101165-144050 - Vipanjot Kaur- Dec 25, 2020 1100 PM - HR&E_HRP102

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Nov 24, 2024

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Human Resources Management Graduate Certificate HRP102-Human Resource and the Entrepreneur (Fall-2020) Class Participation & discussion notes Submitted to: Prof. Jehanzaib Chughtaee Human Resources Management Canadore College, Brampton Submitted by: Vipanjot Kaur Student ID-A00115508

 What is an 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. It is the act of creating a business or businesses while building and scaling it to generate a profit. Entrepreneurship has played a vital role in the economic development of the expanding global marketplace. It is the ability and readiness to develop, organize and run a business enterprise, along with any of its uncertainties in order to make a profit. The most prominent example of entrepreneurship is the starting of new businesses. Example:- Imagesbazaar.com is an example of entrepreneurship, the founder Sandeep Maheshwari failed to produce the master piece in his first year of lauch, but later on he discovered how he can make his an idea big success.  Function of HRM: 1. Human resource planning 2. Recruitment and selection 3. Performance management 4. Learning and development 5. Career planning 6. Function evaluation 7. Rewards 8. Industrial relations 9. Employee participation and communication

10. Health and safety 11. Personal wellbeing 12. Administrative responsibilities  Why marketing is important skill for HRM? The HR department primarily serves the company’s employees. Due to the connection with employees, the department can share the brand messaging created in marketing with employees through training sessions, evaluations, and employee orientations. Marketing is important skill in hrm as they are working together to create the brand of the organization. Marketing department communicates the brand of the company to consumers, the collaboration of HR and marketing communicates the brand of the company to employees. Using social and technology-based tools, companies are creating a universal brand message, one that applies to employees, applicants, and consumers. Marketing is important because it helps you sell your products or services. The bottom line of any business is to make money and marketing is an essential channel to reach that end goal. Creative explained that without marketing many businesses wouldn't exist because marketing is ultimately what drives sales.  Define in your own words about Bona Fide Occupational Requirements, Reasonable accomodation and Harassments, their types and example for each.  Bona Fide Occupational Requirements: A BFOR is a standard or rule that is integral to carrying out the requirements of a particular position within a workplace.

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For a standard to be a BFOR, an employer must establish that any accommodation or changes to that standard or rule would create an undue hardship. If an organization determines that removing barriers or changing workplace standards or rules cause an undue hardship, then it is likely that the standard or rule is a BFOR. Where a BFOR exists, the organization does not have a duty to accommodate to the point of undue hardship. Example of the Bona Fide Occupational Requirements: A taxi driver must be able to see in order to carry out the requirements of his position – to drive a car that transports passenger. This requirement is integral to carrying out the duties of a taxi driver. Perfect eyesight may not be required for taxi drivers, since glasses or contact lenses can often accommodate eyesight issues.  Reasonable accommodation is a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. It is used to put an end to any situation of discrimination based on disability, religion, age or any other ground prohibited by the Charter. Accommodating a person may involve adapting a practice or a general operating rule or granting an exemption to a person in facing discrimination . Example of Reasonable accommodation : Acquiring or modifying equipment or devices such as adjusting a desk height to accommodate an employee who uses a wheelchair or providing an employee with quadriplegia a mouth stick device to type on their computer.

 Harassments: Harassment is a form of discrimination. It includes any unwanted physical or verbal behavior that offends or humiliates you. Generally, harassment is a behavior that persists over time. Serious one-time incidents can also sometimes be considered harassment. Examples of harassment at 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 Harassments: 1. Physical sexual harassment is the most obvious and well-known form of sexual harassment . It is exercised through unwelcome touching such as rubbing up against a person or physically interfering with another’s movements or preventing another from completing their work. 2. Examples: Unwanted touching would be if employee A placed his arms around employee B and employee B felt uncomfortable with this and asked employee A to stop. Verbal harassment: Remarks or comments that are disrespectful insults or slurs may also be considered as verbal harassment towards an individual. An employee may identify their experience with verbal comments as “harassment” even through nicknames, labeling, or titles.

