Human Resources Management in Canada, Fourteenth Canadian Edition
By Gary Dessler and Nita Chhinzer
Contents:
Preface
About the Canadian Author
Part-I Human Resources
Management in Perspective
1. The Strategic Role of Human
Resources Management
Where Are We Now . . .
The Strategic Role of Human Resources
Management
Strategy and Human Capital
Why Is Human Resources Management
Important to All Managers?
The Evolution of HRM
A Brief History of HRM
Shared Responsibility for Talent Management
The New HR Manager
Expert Opinion: Academic Viewpoint
Evidence-Based HRM
Strategic HRM Tools
STRATEGY MAP DIGITAL DASHBOARDS
Growing Professionalism in HRM
Ethics
Environmental Influences on HRM
External Environment Influences
ECONOMIC CONDITIONS LABOUR MARKET ISSUES
Non-standard or Contingent Workers
Technology
Government
GLOBALIZATION ENVIRONMENTAL CONCERNS
Internal Environment Influences
ORGANIZATIONAL CULTURE ORGANIZATIONAL
CLIMATE MANAGEMENT PRACTICES
Chapter Summary Case Incident Key Terms
2. The Changing Legal Emphasis:
Compliance and Impact on Canadian Workplaces
Where Are We Now . . .
The Legal Framework for Employment
Law in Canada
Hierarchy of Employment Legislation in Canada
Tort Law
HR in the News: Do Contract Workers Get
the Same Entitlements as Employees?
Legislation Protecting the General Population
The Charter of Rights and Freedoms
Human Rights Legislation
Discrimination Defined
Workforce Diversity: Gender Identity in the BC
Human Rights Code
INTENTIONAL DISCRIMINATION UNINTENTIONAL
DISCRIMINATION
Expert Opinion: Academic Viewpoint
PERMISSIBLE DISCRIMINATION VIA BONA FIDE
OCCUPATIONAL REQUIREMENTS REASONABLE
ACCOMMODATION
Human Rights Case Examples
DUTY TO ACCOMMODATE HARASSMENT RACE AND
COLOUR RELIGION SEXUAL ORIENTATION AGE
Human Rights Enforcement
Legislation Specific to the Workplace
The Plight of the Four Designated Groups
WOMEN ABORIGINAL PEOPLE PEOPLE WITH
DISABILITIES VISIBLE MINORITIES
HR in the News: Recruiter Pays for Series
of Abusive Texts to Applicant
Employment/Labour Standards Legislation
ENFORCEMENT OF ESA/LSAs
Respecting Employee Privacy
HR in the News: Workers Fired after Privacy Breach
VIDEO SURVEILLANCE
Chapter Summary Case Incident Key Terms
3. Human Resources Management
and Technology
Where Are We Now . . .
Trends in the Nature of Work
Automation
ICT
HR in the News: Chat bots Digitize HR Process
Knowledge Work and Human Capital
Expert Opinion: Academic Viewpoint
Human Resources Management and Technology
The Strategic Importance of Technology in HRM
The Impact of Technology on the Role of HR
DECREASED TRANSACTIONAL ACTIVITIES INCREASED
CLIENT AND CUSTOMER FOCUS INCREASED DELIVERY
OF STRATEGIC SERVICES
HR and the IT Department: Developing
Good Working Relationships
Human Resources Information Systems
The Relationship between HRM and HRIS
ENHANCING DECISION-MAKING: DECISION
SUPPORT SYSTEMS
Strategic Alignment of Information Systems
STRATEGY AND STRATEGY-BASED METRICS
The Major Components of an HRIS
HR ADMINISTRATION RECRUITMENT AND APPLICANT
TRACKING TIME AND ATTENDANCE TRAINING AND
DEVELOPMENT/KNOWLEDGE MANAGEMENT PENSION
ADMINISTRATION EMPLOYMENT EQUITY INFORMATION
PERFORMANCE EVALUATION COMPENSATION AND
BENEFITS ADMINISTRATION ORGANIZATION
MANAGEMENT HEALTH AND SAFETY LABOUR
RELATIONS PAYROLL INTERFACE
HR in the News: Payroll Hero Expands Internationally
What Are HR Audits?
