101955-144050 - Ramandeep Kaur .- Dec 25, 2020 108 PM - classlog5757

docx

School

Seneca College *

*We aren’t endorsed by this school

Course

2009

Subject

Business

Date

Nov 24, 2024

Type

docx

Pages

Uploaded by Aegean123

Ramandeep Kaur A00115757 HRP102-HRM2009BB HR and the Entrepreneur Class Log Jehanzaib Chughtaee December 21, 2020

Entrepreneurship is very significant and also an innovative procedure that has a wide range of activities offering new things to society as well as civilization. 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. Example: - Startup: Flipkart In 2007, when Sachin Bansal and Binny Bansal started Flipkart from a garage, the two would deliver books by themselves to customers. A couple of years down, they became one of the most successful entrepreneurs in India. Their secret sauce: Same thinking frequency, different skills. While Sachin’s expertise was in marketing, content, website, SEO, design combined with the ability to think ahead of time, Binny took up the supply side as it matched his core strength and looked after the technology and the backend systems. With the initial fund of 400,000 rupees, which translates to $5,600, Sachin Bansal and his co-founder Binny Bansal, started an online bookstore. This is where he took upon the responsibility of overseeing all the business details of Flipkart, he held the position of Chief Executive Officer of Flipkart until the year 2018. When it comes to accolades, in 2013, he received the Economic Times Award for Entrepreneur of the year. Functions of HRM  Labor relations

 Job analysis and job design  Recruitment and selection of retail employees  Employees Training and development  Performance Management  Compensation and benefits  Managerial Relations  Salary Administration  Health and Safety  Employee Welfare  Maintenance  Marketing - It is surprising that HR and Marketing do not collaborate more often as they have a lot in common. Both areas are focused on influencing and motivating people. To do this, both disciplines need a good understanding of people and psychology. There are many benefits to be gained from collaboration between Human Resources and Marketing leaders including more effective execution, higher productivity and innovation. What HR and Marketing can learn from each other is explained below: - Talent segmentation - Customer segmentation is a common practice amongst Marketing professionals and while HR does segment candidates and employees, we feel that there is an opportunity for HR to do a better job with this. Embracing technology to engage with employees and prospects - Although there are many technically savvy HR professionals, Marketing professionals tend to know and

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

have access to the latest technological trends to communicate and engage with their customers. Influencing business behaviour and strategy - As a marketer, you often have a tangible product and/or brand communication platform. By working alongside Human Resources, you have the opportunity to better understand employee engagement, behaviours, beliefs and challenges. Why? In HR your product is the organization, the people and their values. The collaboration with human resources allows marketers to be seen as a key contributor to the structure of the entire organization. Putting people first - Marketing can learn from HR that the organization exists first internally and then externally. Indeed, the brand lives through its employee’s thoughts, communications and behaviours. Human Resources can help Marketing gain answers to the following questions: Who are your employees? What kind of organization is this? What is the character or ethos of the organization and its people? What is the organization’s social and environmental purpose? Together, you will uncover the answers to the above. Together, you will uncover the answers, and deliver authentic ways to communicate the true value of your organization. That purpose will spark innovation and you will impact your people, your customers and stakeholders alike. Together you will shape the future of the organization. Bonafide Occupational Requirements The law recognizes that, in certain circumstances, a limitation on individual rights may be reasonable and justifiable. Discrimination or exclusion may be allowed if an employer

can show that a discriminatory standard, policy or rule is a necessary requirement of a job, that is, if it is a bona fide occupational requirement. For example: In order to perform their jobs safely, persons employed as drivers require acceptable vision and an appropriate driver's licence. An employer can claim a bona fide occupational requirement if a complaint of discrimination is made against them. The onus is on the employer to show that it would be impossible to accommodate the employee without undue hardship. Reasonable Accommodation Reasonable accommodations are adjustments or modifications that enable people with disabilities to perform the essential functions of a job efficiently and productively. In this way, they are important retention and advancement tools. Reasonable accommodations may also be necessary to assist a person with a disability to apply and interview for a job. Accommodations vary depending upon the nature of the job and the needs of the individual applicant or employee. Not all people with disabilities (or even all people with the same disability) will require the same accommodation or any accommodation. Example - Reassigning an employee with a disability to a vacant position for which he or she is qualified when no longer able to perform the essential functions of the current job with or without reasonable accommodations. This accommodation is available only for incumbent workers. Harassment and its types –

