101628-144050 - Gurpreet Singh .- Dec 25, 2020 1246 AM - Class Log

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Canadore College *

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102

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Business

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Nov 24, 2024

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Uploaded by Aegean123

CLASS LOG 1 Gurpreet Singh A00117461 HRP102 Canadore College, Brampton

CLASS LOG 2 1) Entrepreneurs definition: Entrepreneur is someone who has constant desire to create something that creates value and makes other life much better. Also, they combine the scare resource to convert their ideas into products or services so as to serve the economy by undertaking risk. 2) Functions of HR:  Talent Hiring A dedicated solution like human resource management software can help you easily and efficiently start the recruiting process. Easy template generation and ATS make hiring the best talent for the organization very easy and in less time.  Integration Good management of training, where necessary, should be carried out. An employee should be well aware of their responsibilities and resources. Onboarding and training are two crucial HR functions, as they determine the relationship between employees and management.  Training management Transparency of company goals and resources can help motivate employees to perform best and meet needs. Effectively educating business requirements and their contribution can help retain employee loyalty. Growing the business with clear communication is what helps employees the most.  Performance Appraisal

CLASS LOG 3 Rewarding an employee is a better way to recognize their hard work and dedication. Reviewing and rewarding is good practice and one of the important functions of HR.  Workforce engagement Managing the right way can improve your productivity and reduce turnover. Workforce engagement and management solutions help foster better relationships with employees at the grassroots.  Payroll Management With amendments and ever-changing laws, committing to payroll becomes difficult for the human resources department. Software support like payroll management software makes it a snap for HR and payroll departments. Keep IRS errors and penalties at bay with a dedicated payroll solution. It is important to follow the correct calculations for a good management of human resources.  Compliance management An automated payroll system helps you avoid unwanted situations. Compliance management is one of the most underrated functions of human resource management. The HR solution with an integrated payroll module allows you to sit back and enjoy error-free and timely payroll for employees. The reports and information sheets leave no doubt about the management of human resources. 3) Bonafide occupational requirements: As an employer, you may lawfully discriminate, based on an otherwise prohibited ground, if you can prove legitimate business reasons. However, you must be able to demonstrate that the workplace rule, policy, standard or criteria relied upon is a "bona fide occupational requirement."

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CLASS LOG 4 In order to prove that a standard is indeed a bona fide occupational requirement, 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 an honest and good faith belief that it was necessary to the fulfilment of that legitimate work-related purpose 3. that the standard is reasonably necessary to the accomplishment of that legitimate work-related purpose. This approach is based on the need to develop standards that accommodate the potential contributions of all employees without imposing undue hardship on the employer. Unless no accommodation is possible without imposing undue hardship, the standard at question may not meet the BFOR threshold. 4) Explain Reasonable accommodations with types and examples? As many have previously stated, disability is not inability. A disabled person can perform work if they are given the proper working conditions to do so. However, this does not often happen in all cases. War veterans with disability have previously found hostile working environments or denied employment by some companies based on their disability. Some of the physical challenges that such disabled veterans face includes the lack of proper care in a working environment such as provision of ramps instead of stairs. Emotionally, they have a challenge of dealing with the many stressful conditions of war that still haunt them. Take for example a veteran who shot a child during the war and the conditions under which he did this are lawful and yet it keeps haunting him.

CLASS LOG 5 Some of the reasonable accommodations that such disabled veterans could request for accommodation include physical modifications to the workplace, written materials in accessible formats, modified equipment or devices, interviews, tests, and training held in accessible locations and extra times to complete tests. The ageing workforce is considered under the ADA. However, ADA recognizes that aging is not a disability by itself. However, they need such accommodations that are related to their activities of daily living and job performance. Blind or deaf workers have a disability and thus require special conditions so as to work effectively. They could be accommodated in situations that do not make much use of their disability. For example, a deaf worker could be employed as a gate man in an industry where the work involved only opening and closing the gate. A blind worker could be employed in administration where the work involves telephony services. 5) What is Harassment, explain its types and examples? 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. Types of harassment with examples:  Sexual harassment Examples include unnecessary touching, jokes of a sexual nature, inappropriate use of suggestive visual display unit material, intimidating behaviour such as asking for sexual favours in return for positive academic assessment or promotion.

