HR PT2
_____ are the basis for successful performance management.
Effective performance appraisals [assessing a number of elements regarding an employee's performance]
union stewards
Key players within the local are the elected officials known as union stewards, who are responsible for representing the interests and protecting the rights of bargaining unit employees in their department or area
Union Attitudes toward Compensation Decisions
They tend to believe that no one can judge the relative value of jobs better than the workers themselves. management malpractice management's usual method can be a manipulative device for restricting or lowering the pay of workers.
programmed learning
[PART OF Step 2: Instructional DesigN] such as textbook or a computer consists of three components: presenting questions, facts, or problems to the learner allowing the person to respond providing feedback on the accuracy of his or her answers
Reasonable notice legislation generally ranges from
6 to 18 weeks.
authorization card
A card signed by an employee that indicates his or her willingness to have the union act as his or her representative for purposes of collective bargaining.
written warnings serve two purposes:
[when performance is so poor] (1) They may serve to shake the employee out of his or her bad habits, and (2) they can help the manager defend his or her rating of the employee, both to his or her boss and (if needed) to a court or human rights commission.
Online training is often the best solution for
highly specialized business professionals who have little time available for ongoing education. ideal for global organizations that want consistent training for all employees worldwide. costs about 50 percent less than traditional classroom-based training.
three options when it comes to audiovisual material:
buying an existing product, making one, or using a production company.
Informal learning may be defined as
"any learning that occurs in which the learning process is not determined or designed by the organization."
Some companies are managing the labour shortage created by retiring employees by offering
"retirees on call" programs, where retirees can come back on a part-time or as-needed basis, ` or by offering "phased retirement," where employees gradually reduce the number of hours that they work.
Distributive bargaining
"win-lose" bargaining because the gains of one party are normally achieved at the expense of the other
Team or Group Incentives formulas
(1) all members receive the pay earned by the highest producer; (2) all members receive the pay earned by the lowest producer; or (3) all members receive payment equal to the average pay earned by the group.
Predictors of Voluntary Turnover
(1) low organizational commitment, (2) low role clarity, (3) low tenure, (4) high role conflict, and (5) low overall job satisfaction
Traditional merit pay plans have two basic characteristics:
(1) merit increases are usually granted to employees at a designated time of the year in the form of a higher base salary (or raise); and (2) the merit raise is usually based exclusively on individual performance, although the overall level of company profits may affect the total sum available for merit raises.
whether or not employees expressed satisfaction with their formal appraisal discussions depended mostly on three factors:
(1) not feeling threatened during the interview, (2) having an opportunity to present their ideas and feelings and to influence the course of the interview, and (3) having a helpful and constructive supervisor conduct the interview.
A union can obtain recognition as a bargaining unit for a group of workers in three basic ways:
(1) voluntary recognition, -employer has adopted a union acceptance strategy and believes that employees want to be represented by that union. (2) the regular certification process, -evidence of at least a minimum level of membership support -in the form of signed authorization cards and (3) a pre-hearing vote. -where there is evidence of violations of fair labour practices -and if the majority of the ballots cast support the union, it is certified.
advantages of Audiovisual Techniques of instructional design
(CDs, DVDs, computer-based techniques) when there is a need to illustrate how a certain sequence should be followed over time, there is a need to expose trainees to events not easily demonstrable in live lectures, or the training is going to be used organization-wide. include instructional consistency (computers, unlike human trainers, do not have good days and bad days) mastery of learning (if the trainee does not learn it, he or she generally cannot move on to the next step), flexibility for the trainee, and increased trainee motivation con: can be more expensive than conventional lectures to develop
Who Should Do the Appraising?
- supervisors - Self - Peers - Committees - Subordinates - 360-Degree Appraisal
reasons for the rapid growth of 360-degree appraisal, despite the significant investment of time required for it to function successfully
-Today's flatter organizations employ a more open communicative climate -multiple-rater system is also more meaningful in today's reality of complex jobs
ways to cope with red circle pay rates
-freeze the rate paid to employees in this grade until general salary increases bring the other jobs into line with it. -transfer or promote to jobs for which they can legitimately be paid their current pay rates -freeze the rate for six months, during which time attempts are made to transfer or promote the overpaid employees ---if none above is possible, then the rate will be cut to the max in the pay range for their grade
Training as a Learning Process
1. Make it easy for trainees to understand and remember meaningful information. ----use as many visual aids as possible and a variety of familiar examples ----presented in a logical manner and in meaningful units. 2. Make sure that it is easy to transfer new skills and behaviours from the training site to the job site ----Maximize the similarity between the training situation and the work situation 3. Motivate the trainee ----Trainees learn best at their own pace and when correct responses are immediately reinforced, perhaps with a quick "Well done." 4. Effectively prepare the trainee ---- It is important to create a perceived need for training in the minds of participants ----letting trainees know ahead of time what might occur
The Five-Step Training Process
1. Training Needs Analysis ----identify the specific job performance skills needed; and to develop specific, measurable knowledge and performance objectives. 2. Instructional Design ----the actual content of the training program is compiled and produced, including workbooks, exercises, and activities. 3. Validation ----in which the bugs are worked out of the training program by presenting it to a small, representative audience. ----it is necessary to conduct a pilot study, or "run through," 4. Implementation 5. Evaluation of Training ----assess the return on investment in human capital made through training by determining whether the training actually achieved the objective ----follow-up step in which the program's successes or failures are assessed.
only ___ percent of accidents stem from unsafe working conditions, and therefore more attention will be paid to accident prevention methods that focus on changing employee behaviours.
4
But BARS' important advantages
A more accurate measure ---- People who know the job and its requirements better than anyone else does develop BARS. Clearer standards. ----The critical incidents along the scale help to clarify what is meant by extremely good performance Feedback ----providing specific behavioural examples. Independent dimensions ----there r five or six performance dimensions Consistency ----evaluations also seem to be relatively consistent and reliable
memorandum of settlement
A summary of the terms and conditions agreed to by the parties that is submitted to the constituent groups for final approval.
Experts argue that, in most organizations, managerial and executive-level bonuses should be tied to: ABoth organizational and individual performance. BOrganizational performance alone. CIndividual performance alone. DTeam and individual performance
ABoth organizational and individual performance.
