Final notes - CB and HR
written by
uwo_bmos
Did you know a seller earn
an average of $250 per month
selling their study notes
on Docmerit
Scan the QR-code and learn how you can also turn your class
notes, study guides into real cash today.
Docmerit.com - The Best Study Notes
Uploaded by: uwo_bmos on Docmerit. Distribution of this document is illegal
, September 9th, 2021 – Course introduction
September 16, 2021 7:34 PM
September 9th, 2021 – Course introduction
Questions
• Office hours: Wednesdays, 9:AM – 12:00PM
• Room is SSC 4086
• Book your 15 minute session on OWL in advance through office hours sign up tab
• Administrative questions: Hannah
• Course content questions: use forum tab under OWL
Exams
• 3 exams, closed book
• Not cumulative (never tested on more than 3 units)
• 70 multiple choice questions each exam.
o Exam 1 (33%): Thursday, October 7, 2021; 5:00 p.m. - 7:00 p.m.
o Exam 2 (33%): Thursday, November 11, 2021; 5:00 p.m. - 7:00 p.m.
o Exam 3 (34%): to be scheduled during the final exam period, December 10-21, 2021
• Extra assignments to improve grades will not be allowed, grades will not be adjusted on need
Mandatory Research Component
• Complete tasks or questionnaires
• Research credits can be earned through participation in research studies and/or through
the completion of article reviews
• Each takes less than 1 hour to complete
• Studies worth 0.5 or 1 credit
• Students who fail to earn three credits by the deadline will have 2.0 percentage points deducted
from their final grades for each credit that they do not earn, for a maximum possible deduction of
6.0 percentage points from their final grade
MOS CB and HR Page 1
, September 16, 2021 – Introduction to Human Resource
Management
September 16, 2021 7:35 PM
September 16, 2021 – introduction to human resource management
• Human resources: people who make up the workforce of an organization
• Human capital: intangible resources possessed by an organization’s workforce
o Ex. Knowledge, skills, attributes, education, training, expertise
• Human resource management (HRM): system for the effective management of people in organizations
o Job analysis, workforce planning, recruitment, selection, training and development, performance management, compensation
and rewards, employee and labour relations
• Traditional HRM: operational function, largely administrative
• Evolving HRM: serve operational and strategic function, align employee efforts with the organization’s strategic goals
o Ex. Strategic goal is to improve employee retention, then HR’s activity is to develop and implement attractive compensation and
benefits structure (make people stay)
• HRM and corporate social responsibility (CSR)
o Maintain a balance between profitability and acting in a beneficial manner to society
o Ex. Charitable giving, volunteering, reducing carbon footprint, etc
o This improves profits, reputation and customer loyalty
• HRM and corporate culture and climate
o Corporate culture
▪ Identity of organization
▪ Developed intentionally or internally
▪ Core values, benefits, norms shared by members
▪ Clarifies standards of behaviour
▪ Netflix: “people over process”, don’t care what you do as long as you provide results, emphasis on freedom and creativity
o Corporate climate
▪ General atmosphere/vibe within organization
▪ Affected by leadership style, HR policies, communication
▪ Capable of changing
▪ Has an impact on motivation, productivity and job performance, job satisfaction
• Benefits of effective HRM
o Reduced cost
▪ Successful training programs, better recruitment and selection
▪ More effective hiring
o Greater engagement
▪ Commitment to organizational goals
▪ More focus and dedication out of employees
o Better performance
▪ Better products and employee performance
▪ Increased profits as a result
• Evidence-Based Human Resource Management
o Evaluating human resources practices against data
o Sources include own data, data from other organizations, studies, experts
o Ensure the practices produce desired outcomes
Key Components of a Study
• Research question: question that a researcher wants to answer
• Hypothesis: formal statement outlining expected outcome
o Educated guess, want to test this
• Variables: the characteristic researchers aim to study