Talent Management Analytics
Selecting and Implementing an HRIS
Types of HRIS
Phase 1: Adoption Determining the Need
Phase 2: Implementation
PRIVACY AND SECURITY
Phase 3: Integration
ELECTRONIC HR
Cautions Regarding e-HR
Chapter Summary Case Incident Key Terms
PartII Meeting Human Resources
Requirements
4. Designing and Analyzing Jobs
Where Are We Now . . .
Fundamentals of Job Analysis
Uses of Job Analysis Information
HUMAN RESOURCES PLANNING RECRUITMENT AND
SELECTION COMPENSATION PERFORMANCE
MANAGEMENT LABOUR RELATIONS TRAINING,
DEVELOPMENT AND CAREER MANAGEMENT
RESTRUCTURING
Steps in Job Analysis
Step 1: Review Relevant Background Information
Step 2: Select Jobs to Be Analyzed
Step 3: Collecting Job Analysis Information
INTERVIEW GUIDELINES
Expert Opinion: Academic Viewpoint
QUESTIONNAIRE OBSERVATIONS PARTICIPANT
DIARY OR LOG THE NATIONAL OCCUPATIONAL
CLASSIFICATION USING MULTIPLE SOURCES OF
JOB ANALYSIS INFORMATION
Step 4: Verifying Information
Step 5: Writing Job Descriptions and
Job Specifications
JOB DESCRIPTIONS JOB IDENTIFICATION JOB
SUMMARY RELATIONSHIPS DUTIES AND
RESPONSIBILITIES
HR in the News: Experimenting with Job Titles
AUTHORITY PERFORMANCE STANDARDS OR INDICATORS
HR in the News: IBM Significantly Shrinks
Employees, Work from Home Options
WORKING CONDITIONS AND PHYSICAL ENVIRONMENT
JOB SPECIFICATIONS WRITING COMPETENCY-BASED
JOB DESCRIPTIONS JOB DESCRIPTIONS AND HUMAN
RIGHTS LEGISLATION
Step 6: Communication and Preparations for Revisions
Entrepreneurs and HR: A Practical Approach to Job
Analysis and Job Descriptions
The Evolution of Jobs and Job Design
Work Simplification
Business Process Re-engineering
Job Redesign
JOB REDESIGN
Competency-Based Job Analysis
THREE REASONS TO USE COMPETENCY ANALYSIS
HOW TO WRITE COMPETENCIES STATEMENTS
COMPARING TRADITIONAL VERSUS
COMPETENCY-BASED JOB ANALYSIS
Team-Based Job Designs
Chapter Summary Case Incident Key Terms
5. Human Resources Planning
Where Are We Now . . .
The Strategic Importance of Human
Resources Planning
The Relationship between HRP and Strategic Planning
The Importance of Environmental Scanning
Steps in Human Resources Planning
Forecasting the Availability of Candidates (Supply)
FORECASTING THE SUPPLY OF INTERNAL CANDIDATES
MARKOV ANALYSIS
Entrepreneurs and HR: Succession Planning and Family Businesses
Forecasting the Supply of External Candidates
GENERAL ECONOMIC CONDITIONS
HR in the News: Pumping up People Supply
LABOUR MARKET CONDITIONS OCCUPATIONAL MARKET
CONDITIONS
HR in the News: No Easy Solution to the
Canadian Military Pilots Shortage
Forecasting Future Human Resources
Needs (Demand)
Quantitative Approaches to Forecasting
Human Resources Needs
TREND ANALYSIS RATIO ANALYSIS THE SCATTER PLOT
Qualitative Approaches to Forecasting
Human Resources Needs
NOMINAL GROUP TECHNIQUE DELPHI TECHNIQUE
Planning and Implementing HR Programs to Balance Supply and Demand
Labour Equilibrium
Labour Surplus
EASING THE PAIN OF LABOUR SURPLUS MANAGEMENT
Labour Shortage
INTERNAL SOLUTIONS TO A LABOUR SHORTAGE
External Solutions to a Labour Shortage
Expert Opinion: Academic Viewpoint
Chapter Summary Case Incident Key Terms
6. Recruitment
Where Are We Now . . .
