Compensation and Benefit Mgmt

Employment Law

Health and Safety Management

Human Resource Mgmt

Organization Theory and Design

Strategic Human Resource Mgmt

Training and Development

Chapter 14: HR Assessment and Analytics Workforce analytics  HR analytics is an evidence-based approach for making better decisions about employees and HR policies, using a variety of tools to report HR metrics and to predict outcomes of HR programs Corporate scorekeeping  Allows organizations to make the adjustments necessary to reach their goals Scorecard  Has measures of key indicators that focus managers’ and employees’ attention on what is important to the organization The importance of evaluating HRM  Until the HR managers can talk about the contribution and value of HR activities in the numbers and language of business, the HR department and the HR profession will be vulnerable to destructive proposals  Some HR managers resist measuring their work because outcomes such as employee attitudes or managerial productivity are impossible to calibrate meaningfully. Resistance to HR Measurement  Some HR managers resist measuring their work, due to: ◦ Lack of integration of HRIS with each other and with operational systems ◦ Limited knowledge of measurement models and limited skills to measurement design ◦ Some HR managers also argue that HR activities cannot be measured, as outcomes are impossible to calibrate meaningfully or precisely ◦ Cannot control the labour market Slow Growth in HR Measurement Measurement is fuelled by: 1. Business improvement eﬀorts 2. Positioning HR as a strategic partner 3. The need for objective indicators of success to accompany the analysis of HR activities Sarbanes-Oxley: A Case for HR Measurement  U.S. legislation that aﬀects Canadian companies operating in the United States  Disclosure requirements include: 1. Executive compensation 2. Pension plans 3. Whistleblower protection Reasons for Measuring HRM Eﬀectiveness (p.369) 1. Labour costs are most often a ﬁrm’s largest controllable cost 2. Managers recognize that employees make the diﬀerence between success and failure 3. Organizations have legal responsibilities to ensure compliance with laws governing the employer-employee relationship 4. Evaluations are needed to determine which HR practices are eﬀective (and not fads ) (When deciding whether a practice is a “best practice” or fad, it is important to see if the fad life cycle is apparent. • Stage 1 – Ascendancy • Stage 2 – Maturity • Stage 3 – Decline) 5. Measuring and benchmarking HR activities will result in continuous improvements ; performance gaps can be identiﬁed and eliminated 6. Audits will bring HR closer to the line functions of the organization 7. Data will be available to support resource allocations 8. Investors want this information 9. HR managers are more likely to be welcomed at the boardroom table and to inﬂuence strategy if they use measures to demonstrate the contribution of their function The 5C Model of HRM Impact 1. Compliance 2. Client satisfaction 3. Culture management 4. Cost control 5. Contribution 1. Compliance Ensure that organizational practices comply with the law in areas such as: 1. Health and safety 2. Employment equity 3. Industrial relations 4. Employer-employee relationships 2. Client satisfaction  Organizations are tracking their success by measuring customer satisfaction  Managers are turning to client or stakeholder perceptions about the eﬀectiveness of HR performance  “Keeping the clients happy” has important political reverberations for the HRM department because clients like when the CEO controls the purse strings  Stakeholders (including external and internal clients) are those people who can inﬂuence and interact with the HR department; see Chapter 3. Advantages of Measuring Client Satisfaction o Measuring client satisfaction reminds the HR department that it provides a service to the clients and must meet their expectations o Surveying clients about their unmet needs increases the credibility of the HR function o It is important to survey the stakeholders before, during, and after a change program

MANA | 463 | Strategic Human Resource Mgmt | lecture notes | Chapter 14: HR Assessment and 