o Measurable
• Methods
o Primary: generating new information
o Secondary: examine existing information
• Primary method
o True experiments
▪ Assess whether independent variable has effect on dependent variable
▪ Controlled settings
▪ participants are randomly assigned to a group (each group represents some level of IV), then measured on the DV
▪ pro: causal conclusions, con: tough to apply to real world
o Quasi-experiments
▪ Assess whether independent variable has effect on dependent variable
▪ Conducted in natural setting (in field)
▪ Participants that represent levels of IV are selected, measured on DV
▪ Con: causal conclusions not recommended, too many variables, pro: applies to real world easily
o Surveys
▪ Assess whether there is a relationship between 2 variables
▪ Questionnaires administered to participants
▪ Variables are measured via questionnaire
▪ Analysis carried out to see if scores on questionnaires are related
• Correlation: provides information about direction of relationship between variables
o Positive relationship: as variable x increases, y increases
o Negative relationship: as variable x increases, y decreases, vice versa
o Correlation coefficient: provides info on strength of relationship
▪ Ranges from -1 to 1, -1 being perfect negative, 1 being perfect positive, 0 being no relationship
o Avoid making causal conclusions based on correlational data
▪ Variable 1 may cause change in variable 2 or vice versa
▪ Relationship between variables could be spurious (either coincidence or 3 rd variable affecting both)
MOS CB and HR Page 2
, Legal Issues in Human Resource Management
• Canadian charter of rights and freedoms
o Freedoms
▪ Conscience and religion
▪ Thought belief, opinion and expression
▪ Peaceful assembly
▪ Association
o Rights
▪ Democratic, Mobility, Legal
▪ Equality (section 15) – basically anti discrimination
• Human rights legislation: prohibits discrimination in the public and private sector
o Discrimination: unequal or unfair treatment of a person based on personal characteristics (on the basis of prohibited or
protected grounds)
• Canadian Human Rights Act (CHRA): federal and first nations government
o Federally regulated organizations
• Ontario Human Rights Code: code in which you can’t make employment decisions based on
• Types of discrimination
o Direct: intentional, deliberately refusing to hire, train, or promote an individual based on a protected characteristic
o Indirect: unintentional, occurs when a seemingly neutral policy or practice has an unintended negative effect on members of a
protected group
• Bona Fide occupational requirements
o Attributes on which hiring, promotion, and retention decisions can be justifiably made, which would otherwise be seen as
discriminatory
o Deemed necessary to fulfil the job safely and effectively
o Ex. A bona fide occupational requirement of a taxi driver is good vision
o Requirements – The Meiorin test
▪ Rational connection: standard is rationally connected to the performance of the job
▪ Good faith: the employer adopted the standard in good safe
▪ Reasonable necessity: standard is reasonably necessary for the accomplishment of the job
• Reasonable accommodation cannot be possible in this case, must consider all possibilities of accommodation to the
point of undue hardship.
MOS CB and HR Page 3
written by
uwo_bmos
Did you know a seller earn
an average of $250 per month
selling their study notes
on Docmerit
Scan the QR-code and learn how you can also turn your class
notes, study guides into real cash today.
Docmerit.com - The Best Study Notes
Uploaded by: uwo_bmos on Docmerit. Distribution of this document is illegal
, September 9th, 2021 – Course introduction
September 16, 2021 7:34 PM
September 9th, 2021 – Course introduction
Questions
• Office hours: Wednesdays, 9:AM – 12:00PM
• Room is SSC 4086
• Book your 15 minute session on OWL in advance through office hours sign up tab
• Administrative questions: Hannah
• Course content questions: use forum tab under OWL
Exams
• 3 exams, closed book
• Not cumulative (never tested on more than 3 units)
• 70 multiple choice questions each exam.
o Exam 1 (33%): Thursday, October 7, 2021; 5:00 p.m. - 7:00 p.m.
o Exam 2 (33%): Thursday, November 11, 2021; 5:00 p.m. - 7:00 p.m.
