101932-144050 - Parampreet Kaur- Dec 25, 2020 249 PM - ClassLog4899

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Nov 24, 2024

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HRP 102 HR and The Entrepreneur SUBMITTED BY: STUDENT ID: PARAMPREET KAUR A00114899

 What is entrepreneurship? Entrepreneurship is defined as the act of starting and running your own business or a tendency to be creative and wish to work for yourself in your own ventures. An example of entrepreneurship is a person who is running his own business. The art or science of innovation and risk-taking for profit in business is the quality of being an entrepreneur. Example: Swan Vesta – The matchbox millionaire Ideas can come from anywhere, and some of the best ones are the simplest. Take this story from enduring brand, Swan. In the early 1900s, a factory worker at Swan Vesta, the match company, went to senior management and told them he had an idea that could save the business millions of pounds in production costs. He was ignored, with management unbelieving that a lowly factory worker could have ideas of such value. After months of pushing and persuasion, however, the worker managed to get just a few minutes in front of the board, a sceptical audience ready to laugh at his 'million dollar' idea. The idea was to put the sandpaper strike on only one side of the matchbox rather than both. Revolutionary. As any Swan matchbox will now prove, the idea worked, and the business saved millions. Like we said, sometimes the best ideas are strikingly simple!

 Function of HRM  HR: Planning: expansion and number of staff needed  Orientation and boarding  Recruitment and Selection  Career Development  Performance Management  Compensation  Benefits  Health and Safety  Marketing : HR plays an important role in Marketing and is explained as follows: 1. Have a target audience: Marketers have a deep understanding of their audiences. They study demographics, attitudes and behaviours to create detailed customer personas and target messages to specific groups of people. 2. One brand voice on every channel: Marketers know that if they want to get the attention of their audience, they need to use more than one method. A campaign cannot be successful through emails and newsletters alone. Marketers use a mix of media to convey their messages. They use video, images, interactive websites, social media and more. In fact, the best marketing is viral, it’s what other employees say about the programs

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3. Bring it all together: Marketers want to make the buying process easy for customers. And like marketers, HR wants employees to “buy” into programs, initiatives and benefits enrolment. It connects them to their work in broader ways. 4. Measure effectiveness: Marketers track and measure everything to find the best strategies, adjust what isn’t working and get the most bangs for their buck. Data is everything in modern marketing.  Bona Fide Occupational Requirements: The Supreme Court of Canada has established a three-step test for determining that what seems like a discriminatory standard is instead a bona fide occupational requirement (BFOR). In order to prove that the standard is indeed a BFOR, the employer must demonstrate: 1. that the employer adopted the standard for a purpose rationally connected to the performance of the job; 2. that the employer adopted the particular standard in an honest and good faith belief that it was necessary to the fulfilment of that legitimate work-related purpose; and 3. that the standard is reasonably necessary to the accomplishment of that legitimate work-related purpose.  Reasonable Accommodation A reasonable accommodation is an adjustment made in a system to accommodate or make fair the same system for an individual based on a proven need. That need can vary. Accommodations can be religious, physical, mental or emotional, academic, or employment related and are often mandated by law.

 Harassment: Harassment is a form of discrimination. It includes any unwanted physical or verbal behaviour that offends or humiliates you. Generally, harassment is a behaviour that persists over time. Serious one-time incidents can also sometimes be considered harassment. 1. Sexual Harassment : Headlining many employment lawsuits, sexual harassment can not only be blatant but subtle as well. Obvious sexual harassment is when co-workers or managers request sexual favours or make unwanted sexual advances. However, ongoing offensive and suggestive jokes can be considered harassment. Posters, photos, and computer screen savers with sexually suggestive content also fall into the category of sexual harassment. 2. Race Harassment : When people look differently than the major population, that minority may face workplace harassment due to race. When an employer allows workers and managers to make racially inappropriate jokes and stereotypical comments about certain races, this can create a hostile work environment. The law demands that employers protect the employee rights of workers who are a part of the legally protected class of race. 3. Disability Harassment : it’s not a surprise that disability often draws extra workplace harassment. However, it is illegal for employers, employees, and customers to harass workers with disabilities. The law even makes room to protect employees who might be perceived as having a disability even if they don’t have one. Qualified employees with a disability should not face harassment, discrimination, or retaliation for exercising their rights under the law due to their disability.