Examples: Employee nicknaming other employee “Hot Stuff” or “Big Butt Balinda”. These kinds of nicknames or titles are offensive and comment on an individual’s anatomy and also have a sexual connotation. 3. Visual harassment by definition may seem obvious in that one individual is exposing themselves to another individual who does not appreciate the exposure. Visual harassment can be demonstrated through cartoons or drawings that are considered offensive and or insulting to the victim. Example a male employee may draw the character of a fellow female colleague in which her breast size is exaggerated. In that scenario, the female employee is being sexually harassed based on the visual of herself which could be construed as sexual in nature while also making her feel uncomfortable.  Job Analysis and define and describe how Job description and specification should be made after analyzing Recruitment and Selection, Training and Development, Performance evaluation etc. Job analysis is a process of reviewing the qualification and requirements of a particular position in a company prior to engaging in recruitment and selection. It gathers and analyze information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. By coming up with a number of assessment question, you can get better sense of the skills and traits needed by someone to succeed in a given job. This process is

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used to determine placement of jobs. Job analysis defines the organization of jobs within a job family . Job description: The job description will usually appear on the posting before the job specification. It includes general information pertaining to the job, which is useful when advertising the role opening. Some information it may list includes:  The job title, location, duties, and summary.  The working conditions, including what machines will be used and any potential hazards.  Who the employee, if hired, will report to. The job description helps target the right people for the job because it clarifies the responsibilities they would have should they be hired. For any potential employees job-hunting, the description here is enough to let them know if they would be a good fit for the job and therefore, decide if they want to pursue the position or not. Job specification: The job specification is very important, as it helps the potential employee quickly analyze whether they are qualified for the job or not. This is helpful not only to the person applying, but to whoever is doing the hiring as well, since it clearly outlines eligibility requirements. While sometimes the job specification includes optional items (i.e. being bilingual is preferred but not critical), obviously the more of the requirements an employee would have, the better fit for the job they would be. Recruitment and selection:- Recruitment and Selection refers to the process of attracting, screening , and selecting qualified people for a position while incorporating employment equity principles and practices. Job analysis provides information about what the

job entails and what human characteristics are required to perform these activities. This information, in the form of job descriptions and specifications, helps management decide what sort of people to recruit and hire. Performance appraisal and training/development:- Based on the job requirements identified in the job analysis, the company decides a training program. Training is given in those areas which will help to improve the performance on the job. Similarly when appraisal is conducted it should be checked whether the employee is able to work in a manner in which it require him to do the job. Job evaluation: Job evaluation is the process of analyzing and assessing various jobs systematically to ascertain their relative worth in an organization. Several methods such as job ranking, job grading , and factor comparison are employed in job evaluation . Job evaluation refers to studying in detail the job performance by all individual. The difficulty levels, skills required and on that basis the salary is fixed. Information regarding qualities required, skilled levels, difficulty levels is obtained from job analysis.  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? Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. It is the potential

resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization. Importance of recruitment process : Successful recruitment is a direct reflection of the legitimacy and professionalism of your business. It is very important to build a positive image to your customers, peers and competitors. 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. 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. Advantages and disadvantages between hiring within the organization: Internal Recruitment Advantages Disadvantages Job postings Inexpensive Rewards performance Discovers talent Time consuming Produces instability Demoralizing process Replacement charts Based on known human resources Limited by organizational chart and structure. Information systems Known KSAO database linked to job Expensive rarely used by companies Nomination Based on known human resources Random process may lead to discrimination.

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Advantages and disadvantages between hiring outside of the organization: External Recruitment Advantages Disadvantages Periodicals/journals Targets specific groups or skills. Long lead time for ads expensive. Radio and TV Mass audience Targets specific groups Image advertising Very expensive Short ad duration Provides little information Public displays Inexpensive Provides little information Direct mail Targets specific groups and skills Can provide much information Expensive and inefficient Requires mailing list Often not read Networking Inexpensive May lead to discrimination and inbreeding  Write brief information about 6 steps of selection process that was discussed in chapter 7. Step 1 Preliminary Applicant Screening: This process is generally performed by the HR department and consists of application forms and resumes being reviewed. You will first eliminate candidates who do not meet the proper criteria and then identify and further consider the candidates who do meet the criteria.  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: Selection tests that help assess a candidate's ability to perform specific tasks are often called 'work sample' tests . These types of tests aim to replicate actual job tasks or situations to assess if the candidate has the skills, experience or qualifications to carry out the work. It assesses specific job-related skills, general intelligence, personality characteristics, mental abilities, interests, and preferences efficient, standardized methods for screening large numbers of applicants. Step 3 The Selection Interview: Selection interviews are typically conducted onsite at the hiring company. The purpose of a selection interview is to determine whether a candidate will be selected for the position he or she is interviewing for. A selection interview is typically more rigorous than a screening interview . The company wants to know - Are you qualified for the job? Are you a good cultural fit? Can you make an immediate impact, or will you need extensive training? Questions will be more specific and your answers will need to be more detailed. Step 4 Background Investigation/Reference Checking: The difference between a background check and reference check are highlighted by the information they gather above. A background check is used to look up criminal, commercial, and financial records of a candidate. Whereas, a