o Exam 3 (34%): to be scheduled during the final exam period, December 10-21, 2021
• Extra assignments to improve grades will not be allowed, grades will not be adjusted on need
Mandatory Research Component
• Complete tasks or questionnaires
• Research credits can be earned through participation in research studies and/or through
the completion of article reviews
• Each takes less than 1 hour to complete
• Studies worth 0.5 or 1 credit
• Students who fail to earn three credits by the deadline will have 2.0 percentage points deducted
from their final grades for each credit that they do not earn, for a maximum possible deduction of
6.0 percentage points from their final grade
MOS CB and HR Page 1
, September 16, 2021 – Introduction to Human Resource
Management
September 16, 2021 7:35 PM
September 16, 2021 – introduction to human resource management
• Human resources: people who make up the workforce of an organization
• Human capital: intangible resources possessed by an organization’s workforce
o Ex. Knowledge, skills, attributes, education, training, expertise
• Human resource management (HRM): system for the effective management of people in organizations
o Job analysis, workforce planning, recruitment, selection, training and development, performance management, compensation
and rewards, employee and labour relations
• Traditional HRM: operational function, largely administrative
• Evolving HRM: serve operational and strategic function, align employee efforts with the organization’s strategic goals
o Ex. Strategic goal is to improve employee retention, then HR’s activity is to develop and implement attractive compensation and
benefits structure (make people stay)
• HRM and corporate social responsibility (CSR)
o Maintain a balance between profitability and acting in a beneficial manner to society
o Ex. Charitable giving, volunteering, reducing carbon footprint, etc
o This improves profits, reputation and customer loyalty
• HRM and corporate culture and climate
o Corporate culture
▪ Identity of organization
▪ Developed intentionally or internally
▪ Core values, benefits, norms shared by members
▪ Clarifies standards of behaviour
▪ Netflix: “people over process”, don’t care what you do as long as you provide results, emphasis on freedom and creativity
o Corporate climate
▪ General atmosphere/vibe within organization
▪ Affected by leadership style, HR policies, communication
▪ Capable of changing
▪ Has an impact on motivation, productivity and job performance, job satisfaction
• Benefits of effective HRM
o Reduced cost
▪ Successful training programs, better recruitment and selection
▪ More effective hiring
o Greater engagement
▪ Commitment to organizational goals
▪ More focus and dedication out of employees
o Better performance
▪ Better products and employee performance
▪ Increased profits as a result
• Evidence-Based Human Resource Management
o Evaluating human resources practices against data
o Sources include own data, data from other organizations, studies, experts
o Ensure the practices produce desired outcomes
Key Components of a Study
• Research question: question that a researcher wants to answer
• Hypothesis: formal statement outlining expected outcome
o Educated guess, want to test this
• Variables: the characteristic researchers aim to study
o Measurable
• Methods
o Primary: generating new information
o Secondary: examine existing information
• Primary method
o True experiments
▪ Assess whether independent variable has effect on dependent variable
▪ Controlled settings
▪ participants are randomly assigned to a group (each group represents some level of IV), then measured on the DV
▪ pro: causal conclusions, con: tough to apply to real world
o Quasi-experiments
▪ Assess whether independent variable has effect on dependent variable
▪ Conducted in natural setting (in field)
▪ Participants that represent levels of IV are selected, measured on DV
▪ Con: causal conclusions not recommended, too many variables, pro: applies to real world easily
o Surveys
▪ Assess whether there is a relationship between 2 variables
▪ Questionnaires administered to participants
▪ Variables are measured via questionnaire
▪ Analysis carried out to see if scores on questionnaires are related
• Correlation: provides information about direction of relationship between variables
o Positive relationship: as variable x increases, y increases
o Negative relationship: as variable x increases, y decreases, vice versa
o Correlation coefficient: provides info on strength of relationship
▪ Ranges from -1 to 1, -1 being perfect negative, 1 being perfect positive, 0 being no relationship
o Avoid making causal conclusions based on correlational data
▪ Variable 1 may cause change in variable 2 or vice versa
▪ Relationship between variables could be spurious (either coincidence or 3 rd variable affecting both)
MOS CB and HR Page 2
, Legal Issues in Human Resource Management
• Canadian charter of rights and freedoms
o Freedoms
▪ Conscience and religion
▪ Thought belief, opinion and expression
▪ Peaceful assembly
▪ Association
o Rights
▪ Democratic, Mobility, Legal
▪ Equality (section 15) – basically anti discrimination
• Human rights legislation: prohibits discrimination in the public and private sector
o Discrimination: unequal or unfair treatment of a person based on personal characteristics (on the basis of prohibited or
protected grounds)
• Canadian Human Rights Act (CHRA): federal and first nations government
o Federally regulated organizations
• Ontario Human Rights Code: code in which you can’t make employment decisions based on
• Types of discrimination
o Direct: intentional, deliberately refusing to hire, train, or promote an individual based on a protected characteristic
o Indirect: unintentional, occurs when a seemingly neutral policy or practice has an unintended negative effect on members of a
protected group
• Bona Fide occupational requirements
o Attributes on which hiring, promotion, and retention decisions can be justifiably made, which would otherwise be seen as
discriminatory
o Deemed necessary to fulfil the job safely and effectively
o Ex. A bona fide occupational requirement of a taxi driver is good vision
o Requirements – The Meiorin test
▪ Rational connection: standard is rationally connected to the performance of the job
▪ Good faith: the employer adopted the standard in good safe
▪ Reasonable necessity: standard is reasonably necessary for the accomplishment of the job
• Reasonable accommodation cannot be possible in this case, must consider all possibilities of accommodation to the
point of undue hardship.
MOS CB and HR Page 3