The Strategic Importance of Recruitment
Employer Branding
The Recruitment Process
Developing and Using Application Tracking Systems 106
HR in the News: Googles Recruitment Strategy
Internal Recruitment
Job Posting
Human Resources Records or Skills Inventories
LIMITATIONS OF RECRUITING FROM WITHIN
External Recruitment
Planning External Recruitment
Traditional Networking
Fairs
HR in the News: Recruiting New Grads
Expert Opinion: Academic Viewpoint
Accessing Candidate Pools
Online Recruiting
Agency Recruiters
Recruiting Nonpermanent Staff
Recruiting a More Diverse Workforce
Attracting Older Workers
Attracting Younger Employees
Recruiting Designated Group Members
Chapter Summary Case Incident Key Terms
7. Selection
Where Are We Now . . .
The Strategic Importance of Employee Selection
The Selection Process
Acquiring Employees and the Law
Step 1: Preliminary Applicant Screening
Selection Ratios
Data Analytics
Crowdsourcing
Step 2: Selection Testing
The Importance of Reliability and Validity
RELIABILITY VALIDITY
Tests of Cognitive Abilities
INTELLIGENCE TESTS EMOTIONAL INTELLIGENCE TESTS
SPECIFIC COGNITIVE ABILITIES
Job-Specific Tests
TESTS OF MOTOR AND PHYSICAL ABILITIES
WORK SAMPLING ACHIEVEMENT TESTS
MICRO-ASSESSMENTS
Tests of Personality and Interests
Physical Examinations
MEDICAL EXAMINATIONS POLYGRAPH TESTS
Use of Assessment Centres
MANAGEMENT ASSESSMENT CENTRES
Step 3: The Selection Interview
Expert Opinion: Academic Viewpoint
The Structure of the Interview
The Content of the Interview
Administering the Interview
Common Interviewing Mistakes
HR in the News: Recruiters Reveal Real
Interview Failures
Designing an Effective Interview
CONDUCTING AN EFFECTIVE INTERVIEW
Step 4: Background Investigation and Reference Checking
HR in the News: Skeletons in the Closet:
Be Careful About Lying on Your Rsum!
Providing References
OBTAINING WRITTEN PERMISSION
Step 5: Supervisory Interview and
Realistic Job Preview
Appendix 7.1A Guide to Screening and Selection in Employment
Part-III Developing Effective Human Resources
8. On boarding and Training
Where Are We Now . . .
Onboarding & Orientation of New Employees
CONTENT OF TRAINING PROGRAMS CONTENT OF ORIENTATION PROGRAMS
Purpose of Onboarding Programs
Onboarding Helps with Socialize Employees
Expert Opinion: Academic Viewpoint
The Orientation Process
ORIENTATION TECHNOLOGY
Considerations for Onboarding
RESPONSIBILITY FOR ORIENTATION EXECUTIVE
INTEGRATION THE EMPLOYEE HANDBOOK
EVALUATION OF ORIENTATION PROGRAMS
PROBLEMS WITH ORIENTATION PROGRAMS
The Training Process
HR in the News: Ontario Manufacturing
Learning Consortium
Training and Learning
Legal Aspects of Training
The Five-Step Training Process
Step 1: Training Needs Analysis
TASK ANALYSIS: ASSESSING THE TRAINING NEEDS OF NEW
EMPLOYEES PERFORMANCE ANALYSIS: DETERMINING THE
TRAINING NEEDS OF CURRENT EMPLOYEES ESTABLISH
TRAINING OBJECTIVES.