Chapter 27: Safety analysis and prevention (chapter 18 in book) Overview of Hazard Analysis A preliminary hazard analysis (PHA) is conducted to identify potential hazards and prioritize them according to the…  Likelihood of accident/injury being caused by the hazard.  Severity of injury, illness, or property damage that could result if the hazard caused an accident. Preliminary hazard analysis It is not always feasible to wait until all the data are compiled from a detailed analysis before taking steps to identify and eliminate hazards.  As when a new system or piece of equipment is installed, & management wants it on-line as soon as possible. Cost-Beneﬁt Factors in Hazard Analysis Every hazard typically has several remedies— and every remedy has a corresponding cost & beneﬁt.  It is important to factor in cost when recommending corrective action regarding hazards.  This amounts to listing all potential remedies along with respective costs, and then estimating the extent to which each will reduce the hazard (its beneﬁt). Detailed hazard analysis methods Hazard Prevention and Deterrence Recommended hazard control methods:  Isolate the hazards. o For example, enclose them in barriers.  Dilute the hazard. o For example, ventilate the hazardous substance.  Apply appropriate management strategies.  Use appropriate personal protective equipment (PPE).  Provide employee training.  Practice good housekeeping. Risk assessment Risk assessment should be a structured and systematic process that answers the following:  How severe are potential injuries?  How frequently are employees exposed to the potential hazards?  What is the possibility of avoiding the hazard if it does occur?  What is the likelihood of an injury should a safety control system fail? Health and safety management systems  An OHSMS typically revolves around the standard management model composed of the following essential elements in a continuous cycle: o Assess; Plan; Implement; Monitor/evaluate; Adjust.  Most OHSMS contain at least these elements: o Assessment of risk/hazard analysis.  Planning for hazard abatement and control. o Establishing performance outcomes (goals/objectives).  Establishment of roles and responsibilities. o Training related to occupational safety and health.  Communication with stakeholders. o Procedures for controlling hazards and risks.  Emergency response plans and procedures. o Regular, ongoing measurement of performance. o Acting on the results of evaluations in ways that continually improve safety and health in the workplace  An eﬀectively implemented OHSMS with executive-level support can produce the following beneﬁts: o Improve the attitudes of personnel about their working environment. o Increase the amount of participation in safety and health activities as well as the perceptions of personnel about those activities. o Reduce lost time due to injuries and accidents and the costs associated with lost time. o Increase productivity. o Enhance morale at all levels.

MANA | 445 | Health and Safety Management | lecture notes | Chapter 27: Safety analysis an

Personal Hearing Protection Devices  A personal hearing protection device (or “hearing protector”) is anything that can be worn to reduce the level of sound entering the ear. o Earmuﬀs, ear canal caps & earplugs are the 3 main types.  Regardless of the kind of ear protection device used, it is important to remember the four Cs: o Comfort, convenience. o Communication (the device should not interfere with the worker’s ability to communicate). o Caring (workers must care enough about protecting their hearing to wear the devices). Identifying/Assessing Hazardous Noise Identifying and assessing hazardous noise conditions in the workplace involve.  Conducting periodic noise surveys.  Conducting periodic audiometric tests.  Record keeping.  Follow-up action. Evaluating Prevention Programs Hearing loss prevention programs should be evaluated periodically to ensure their eﬀectiveness.  Training and education.  Supervisor involvement.  Noise measurement.  Engineering and administrative controls.  Monitoring and record keeping,  Referrals.  Hearing protection devices.  Administration. Chapter 24: Biological hazards (chapter 8 in book) AIDS  AIDS and various related conditions are caused when humans become infected with HIV. o The virus attacks the human immune system, rendering the body incapable of repelling disease-causing microorganisms. Symptoms of AIDS Symptoms of the onset of AIDS are:  Enlarged lymph nodes that persist.  Persistent fevers and involuntary weight loss, and fatigue.  Diarrhea that does not respond to standard medications.  Purplish spots or blotches on the skin or in the mouth.  White, cheesy coating on the tongue.  Night sweats; Forgetfulness. How AIDS is transmitted HIV is transmitted in any of the following three ways:  Sexual contact; Blood contact; Mother-to child during pregnancy or childbirth.  Any act in which body ﬂuids are exchanged and result in infection if either partner is infected. How AIDS is not transmitted  There is a great deal of misunderstanding about how AIDS is transmitted.  It is not spread by casual social contact in schools, workplaces, public washrooms, or restaurants.  It is not spread via handshakes, social kissing, coughs, sneezes, drinking fountains, swimming pools, toilet facilities, eating utensils, oﬃce equipment, or by being next to an infected person.  AIDS is not spread by giving blood.  It is not spread by mosquitoes or other insects. Easing Employees' Fears about AIDS Although the level of sophistication concerning AIDS is increasing, people tend to react to the disease from an emotional perspective.  Fear, panic, and even hysteria are all common reactions.  Correct inaccuracies, rumors, and misinformation about AIDS as soon as they occur.  Establish an AIDS education and awareness program. CPR and AIDS  Because CPR involves using your ﬁngers to clear the airway and placing your mouth over the victim's, there is concern about contracting AIDS. o While no hard evidence exists that HIV can be transmitted through saliva, there is some legitimacy to the concern. Counseling Infected Employees

MANA | 445 | Health and Safety Management | lecture notes | Personal Hearing Protection De