4. Age Harassment : When employees reach a certain age, they sometimes become a target for harassment in the workplace. Co-workers and employers might begin to call older workers’ names such as “grandma” or draw attention to their old age. Asking older workers when they’re going to retire can be viewed as harassment as well. Employees who see a clear pattern of age harassment that becomes employment discrimination may have a case. 5. Citizenship Status Harassment: National origin of employees can sometimes place these workers in a position to be harassed by managers and employees alike due to their citizenship status. Employees who are authorized to work in the United States should not deal with national origin harassment in job assignments, training, hiring, or terminating. Name calling and stereotyping based on national origin can be clues to ongoing workplace harassment. 6. Religious Harassment: Employers are obligated by the law to protect employees with religious beliefs from workplace harassment. In fact, when a religion dictates a specific dress code or prayer observance, the employer must endeavour to initiate a conversation about reasonable accommodations. Employees who experience harassment from co-workers or supervisors due to their religion may have a viable case. 7. Gender Harassment : Many may lump gender harassment with sexual harassment, but these two categories are different. When two applicants are equally qualified and experienced, an employer cannot choose one over the other due to gender. Moreover, gender harassment can look like co-workers and supervisors making jokes or comments about a gender’s ability to do certain work. Male-dominated industries often have problems with gender harassment.

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8. LGBT Harassment : Workplace harassment due to a worker’s sexual orientation can cause extreme tension in the work environment. A safe and healthy work environment results in better efficiency and overall profit. In some cases, LGBT harassment and discrimination can be argued as sex discrimination. Therefore, it’s important for employers to be proactive in avoiding LGBT harassment in their workplace. 9. Gender Identity Harassment : As transgenders become more and more normal in our day, workplace harassment against these individuals also grows. Transgender workers deal with all sorts of harassment from daily name calling to more obvious discrimination in job assignment and even termination. Any type of transgender harassment in the workplace can create a hostile and unsafe work environment for every employee. 10. Retaliation Harassment : Often when an employee reports ongoing harassment due to one of the above legally protected statuses and that employee pursues his or her employee rights, they may experience retaliation. Employers or managers may want to intimidate employees from acting on their employee rights, but this is illegal. Therefore, if you face retaliation on top of ongoing workplace harassment, contact an employment lawyer immediately.  Job analysis: Job analysis, known as work analysis, is a family of different procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities.  Job descriptions and job specifications: Whenever there is an opening in a company or any requirement is identified by the company, the first thing that the recruitment team does is to understand the job description and job specification importance effectively and create a job description and job specification accordingly.

 Job description and job specification are important because it is used by interviewers for recruiting candidates. Again, this job description and job specification are sent to applicants, so that they can comprehend the importance effectively. A well-written Job description and job specification help in faster hiring and closing of any job vacancy.  HR planning: Human resource planning (HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most asset quality employees. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses. There are four key steps to the HRP process. They include analyzing present labor supply, forecasting labor demand, balancing projected labor demand with supply, and supporting organizational goals. HRP is an important investment for any business as it allows companies to remain both productive and profitable.  Recruitment and selection: Recruitment: In human resource management, “recruitment” is the process of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. It can also be defined as the “process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”. Selection: The selection process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening. Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management ( HRM ) is to define and guide managers in this process.

 Job evaluation is the process of analysing and assessing various jobs systematically to ascertain their relative worth in an organization. Job evaluation is an assessment of the relative worth of various jobs based on a consistent set of job and personal factors, such as qualifications and skills required.  Performance appraisal: Performance appraisal in HRM is a process of analysing an employee’s worth and contribution to the job. Getting an objective evaluation of an employee’s performance will help a company identify any existing problems in the workplace. This will help the HR department to solve those problems quickly and with ease. Performance appraisals are used for an employee’s development. It helps the management to make decisions regarding promotions, job transfer & terminations. This systematic approach also gives employees an insight into their current capabilities, whether they have scope to learn and grow, “where they currently stand” with their boss & their long-term plans with the company.  Labour relations: Labour Relations is an area within the Employee Relations department of Human Resources which focuses exclusively on union matters. It is the hub for university managers who are responsible for supervising union employees. Pace is committed to having good relationships with its unions and unionized staff. Steps: 1. Employee decide to seek collections 2. The union organizing campaign begins 3. If there is enough support, the union receives official recognition 4. The union and management negotiate to arrive at a mutually satisfactory collective agreement 5. Day to day contract administration begins