Step 2: Instructional Design
PROGRAMMED LEARNING INFORMAL LEARNING
TRADITIONAL TRAINING TECHNIQUES ON-THE-JOB
TRAINING TECHNOLOGY-ENABLED TRAINING TECHNIQUES
Steps 3 and 4: Validation and Implementation
Step 5: Evaluation of Training
DESIGNING THE STUDY TRAINING EFFECTS TO MEASURE
Training for Special Purposes
Literacy and Essential Skills Training
Training for Global Business and Diverse Workforces
Customer Service Training
Training for Teamwork
Training for First-Time Supervisors and Managers
Chapter Summary Case Incident Key Terms
9. Career and Management
Development
Where Are We Now . . .
Managing Organizational Change Programs
Lewin’s Change Process
Using Organizational Development
Career Planning and Development
Careers Today
The Psychological Contract
Managing Your Career
IDENTIFY CAREER ANCHORS FOCUS ON LIFE TRAJECTORIES
Roles in Career Development
Employee Life Cycle and Career Management
Managing Transfers
Making Promotion Decisions
DECISION 1: IS SENIORITY OR COMPETENCE THE RULE?
DECISION 2: HOW IS COMPETENCE MEASURED?
DECISION 3: IS THE PROCESS FORMAL OR INFORMAL?
DECISION 4: VERTICAL, HORIZONTAL, OR OTHER?
Management Development
Succession Planning
Management Development Techniques
DEVELOPMENTAL JOB ROTATION COACHING/
UNDERSTUDY APPROACH ACTION LEARNING
COLLEGE/UNIVERSITY-RELATED PROGRAMS
HR in the News: Canadian Government Provides
Support for Work-Integrated Learning for Students
IN-HOUSE DEVELOPMENT CENTRES BEHAVIOUR
MODELLING MENTORING
Leadership Development
Expert Opinion: Academic Viewpoint
Executive Coaches
Chapter Summary Case Incident Key Terms
10. Performance Management
Where Are We Now . . .
The Strategic Importance of Performance
Management
The Performance Management Process
Why Appraise Performance?
Step 1: Defining Performance Expectations
Step 2: Providing Ongoing Coaching and Feedback
Expert Opinion: Academic Viewpoint
HR in the News: Frequency of Performance Evaluations
Step 3: Conduct Performance Appraisal and Evaluation Discussion
FORMAL APPRAISAL DISCUSSIONS TYPES OF APPRAISAL OUTCOMES
Preparing for the Formal Appraisal Discussion
HOW TO CONDUCT THE INTERVIEW
Strategic HR: Jaguar Land Rover Formal
Appraisal Discussion Training
HOW TO HANDLE CRITICISM AND DEFENSIVE EMPLOYEES
Step 4: Determine Performance Rewards/ Consequences
Ensuring that the Formal Appraisal Discussion
Leads to Improved Performance
HOW TO HANDLE A FORMAL WRITTEN WARNING
Step 5: Career Development Discussion
Formal Appraisal Methods
Comparative Methods
GRAPHIC RATING SCALE ALTERNATION RANKING
METHOD PAIRED COMPARISON METHOD FORCED
DISTRIBUTION METHOD
Qualitative Methods
CRITICAL INCIDENT METHOD NARRATIVE FORMS
Advanced Quantitative Methods
BEHAVIOURALLY ANCHORED RATING SCALES
MANAGEMENT BY OBJECTIVES (MBO) MIXING
THE METHODS
Performance Appraisal Problems and Solutions
Validity and Reliability
Rating Scale Problems
UNCLEAR PERFORMANCE STANDARDS HALO EFFECT
CENTRAL TENDENCY STRICTNESS/LENIENCY
APPRAISAL BIAS RECENCY EFFECT
SIMILAR-TO-ME BIAS
How to Avoid Appraisal Problems
Who Should Do the Appraising?
SUPERVISORS SELF PEERS COMMITTEES
SUBORDINATES
360-Degree Appraisal
Legal and Ethical Issues in Performance
Management
Chapter Summary Case Incident Key Terms
Part-IV Total Rewards
11. Strategic pay Plans
Where Are We Now . . .