CLASS LOG 6  Racial harassment Examples of racially motivated actions and behaviour include inappropriate questioning about racial or ethnic origin, offensive graffiti and intimidating behaviour such as threatening gestures.  Personal harassment Examples based on lack of tolerance of personal difference include making fun of personal circumstances or appearance.  Bullying Examples of this form of psychological and/or physical harassment include unmerited criticism, isolation, gossip, changes to job duties that are detrimental, responsibilities delegated but without authority, essential information withheld, or behaviour that is intimidating or demeaning.  Harassment on grounds of sexual orientation: Examples include homophobic remarks or jokes, threats to disclose sexuality and intimate questions about sexual activity.  Harassment of disabled people Examples that undermine the dignity of people with disabilities include discussion of the effects of a disability on an individual's personal life, uninvited touching or staring, and inappropriate questioning about the impact of someone’s disability.  Age harassment Examples include derogatory age-related remarks and unjustifiable dismissal of suggestions on the grounds of the age of the person.  Stalking

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CLASS LOG 7 Examples include leaving repeated or alarming messages on voice mail or e-mail, following people home, or approaching co-workers to ask for personal information. 6) Define the recruitment process, its importance, advantages and disadvantages between hiring within the organization and outside of the organization. And which process is feasible in your selected industry for project report and why? The recruitment processes its aim to find the best qualified candidate to help the company to achieve their goals. It is divided in 8 important steps:  Short-Listing: short list the right candidate for the next stage is the first steps which reduce the number of applications to create a list of the best candidates. There are two ways of reducing the listing: 1) by screening approach which will leave the require number of applicants 2) by comparing the applicants with the job requirement and give a score through a score system, this process is a fair and avoid discriminations between candidate.  Selection testing: Include the testing of knowledge or skills such Ability, Aptitude and performance.  Interviewing the Candidates: An Interview is successful when include - Preparation which include: All the relevant documents (application form) should be compiled and the appropriateness of the applicants be agreed by all the interviewers.

CLASS LOG 8 - Operation which include: Opening Interview; Listening; Asking right questions; Structuring the interview. - Summation is required to asses and chose the right candidate.  Choosing the Successful Candidate: it is about consider the candidates who match the essential requirement of the job descriptions. It important do not choose a candidate who fulfils half of the criteria, if two or more candidate meet this criterion the decision will give to the line manager who can motivated and develop them.  Obtaining References : The reference has to be checked before to offer the job to make sure that the employee’s past has been revealed.  Offering the position: The offer must be confirmed in writing in some case could be inform by a call especially if the candidate has other offers.  It should contain: Job Title; Start Date; Starting salary and how the salary progression is determined; Help with relocations if appropriate; Company car and arrangement for petrol if appropriate; Details of confirmation offer; Details of company benefits; Candidate must be asked to bring any qualification.  Organising the Induction Process: Use to welcome new employees to the policy, procedures, company history etc.  Evaluating the Selection Process: it is important to evaluate the recruitment process to see how successful has been the process and how effective each stage has been. The way of evaluate it depends of the positions (Managers will take about a year, Clerical positions few weeks, etc..) .

CLASS LOG 9 Importance of recruitment: 1. It Ensures Transparency in The Hiring Process 2. It Provides Consistency 3. It Paves the Way for Merit-Based Hires 4. It Lends Credibility to an Organization 5. It Helps Write an appropriate Job Descriptions Advantages and disadvantages of using promotion from within as a recruiting technique: There are many advantages for internal recruitment. From increased employee morale and incentive for employees to have higher productivity, to stability and continuity of operations, and reduced time needed for each recruitment. Like advantages to internal recruitment, there are many disadvantages of internal recruitment. These range from a reduction of new ideas and diversity, to potential animosity amongst employees, stagnation, and lack of diversity. Advantages and disadvantages from recruiting outside of the organization: The advantages to external recruitment are the opposite of the disadvantages of internal recruitment. When choosing to recruit from outside the organization you gain employees who have new ideas, a diverse workplace, a fresh outlook on how tasks should be completed, and the reduction of stagnation and animosity amongst employees. While the disadvantages of external recruitment are the opposite of advantages of internal recruitment. The overall cost is much higher to recruit externally, you may end up with decreased morale amongst existing employees.

