人力资源管理Chapter2

人力资源管理书籍

Chapter

6

Training Employees

What Do I Need to Know? 1. Discuss how to link training programs to organizational needs. 2. Explain how to assess the need for training. 3. Explain how to assess employees’ readiness for training. 4. Describe how to plan an effective training program. 5. Compare widely used training methods. The 6. Summarize how to implement a successful Legal Context for HRM and training program. 7. a Healthy & Safe Workplace ProvidingEvaluate the success of a training program. 8. Describe training methods for employee orientation and persity management. McGraw-Hill Ryerson Ltd. © 2005

C H A P T E R

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Steven Fletcher, MPSteven Fletcher is breaking barriers in Ottawa as Canada’s first quadriplegic MP. Steven is focused on using his abilities to contribute and improve the situation for others. Accommodations including building adaptations and use of technologies allow him to do his job.© 2005 McGraw-Hill Ryerson Ltd.

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IntroductionFederal, provincial and territorial governments set limits on HRM Need to be proactive about legal requirements rather than just merely maintaining compliance with legislation© 2005 McGraw-Hill Ryerson Ltd.

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The Legal Framework for HRMFederally Regulated (10%)(Partial List) Federal government departments, agencies, and Crowns Canada Post/couriers Banks, airlines TV & radio stations Telecommunications Railways, trucking etc.© 2005 McGraw-Hill Ryerson Ltd.

Provincially Regulated (90%)

All other businesses

.

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Equality in Employment OpportunityDiscriminationTo treat someone differently or unfairly because of a personal characteristic

Direct DiscriminationPolicies or practices that clearly make a distinction on the basis of a prohibited ground

Indirect DiscriminationPolicies or practices that appear to be neutral but have an adverse impact based on a prohibited ground© 2005 McGraw-Hill Ryerson Ltd.

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Legislation in CanadaCharter of Rights and Freedoms Official Languages Act Employment Equity Act The Canadian Human Rights Act Personal Information Protection and Electronic Documents Act (PIPEDA) Employment Standards Pay Equity Act© 2005 McGraw-Hill Ryerson Ltd.

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Employment Equity Designated GroupsVisible minorities

Women

Persons with a disability

Aboriginal peoples© 2005 McGraw-Hill Ryerson Ltd.

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Prohibited Grounds of DiscriminationPardoned conviction Race or colour National or ethnic origin

Disability

Canadian Human Rights Act

Religion

Marital and family status

Sex, sexual orientation

Age

© 2005 McGraw-Hill Ryerson Ltd.

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Human Rights Complaints

© 2005 McGraw-Hill Ryerson Ltd.

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The Government’s RoleAt a minimum employers need to comply with legal requirements for their jurisdiction Human Rights Commissions Human Rights Legislation Employment Equity Pay Equity The Privacy Commissioner of Canada PIPEDA© 2005 McGraw-Hill Ryerson Ltd.

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Employer’s RoleBona fide Oc

cupational RequirementA legal form of discrimination A necessary (not merely preferred) requirement for performing a job

Duty to AccommodateEmployers have a duty to accommodate an employee’s characteristic such as a disability and to take action so the employee can perform the job© 2005 McGraw-Hill Ryerson Ltd.

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Preventing HarassmentHarassment: Any behaviour thatdemeans, humiliates, or embarrasses a person and that a reasonable person should have known would be unwelcome

Sexual Harassment: Unwelcomebehaviour that is of a sexual nature or is related to a person’s sex

© 2005 McGraw-Hill Ryerson Ltd.

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Valuing DiversityA perse workforce provides a competitive advantageWider pool of talent Greater insight into needs of perse customers

Objectives for Diversity and Employment Equity may be linked Create an environment where inpiduals feel valued and can perform to potential© 2005 McGraw-Hill Ryerson Ltd.

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Occupational Health and SafetyInternal Responsibility SystemEmployers and employees share responsibility for creating and maintaining safe and healthy work environments

Workplace Health and Safety CommitteesCommittee jointly appointed to address health and safety issues

Bill C-45 (Westray Bill)Anyone who directs the work of others is criminally liable for safety offences© 2005 McGraw-Hill Ryerson Ltd.

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Employee RightsThe right to Know About known or foreseeable hazards in the workplace The right to participate In identifying & resolving job-related jobsafety and health problems The right to refuse

Dangerous work

© 2005 McGraw-Hill Ryerson Ltd.

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Employer-Sponsored Health and Safety Programs Job hazard analysis technique Technic of operations review

Identifying & Communicating Job Hazards

Reinforcing Safe Practices

Safety incentive program Focus on specific jobs/injuries

Promoting Safety Internationally

Ensure safety Cultural differences© 2005 McGraw-Hill Ryerson Ltd.