What do managers identify as the primary reason why they offer employees benefits? AComplying with accounting, regulatory, and company standards. BIncreasing job satisfaction/employee engagement. CAddressing the diverse needs of employees. DReducing absenteeism.
AComplying with accounting, regulatory, and company standards.
Recent research indicates that effective performance management involves: AHaving an administratively efficient system with sufficient communication support. BMinimizing investments in employee development planning. CShowing leadership and accountability at executive levels of the organization. DIsolating individual goals and business strategy.
AHaving an administratively efficient system with sufficient communication support.
The types of benefits covered under CPP/QPP include the following except which one? AWorker's compensation BRetirement pensions CDisability pensions DSurvivor benefits
AWorker's compensation
principle of joint responsibility
An implicit and explicit expectation that both workers and employers must maintain a hazard-free work environment and enhance the health and safety in the workplace.
learning organization
An organization skilled at creating, acquiring, and transferring knowledge and at modifying its behaviour to reflect new knowledge and insights. invest more in learning and development of their employees, and thereby realize greater returns on investment Overall, these organizations report superior employee performance, levels of customer satisfaction, and quality metrics when compared with organizations that do not prioritize the learning culture
Compensating non-supervisory professional employees presents unique problems--how
Analytical jobs require creativity and problem solving, compensable factors not easily compared or measured Furthermore, the professional's economic impact on the firm is often related only indirectly to the person's actual efforts; for example, the success of an engineer's invention depends on many factors, like how well it is produced and marketed.
Which of the following is true about employment insurance? AIf you quit because you were being harassed, you do not qualify for employment insurance. BIf you were terminated for just cause, you do not qualify for employment insurance. CIf an employer fires you for poor performance, you can get employment insurance. DIf you quit, you can get employment insurance
BIf you were terminated for just cause, you do not qualify for employment insurance.
Which elements of performance appraisals are used most by Canadian organizations? AOrganizational objectives/goals BIndividual objectives/goals CBehaviours DValues
BIndividual objectives/goals
Which one of the following is untrue of the behaviourally anchored rating system? AIt provides useful feedback. BIt assesses dimensions as interdependent. CIt has clearer standards. DIt is a more accurate measure.
BIt assesses dimensions as interdependent.
Which of the following is a poorly designed performance improvement plan? AHighlights in writing the expectations of the employer and employee. BProvides flexibility regarding the employee identifying at a future datewhen they think they can bring performance to acceptable levels. CIt lists objectives that are considered to be reasonable. DIdentifies a date of follow-up and the names of parties who engaged in the conversation.
BProvides flexibility regarding the employee identifying at a future datewhen they think they can bring performance to acceptable levels. [The expected date of performance improvement should be set within the PIP.]
Which jurisdiction sets the minimum wage rates? AFederal BProvincial/territorial CRegional DIndustrial
BProvincial/territorial
Occupational health and safety laws fall into three categories. Which one of these is not a category? AGeneral health and safety rules. BRules for specific occupation. CRules for specific industries. DRules related to specific hazards.
BRules for specific occupation.
Who pays into Canada/Quebec Pension Plans (C/QPP)? AThe employee and the union. BThe employee and the employer. CThe union and the workers insurance board. DThe workers insurance board and the employee.
BThe employee and the employer.
What is a controlled experiment? AControls for changes in personal perspective by collecting data on trainees before and after the training. BUses both a training group and a control group (that receives no training) to isolate and assess the impact of the training. CEvaluates the impact of training on both the trainers and trainees. DStops any other forms of organizational change during training to isolate and assess the impact of the training.
BUses both a training group and a control group (that receives no training) to isolate and assess the impact of the training.
recognition is emerging as a critical component of the total rewards mix Why?
Because lack of recognition and praise is the number one reason that employees leave an organization
Controlling Workers' Compensation Costs
Before the Accident After the Accident -make sure that the worker gets quick medical attention, make it clear that they are interested in the injured worker and his or her fears and questions, document the accident, file any required accident reports, and encourage a speedy return to work.
In evaluating the effectiveness of a training program, which of the following is not an outcome measured? AReaction BLearning CParticipation DBehaviour
CParticipation
Who pays into workers compensation? AThe employee alone. BThe employee and the employer. CThe employer alone. DThe employee and the union.
CThe employer alone.
What Causes Accidents?
Chance Occurrences Unsafe Conditions Unsafe Acts Personal Characteristics -certain undesirable attitudes and behaviour tendencies, such as the tendency to take risks -Vision, Literacy, Age
What basic cause of workplace accidents is the hardest to control for? ADue diligence BUnsafe acts on the part of employees CUnsafe conditions DChance occurrences
Chance occurrences
Traditional Training Techniques
Classroom Training Blended Learning [combination of instructor-led training and online e-learning] On-the-Job Training [having a person learn a job by actually performing it.] Apprenticeship Training [having the learner/apprentice study under the tutelage of a master craftsperson] Job Instruction Training [taught step by step while the key points show how it is to be done and why] classroom training, audiovisual techniques, programmed learning, and vestibule or simulated training
Performance Appraisal Problem: [Validity and Reliability]
Criteria must be (1) relevant to the job being appraised, (2) broad enough to cover all aspects of the job requirements, and (3) specific. Effective appraisal criteria are precise enough to result in consistent measures of performance when applied across many employees by many different raters
Two broad approaches to diversity training are
Cross-cultural communication training focuses on workplace cultural etiquette and interpersonal skills. Cultural sensitivity training focuses on sensitizing employees to the views of different cultural groups toward work so that employees from diverse backgrounds can work together more effectively.
During layoffs, the employer calculates what employees are owed in a number of areas and provides payout accordingly. Which one of these is NOT an item to be considered in layoffs? AReasonable notice period BSeverance pay CVacation pay DLeave of absence
DLeave of absence This is a form of involuntary job separation, so it is not a leave, and therefore doesn't quality as a leave of absence
Which of the following is true about orientation and training? A The terms "orientation" and "training" represent the same variation of employee efforts. BOrientation is a short-term process, while training is a long-term process. CTraining often occurs before the orientation process. DOrientation focused on organization-specific topics, training focuses on the required skills or knowledge to perform the job at adequate levels.
DOrientation focused on organization-specific topics, training focuses on the required skills or knowledge to perform the job at adequate levels.
