criteria to measure performance improvement
adding value to support and reward development

Chpt 13

Performance
Appraisal

.
Performance Appraisals / Evaluations
text page 368

Chpt 13

Performance
Appraisal

Major Jesse Marcel's Postwar Service Evaluations
http://www.primenet.com/~bdzeiler/roswell/marcel.htm

For those people that don't know, Major Marcel was the American Air Force Intelligence Officer who was first on the scene at Mac Brazel's ranch in Roswell, in 1947, when there was allegations that a UFO crashed.

Marcel was later coerced into saying it was a weather ballon, and that he made a mistake - however his Postwar Service Evaluations were always cited as examples of a man that was reliable and not likely to make a mistake.

WTGR

.
"As it turns out, once Marcel's service record began making the rounds in 1996 and 1997, it became clear that Marcel was generally very well thought of by his superior officers both before and after the Roswell events, including those directly involved in Roswell, such as Col. Blanchard and Gen. Ramey. There are no clear references to the Roswell events in his post-Roswell evaluations, which are overwhelmingly laudatory."

Chpt 13

Compensation

"Show me the money"
.

.
-health and safety
-harassment

Husky Injection Molding Systems Ltd.

In the textbook, there is reference made to Husky Injection.
page 417
Chpt 15

You are encouraged to go to Husky's web site and read the article about them being ranked as one of the "best companies to work for"

www.husky.ca

Chpt 15

.	In the beginning of Chapter 15 it discusses CAMI Automotive. You should review this page (413) and be prepared to discuss the difference between the North American and Japanese approach to labour - management relations.

CAMI Automotive is a joint venture between the Suzuki Motor Corporation and General Motors of Canada Ltd. CAMI produces sport-utility vehicles for the worldwide market.

www.cami.ca/start.htm

Chpt 15

In the class held July 4th/July 5th we looked at a video about a fish market in Seattle. The purpose of the video was to develop an understanding of how positive attitudes in the workplace environment can bring benefits to the people that work there + benefits to the customers - who will then want to buy more product - which sustains the business.

The fish place in the video is in truth quite famous and there are several web sites which talk about it and the dynamic of the work environment there.

Take some time to look around the site, you'll see reference to many of the things the video talked about

profiles of the people in the video
www.pikeplacefish.com/
about/profiles/
profiles_main.htm

If you got Quicktime on your PC, you can see a short video clip online which shows one of the employees talking about some key points
www.pikeplacefish.com
/fishbreak/
big_difference.htm

Not surprisingly, the people that work at the fish market have become aware of their popularity and now offer courses and seminars, in fact, they deliver a two-day seminar in Seattle called "Inside-Out: Essential Principles for Creating a Vital Workplace"
check out
http://www.pikeplacefish.com/about/seminars.htm

In the video, we discussed 4 key points

Play - have fun at your job
Make their day - give the customer a happy experience, which leads to more repeat business and a long term relationship
Be there - in the act of contact with the customer, give them your full attention and focus
Choose your attitude - you have control over your reaction to stress, you can choose to be happy or sad - it's up to you, if you choose to be happy, things will go better for you

Part of the reason why we selected this video for BUS 203 is that the course is essentially about dealing effectively with HR situations in a world that is increasingly stressful and competitive - as a result, it is more and more difficult to "Smile while you work"; - that is to say have fun at what you do.

If you do have fun at what you do, you never work a day in your life - says an old Irish expression; at the same time, if you are having fun at work, and this is shared by the customers, then it is also beneficial to the organization as a whole.

Key elements are flexibility and dealing with stress in a way that won't weaken you.

WTGR

"It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change."
-- Charles Darwin

A somewhat humorous approach to "stress management"

you can click on the screen capture and read the rest of the list

http://www.bromleyhealthmanagement.com/dilbertsguide.htm

http://imt.net/~randolfi/StressPage.html