Total Employment Rewards
Aligning Total Rewards with Strategy
Legal Considerations in Compensation
EMPLOYMENT/LABOUR STANDARDS ACTS (CANADA
LABOUR CODE) WORKERS COMPENSATION LAWS
HUMAN RIGHTS ACTS CANADA/QUEBEC PENSION
PLAN PAY EQUITY ACT
Union Considerations on Compensation Decisions
UNION ATTITUDES TOWARD COMPENSATION DECISIONS
Equity Theory and Its Impact on Pay Rates
Equity Theory of Motivation
Addressing Equity Issues
HR in the News: Whole Foods Adds Transparency
via Salary Disclosure
Establishing Pay Rates
Stage 1: Preparing for Job Evaluation
COMPENSABLE FACTORS JOB EVALUATION COMMITTEE
JOB EVALUATION METHODS
Stage 2: Conduct a Wage/Salary Survey
FORMAL AND INFORMAL SURVEYS BY THE EMPLOYER
COMMERCIAL, PROFESSIONAL, AND GOVERNMENT
SALARY SURVEYS SALARY SURVEY INTERPRETATION AND USE
Stage 3: Combine the Job Evaluation and
Salary Survey Information to Determine
Pay for Jobs
DEVELOPING RATE RANGES BROADBANDING
Expert Opinion: Academic Viewpoint
Special Considerations in Compensation
Correcting Out-of-Line Rates
Pay for Knowledge: Competency-Based Pay Plans
Pay for Executive, Managerial, and
Professional Jobs
COMPENSATING EXECUTIVES AND MANAGERS
COMPENSATING PROFESSIONAL EMPLOYEES
Chapter Summary Case Incident Key Terms
12. Pay-for-Performance and Financial Incentives
Where Are We Now . . .
Money and Motivation
Motivation and Incentives
MOTIVATORS AND FREDERICK HERZBERG
DEMOTIVATORS AND EDWARD DECI EXPECTANCY
THEORY AND VICTOR VROOM
Types of Incentive Plans
Incentives for All Employees
MERIT PAY EMPLOYEE SHARE PURCHASE/STOCK
OWNERSHIP PLAN PROFIT-SHARING PLANS
HR in the News: Air Canada Pilots Secure
Financial Incentives in Collective Bargaining
Agreement
SCANLON PLANS GAINSHARING PLANS
Incentives for Operations Employees
PIECEWORK PLANS
Team or Group Incentives
Incentives for Senior Managers and Executives
SHORT-TERM INCENTIVES LONG-TERM INCENTIVES
Incentives for Salespeople
SALARY PLAN FOR SALESPEOPLE COMMISSION
PLANS FOR SALESPEOPLE COMBINATION PLANS
FOR SALESPEOPLE
Developing Effective Incentive Plans
When to Use Incentives
How to Implement Incentive Plans
Employee Recognition Programs
Recognition and Incentives for Entrepreneurs
Chapter Summary Case Incident Key Terms
13. Employee Benefits and Services
Where Are We Now . . .
