Human Resource Management Essay

Unions were a major turning point in Canada’s labor industry since they were meant to put the power of government behind the rights of the workers for them to bargain collectively with their employees on matters like working conditions, wages, and working hours. Trade unions were supposed to protect workers against arbitrary decisions like sudden wage cuts, layoffs and firing. Trade unions were majorly meant to protect the interest of the workers. Employers, however, do not like trade unions. In an economy that has a lot of uncertainty, employers want to have the flexibility of cutting wages, hiring and firing and also adding extra hours to the workers when there is a need. However, there is a decline in labor unions due to the current employment shift. There was a shift in employment from industries that had high unionization rates like the manufacturing and construction industries to occupations with lower unionization rates like retail trade and professional services. Even though most of the things trade unions did like ensuring comfortable working conditions have been enshrined in the law, trade unions are still crucial in ensuring workers are safe in their workplace.

The state of the labour unions in British Columbia and Quebec are factors that will affect Stonewall’s HR Planning. Stonewall will have to ensure they walk the tight line between ensuring they are fiscally responsible while maintaining a good relationship with these unions. This is not only important for future relations but because of the importance that is placed on public relations and ultimately

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

Employment Law helps to govern the relationships between the employee and the employer with relations to guidelines.

Thesis: The Lakeside Packers case demonstrates that the province of Alberta requires the Labour Code to be amended to allow for First Contract Arbitration in the Collective Bargaining Process.

PC 1003 was the most significant moment in the Canadian Labor. During 1944, the ruling Liberal government passed an emergency order-in-council, PC 1003 which protected the workers from the right to organize and recognize unions chosen by majority of the workers. This emergency law was extended by two years after the war’s end to bring peacetime economy and labor stability. It made employers to bargain with the legally certified organization of the employees. It was during 1944, when the full national system collective labor-relation law was established by the federal government.

The Government of Saskatchewan in October 2013, introduced a new legislation, Foreign Worker Recruitment and Immigration Services Act (FWRISA). This FWRISA was introduced as a step to protect the exploitation of the foreign workers in the province(1). This act safeguard the interests of foreign workers from recruitment and workplace related misconducts.

Employment legislation exists to protect both Employee and Employer and must be adhered to at all times. Legislation assists in regulating the relationship between Employers and Employees in order to ensure that abuse does not take place. It gives the employee a sense of security, and ensures we receive all the benefits we are entitled to.

All the workers who have difficulty forming unions would be within the reach of unions and would be able to negotiate better conditions for themselves. Both the Canadian Labour Laws and The New Zealand Employment Act have advantages and disadvantages, but have systems that have merit and may benefit from the law makers revisiting and changing some of the rules to give workers more voice. Unions have to find other ways of surviving, and attracting other sectors of workers that have no representation right now. They need to show their relevancy in the workplace because employers are giving the same conditions that unions were fighting over to non-union employees, the nature of work has changed and so the foundations the unions have built their business need to grow and change with the

Unions have a long and sometimes contentious history in Canada, although they are also the source of many of the labour laws and standards that we have come to accept as normal. However, since the 1980s, an increasing trend towards favouring neoliberal policies has erased many of the social welfare and employment standards gains by unions, with particularly harsh effects on more vulnerable populations including women, immigrants, younger workers, and Aboriginal peoples. A striking example of these shifts is seen in the restaurant sector in B.C., where recent controversies with Canada’s temporary foreign worker program has at least brought some discussions of worker’s rights to the headlines in regional and national newspapers. Unfortunately, despite this new attention the current political climate continues to be hostile to workers’ groups and to workers’ rights.

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and

This assignment deals with the Employment Equity Act of 19 October 1998. It covers the workings of the act in terms of equity and affirmative action and how it was implemented in Defy Appliances Ltd in 1999. It also covers some of the obstacles and challenges that were experienced by the company; as well as its success in other companies in South Africa

A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in