Which of the following is not a basic characteristic of merit pay? AIncreases are usually granted to employees at a designated time of the year in the form of a higher base salary. BAn increase secured in one year is included as base pay for the following year. CA raise is usually based exclusively on individual performance, although the overall level of company profits may affect the total sum available for merit raises. DThe effect of awarding identical pay raises to all employees (without regard to individual performance) may actually bolster performance.
DThe effect of awarding identical pay raises to all employees (without regard to individual performance) may actually bolster performance.
why individuals join unions:
Dissonance-based reasons -expectations Utility-based reasons -compare the costs and benefits Political/ideological reasons -individual's beliefs
the heart of performance analysis:
Distinguishing between can't do and won't do problems
Video conferencing
It has been defined as "a means of joining two or more distant groups using a combination of audio and visual equipment."
Three approaches to evaluating orientation programs are as follows:
Employee reaction. Interview or survey new employees for their opinion on the usefulness of the orientation program. Socialization effects. Review new employees at regular intervals to assess understanding and acceptance of the beliefs, values, and norms of the organization. Cost/benefit analysis. Compare (1) orientation costs, such as printing handbooks and time spent orienting new employees by HR staff and immediate supervisors, with (2) benefits of orientation, including reduction in errors, rate of productivity, efficiency levels, and so on.
Vesting
Employee vesting rights is another critical issue in pension planning. Vesting refers to the money that the employer has placed in the pension fund that cannot be forfeited for any reason; the employees' contributions can never be forfeited. Once an employee is vested, all contributions are "locked in" and cannot be withdrawn by the employee on termination of employment; that is, employees must wait until retirement to receive a pension from the plan.
due diligence
Employers' responsibility regarding taking every reasonable precaution to ensure the health and safety of their workers.
Government-Mandated Benefits
Employment Insurance (EI) ----provides employees who are laid off, terminated without just cause income until they secure employment. Pay on Termination of Employment ----Mass Layoffs: require that additional pay be provided when a layoff of 50 or more employees occurs ----Severance pay: is an additional payout on top of the minimum notice period requirements Leave of Absence ----are guaranteed their old job or a similar job when they return to work ----Maternity/parental Canada/Quebec Pension Plan (C/QPP) ----Three types of benefits are provided: retirement pensions, disability pensions, and survivor benefits. Workers' Compensation ----income and medical benefits to victims of work-related accidents or illnesses or their dependants, regardless of fault Paid Time Off ----paid holidays Vacations Legislated Holidays Paid Breaks ----If the employee is under direct control of the employer and expected to be available for work during this time, then the break must be paid. If not, then it can be unpaid.
_____ should be the bedrock of performance management
Ethics [ to avoid legal penalties and to defend against charges of bias]
differences between external, internal, individual, and procedural equity
External equity refers to how a job's pay rate in one company compares to the job's pay rate in other companies. Internal equity refers to how fair the job's pay rate is when compared to other jobs within the same company (for instance, is the sales manager's pay fair, when compared to what the production manager earns?). Individual equity refers to the fairness of an individual's pay as compared with what his or her co-workers are earning for the same or very similar jobs within the company, based on each person's performance. Procedural equity refers to the "perceived fairness of the processes and procedures used to make decisions regarding the allocation of pay."
Merit pay . vs bonus
It is different from a bonus in that it usually represents a continuing increment, whereas the bonus represents a one-time payment.
Job sharing vs Work sharing
Job sharing allows two or more people to share a single full-time job. For example, two people may share a 40-hour-per-week job, with one working mornings and the other working afternoons. Work sharing refers to a temporary reduction in work hours by a group of employees during economic downturns as a way to prevent layoffs
Flexible benefits subject to two constraints
First, the employer must carefully limit total cost for each total benefits package. Second, each benefit plan must include certain items that are not optional.
There are two major considerations in developing the instructional design
First, will learning be programmed or informal? Second, what is the medium for training
Fixed pay vs variable pay
Fixed pay represents compensation that is independent of the performance level of the individual, group, or organization In contrast, variable pay represents any plan that links pay with productivity, profitability, or some other measure of organizational performance.
Equity Theory of Motivation
Focuses on the desire to be treated with equity and to avoid perceived inequity people are motivated to maintain a balance between what they perceive as their contributions and their rewards
in union membership three significant issues
Global Competition -unions are struggling to maintain their influence at the bargaining table -watching jobs go to lower-cost countries Demographics -The aging of the workforce and pending labour shortage -Retention concerns Unionization of White-Collar Employees -lack of job security have led to increased interest in unionization among white-collar workers -safety risks associated with white-collar jobs, such as the potential for repetitive strain injuries
Formal Appraisal Methods
Graphic Rating Scale ----simplest and most popular technique ----typical rating scale, lists traits and a range of performance values ----supervisor rates each employee by circling or checking the score that best describes his or her performance for each trait Alternation Ranking Method ----Ranking employees from best to worst on a trait ----choose the next highest and the next lowest, alternating between highest and lowest until all the employees to be rated have been ranked. Paired Comparison Method ----a chart is prepared ----Then, for each trait, indicate (with a + or −) who is the better employee of the pair. Forced Distribution Method ----bell curve was used to identify the top 10-20 percent of the workforce (which are then identified as those exceeding expectations, with a focus on receiving the highest compensation increases and advancement opportunities), the bottom 10 percent (which are identified as those not meeting expectations, with a focus on coaching for improvement or possible termination) ----The remaining employees are considered the backbone of the workforce and receive moderate compensation Critical Incident Method ----supervisor keeps a log of desirable or undesirable examples or incidents of each employee's work-related behaviour. ----provides specific hard facts for explaining the appraisal Behaviourally Anchored Rating Scales (BARS) ----combines the benefits of narratives, critical incidents, and quantified ratings by anchoring a series of quantified scales, one for each performance dimension, with specific behavioural examples of good or poor performance
An employee who demonstrates strong work ethic is given an inflated rating on reliability. This demonstrates which rater error?