The Strategic Role of Employee Benefits
Government-Mandated Benefits
Employment Insurance (EI)
Canada/Quebec Pension Plan (C/QPP)
Workers Compensation
CONTROLLING WORKERS COMPENSATION COSTS
Expert Opinion: Academic Viewpoint
Paid Time Off
MATERNITY/PATERNITY LEAVE VACATIONS LEGISLATED
HOLIDAYS PAID BREAKS
Pay on Termination of Employment
REASONABLE ADVANCE NOTICE PERIODS ADVANCED
NOTICE FOR MASS LAYOFFS SEVERANCE PAY
Voluntary Employer-Sponsored
Healthcare Benefits
Life Insurance
Supplementary Healthcare/Medical Insurance
Short-Term Disability Plans and Sick Leave Plans
Long-Term Disability Plans
Mental Health Benefits
Retirement Benefits
Two Categories of Pension Plans
Designing Pension Plans
SUPPLEMENTAL EMPLOYEE RETIREMENT PLANS (SERPS)
Employee-Specific Benefits
Family-Friendly Benefits
SUBSIDIZED CHILDCARE ELDERCARE
Flexible Work Schedules
FLEXTIME TELECOMMUTING COMPRESSED WORK
WEEKS JOB SHARING WORK SHARING
Voluntary Job-Related Services
EDUCATIONAL SUBSIDIES PAID TIME OFF FOR
VOLUNTEERING TRANSPORTATION FOOD
SERVICES SABBATICALS
Personal Services
CREDIT UNIONS COUNSELLING SERVICES EMPLOYEE
ASSISTANCE PLANS (EAPS) OTHER PERSONAL SERVICES
Executive Perquisites
Emergent Issues in Employee Benefits
Flexible Benefits Programs
Benefits Administration
Keeping Employees Informed
Reducing Health-Benefit Costs
Benefits Fraud
Retiree Health Benefits
Chapter Summary Case Incident Key Terms
Part-V Building Effective Employee Employer
Relationships
14. Occupational Health and Safety
Where Are We Now . . .
Strategic Importance of Occupational
Health and Safety
Employee Wellness Programs
Occupational Health and Safety Legislation
Responsibilities and Rights of Employers and Employees
JOINT HEALTH AND SAFETY COMMITTEES THE
SUPERVISORS ROLE IN SAFETY
Control of Toxic Substances (WHMIS) Legislation
Enforcement of Occupational Health and
Safety Laws
HR in the News: Criminal Negligence at Work
Linking Occupational Health and Safety
Legislation with Other Legislation
What Causes Accidents?
Unsafe Conditions
Unsafe Acts
PERSONAL CHARACTERISTICS VISION LITERACY
AGE PERCEPTUAL VERSUS MOTOR SKILLS
Strategic HR: Guiding Young Workers in Health and Safety
How to Prevent Accidents
Fostering a Culture of Safety
Reducing Unsafe Conditions
Reducing Unsafe Acts
SELECTION TESTING LEADERSHIP COMMITMENT
TRAINING AND EDUCATION POSITIVE
REINFORCEMENT
Before the Accident
After the Accident Facilitating the Employees
Return to Work
Entrepreneurs and HR: Small Business Safety
Calculator
Expert Opinion: Academic Viewpoint
Occupational Health and Safety
Challenges in Canada
HR in the News: Fidelity Investments Canada
Focuses on Employee Health
Alcohol and Substance Abuse
Job-Related Stress
REDUCING JOB STRESS BURNOUT
Post-Traumatic Stress Disorder
HR in the News: Overcoming PTSD as a Family
WORKERS COMPENSATION AND STRESS-RELATED
DISABILITY CLAIMS
Repetitive Strain Injuries
ERGONOMICS VIDEO DISPLAY TERMINALS
Workplace Toxins
WORKPLACE SMOKING VIRAL PANDEMIC
Violence at Work
HR in the News: What Are Employers
Responsibilities When Customers Troll
Employees Online?
Workplace Violence and the Law
Prevention and Control of Workplace Violence
IDENTIFY JOBS WITH HIGH RISK OF VIOLENCE
INSTITUTE A WORKPLACE VIOLENCE POLICY
HR in the News: Protecting Workers from
Workplace Violence
HEIGHTEN SECURITY MEASURES
Chapter Summary Case Incident Key Terms
15. Managing Employee Separations: Turnover, Communication, and Employee Engagement
Where Are We Now . . .
What Are Employee Relations and Employee Engagement?