Chapter 8: Creating a safe and healthy work environment HEALTH AND SAFETY: THE LAW Focus on workplace and working environment. Regulated through federal and provincial legislation. Operates on the premise that both employees and employers have a responsibility for a safe and healthy workplace. Occupational injury: any cut, fracture, sprain, or amputation resulting from a workplace accident or from an exposure involving an accident in the work environment. Occupational illness: any abnormal condition or disorder caused by exposure to environmental factors associated with the workplace. Duties and responsibilities of employers Provide a hazard-free workplace. Comply with regulation. Inform employees. Keep records. Compile annual records. Inform supervisors. Duties and responsibilities of employees Comply with acts and regulations. Report hazardous conditions. Follow safety rules and regulations. Duties and responsibilities of supervisors Advise employees of potential hazard. Ensure workers wear safety equipment, devices, or clothing. Provide written instructions. Take every reasonable precaution. D&R of health and safety committees Create a non-adversarial climate in which labour and management can work together. May require special training and education of members. Worker’s compensation Workers can receive benefits in the form of cash pay-outs or wage loss payments if absent due to work-related injury or serious illness. Pays for medical expenses and vocational rehabilitation. CREATING A SAFE WORK ENVIRONMENT Ways to reduce workers’ compensation costs Creating a safe work environment Promoting safety awareness. Safety awareness programs: Communication role of supervisor, Proactive safety training programs including use of technology. Enforcement of safety rules. Accident investigations and records. CREATING A HEALTHY WORK ENVIRONMENT Health hazards and issues: WHMIS, Indoor air quality, Technology, Cumulative trauma disorders, Communicable diseases. Workplace violence and security Reducing workplace violence: Training, Risk assessment. Violence response teams. Proactive security measures. Stopping violence in the workplace Stressors in the workplace Any demand on the physical or emotional self that requires a person to cope with that demand. More legislation is requiring that organizations provide “psychologically” safe work environments. Manifestations of mental illness are increasing in the workplace. Building better health Health services. Alternative approaches. Wellness programs. Disability management. Employee assistance programs.

MANA | 362 | Human Resource Mgmt | lecture notes | Chapter 8: Creating a safe and

Chapter 8: Technology-Based Training Methods Computer-based learning and E-learning Instructor-Led Training The use of technology to deliver courses (e.g., Web-based training, computerized self-study) Technology-based training Does not involve using technology to deliver courses (e.g., seminars, lectures Tradional training E-learning the use of computer network technology such as the Internet or intranet to deliver informaon or instrucon to individuals Computer-based training delivered via the computer for the purpose of teaching job-relevant knowledge and skills involves training methods with an instructor or facilitator who leads, facilitates, or trains online (ex: online discussions and video-conferencing) Instructor-led training (ILT) is a process in which individuals or groups take the iniave and responsibility for learning and manage their own learning experiences Self-directed learning (SDL) The Benefits and Limitations of SDL Asynchronous & Synchronous Training • Asynchronous training is pre-recorded and available to employees at any time and from any location • Synchronous training is live and requires trainees to be at their computer at a specific time EPSS (electronic performance support system) A computer based system that provides access to integrated information, advice, and learning experiences. Provides support in assisting, warning, advising, teaching and evaluating. Its goal is to provide whatever is necessary to aid performance and learning at the time it is needed. The virtual classroom  A Web-based platform to deliver live, instructor-led training to geographically dispersed learners  The virtual classroom is made possible through the use of:  Videoconferencing: linking an expert or trainer to employees via two-way television and satellite technology  Web conferencing: a live meeting or conference that takes place on the internet  Webinars: a seminar that takes places live over the web  Webcasts: a live or recorded video or audio broadcast over the internet Social media  Social constructivism refers to an approach to learning that emphasizes interactive learning environments  Social media is the use of technology for sharing and exchanging information (e.g., LinkedIn) Beneﬁts can learn at their own pace and determine their desired level of experse build on their knowledge bases and training me may be reduced; trainees learn what is relevant to their needs become independent and acquire skills enabling them to learn more eﬃciently and eﬀecvely reducing dependence on formal training People can learn according to their own styles of learning Limitaons may learn the wrong things or may not learn all there is to know may waste me accessing resources and ﬁnding helpful material; SDL takes me- employees have to learn acve knowledge -seeking skills, acquire knowledge -gathering skills, and learn to tolerate ineﬃciencies and mistakes; the trainer must learn to give up a powerbase and move from expert to helper

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