Halo effect [In performance appraisal, the problem that occurs when a supervisor's rating of an employee on one trait biases the rating of that person on other traits.]
why is it important to seek blended learning
However, the freedom of online learning means that unless learners are highly motivated, they may not complete the training. It is estimated that learners don't complete 50 to 90 percent of online courses including both personal interaction and online training tools is best
Preventing and Controlling Violence at Work
Identify Jobs with High Risk of Violence -criminal, targeted workplace, former employee Institute a Workplace Violence Policy
Types of Incentive Plans
Individual Informal ----not readily measured by a standard, such as "to recognize the long hours that this employee put in last month Group ----collectively meets a specified standard for performance non-monetary recognition ----motivate employees through praise and expressions of appreciation
About two-thirds of industrial training is
Informal Learning results from day-to-day unplanned interactions between the new worker and his or her colleagues.
The WHMIS legislation has three components:
Labelling of hazardous material containers Material safety data sheets (MSDS) to outline a product's potentially hazardous ingredients and the procedures for safe handling of the product Employee training to ensure that employees can identify WHMIS hazard symbols, read WHMIS supplier and workplace labels, and read and apply the information on an MSDS.
occupational health and safety legislation
Laws intended to protect the health and safety of workers by minimizing work-related accidents and illnesses.
A performance rating scale that results in most people being identified as above average or superior performers might be suffering from what problem?
Leniency error [Some supervisors tend to rate all of their employees consistently high, known as leniency.]
Voluntary Employer-Sponsored Benefits
Life Insurance Supplementary Healthcare/Medical Insurance Reducing Health-Benefit Costs ----most of this for prescription drugs. Retiree Health Benefits ----typically include life insurance, drugs, and private/semi-private hospital coverage Disability Plans and Sick Leave Plans ----provide a continuation of all or part of an employee's earnings when the employee is absent from work because of non-work-related illness or injury Sabbaticals ----time off to rejuvenate or to pursue a personal goal.
___ issues continue to be the leading cause of short- and long-term disability claims in Canada
Mental health
orientation program benefits/what it offers
New employees need a clear understanding of company policies, expectations regarding their performance, and operating procedures. In the long term, a comprehensive orientation program can lead to reductions in turnover, increased morale, fewer instances of corrective discipline, and fewer employee grievances. It can also reduce the number of workplace injuries, particularly for young workers
Problems with Orientation Programs
Often, too much information is provided in a short time (usually one day) and the new employee is overwhelmed inundated with forms to fill out for payroll, benefits, pensions, and so on Another problem is that little or no orientation is provided, which means that new employees must personally seek answers to each question that arises and work without a good understanding of what is expected of them. can be too broad to be meaningful to a new employee may be too detailed to realistically be remembered by the new employee.
"orientation" vs "training"
Orientation refers to a long-term, continuous socialization process in which employee and employer expectations or obligations are considered. With a focus on organization-specific topics, orientation attempts to transfer learning into behaviour using disciplined, consistent efforts. In comparison, training refers to short-term, discrete efforts in which organizations impart information and instructions in an effort to help the recipient gain the required skills or knowledge to perform the job at adequate levels
Before deciding to implement an incentive plan, it is important to remember several points:
Performance pay cannot replace good management. Firms get what they pay fo--could lead to rushed production and lower quality Pay is not a motivator. Rewards rupture relationships Rewards may undermine responsiveness--employees' primary focus is on achieving some specific goal
the most prevalent work-related injury
Repetitive strain injuries (RSIs)
The Performance Management Process steps
STEP 1: DEFINING PERFORMANCE EXPECTATIONS ----employees' understanding of how their work makes a contribution to achieving business results. STEP 2: PROVIDING ONGOING COACHING AND FEEDBACK ----Some companies only engage in performance reviews annually (traditional) ----there has been some movement toward more meaningful, ongoing and frequent (monthly or quarterly) performance feedback STEP 3: CONDUCT PERFORMANCE APPRAISAL AND EVALUATION DISCUSSIONS STEP 4: DETERMINE PERFORMANCE REWARDS/CONSEQUENCES ----after the performance review has taken place, use the salary planning guidelines STEP 5: CAREER DEVELOPMENT DISCUSSION ----discuss opportunities for development to strengthen or improve the employee's knowledge, skills, and abilities.
what are the types of Retirement Benefits that r Employer-sponsored
[are intended to supplement an employee's government-sponsored retirement benefits] defined benefit pension plan ----based on earnings/years of services ----employee knows ahead of time what his or her retirement benefits will be defined contribution pension plan ----cannot be sure of his or her retirement benefits until retirement ----depend on both the amounts contributed to the fund and the retirement fund's investment earnings
Types of Appraisal Outcomes
Satisfactory—Promotable ----objective: discuss the person's career plans and to develop a specific action plan Satisfactory—Not Promotable ----objective: maintain satisfactory performance. Unsatisfactory—Correctable vs. Uncorrectable
MBO has three potential problems:
Setting unclear, unmeasurable objectives is the main one is time-consuming. sometimes turns into a tug of war; managers push for higher goals and employees push for lower ones. It is thus important to know the job and the person's ability
Establishing Pay Rates steps
Stage 1: Preparing for Job Evaluation Stage 2: Conduct a Wage/Salary Survey Stage 3: Combine the Job Evaluation and Salary Survey Information to Determine Pay for Jobs
The Labour Relations Process
Step 1: Desire for Collective Representation Step 2: Union Organizing Campaign Step 3: Union Recognition Step 4: Collective Bargaining Step 5: Contract Administration
logrolling
The appraisal of an employee by his or her peers One potential problem is logrolling; here, all the peers simply get together to rate each other highly.
Roughly how many hours of training and development does the average employee undergo a year?
The average employee undergoes 28 hours of training and development a year.
Roughly how much does the average organization in Canada spend on learning and development per employee a year?