Ensuring Fair Treatment
Employee Engagement
HR in the News: Mass Layoffs Gone Wrong
Expert Opinion: Academic Viewpoint
Employee Turnover and Associated Costs
Cost of Turnover
Voluntary Turnover
Quits or Resignations
HR in the News: Employees Failed to Provide
Notice for Resignations
Retirement
Involuntary Turnover
Dismissal for Just Cause
HR in the News: Fired for Chronic Lateness
Progressive Discipline
Downsizing via Layoff
CONSIDERATIONS DURING INVOLUNTARY TURNOVER
Providing Reasonable Notice
BAD-FAITH DAMAGES
HR in the News: Employees Are Entitled to Outstanding Bonus Payments during the Reasonable
Notice Period
PUNITIVE DAMAGES
Constructive Dismissal
Avoiding Wrongful Dismissal Suits
ESTABLISHING FOR JUST-CAUSE DISMISSAL
RULES AND REGULATIONS
HR in the News: Fired for Misconduct: Not
Always an Open-and-Shut Case
The Termination Interview
Chapter Summary Case Incident Key Terms
16. Labour Relations
Where Are We Now . . .
Introduction to Labour Relations
HR in the News: Collective Agreement Puts Aboriginals First
Why Do Workers Organize?
Union Security
The Impact of Unionization on HRM
The Labour Movement in Canada Today
Strategic HR: Forming Unifor
Membership Trends
GLOBAL COMPETITION DEMOGRAPHICS
UNIONIZATION OF WHITE-COLLAR EMPLOYEES
Canadas Labour Laws
The Labour Relations Process
Step 1: Desire for Collective Representation
Step 2: Union Organizing Campaign
EMPLOYER RESPONSE TO AN ORGANIZING CAMPAIGN
Step 3: Union Recognition
Step 4: Collective Bargaining
PREPARATION FOR NEGOTIATIONS
Step 4: Collective Bargaining: Negotiations
FACE-TO-FACE NEGOTIATIONS
Expert Opinion: Academic Viewpoint
Step 4: Collective Bargaining: Contract Approval
THE CONTRACT APPROVAL PROCESS
HR in the News: Walmarts Approach to
Unions Proves Costly
Step 4: Collective Bargaining: Third-Party Assistance
THIRD-PARTY ASSISTANCE AND BARGAINING IMPASSES
WORK STOPPAGES
Step 4: Collective Bargaining: Typical Provisions
UNION RECOGNITION CLAUSE UNION SECURITY CLAUSE
NO-STRIKE-OR-LOCKOUT PROVISION MANAGEMENT
RIGHTS CLAUSE ARBITRATION CLAUSE
Step 5: Contract Administration
SENIORITY DISCIPLINE
Step 5: Contract Administration: Grievances
GRIEVANCE RESOLUTION AND RIGHTS ARBITRATION
HR in the News: When Is Random Drug or
Alcohol Testing Permissible?
Chapter Summary Case Incident Key Terms
VOLUNTARY RECOGNITION REGULAR CERTIFICATION
PREHEARING VOTES TERMINATION OF BARGAINING RIGHTS
17. Managing Human Resources in a Global Business
Where Are We Now . . .
The Globalization of Business and Strategic HR
How Intercountry Differences Affect HRM
CULTURAL FACTORS ECONOMIC SYSTEMS
LEGAL SYSTEMS LABOUR COST FACTORS
INDUSTRIAL RELATIONS FACTORS
Global Relocation
Expert Opinion: Academic Viewpoint
Why Expatriate Assignments Fail
Global Staffing Policy
Selection for Global Assignments
Orienting and Training Employees for
Global Assignments
International Compensation
THE BALANCE SHEET APPROACH VARIABLE PAY
International EAPs
Performance Appraisal of Global Managers
Repatriation
Managing Global Workers within Canada
HR in the News: Changes to the Temporary
Foreign Workers Programs
Barrier 1: Lack of Canadian Experience
GLOBAL HRM: Successful Integration of Immigrants in Canada
Barrier 2: Poor Transferability of Foreign
Education or Training
Barrier 3: Lack of Literacy Skills
Chapter Summary Case Incident Key Terms
Carter Cleaning Centres
Notes
Glossary
Name Index
Subject Index