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 Training and Development: Training and Development is a subsystem of an organization which emphasize on the improvement of the performance of individuals and groups. Training is an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of the employees. Good & efficient training of employees helps in their skills & knowledge development, which eventually helps a company improve.  Career Management: We may define career as the "occupational positions a person has had over many years." Many people look back on their careers, knowing that what they might have achieved they did achieve, and that their career goals were satisfied. Others are less fortunate and feel that, at least in their careers, their lives and their potential went unfulfilled  Job design: Job design is the process of organizing work into the tasks required to perform a specific job. It involves the conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. An HR manager should have a keen interest in the design and specification of individual jobs within the organization.  Recruitment: Recruitment refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing, suitable candidates for jobs within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid roles.  Importance of Recruitment: Successful recruitment is a direct reflection of the legitimacy and professionalism of your business. Employing the right people for your business is the most important part of your organization. It is necessary to have a good recruitment process to attract the right kind of staff for the needs of your business.

Your recruitment process must be cost-effective as well as time-consuming. Recruitment and training can be expensive and time-consuming, so when you are recruiting, make sure that you are making the right choice. A good recruitment process can reduce the time involved in searching, interviewing, recruiting and training. It can streamline these procedures and make your search more efficient for viable candidates.  Advantages and Disadvantages of hiring within and outside the Organisation are as follows:  6 steps of Selection: Step 1: Preliminary Applicant Screening :  initial screening is performed by HR department

 application forms and résumés are reviewed  candidates not meeting selection criteria are eliminated  remaining candidates matching the job specifications are  given further consideration  use of technology is becoming increasingly popular Step 2: Selection Testing:  screening device used by approximately two-thirds of Canadian organizations  assesses specific job-related skills, general intelligence,  personality characteristics, mental abilities, interests, and preferences Step 3: The Selection Interview  Types of Interviews: unstructured, structured, or mixed/semi-structured  Content: situational, behavioural Step 4: Background Investigation:  Reference Checking, verify accuracy of information provided  Includes: criminal record check, verification of educational qualifications, verification of previous employment, performance-related references from past supervisors, credit check may also be included Step 5: Supervisory Interview and Realistic Job Preview  The supervisor: is best qualified to assess job knowledge/ skills, can answer job- specific questions, must feel comfortable with new hire, can assess fit with current team members

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 Gamification onboarding process: Gamification for onboarding. Gamified versions of training material increase knowledge retention and employee engagement. For efficient and effective training that appeals to both profiles, incorporate games with relevant content to build knowledge, test skills, and challenge know-how. Gamification can be very powerful and can be used to gamify the whole employee experience, but it doesn’t always work or at least it doesn’t just work by itself. It needs qualitative input. When your training material is bad, gamification won’t make it better. It also needs time and energy. Gamification engages employees in different ways. It has mechanisms for recognition (stimulating progress), feedback, fun and collaboration.  Write about 360-degree evaluation for your selected company / industry and explain how you will execute it A 360-degree feedback (also known as multi-rater feedback, multi source feedback, or multi source assessment) is a process through which feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered. A 360-degree feedback program will give you insights from across your company. At the same time, though, feedback is useless unless you act on it. You can’t work on everything at the same time, so you need to identify different categories of feedback which are higher or lower priority than others, such as the need to motivate your millennial workforce or to improve internal communication.  Choosing focus areas: For example, if we are focussed on ensuring workplace diversity, our questions will be very different to what they might be if we were trying to boost operational efficiency. Remember that we can address other feedback later, we just need to

know what to target first to make sure that we are getting those early results that will encourage the rest of the organisation to take the process seriously.  Create a feedback culture: No single employee should be exempt from receiving feedback, and that includes the leaders themselves. Creating a feedback culture benefits both the individuals who work for E-Commerce wholesale and the company as well. It also helps to improve how our product is delivered and to optimise the customer experience by creating a culture in which people are more engaged with the work they do, in part because they know that they’re learning new things and improving their skills on a near-daily basis.

101932-144050 - Parampreet Kaur- Dec 25, 2020 249 PM - ClassLog4899

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