The average organization in Canada spends $705 on learning and development per employee.
the issue w Executive Integration
The common assumption is that the new executive is a professional and will know what to do, but in truth it is needed and full executive integration can take up to 18 months executives are often brought in as change agents, in which case they can expect to face considerable resistance. lack of attention to executive integration can result in serious problems with assimilation and work effectiveness.
how can contextual performance become problematic in performance management
These goals may be informally known, but not formally defined Employees also need to be aware of which behaviours are expected and which are discretionary to maintain the legitimacy of the performance management system.
compensable factors
They are the factors that determine the definition of job content, establish how the jobs compare with one another, and set the compensation paid for each job. jobs can be compared by focusing on certain basic factors that they have in common
job classification method dis + advantages:
The main one is that most employers usually end up classifying jobs anyway, regardless of the job evaluation method that they use. The disadvantages are that it is difficult to write the class or grade descriptions and that considerable judgment is required in applying them.
coinsurance
The percentage of expenses (in excess of the deductible) that are paid for by the insurance plan.
drug and alcohol testing in Canada is only legal in situations where three conditions determined
The test is rationally connected to the performance of the job. The test is adopted in an honest and good-faith belief that it is necessary for the fulfillment of a legitimate work-related purpose. The test is reasonably necessary to the accomplishment of the work-related purpose
Canadian labour laws have two general purposes:
To provide a common set of rules for fair negotiations To protect the public interest by preventing the impact of labour disputes from inconveniencing the public
types of Employment Rewards
Total Rewards Monetary Rewards Non-Monetary Rewards Cash Payments Benefits
The labour unions in Canada can be classified according to the following characteristics:
Type of worker eligible for membership -craft + industrial Geographical scope Labour congress affiliation -according to affiliation with one or another central labour organization
________facilitates management of total compensation by keeping base pay inflation controlled
Variable pay
wage curve
[made after first 2 steps] A graphic description of the relationship between the value of the job and the average wage paid for this job First, find the average pay for each pay grade Next, plot the pay rates for each pay grade, Then fit a line (called a "wage line") Wages along the wage line are the target wages or salary rates for the jobs in each pay grade.
Training vs. Development
Whereas training focuses on skills and competencies needed to perform employees' current jobs, development is training of a long-term nature. Its aim is to prepare current employees for future jobs within the organization
Performance analysis means
[FOR CURRENT EMPLOYEES] verifying whether there is a significant performance deficiency and, if so, determining whether that deficiency should be rectified through training or some other means (such as transferring the employee).
Point Method
[Job Evaluation Methods] widely used in the private sector and requires identifying several compensable factors a corresponding number of points is assigned for each factor -> arrive at an overall point value for the job.
before socialization occurs
a new employee is less than fully productive. A strong onboarding program can speed up the socialization process and result in the new employee achieving full productivity as quickly as possible
Piecework incentive plans dis+ advantages
a: easily understood by employees. directly tied to performance equitable d: employers arbitrarily raising production standards
Appraisal Bias
characteristics, such as age, race, and sex, can affect their ratings, often quite apart from their actual performance. most of the rating is based on idiosyncratic factors. Not only does this bias result in inaccurate feedback, but it is also illegal under human rights legislation
"extrinsic motivation"
adding more of these hygienes (like incentives) to the job is an inferior way to try to motivate someone, because lower-level needs are quickly satisfied. Inevitably the person says, in effect, "I want another raise."
bargaining zone
agreement must be within limits that the union and employer are willing to accept if the solution desired by one party exceeds the limits of the other party, then it is outside of the bargaining zone
how to reduce Central Tendency in Performance Appraisal
all employees are simply rated "average." avoid the highs and lows Ranking employees instead of using a graphic rating scale can avoid this central tendency problem, because all employees must be ranked and thus cannot all be rated average.
Employee compensation includes & the two main components,
all forms of pay going to employees and arising from their employment. direct financial payments (wages, salaries, incentives, commissions, and bonuses) indirect financial payments (financial benefits like employer-paid insurance and vacations).
Employee benefits and services can be defined as
all the indirect financial payments that an employee receives during his or her employment with an employer
, "downsizing" refers to
an intentional decision made by executives within the organization that involves a reduction of the workforce to improve efficiency or effectiveness of the organization by affecting the work process
Employee share purchase/stock ownership plans (ESOPs)
approximately 60 percent of Canadian organizations with publicly traded stock w/ this develop a sense of ownership in and commitment to the firm
Functional competencies
are associated with a particular organizational function, such as "negotiation skills" for salespeople
Electronic performance support systems (EPSS)
are computer-based job aids, or sets of computerized tools and displays, that automate training, documentation, and phone support.
Behavioural competencies
are expected behaviours, such as "always walking a customer to the product they are looking for rather than pointing."
Supplemental Employee Retirement Plans (SERPs)
are intended to provide the difference in pension benefit and thus restore pension adequacy for high earners The Income Tax Act has not changed the maximum pension benefit permissible under the act since 1976. Thus, many Canadians have their pension benefits capped at less than what their defined benefit plan formula would otherwise provide.
people have three main learning styles:
auditory, learning through talking and listening; visual, learning through pictures and print; and kinesthetic, tactile learning through a whole-body experience.
Organizations that prioritize the learning culture(when compared to organizations that do not prioritize learning) experience higher levels of the following except what? a. Quality metrics b. Cost savings associated with training c. Employee performance d. Turnover
b
The decision to accept or avoid unions is the basis of
basis of an organization's LR strategy. labour relations (LR) strategy
Job evaluation usually focuses on
benchmark jobs that are critical to the firm's operations or that are commonly found in other organizations The resulting evaluations of benchmark jobs are used as reference points around which other jobs are arranged in order of relative worth.
The most popular Job Evaluation Methods
classification methods and the point method
various forms of union security clauses:
closed shop -Only union members in good standing may be hired union shop -Membership and dues payment are mandatory conditions of employment maintenance-of-membership arrangement -Individuals voluntarily joining the union must remain members during the term of the contract. the Rand formula -All members of the bargaining unit pay union dues, but employees have the choice to join the union or not. open shop -Union membership is voluntary and non-members are not required to pay dues.
ranking method in job comparison
compared intuitively by deciding that one job is "more important" or "of greater value or worth" than another without digging any deeper into why in terms of specific job-related factors. [not using any COMPENSABLE FACTORS]
Pay-for-knowledge systems are known as
competency-based pay and skill-based pay These plans pay employees for the range, depth, and types of knowledge that they are capable of using, rather than for the job that they currently hold.
A pay grade
comprises jobs of approximately equal value or importance, as determined by job evaluation
The EI program is funded by
contributions from eligible employees and their employers. Employee contributions are collected by payroll deduction, and employers pay 1.4 times the employee contribution.
reasons why merit pay can backfire.
depends on the validity of the performance appraisal system supervisors often tend to minimize differences (avoiding alienation and wants to help everyone) almost every employee thinks that he or she is an above-average performer--lead 2 demoralizing harms team spirit.
