Term
| Designated Groups that in the past have not gotten equity (4) |
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Definition
| Women, Minorities, Aboriginals and ppl with disabilities |
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Term
| Steps to implementing employment equity (6) |
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Definition
1) Senior management commitment
2) Data collection and analysis (Profiles based on stock/flow data - shows where design. grps are employed in company/info on design. grps going in-out of company)
3) Employment systems review (Avoid systemic discrim.)
4) Establish a workplan
5) Implement the workplan
6) Evaluate, monitor and revise the workplan |
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Term
| Special Measures and Reasonable Accomodation |
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Definition
| Reasonable accomodation involves adjusting work conditions or schedules for disabled or religious preferences |
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Term
| Sources that prevent harassment (2) |
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Definition
1) Human rights legislation (based on designated grounds, no harassment in sex, race, religion)
2) Common law obligation - treat all workers with deceny and respect |
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Term
| Identifying the kinds of sexual harassment (3) |
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Definition
1) When someone says/does things to you of sexual nature and you do not welcome it
2) A person with authority denying you something based on sexual suggestions not being welcome
3) A person with authority punishes or threatens you because you did not welcome sexual suggestions |
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Term
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Definition
| It is voluntary but it involves managing a multicultural workforce in order to make a better workplace to reach business goals |
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Term
| Ways to start diversity management (2) |
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Definition
1)Make cross-functional teams to promote diversity between departments
2) Train all employees to be comfortable with diversity implementation |
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Term
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Definition
A job is a group of related activities and duties, most are natural units of work that are all related, can be grouped into job families.
A position consists of different duties performed by one employee. |
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Term
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Definition
| Used in recruitment, it is a statement of knowledge, skills and abilities required of the person who is performing the job. Used to determine who to hire, see if they match up to the specification. |
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Term
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Definition
| States the tasks, duties and responsibilities that an employee has when doing the job. Can determine employees who are a good fit by seeing what they can do then matching them to the proper job description. |
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Term
| National Occupational Classification (NOC) |
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Definition
| Used to compile, analyze and communicate info about occupations. Info can be used for employment equity, HR planning and occupational supply/demand forecasts and analyses |
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Term
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Definition
| Skill variety, Task identity, Task significance, Autonomy, Feedback |
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Term
| Making a flexible work schedule (4) |
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Definition
| Compressed workweek, Flextime (choose when you start and finish), Job sharing (two part time workers instead of one full time worker), Telecommuting |
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Term
| Benefits of a compressed workweek (4) |
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Definition
| Recruitment/retention of employees, coordinate employee schedule with production schedule, accomadating leisure time activities and facilitating personal appointments, improvement in satisfaction and morale |
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Term
| Benefits of telecommuting (6) |
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Definition
1) Better work-life balance
2) Reduced absenteeism
3) Rentention of valued employees
4) Reduced carbon footprint, no commuting
5) Increased productivity
6) Lower overhead and office space costs |
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Term
| Internal vs. External Recruitment |
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Definition
Internal involves promoting existing employees, can improve morale and since employees know the company well they don't need training, as well you already know their level of performance so it is reliable.
External involves hiring from outside, they have a different set of skills and a different mindset of ideas/attitude, can having different experiences working at different jobs and can bring innovation, they can also bring clients if they are accountants/lawyers, can sometimes require special training. |
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Term
| Tight vs Loose Labour Market |
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Definition
A tight labour market has low unemployment which forces employers to advertise more or get help from agencies.
A loose labour market has a lot of potential employees, this makes it easier to recruit.
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Term
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Definition
Quality of hire = (average job performance + percentage of new hires reaching acceptable productivity within time frame + percentage of new hires retained after
1 yr)/Number of indicators
(PR + HP + HR)/N |
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Term
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Definition
An average of time it took to select employee and time it took to start work based on positions in company
(ex// Engineer, Clerk, Salesperson) |
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Term
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Definition
| Percentage of applicants that make it from recruitment source to the selection process stage. (ex// 17 ppl make it out of 100 resumes = 17/100) |
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Term
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Definition
Cost per hire (SC/H) = Advertising costs + Agency fees + Referral bonuses + No cost hires/Total hires
SC/H = AC + AF + RB + NC/H |
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Term
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Definition
| Company's efforts to help existing and prospective workers understand why it is a desirable place to work |
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Term
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Definition
| Service provided by organizations to help terminated employees find a new job |
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