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Understanding
Canadian Business
Chapter 12
Human Resources
Finding and Keeping the Best Employees

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Learning Goals
1.
2.
3.
Explain the importance of HR management in business success and summarize the 5 steps in HR planning.
Describe methods that companies use to recruit new employees, and explain recruitment challenges.
Outline the 5 steps in selecting employees, and show the various types of employee training and development.

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Learning Goals
4.
5.
6.
Trace the 6 steps in assessing employee performance and summarize the purpose of employee compensation programs.
Describe the ways employees can move through a company: promotion, reassignment, termination, and retirement.
Illustrate the effects of legislation on HR management.

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How Will You
Manage?

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The Importance of Human
Resource Management
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Employees are the ultimate resource in business!
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HR management is the function of all departments in a business.
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Technology and globalization have changed the nature of the workplace and how we manage people.
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Employees work from home.
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Emphasis on; employee participation, teamwork, quality and customer satisfaction.

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The Human Resource Function
Evaluating
HR Needs
Find Staff
Provide the right
Incentives and Job
Environment
Meet the
Organization
Objectives

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Human Resource
Management (HRM)
Part of the strategic process
Determining human resource needs
Recruiting Selecting
Motivating Evaluating
Developing
Compensating
Scheduling to
Achieve
Organizational
Goals

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Knightsbridge
Robertson
Surrette
Mark Surrette
Ernst & Young Entrepreneur of the Year

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Prepare HR
Inventory
Prepare
Job
Description
Assess
Future HR
Demand
Assess
Future
Supply
Establish a
Strategic
Plan

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The Social Job
Search
Twitter’s Top
5 Tips

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Would you want your present or future employer to check out your Facebook Page?
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Why or Why Not?

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How Can Employees Add Value with Social Media at Work?
You have been hired by a local coffee shop to implement social media. Which social media option will you implement and explain how will it improve employee connection and increase commitment of customers?

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Monster.ca
and
Kelly Services

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HR
Department
External Sources
•Management consultants
•Employment agencies
•New graduates
•Former employees
•Competition
•Business associates
•Internships
•Internet
Selection
Hiring
Orientation
& Training
Internal Sources
•Transfers
•Promotions
•Recommendations
•Retrained employees
•Reorganizations

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Job Interviews
Toastmasters

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Unscreened
Resume
Screened
Phone
Interview
Interview Made Offer

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Training and Development
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When Human Resource Managers find the right employees they have the responsibility to:
1. Assess the company’s needs and the employees skills
2. Design training activities to meet corporate and employee needs
3. Evaluate the effectiveness of all training activities

Orientation On-the-job Apprenticeship Off-the-job Online
Vestibule
(near the job training)
Job Simulation

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Performance Appraisal:
Six Steps
Establish
Performance
Standards
Communicate
Standards
Evaluate
Performance
Use Results to
Make
Decisions
Take
Corrective
Action
Discuss Results

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Pay equity
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Pay systems
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Compensating teams
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Fringe benefits

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Salary
(weekly, monthly or annual)
Hourly Wages
Piecework
= # of items x rate/unit
Commission
% of sales
Bonuses Profit Sharing

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Scheduling Employees to Meet
Organizational & Employee Goals
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Flextime plans
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Home-based and other mobile work
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Job-sharing
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Promoting and reassigning employees
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Compressed workweek: a work schedule made up of four 10-hour days

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Creating an Inclusive
Workforce
Employment Equity and Diversity at CSC
Correctional Service of
Canada

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Laws Affecting HR
Management o
Employment equity, reverse discrimination o
Laws that protect the disabled o
Laws that protect older employees o
Effects of legislation

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Human Resource Challenges
Shortage of trained workers
Employees needing
“retraining”
Complex new laws and regulations
Demographic changes
(more women and older workers in the workforce)
Lower employee moral due to downsizing
Fewer people in the workforce and a growing demand for employees
Increased competition from low wage countries
An increased need for flexible and changed benefit programs

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Objectives include:
Keeping valued employees
Maintaining a competitive edge by increasing productivity
Protecting employees from unexpected layoffs, sickness and disability
Attracting qualified workers
Providing productivity incentives

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Management Development
Programs
On-the-job coaching
Understudy positions
Job rotation
Off-the-job courses and training
Mentors are corporate managers who supervise, coach, and guide selected managers.
Networking with key managers as informal development systems.

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LEADERSHIP – 7 Deadly Sins
Not Being
Clear
Not
Developing
Others
Not
Listening
Not Having
Vision
Not Being
Decisive
Not Having
Integrity
Leadership
7 Deadly
Sins
Not Being
Flexible