Core competencies
describe knowledge and behaviours that employees throughout the organization must exhibit for the organization to succeed
Job evaluation is aimed at
determining a job's relative worth. worth of one job relative to another, and it eventually results in a job hierarchy.
The four traditional techniques for dealing with substance abuse are
discipline, discharge, in-house counselling, and referral to an outside agency.
organizational justice in terms of three components:
distributive justice, procedural justice, and interactional justice
Three basic issues should be considered when awarding short-term incentives:
eligibility, ----key position ----@ salary-level cut-off point ----salary grade+++ fund-size determination, individual awards.
"open pay" policies can backfire
employees vigorously opposed paying a high salary to a great candidate unless everyone else's pay went up too, for instance this is why some firms maintain strict secrecy over pay rates
Dismissal for Just Cause
employer-initiated termination based on an employee's poor behaviours, therefore no severance, reasonable notice periods, or additional payments beyond what the employee has already earned are owed
A job evaluation committee is established to
ensure the representation various people who are familiar with the jobs in question different perspective regarding the nature of the jobs
Victor Vroom
expectancy motivation theory a person's motivation to exert some level of effort depends on three things: the person's [expectancy] (probability) that his or her effort will lead to performance [instrumentality] perceived connection between successful performance and actually obtaining the rewards; and [valence], reward itself must be of value to the employee Motivation = (E × I × V)
hygiene factors
factors outside the job itself, such as working conditions, salary, and incentive pay satisfy lower-level needs
Preparing for the Formal Appraisal Discussion
first, assemble the data. Study the person's job description, compare the employee's performance to the standards Next, prepare the employee. Give the employee at least a week's notice to review Finally, find a mutually agreeable time and place and allow plenty of time for the interview.
Newly hired or promoted executives typically do not participate in
formal orientation activities, and there is little planning regarding how they will be integrated into their new position and company.
formal vs informal component of orientation
formal--logistics ongoing informal orientation process, with the aim to build a strong employee bond with organizational values, history, and tradition.
the true value in web-based (tech) performance management
goes beyond simply automating time-consuming, tedious tasks like tracking down paper-based appraisal forms. ultimately improve the overall performance management process provide advanced reporting capabilities executives have insight into the progress being made on corporate objectives. have more time to focus on meeting strategic objectives, better tools to implement best practices programs, and access to critical workforce metrics they can share with their executive team.
Electronic performance monitoring (EPM)
having supervisors electronically observe the employee's output or whereabouts. This typically involves using computer networks and wireless audio or video links to monitor and record employees' work activities
environmental factors can lead to job stress
high-demand job high levels of mental and physical effort combined with low rewards in terms of compensation or acknowledgement.
Edward Deci
highlights another potential downside to relying too heavily on extrinsic rewards: They may backfire. could at times actually detract from the person's intrinsic motivation
Random drug tests do not measure actual ____ and are therefore ______.
impairment unjustifiable
types of special purposes training
including literacy training, diversity training, customer service training, training for teamwork, and training for first-time supervisors/managers.
Broadbanding's advantage
injects greater flexibility into employee compensation. less specialized, boundaryless jobs and organizations. Less specialization and more participation in cross-departmental processes generally mean enlarged duties or capabilities and more possibilities for alternative career tracks.
in lengthy, formal orientation programs, the new employee is usually given
internal publications, including employee handbooks facility tour and staff introductions job-related documents, including an explanation of job procedures expected training to be received (when and why) performance appraisal criteria, including the estimated time to achieve full productivity
Classification Method
involves categorizing jobs into groups from [rules] or [similar disc] The groups are called classes if they contain similar jobs, or grades if they contain jobs that are similar in difficulty but otherwise different. employs different compensable factors for various job groups
The Workplace Hazardous Materials Information System (WHMIS)
is a Canada-wide, legally mandated system designed to protect workers by providing crucial information about hazardous materials or substances in the workplace.
Management by Objectives (MBO)
is a organization-wide goal-setting and appraisal program. When managers and employees set goals collaboratively 1] Set the organization's goals 2] Set departmental goals. 3] Discuss departmental goals 4] Define expected results (set individual goals) 5] Performance reviews: 6] Provide feedback. pro: employees become more engaged and committed to the goal, leading to a higher rate of success
Flextime
is a plan whereby employees' workdays are built around a core of midday hours, such as 11:00 a.m to 2:00 p.m.
Employee Engagement
is a positive, fulfilling, work-related state of mind characterized by vigour, dedication, and absorption.
Performance management
is a process encompassing all activities related to improving employee performance, productivity, and effectiveness. It includes goal setting, pay for performance, training and development, career management, and disciplinary action
Vestibule or simulated training
is a technique by which trainees learn on the actual or simulated equipment that they will use on the job, with the training taking place off the job. Therefore, it aims to obtain the advantages of on-the-job training without actually putting the trainee on the job.
grievance
is a written allegation of a contract violation relating to a disagreement about its application or interpretation.
A supplemental unemployment benefit (SUB) plan is
is an agreement between an employer and the employees for a plan that enables employees who are eligible for EI benefits to receive additional benefits from a SUB fund created by the employer (most often maternity leave)
Integrative bargaining
is an approach that assumes that a win-win solution can be found but also acknowledges that one or both sides can be losers if the bargaining is not handled effectively negotiators adopt a genuine interest in the joint exploration of creative solutions to common problems
Gainsharing Plans
is an incentive plan that engages many or all employees in a common effort to achieve a company's productivity objectives; any resulting incremental cost-saving gains are shared among employees and the company
Merit pay or a merit raise
is any salary increase that is awarded to an employee based on his or her individual performance
Conciliation
is the intervention of a neutral third party to bring the parties to agreement is persuasion—he or she is not permitted to have any direct input into the negotiation process or to impose a settlement.
Mediation
is the intervention of a neutral third party whose primary purpose is to help the parties fashion a mutually satisfactory agreement allowed to have direct input into the negotiation process but cannot impose a settlement.
Socialization
is the ongoing process of instilling in all employees the prevailing attitudes, standards, values, and patterns of behaviour that are expected by the organization.