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CLASS LOG 10 A situation where recruiting internally rather than externally could be when a team is very productive, high achieving and has metrics that hit their target, or exceed that goal, and a high ranking, crucial team member was to unexpectantly leave the team; by choice or by no choice of their own, due to a health issue, or other factor. This would require the position to be filled rather quickly and efficiently, and promoting internally, from one of the lower-level team members would make the best sense because they already have the knowledge and the learning curve would be low. 7) Job analysis For scientific recruitment, attention needs to be given to the nature of the job for which recruitment is required. Scientific recruitment and selection are possible only when they are made in the light of the details available from job analysis. Clear understanding of the job is called job study or job analysis. It is a process of collecting all relevant information relating to the nature of the job and the qualities and the qualifications required for performing the same efficiently. Job analysis is a systematic study/analysis of a job in order to obtain all important facts about the job. It suggests exactly the details of the job to be performed and the human qualities and qualifications required for performing that job efficiently. The purpose of job analysis is to give all necessary details of the job to the management so as to facilitate scientific recruitment. It forms the basis of and creates a proper background for scientific recruitment and selection. Objectives and Process of Job Analysis 1. Determining the time for job analysis 2. Collection of background data

CLASS LOG 11 3. Selecting representative jobs for analysis 4. Collection of job analysis data 5. Developing a job description 6. Preparing a job specification 8) Describe how job description and specification should be made after analyzing recruitment and selection, training and development, performance evaluation? Job Description: Job Description means describing the details of the job to be performed (job contents). It gives various details or facts about the job to be assigned or performed. The details given in job description are: a. Nature and title of the job. b. Duties required to be performed. c. Location of the job. d. Machines, tools and materials required to be used. e. Type of supervision received and given. f. Relation with the other jobs in the organization. g. Working conditions for the job. h. Hazards connected with the job.

CLASS LOG 12 i. Opportunities for promotion. Job Specification: Job Specification also known as ‘Man Specification’ is based on job description. It states the minimum acceptable human qualifications and qualities required for performing a job. Such as: a. Educational and professional qualifications. b. Practical experience required (if any). c. Personality and mental qualities required. d. Physical fitness. e. Interpersonal relations skills required. 9) 360 Degree evaluation of our company (GS4): 360-degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor or manager and four to eight peers, reporting staff members, co-workers, and customers. Most 360-degree feedback tools are also responded to by each individual in a self-assessment. In our Company GS4 evaluation criteria are divided into two types: 1. Skills: the integrated use of knowledge, skills and attitudes in order to accomplish tasks with maximum efficiency. 2. Results: objective numbers and data that prove that the holder of these skills effectively delivers the results the company needs.

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CLASS LOG 13 The idea is to determine which employees are the most efficient and productive for the company and which ones need training or mentoring. The ultimate goal is to develop action plans so that each employee can improve their weaknesses and get the most out of their strengths. The Labor Relations Process: Labour relations incorporate the processes involved in between Management & Union or Employers & Workforce for making effective decisions and channelizing an organisation. With the inclusion of right Labor Relations Strategies, an organisation can manage-  Employers, Employees, Administrators, and Supervisors  Matters related to the union organisations and employee representations  Procedure Consultation together with Contract/Agreement/Policy and administration  Grievance Administration, Collective Bargaining, Mediation, Investigation, and Arbitration  Labour and Management Meetings and Relations  Labour and Management informal conflict resolution  Information requests of union  Management and administrator training, etc. So, all in all, labor relations play a crucial role in offering balanced advocacy between management and individual employees. In this post, we will dive deep into the importance of labour relations, what its purposes are and what kinds of issues Labour Relation resolves. Gamification Onboarding process : The focus of gamification of the onboarding process is to make things interesting and fun, while giving a great first impression of the company. At the same time, gamification can help to increase the rate at which new hires retain information so they can apply it to their new role. Science has shown that when information is delivered in a gamification mode, it is easier for human minds to absorb and retain information. Some of this comes from the control that the game player (employee) has and some of it is stems from the way the gaming content format stimulates other parts of the brain. Gamification Onboarding process includes:  Decide what onboarding elements can be delivered using a learning management system as opposed to live speakers and instructors.

CLASS LOG 14  Work closely with an instructional design team to create these learning modules in a corporate learning management system.  Increase the value of your gamified onboarding system with things like knowledge checks, stored templates and handbooks, training materials, and a directory of managers and support staff . References https://www.thebalancecareers.com/360-degree-feedback-information-1917537 heflo.com/blog/hr/360-degree-evaluation-form/ https://www.marketing91.com/labour-relations/#:~:text=Labour%20relations%20incorporate%20the %20processes%20involved%20in%20between,organisation%20can%20manage-%20Employers%2C %20Employees%2C%20Administrators%2C%20and%20Supervisors https://blog.mcquaig.com/gamifying-onboarding

101628-144050 - Gurpreet Singh .- Dec 25, 2020 1246 AM - Class Log

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