96522-144050 - Foram Ravi Patel- Dec 25, 2020 1253 PM - CLASS BLOG

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Seneca College *

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2009

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Nov 24, 2024

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1 | P a g e CLASS BLOG FORAM RAVI PATEL STUDENT ID: A00105798 CANADORE COLLEGE

2 | P a g e No. Table of Contents 1 Entrepreneurship with Example 2 Functions of Human Resource Management 3 Marketing and HR 4 Bona fide Occupation Requirement with Example 5 Reasonable Accommodation with Example 6 Harassment with Its Types and Example 7 Job Analysis, Job Description, Job Specification 8 Recruitment Process and Its Importance 9 Internal and External Recruitment Relate with Music Industry 10 Selection Process 11 Gamification Onboarding Process with Example 12 360-degree Evaluation Relate with Music Industry 13 Labour Relation Process

3 | P a g e Entrepreneurship Entrepreneurship is the activity of starting new business with small investment by taking financial risk in the hope of profit. In other words, we can say that, entrepreneurship is the ability and readiness to develop, organise and run a business enterprise along with any its uncertainties in order to earn money. In order to success of entrepreneurship, new innovative thoughts, experience and ideas plays very essential role. Entrepreneurship is both the study of how one can develop a business as well as thought of actual process of starting the business. Example of Entrepreneurship This example is just relating about that if you experience something bad and assume to do something good on that bad experience as even small thinking can change the whole life. Ritesh Agarwal is an Indian entrepreneur and the founder and CEO of Oyo Rooms. He became the world's second youngest billionaire in 2020. Ritesh Agarwal was born in the year of 1993 in a small town Bisam in Cuttack Orissa. He completed his schooling and spent his younger days in his birthplace only. He went to Sacred Heart School in small village. Following the completion of schooling, he moved to Indian School of Business and Finance in New Delhi. Basically, he belongs from very middle-class Marwari family who did not even have an excellent financial condition. He started his journey to travel more and more place in India at very small age, but he examined that accommodation facilities are not easier to get as many travellers struggle a lot in order to get proper accommodation. After

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4 | P a g e experiencing bad experiences, however , he decided to start a hotel business in India. Ritesh was just 18 when he started Oravel, which is a platform which creates lists of hotels which are available according to place and where people want to book they can pre booking their hotel and also able to see prices and services of the room before reaching that place. After sometimes he realised that that providing rooms to people in half value did fulfill the customer’ pleasure. In 2013, he changed the name to ‘Oravel ‘to OYO Rooms in which he offers low-cost, comfortable rooms. Today around half of the population follow OYO to book the hotel. He traveled and stayed in many hotels and rooms across India to go into the customers shoes and become aware of the actual problems faced in such accommodations. In 2019 Ritesh Agarwal Start expands of OYO Rooms India to All Over World. Today Ritesh Agarwal Net worth is 2600 Crores. His Earning is More than One State Economy. Functions of Human Resource Management There are certain functions of Human Resource Management are mentioned as under;  HR planning  Recruiting & Selection  Orientation or Onboarding  Career Development  Performance Management  Compensation  Benefits  Health & Safety

5 | P a g e  Marketing Why marketing is essential for HR? HR plays very crucial role in marketing as it helps marketing to maintain great relationship with the customers on long term basis. Both marketing and HR share the similar responsibilities of ensuring the employment brand keep strong and that employees are sending out the right brand messages to their customers. Even HR department can learn form marketing that how technology engage with employees and prospectus and the talent of segregation of employees and customer which is not practice regarding HR department is concerned. However, even marketing can learn form HR that how business behaviours and strategies and understanding of clarifying roles and responsibility Bona Fide 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.  Justifiable reason for discrimination

6 | P a g e  Based on business necessity For instance, if an employee is working in liquor store then he or she must be at least age of 18 years old to sell liquor. There is no exception to this age requirement under Alberta legislation, thus creating a bona fide occupational requirement. 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 A reasonable accommodation is any changes to the application or hiring process, to the direct connected to job, to the way the job is done, or the work environment which allows a person who has a disability to perform work proper and who is qualified for the job to perform the essential function on that job and enjoy and get equal employment opportunities. There are certain types of accommodation which are provided by employer in order to satisfied employee with their performance equality are Physical, Mental, Emotional, Academic, and religious are often mandated by law. There are different types of accommodation generally consider as reasonable; o Allocating of job tasks as per the abilities o Furnish area of parking which person like most and comfortable o Improve accessibility in a work area. o Change the presentation of tests and training materials.