The purpose of pay equity
is to redress systemic gender discrimination in compensation for work performed by employees in female-dominated job classes requires that equal wages be paid for jobs of equal value or "worth" to the employer, as determined by gender-neutral
There are three major purposes of performance management:
it aligns employee actions with strategic goals, it is a vehicle for culture change, and it provides input into other HR systems such as development and remuneration
Management by Objectives (MBO)'s approach to goals
it is important to set objectives that match the job description and the person's abilities. To motivate performance, the objectives must be fair and attainable. Specific Measurable Attainable Relevant Timely
dissatisfaction alone will not lead to unionization...
it is only when workers are dissatisfied and believe that they are without the ability to change the factors causing dissatisfaction, except through collective action, that they become interested in unionizing
On-the-job training (OJT) advantages
it is relatively inexpensive, trainees learn while producing, and there is no need for expensive off-job facilities like classrooms or manuals. The method also facilitates learning, since trainees learn by actually doing the job and get quick feedback about the quality of their performance.
The main advantage of programmed learning is that disadvantage?
it reduces training time by about one-third. Programmed instruction can also facilitate learning because it lets trainees learn at their own pace However, trainees do not learn much more from programmed learning than they would from a traditional textbook.
upward feedback
letting employees anonymously evaluate their supervisors' performance\ appraised by their employees
Mandatory Benefits vs. Optional Benefits Uninterrupted meal break for longer shifts Time off for vacation or additional vacation pay Topping up maternity/paternity leave pay Maternity/Paternity leave pay Mental health benefits Contributions to Canada Pension Plan Retiree health benefits Contributions to Employment Insurance plans Deferred contribution pension plan Defined contribution pension plan Life insurance
m m o m o m o m o o o
most employers use a _______ in evaluating professional jobs
market-pricing approach This approach helps ensure that the employer remains competitive when bidding for professionals whose attainments vary widely and whose potential employers are found literally worldwide
broadbanding
means combining salary grades and ranges into just a few wide levels or "bands," each of which then contains a relatively wide range of jobs and salary levels trend today is for employers to reduce their salary grades As a result, there is much more flexibility to move employees from job to job within bands and less need to "promote" them to new grades just to give them higher salaries
Lost-time injury rate
measures any occupational injury or illness resulting in an employee being unable to fulfill full work assignments, not including any fatalities.
In global companies, performance appraisal criteria may need to be
modified to be consistent with cultural norms and values.
Profit-Sharing Plans
most or all employees receive a share of the company's profits. Fewer than 15 percent of Canadian organizations offer profit-sharing plans attract, retain, and motivate workers, profit-sharing plans & have tax advantages for employees, including tax deferrals and income splitting.
Long-term incentives are intended to
motivate and reward top management for the firm's long-term growth and prosperity
Video Display Terminals
new technologies have brought a new set of RSIs display problems like glare and immovable keyboards by manoeuvring into awkward body positions.
Legal Aspects of Training
no unfairly discriminatory On the other hand, employees who refuse a lawful and reasonable order to attend a training program may be considered to have abandoned their position.
Negligent training
occurs when an employer fails to train adequately, and an employee subsequently harms a third party.
recency effect
occurs when ratings are based on the employee's most recent performance, whether good or bad. To the extent that this recent performance does not exemplify the employee's average performance
how to reduce Halo Effect in Performance Appraisal
often occurs with employees who are especially friendly (or unfriendly) toward the supervisor >>>Being aware of this problem is a major step toward avoiding it. Supervisory training can also alleviate the problem
Piecework Plans +types
oldest incentive plan and still the most commonly used tied directly to the worker's production levels straight piecework plan ----no guaranteed minimum wage guaranteed piecework plan ----minimum wage whether or not he completed enough customer calls a day required to make minimum wage differential piece-rate plan ----rewarded by a premium that equals the percentage by which his or her performance exceeds the standard
360-Degree Appraisal
or "multisource feedback." —from his or her supervisors, subordinates, peers, and internal or external customers. usually applied in a confidential and anonymous manner
Once employees have been recruited and selected, the next step is
orienting or onboarding them to their new company and their new job
A recent federal government report concluded that Canada's ability to remain globally competitive and manage technological change effectively is highly contingent on
our ability to upgrade and renew the skills of our labour force. The assumption that youth workers alone hold the responsibility for skills development is no longer valid, and older workers must also adopt a lifelong learning approach
Task analysis
part of Step 1: Training —identifying the broad competencies and specific skills required to perform job-related tasks—is used for determining the training needs of employees who are new to their jobs
Most employers do not just pay one rate for all jobs in a particular pay grade. Instead, they develop
pay ranges
Effective recognition is
pecific, immediate, personal, and spontaneous
flexible benefits programs
permit employees to develop individualized benefits packages for themselves by choosing the benefits options they prefer.
Confucian values (used in parts of Asia including China) lead to an emphasis on appraisals that are based upon
personal attitudes and moral characteristics that appear to reflect traditional values, such as hard work, and loyalty and respect toward senior staff.
four global literacies, or critical competencies, required to succeed in the global economy:
personal literacy—understanding and valuing oneself social literacy—engaging and challenging other people business literacy—focusing and mobilizing the business cultural literacy—understanding and leveraging cultural differences
performance improvement plan (often referred to as a PIP)
progress discussions and facilitate ongoing performance improvement highlights in writing the expectations of the employer and employee, complete with the timeline (often 30 to 90 days) required to bring performance to acceptable levels.
Employee onboarding (orientation)
provides new employees with basic background information about the employer and specific information that they need to perform their jobs satisfactorily.
Group RRSP/DPSP
r: group registered retirement savings plan (group RRSP), employees can have a portion of their compensation put into an RRSP by the employer NOT taxed on those set-aside dollars until after he or she retires d: contributes a portion of company profits where an account is set up for each employee. No employee contributions to a DPSP
Pay rates of overpaid employees are often called
red circle pay rates
Employees who smoke have
reduced productivity and a significantly greater risk of occupational accidents than do non-smokers.
accident prevention involves
reducing both unsafe conditions and unsafe acts.
define Engagement in Impact of Rewards
refers to a positive emotional connection to the employer and a clear understanding of the strategic significance of the job, which results in discretionary effort on the part of the employee.
