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Summary HRM Chapters 1-12
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Notes summarizing the entire textbook. Includes key terms from all chapters.
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HRM Final Exam NotesChapter 1
Key terms include:
o Balanced scorecard – a measurement system that translates an organizations strategy
into a comprehensive set of performance measures
o Certification – Recognition for having met certain professional standards. For
unions, certification is the procedure whereby a labor union obtains a certificate from
the relevant LRB declaring that the union is the exclusive bargaining agent for a
defined group of employees in a bargaining unit the LRB approaches for collective
bargaining purposes.
o Change Agents – specialists who lead the organization and its employees through
organizational change
o Contingent/non-standard workers – workers who do not have full-time
employment status
o Employee Engagement – the emotional and intellectual involvement of employees
in their work, and the intensity, focus, and involvement they bring to their jobs and
organizations
o Empowerment – Providing workers with the skills and authority to make decisions
that would traditionally be made by managers
o Environmental Scanning – identifying and analyzing external opportunities and
threats that may be crucial to the organization’s success. In the context of HRM,
environmental scanning is an assessment of external factors influencing the
organizations ability to find and secure talent from the external labor market,
including economic, legislative, social, technological, and demographic trends
o Ethics – the principles of conduct governing and individual or group; specifically, the
standards you use to decide what your conduct should be
o Human Capital – knowledge, education, training, skills, and expertise of an
organization’s workforce
o HRM – management of people in organizations to drive successful organizational
performance and achievement of strategic goals
, o Metrics – statistics used to measure activities and results
o Organizational Climate – the prevailing atmosphere that exists in an organization
and its impact on employees
o Organizational Culture – core values, beliefs, and assumptions that are widely
shared by members of an organization
o Primary Sector – jobs in agriculture, fishing and trapping, forestry, and mining
o Productivity – ratio of an organization’s outputs (G&S) to its inputs (people, capital,
energy, and materials).
o Secondary Sector – jobs in manufacturing and construction
o Social Responsibility – the implied, enforced, or felt obligation of managers, acting
in their official capacities, to serve or protect the interests of groups other than
themselves
o Strategy – the company’s plan for how it will balance its internal strengths and
weakness with external opportunities and threats to maintain a competitive advantage
o Tertiary or service sector – jobs in public administration, personal and business
services, financial, trade, public utilities, and transportation/communications
HRM – refers to the management of people in organizations.
HR professionals have the primary responsibility of improving organizational performance
and achieve the organizations strategic goals.
Strategic HRM involves linking HRM with strategic goals and objectives to improve
business performance.
In more firms, HR professionals are becoming partners in strategy formulation and
execution.
The two major stages in the evolution of HR management thinking were:
o Personnel management – focus on administrative tasks
o HRM – recognized that organizational success is linked to operational and strategic
management of labor
Core roles that HR professionals must fulfill today include:
o roles of a talent manager
o culture/change steward
, o strategic architect
o operational executor
o business ally
These roles are shared with managers and executives in the organization, with HR
professionals often assuming roles of advisers or subject matter experts.
There are numerous professional designation that will boost career trajectory in human
resources from various provincial/territorial HR associations in Canada.
o However, additional designations exist that are important and may be influential in
building expertise and careers in management or HRM.
Activities of employee management, empowerment, training, and guidance are often shared
between managers in the organization (executive and line managers) and HR professionals.
o Therefore, managers, executives, and HR personnel are all influential in effective
HRM
A number of external factors have an impact on HRM, including economic factors, labor
market issues, technology, government, globalization, and environmental concerns.
Internal factors impacting HRM include organizational culture, organizational climate and
management practices
Chapter 2
Key terms include:
o Bona fide occupational requirement – a justifiable reason for discrimination
based on business necessity (that is, the discrimination is required for the safe and
efficient operation of the organization) or a requirement that can be clearly
defended as intrinsically required by the tasks an employee is expected to
perform.
o Charter of Rights and Freedoms – Federal law enacted in 1982 that guarantees
fundamental freedoms to all Canadians
o Differential or unequal treatment – treating an individual or group differently
in any aspect of terms and conditions of employment based on any of the
prohibited grounds.
, o Disability – a protected ground in human rights legislation, including a wide
range of conditions, some which are visible and some which are not. A disability
may be present from birth, caused by an accident, or develop over time.
o Discrimination – as used in the context of human rights in employment, a
distinction, exclusion, or preference based on one of the prohibited grounds that
has the effect of nullifying or impairing the right of a person to full and equal
recognition and exercise of his or her human rights and freedoms
o Discrimination because of association – denial of rights because of friendship or
other relationship with a protected group member
o Employment standards legislation – laws present in every Canadian jurisdiction
that establish minimum employee entitlements and set a limit on the maximum
number of hours of work permitted per day or week
o Employment equity program – a detailed plan designed to identify and correct
existing discrimination, redress past discrimination, and achieve a balanced
representation of designated group members in the organization
o Equal pay for equal work – Specifies that an employer cannot pay male and
female employees differently if they are performing the same or substantially
similar work
o Equality rights – section 15 of the Charter of Rights and Freedoms, which
guarantees the right to equal protection and benefit of the law without
discrimination
o Glass ceiling – an invisible barrier, caused by attitudinal or organizational bias,
that limits the advancement opportunities of qualified designated group members
o Harassment – unwelcome behavior that demeans, humiliates, or embarrasses a
person and that a reasonable person should have known would be unwelcome
o Human Rights Legislation – jurisdiction-specific legislation that prohibits
intentional and unintentional discrimination in employment situations and in the
delivery of goods and services.
o KSAs – Knowledge, Skills, and Abilities
o Occupational Segregation – the existence of certain occupations that have
traditionally been male dominated and others that have been female dominated
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