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. Improper conduct by an individual, that is directed at and offensive to another individual in the workplace, including at any event or any location related to work, and that the individual knew or ought reasonably to have known would cause offence or harm. It comprises objectionable act(s), comment(s) or display(s) that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. Examples of harassment in the workplace include derogatory jokes, racial slurs, personal insults, and expressions of disgust or intolerance toward a particular race. Abuse may range from mocking a worker's accent to psychologically intimidating employees by making threats or displaying discriminatory symbols. Types of Harassment 1. Sexual Harassment in the Workplace 2. Disability Harassment 3. Racial Harassment 4. Sexual Orientation and Gender Identity Harassment 5. Ageism Job Analysis - Job analysis is a process of identifying and determining in detail the particular job duties and requirements and the importance of these duties for a given job. It helps an organization determine which employee is best for a specific job. In

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

other words, job analysis is used to determine placement of jobs. It allows human resource managers to identify the path of job progression for employers looking to advance their career and compensation. Example –  Recruitment and Selection  Onboarding and Offboarding  Workforce planning  Training  Career development  Health and safety  Compliance  Performance management  Termination  Risk management  Employee/labor relations Job Descriptions - A job description or JD lists the main features of a specific job. The description typically includes the person’s main duties, responsibilities, and working conditions. It also includes the job title and to whom the person holding that job has to

report. It is only possible to do a job description, however, after carrying out a job analysis. Example - Administrative assistants perform many key duties in offices, including scheduling, filing, organizing and providing general administrative support. Most industries, especially schools, government and medical offices, rely on administrative assistants to provide vital support for the daily running of the business. It is important to develop a strong job description so that you detail the duties of the role and how it fits into your organization. The skills and duties of an administrative assistant differ depending on the business and industry. Some skills that are typically required include computer, organizational and communication skills. It is beneficial to read job description examples in order to learn more about the various skills and duties so you know what to include in your description. Job Specifications – Job specification outlines specific traits a person needs to do the job. Typically, that includes the qualifications, skills and personal traits you need to be successful. Usually, the job specification follows the job description, which describes the job itself and how that job fits within the company. Example – Sometimes, employers want a specific number of years of experience in the field or work experience in related responsibilities. For example, a marketing manager job description might specific a minimum number of years in the marketing field and experience with digital marketing. Typically, entry-level positions do not have work experience requirements, but management or advanced careers often want you to have a certain amount of experience.

Human Resources Planning – Human resource planning, also known as workforce planning, helps organizations recruit, retain, and optimize the deployment of people needed to meet strategic business objectives and to respond to changes in the external environment. In order to proactively avoid talent shortages or surpluses and achieve a balance of talent based on need, effective human resource planning is an ongoing, systematic process. Example - For Starbucks, their approach remains the same no matter where stores are located. Their human resource planning flows from its organizational strategy and its brand. People are Starbucks’ primary resource, as their mission clearly states: "Our mission: to inspire and nurture the human spirit – one person, one cup, and one neighborhood at a time." An important aspect of Starbucks’ human resource planning is its selection process, which uses specific interview techniques to determine if potential employees are ‘on brand’ and evaluate their skill sets. Recruitment – Recruitment is the process in which people are offered selection in an organization. It is when prospective employees are searched for and are then encouraged to apply for jobs within the organization. Specific tasks involved in the process of recruitment include: Analyzing job requirements, advertising the vacancy, attracting candidates to apply for the job, Managing response, Scrutinizing applications, Shortlisting candidates. An example of recruitment is the efforts made by military forces at high schools and colleges to try to get students to enlist. Selection - Selection is the process of identifying an individual from a pool of job applicants with the requisite qualifications and competencies to fill jobs in the

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

organization. This is an HR process that helps differentiate between qualified and unqualified applicants by applying various techniques. Some activities include: Screening, eliminating unsuitable candidates, conducting an examination (aptitude test, intelligence test, performance test, personality test, etc.), interviews, checking references, medical tests. For example , employer can combine pre-employment tests with other employee selection methods like job interviews, test assignments and trial days to accurately predict job success and cultural fit. Job evaluation - A job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization. It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Examples -  Knowledge & Skills.  Responsibility/Impact on Organization.  Communication/People Contacts.  Job Complexity.  Teamwork.  Supervisory Responsibilities (Direct Reports)  Budget managed.  Work Environment (Physical Effort, Hazards)

