L01 (Define HRM and roles and responsibilities) • HRM consists of the “people practices” at an organization. The policies, practices and systems that influence employees' behaviour, attitudes, and performance. • HRM process steps: (1) Analyze and design jobs, (2) recruit and select employees, (3) Training and development (prepares employee to carry out their jobs), (4) Performance management to ensure employee output matches organizations goals. • HR departments plan and administer pay and benefits. They perform activities in support of employee and labour relations (communication programs and collective bargaining). This requires establishment of HR policies. • Management relies on HR …show more content…
L04 (Role of Supervisors and Line Managers in HRM) • Many organizations have HR departments but supervisors and line managers must be familiar with HRM to effectively manage HR. • Supervisors and line managers often have responsibilities related to HR. Supervisors help (1) analyze work, (2) interview job candidates, (3) participate in selection decisions, (4) provide training, (4) conduct performance appraisals, (5) and recommend pay increases. Supervisors and line managers represent the company to employees to play an important role in employee relations.
L05 (Typical Careers in HRM) • Careers in HRM may involve specialized work in fields like recruiting, training, or labour relations. • HR Ps can also be generalists, performing full range HR tasks. Usually they will have a degree or diploma in business or social sciences.
L06 (Trends in labour force composition) • An organization's internal labour force comes from its external labour market (people seeking employment). In Canada this market is aging and becoming more diverse, women's labour has grown to nearly