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7 | P a g e o Provide or adjust a product, equipment, or software. o Allow a flexible work schedule. For example , if ABC company hiring employees and taking interviews. During the interview one interviewee has problem of hearing then employer provided her with the translator to understand. Second example, if X person is working for the IT company and he is disable to walk and using wheelchair and his duty is to working with computers so at this situation 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 is consider as a reasonable accommodation.. Harassments Basically, harassment is form of discrimination which includes any unwanted and wrongful physical and verbal behaviour that offends or humiliates someone. harassment is behaviour that persists over time. There are plenty of situation which occurs harassment; o If someone creates jokes and mischief about anyone’s race, religion, sex, age, disability or any other of the grounds of discrimination; o When someone threatens or intimidates others because of their race, religion, sex, age, disability or any other of the grounds of discrimination; o When someone makes unwelcome physical contact with others, such as touching, patting, or pinching.

8 | P a g e There are certain types of harassments which are as under;  Discriminatory harassment  Personal harassment  Verbal harassment  Physical harassment  Physiological harassment  Power harassment  Cyberbullying  Retaliation  Sexual harassment For example , supervisor rub your shoulders despite repeated objection. Job analysis Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives. The main purpose of creating job analysis is to prepare job description and job specification which would help to hire skilled workforce. Job description : job description is statement of information about duties and responsibilities of a job. Job specification : job specification is statement of information about qualifications, special qualities, skills, and knowledge required for an employee to fit for a job.

9 | P a g e Job analysis process includes some steps such as a;  Organizational analysis  Selection of jobs to be analyzed  Data collection  Job description  Job specification Recruitment process basically, recruitment process includes some steps; 1. Preparing 2. Sourcing 3. Screening 4. Selecting 5. Hiring 6. Onboarding Importance of Recruitment Process The importance of recruitment process is that a good recruiting process can minimize the time involved in searching, interviewing, hiring and training. It makes search for viable candidate much more efficiently. It also helps an organization to deduct the probability that job applicants, once recruited and selected, will leave the organization only after a short period.

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10 | P a g e Internal recruitment Advantages  Reduce time to hire  Strengthen employee engagement  Shorten on boarding times  Cost effective  Improved employee morale Disadvantage  Limit your pool of applicants  Create resentment among employee and managers  Increased training time and cost  May lead to workplace hostility External recruitment Advantages  Better quality candidates  Attracts new blood, skill and inputs  Bring new and innovative ideas in firm  Increased conversion rate Disadvantages  risk to recruit new ones

11 | P a g e  Time consuming and more expensive  Issues of maladjustments  Chances of inviting unsuitable applicants According to me, I think external recruiting is more beneficial than internal recruiting. As we selected music industry and in this 21 st century there are many platforms where people can showcase their skills of singing and playing instruments. Senior artists have more experience although there are certain new commers who may have better skill than the older ones as new blood is always more beneficial as they have more skills, innovative ideas. As a result, I believe that in music industry it is good to hire people from the outside as music industry is vey vast. I think that giving chance to someone who is new in field is the best chance to get the best performer. Six Steps of Selection Process Selection process is very essential as this is the initial stage where an organization is going to trust and choose the candidate in order to perform the company’s tasks. In the selection process basically, there are six steps which are explained as under; 1. Preliminary applicant screening: preliminary applicant screening is performed by HR department. After that application and forms and resumes are reviewed by HR department. If candidates is not selected in criteria and they will be eliminated and who are selected are going further for application.