Performance appraisal - Performance appraisal is one of the important processes of human resource utilization function which is related to the periodic assessment of employee's job performance. It can be understood as the act of comparing employee's input and output with the pre-established criteria and objectives of the organization. Example – 1) Attendance. Punctuality is one of the strongest virtues an employee can possess. 2) Innovation and Creativity. 3) Leadership. 4) Communication Skills. 5) Collaboration and Teamwork. 6) Time Management. 7) Customer Experience. 8) Problem Solving. Labor Relations - Labor relations are the term used to define the process between employers and employees, management and unions in order to make decisions in organizations. The decisions taken refer to wages, working conditions, hours of work, and safety at work, security and grievances. Example – No favouritism, trust your people, honest communication, get your team behind the vision. Training, development and career management - Training and development refers to educational activities within a company created to enhance the knowledge and skills of employees while providing information and instruction on how to better perform specific tasks. Career management can be defined as the process that plans and shapes the

progression of individuals within an organisation in accordance with the organisational needs and objectives, employees= performance potential and their preferences (i.e.: the integration of the individual=s objectives with those of the organisation). Example - Many companies provide employees with internal, self-paced, online learning options. This allows employees the freedom and autonomy to drive their own careers, learning the skills and knowledge that is both valuable to them as individuals, and the company at large. Job design - Job design is the division of work tasks assigned to an individual in an organization that specifies what the worker does, how, and why. Effective job design contributes to the achievement of organizational objectives, motivation, and employee satisfaction. Example - By redesigning jobs management may be able to increase motivation around, say, the introduction of self-managed work teams. Recruitment Process - Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. Below are the steps of Recruitment process: - 1. Recruitment Planning 2. Strategy Development 3. Searching 4. Screening 5. Evaluation and Control

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

Importance of Recruitment Process - A good recruitment process can minimize the time involved in the searching, interviewing, hiring, training and it also reduces your costs for training the candidate. It can streamline these processes and make your search for viable candidates much more efficient. It is very important to build a positive image to your customers, peers and competitors. The importance of recruitment is huge in any business because selecting and engaging the right people for the right job is essential for the growth of every company. it also reduces your costs for training the candidate. Advantages of internal recruitment –  Reduced Time to Hire  Shortens the Induction Process  Cost-effective  Improved Employee Morale Disadvantages of Internal Recruitment  May Stagnate the Company ‘s Culture  Increased Training Costs  Limited Choices  May Lead to Workplace Hostility Advantages of External Recruitment

 Increased Conversion Rate  Better Quality Candidates  Attracts New Skills and Inputs  Brings New Business Insights and Ideas to the Table Disadvantages of External Recruitment  Higher Risk  Greater Cost  Time Consuming  Possibility of Maladjustment For our project, we choose both internal and external recruitment as internal recruitment is cheaper and faster to recruit as well as Internal recruitment promotes loyalty and can even improve employee morale as it serves as a reward for existing employees. Also, it saves time and money on training as the internal applicant will have more knowledge of the organisation and culture. With external recruitment you can increase your chances of recruiting experienced and qualified candidates. Having someone from the outside brings in new ideas and new ways of doing things. This can shake up the business. You can cast a wider net to recruit the best workers with the most suitable skills. 360 Degree Evaluation 360 Degree feedback, also known as multi-rater feedback, is a system in which anonymous feedback is gathered about a member of staff from various people they have working relationships with. This is usually their managers, peers, direct reports,

subordinates - hence the name "360 degree". It is designed so a range of people can share their opinion to provide a well-rounded view on the individual. It is used mostly as a development tool because it provides information about a subject's work competencies, behaviour and working relationships. It is also mainly used for individuals higher up in the organisation's hierarchy. How to execute the 360 Degree evaluation process for project: - Administering the survey:  Around 6-10 respondents complete an anonymous online feedback form.  Respondents are arranged into groups depending on the relationship with the subject, such as, manager, peers etc. If it is appropriate, feedback can also be gathered from external sources, such as clients or customers.  The surveys are competency based and the questions typically consist of: rating management competencies, such as, leadership and communication skills and open-ended questions, for example, "What does X do well as a leader?"  Questions should always be regarding observable behaviour as this will be easier to quantify.  The subject of the feedback also completes the same questionnaire.  The whole process should be supervised by a manager, coach or a trainer - often external to the organisation. Post-survey completion:  Individual answers cannot be identified as the feedback is provided as averages from the different rating groups.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