reference check looks to find the perfect employee fit, and protect your company from a poor performer or bad hire. Step 5 Supervisory Interview and Realistic Job Preview: Supervisory interview plays significant role in testing the capabilities and communication skills of a new or recommended candidate. Supervisor always tries to check the candidate’s knowledge regarding his job, qualifications, and ensure that the selected candidate feels comfortable with the other staff members and other staff shouldn’t have any issues regarding him/her. In conclusion, if new candidate is unable to meet the requirements of the job or doesn’t have reasonable knowledge about his job then the applicant is not likely to get hired. Step 6: Hiring Decision and Candidate Notification: The final stage in the selection process is to contact the successful candidate and make the job offer. Usually, you give the offer verbally over the phone and then confirm it in writing. This written confirmation should include:  Position title and FTE (if applicable),  Compensation,  Benefits coverage,  Vacation time,  Any other specialized items that may have been discussed (such as a moving allowance),  Contact information for someone to contact if they have additional questions, and  A date by which the candidate must accept or reject the offer of employment.

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 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 as well as a self-evaluation by the employee themselves is gathered. In my organization 360 degree evaluation is used to get the feedback from the customers as well as other members of company about the customer service that employee provide it. So that employees can better understand about their service and performance.360 degree evaluation is a best method to know the positive outcome because organization wants to give their employees the information, tools and motivation to grab hold of their own personal development and do something that helps them to improve. Feedback, when delivered in positive, constructive way with the sole intent of being helpful, is an extremely valuable gift. Such feedback can also include, when relevant, feedback from external sources that interact with the employee, such as customers and suppliers or other interested stakeholders. 360-degree feedback is so named because it solicits feedback regarding an employee's behavior from a variety of points of view (subordinate, lateral, and supervisory). It therefore may be contrasted with "downward feedback" (traditional feedback on work behavior and performance delivered to subordinates by supervisory or management employees only; see traditional performance appraisal ) or "upward feedback" delivered to supervisory or management employees by subordinates only. In my company 360 degree evaluation is used to get the feedback from the customers as well as other members of company about the customer service that employee provide it. So that employees can better understand about their service and performance.

 Write about the labour relation process in regards to your selected organization / industry. Our organization Hyundai guarantees employee rights to organize labour union activities, to take collective actions and to exercise collective bargaining. Company has their own labour unions, to represent the voices of employees. The Labor Management Council developed measures to provide a better working environment for Hyundai’s employees, including improving the cafeterias and work uniforms. The labor relations process that produces a union-management relationship consists of three phases: union organizing, negotiating a labor agreement, and administering the agreement. The labor relations process involves the daily administering of the labor agreement. In addition, the collective negotiations in 2016 brought labour and management together to seek sustainable growth by signing agreements to support Hyundai’s response to the ever-changing landscape of the automobile industry, including the Labor- Management Future Development Strategy Committee and an agreement on eco-friendly vehicles. Our company Hyundai complies with all overseas labour-related laws and regulations, and guarantees and respects the legal right to take collective actions and exercise collective bargaining. Accordingly, Hyundai complies with international regulations on human rights protection and with all labour-related laws and regulations of the individual countries in which it operates. Hyundai seeks to enhance its corporate image by establishing a sound organizational culture and by actively responding to labour-related laws and policies, In order to promote labour-management relations Hyundai took action to:  promote labour-management communications  develop healthy overseas employee relations

Hyundai identified a range of material issues, such as product and service quality, improving financial stability, ethics/compliance management, developing eco-friendly products. Among these, promoting labour-management relations stands out as a key material issue for Hyundai.

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101165-144050 - Vipanjot Kaur- Dec 25, 2020 1100 PM - HR&E_HRP102

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