12 | P a g e 2. Selection testing: There are certain tests that candidate must pass are cognitive abilities, physical abilities, achievement test, management assessment centre, physical examination. screening device used by approximately two-thirds of Canadian organizations. In this process, assess specific job-related skills, general intelligence, mental abilities, interest, and preferences. 3. The selection interviews: There are certain important points which should be followed by applicant in order to get the selection in interview such as planning the interview, establishing report, asking question and answering it in proper manner, closing the interview and evaluating the candidate. 4. Background investigation: In background investigation, there are certain important things which have to reviewed by organization in order clarify the background of candidate like criminal record check, verification of education qualification, verifying previous employment, performance related references from past supervisors and credit check may also essential. 5. Supervisory interview and realistic job preview: The supervisor is the best qualified to assess job knowledge and skills. The supervisor can answer job specific questions. They can also be assessed fit with current team members.

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13 | P a g e 6. Hiring decision and candidate notification: In this process, evaluate information about each candidate. Making offer letter which specifies terms and conditions of employment. Organization give time candidate about accepting offer letter or not. And last task is to notify the candidate who are not selected for the job and it is the final decision and last process of selection. Gamification Onboarding Process Starting new job is an exciting milestone for many people. organization can help employee new hires get acclimated to their team and the organization as a whole by “gamification” on boarding process to make training more active, interesting, energetic and fun, rewarding and interactive. The main motive of gamification onboarding process is to make thing more interesting and fun while giving a great and first impression of an organization. Moreover, gamification process aids to escalate the rate at which new hires retain information as a result they can apply to their new role. Employee gamification is a strategy which is used by employees as a game-based element like competitions, scores, and reward to boost morale and motivate employees to complete tasks. It become a treading topic in every organization due to advanced technology as it provides various tools, ideas and methods to perform regular task but in different and fun way. Example: Marriot is famous hotel which developed a recruitment game called My Marriott Hotel. Marriott employees would be asked to manage a virtual hotel where they get chance to gain points for

14 | P a g e happy customers and lose points for dissatisfied customers. At the end of the game they would be rewarded for how profitable their virtual hotel was. This game helped recruiters understand the level of applicants’ professionalism and increased the number of applicants by standing out as a fun window into what working in a hotel would be like. 360-degree Evaluation In 360-degree evaluation is a system and process in which an individual employee receives confidential, anonymous feedback from the people who work around them. Basically, by using 360-degree evaluation, manager and leaders within organization get better understanding of their strength and weaknesses. The 360-degree feedback system automatically present results in a format that helps to feedback recipient create a development plan. A 360-degree evaluation focuses on subjective areas such as teamwork, character and leadership effectiveness. As we are taking music industry, 360- degree evaluation is important as it shows and find the strength and weakness of internal performers. It is helpful in music industry to examine and carry out about the strengths and weaknesses and the performance level of the artist so basically the organization can assume that whether that artist or singer is the best to stand up in competitive era. Working with key stakeholders across unique components of your business enterprise the 360 Degree Music Service Assessment assesses your tune offerings approach from client cost proposition via to competitive integrity. Labour Relation Process 1. Desire for collective representation:

15 | P a g e The first and the foremost most important thing for this process is that why individuals joins union? So, there are two reason behind that are unpleasant work environment and low pay. Generally, it is divided in three bases such as dissonance-based reasons, utility- based reason, political reason. 2. Union organizing campaign: There are five essential steps of union organizing campaign are as follow; Step1employee or union contact Step2 initial organization meeting Step3 formation of in -house organizing comity Step4 organizing campaign Step5 outcome and results 3. Union recognition: In this process, express views on unions, state position on remaining non-union, prohibit union activity on, company property or time. Ways to obtain recognition: 1.voluntary recognition by employer 2. regular certification by LRB 3.pre-hearing vote 4.Collective bargaining: 5. Contact administration

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96522-144050 - Foram Ravi Patel- Dec 25, 2020 1253 PM - CLASS BLOG

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