 Feedback is provided in a report usually created by a trusted third party and crucial areas for development are highlighted.  The information helps to create a development plan.  Those who give the feedback to the subject should be well-trained and they should provide the information objectively and constructively.  Support should be offered to help achieve the goals set, including follow-ups. Labor relation process 1. Card-Signing The card-signing process begins when an individual worker or group of workers contact a labor union for assistance in soliciting their co-workers' interest in union representation. Union organizers may also initiate the card-signing process. Card- signing refers to obtaining signatures from workers who are interested in electing a union to represent their interests in the workplace. However, signing an authorization card does not obligate the worker to vote for union representation if the NLRB determines the union has enough interest to warrant an election. 2. Representation Petition When a labor union collects signed authorization cards from at least 30 percent of the workforce, the union organizer can file a representation petition with the board. The petition is the official notice that the labor union wants employees to vote for representation. The labor board then renders a decision on whether the union appropriately filed the petition. If the union and employer stipulate to the validity of the authorization cards and the cards contain the signatures of employees who are eligible

to be in a potential bargaining unit, the board directs an election. The labor board conducts the union representation election and certifies the results. The union must receive a simple majority of the votes to prevail. 3. Organizing Campaign In the six weeks or so between the labor board's decision on whether to hold an election and the proposed election date, the labor union and employer engage in a campaign process. Each side -- labor and management -- attempts to convince employees why they should or should not vote for union representation. Union organizers can not hold meetings at the worksite; however, employers have the right to deliver captive audience speeches and require attendance from all employees. 4. Collective Bargaining Collective bargaining is a mechanism through which the essential conditions of employment are determined by negotiating between employees' union and management. It is a negotiation about working terms and conditions between an employer and the trade unions. The negotiated agreement serves as a code defining the rights and duties of each employee. When disputes are conflicts are arisen in the work environment, such hurdles are solved through collective bargaining between concerned parities. hence, it is a next step of employee relation process. 5. Contract Administration This is the last step of labor relation process in which a monitoring team is formed to monitor the effectiveness of signed contract whether it is followed by the disputing

parties. This means, a team is formed from proportionate representation of both the disputing parties to monitor the execution of settlement of contract. Steps of employee selection process - 1. Initial Screening The selection process often begins with an initial screening of applicants to remove individuals who obviously do not meet the position requirements. At this stage, a few straightforward questions are asked. An applicant may obviously be unqualified to fill the advertised position but be well qualified to work in other open positions. The Purpose of Screening is to decrease the number of applicants being considered for selection. Personal Resume presented with the job application is considered a source of information that can be used for the initial screening process. It mainly includes information in the following areas:  Employment & education history.  Evaluation of character.  Evaluation of job performance. 2. Employment Tests Personnel testing is a valuable way to measure individual characteristics. Hundreds of tests have been developed to measure various dimensions of behavior. The tests measure mental abilities, knowledge, physical abilities, personality, interest, temperament, and other attitudes and behaviors.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

Evidence suggests that the use of tests is becoming more prevalent for assessing an applicant’s qualifications and potential for success. Tests are used more in the public sector than in the private sector and in medium-sized and large companies than in small companies. Large organizations are likely to have trained specialists to run their testing programs. 3. Selection interview Those who pass the initial screening are invited to face-to-face interviews. The format of these type of interviews varies: some companies prefer to have all-day interviews, where interviewees meet with different interviewers each hour. Whereas other companies rather have candidates meet with key personnel one day, then invite them back for a second meeting with executives. This interview is designed to observe communication skills and motivation and the applicant may be presented with realistic job situations, such as dealing with a disgruntled customer and asked to describe how he or she would handle the problem. 4. Verifications and references If applicants pass the selection interview, most firms examine their background and check their referrals. Today, employers review applicants’ backgrounds, legal history, reasons for leaving previous jobs, and even creditworthiness. 5. Physical examination A firm may require an applicant to have a medical checkup to ensure he or she is physically able to perform job tasks. Usually, candidates notify the tester of any

prescription drugs he/she is taking because these will show up in the results. If he/she tests positive for any other drugs, it could jeopardize his chance of being recruited. 6. Final decision The hiring manager will usually ask for feedback from human resources and other employees who interviewed the job candidates. He/she may also review his/her notes and decide which candidate is the best fit for the position

101955-144050 - Ramandeep Kaur .- Dec 25, 2020 108 PM - classlog5757

Related Documents