The term labour-management relations refers to
refers to the ongoing interactions between labour unions and management in organizations.
Strikes vs Boycott vs Lockout
s: temporary refusal by bargaining unit members to continue working for the employer b: refusal to patronize l: employer prohibiting the bargaining unit employees from entering the company premises
Frederick Herzberg
said the best way to motivate someone is to organize the job so that doing it provides the challenge and recognition we all need to help satisfy "higher-level" needs for things like accomplishment and recognition
There are five elements in an executive/managerial compensation package
salary, benefits, short-term incentives, long-term incentives, and perquisites
There are five elements in an executive/managerial compensation package:
salary, benefits, short-term incentives, long-term incentives, and perquisites
Employee Reliability Inventory (ERI)
selection testing A test measures reliability dimensions helpful in selecting employees who are less likely to have accidents.
four specific actions that can help to reduce unsafe acts:
selection testing, top-management commitment, training and education, and positive reinforcement.
There are four main components associated with the cost of the turnover:
separation costs, vacancy costs, replacement costs, and training costs
most of the pay equity acts in Canada focus on four compensable factors:
skill, effort, responsibility, and working conditions.
Another benefit of increased training is the fact that training can
strengthen employee commitment.
An employer may use wage/salary surveys in three ways
survey data are used to determine pay rates for benchmark jobs that serve as reference points or anchors Second, an increasing number of positions are paid solely based on the marketplace (rather than relative to the firm's benchmark jobs) Finally, surveys also collect data on employee benefits to provide a basis on which to make decisions regarding other types of rewards.
job performance is a multidimensional construct which can be split into
task versus contextual performance T: reflects an individual's direct contribution to their job-related processes C: reflects an individual's indirect contribution to the organization by improving the organizational, social, and psychological behaviours that contribute to organizational effectiveness beyond those specified for the job. This includes extra-role behaviours and contextual factors like "demonstrates a positive attitude" and "pitches in to help others when needed,
how to reduce Strictness/Leniency in Performance Appraisal
tend to rate all of their employees consistently high (or low) is not a problem with the ranking or forced distribution approaches. >>>is forced to distinguish between high and low performers.
"corporate killing"
that imposes criminal liability on "all persons" who direct the work of other employees and fail to ensure an appropriate level of safety in the workplace.
Bereavement leave
the death of a family member is provided for employees in some but not all jurisdictions. usually unpaid, but in some cases it can be partially or fully paid.
reality shock (also referred to as cognitive dissonance)
the discrepancy between what the new employee expected from his or her new job and its realities. [can b reduced by orientation]
committees used to evaluate employees. These committees usually comprise
the employee's immediate supervisor and three or four other supervisors. Using multiple raters can be advantageous
The essence of a performance appraisal is
the feedback provided in a one-on-one conversation called the formal appraisal discussion
There are three elements in a healthy workplace:
the physical environment, the social environment
Employees have three basic rights under the joint responsibility model:
the right to know about workplace safety hazards the right to participate in the occupational health and safety process the right to refuse unsafe work if they have "reasonable cause" to believe that the work is dangerous
A stock option is
the right to purchase a specific number of shares of company stock at a specific price at some point in the future.
Executives, managers, and professionals are almost always paid based on
their performance as well as on the basis of static job demands, like working conditions.
Compressed Workweeks
they work fewer days each week, but each day they work longer hours.
It is a good idea for the HR department to follow up with each new employee about
three months after the initial orientation to address any remaining questions.
employers can make direct financial payments to employees based on
time or based on performance.
Joint Health and Safety Committees
to provide a non-adversarial atmosphere where management and labour can work together to ensure a safe and healthy workplace. identify potential health and safety hazards, evaluate the hazards, and implement solutions. Most jurisdictions require a joint
The widespread use of incentives for salespeople is due to three factors:
tradition, the unsupervised nature of most sales work, and the assumption that incentives are needed to motivate salespeople.
Total rewards encompass...
traditional pay, incentives, and benefits, but also things such as more challenging jobs (job design), career development, and recognition programs.
improving appraisal accuracy calls not only for
training but also for reducing outside factors, such as union pressure and time constraints choose the right appraisal tool. using multiple raters in the evaluation.
Performance Appraisal Problem: Rating Scale
unclear standards, the halo effect, central tendency, leniency or strictness, appraisal bias, the recency effect, and the similar-to-me bias.
business unionism vs social (reform) unionism
union philosophy, with its emphasis on economic and welfare goals primary goal of labour unions active in Canada today is to obtain economic benefits and improved treatment for their members ==== involved in broader political and social issues affecting their members
use an incentive plan when
units of output can be measured, the job is standardized, the workflow is regular, and delays are few or consistent
Robert Thorndike researched performance management processes and suggests that employment decisions (such as a performance appraisal system) must be
valid, practical, reliable, and free from bias.
several alternatives to layoffs
voluntary reduction in pay concentrate their vacations during slow periods agree to take voluntary time off use of contingent employees work-sharing program
Now, retirement is viewed as
voluntary turnover rather than involuntary turnover combination of legal advancements on anti-discriminatory employment policies (such as age-based discrimination claims), labour scarcity, and peoples' desires to choose their own lifestyle
when is Vestibule training a necessity
when it is too costly or dangerous to train employees on the job. Putting new assembly-line workers right to work could slow production, for instance, and when safety is a concern—as with pilots
"pay in lieu of reasonable notice"
when terminated through no cause of their own employee must be provided with advance written notice In practice, many employers do not provide Instead, they ask the employee to cease working immediately and provide the employee with a lump sum equal to their pay for the notice period
Constructive Dismissal
when the employer makes unilateral changes in the employment contract that are recognized as unacceptable according to the employee, even though the employee has not been formally terminated demotion, reduction in pay and benefits, forced resignation, forced early retirement, forced transfer, and changes in job duties and responsibilities An employee who believes that he or she has been constructively dismissed can sue the employer for wrongful dismissal
Phased Retirement
whereby employees gradually ease into retirement using reduced workdays or shortened workweeks
layoff
workers are sent home for a period of time (often undefined), in a situation where three conditions are present: (1) there is no work available for the employees, (2) management expects the no-work situation to be temporary and probably short term, and (3) management intends to recall the employees when work is again available
