Statement of purpose

This report aims to state Human Resource Management in organizations and corporations—the various labor laws in the health care sector and the strategies involved. We also learned about employees’ occupational safety and multiple people involved in the organization in the seminar. The report also states the leanings about the job description and employee engagement and how to ensure the efficiency of the employees by providing them with the proper training and development. The report analyzes the people’s performance in the organization, also known as performance management.

Day 1 

Session 1 

HRM is the Tactics used by corporations and organizations to manage their human resources to influence numerous organizationally pertinent results greatly. It Impacts the rate at which staff leaves the organization. This management also includes the management of the human capital which plays a pivotal role in the achievement of the strategic objectives of the management. It results into an improved motivation and sense of security among the employees which in turn improves the retention rate. In this session, we learned the importance of employees and that they are the Human capital since they are the asset to the organization (HBR, n.d.).

Session 2

The high functionality can be obtained only through employees. To do so, we need as systematic plan to manage the performance of the employees and enhance their skills and knowledge through a more appropriate behaviour. This will add as a helpful factor in strategy to win the competitive battle. It is essential that the employees are motivated and have robust policies, a complex work culture, and a timely reward system. They are providing employees with some assurance of security. E.g., As of old jobs are abolished, and new ones are established, giving them precedence in training and retraining. Providing employees with access to fair trials and being heard on production processes, problem-solving, and human resource policies, and practices. Apart from all this, even strong leadership plays an important role. We also saw the AMO model in this session, which talks about the ability, motivation, and opportunity to perform (Investopedia, 2021).

Labor Laws and strategies

Day 2: 

Session 3

As per the labor law,” “Retaliation is prohibited.” Employers are prohibited from penalizing employees. If they do so, they can be ordered to compensate and reinstate the employee, ordered to pay the penalty, or be prosecuted. As per the Ontario employment standard there are different topics covered like  the number of working hours , eating periods and rest periods, wages that are being paid, payment for overtime, tips and gratuities, minimum wage, leaves for pregnancy, and parental leave, sick leave, bereavement leave, leave for family responsibility, family caregiver leave, leave for family medical emergencies, critical illness leave, child death leave, child disappearance leave when it is related to crime, sexual violence leave or domestic violence leave, pre declared emergency leave, emergency leave for infectious disease, organ donor leave, reservist leave, public holiday leave, leaves for vacation, termination of employment and temporary layoffs of employees, severance of employment, getting paid equally  for equal work, agencies for temporary help, lie detector tests and plans for benefit. Other add on  laws are Occupational Health and Safety Act law which ensures that there is a safe working in the organization and it ensures that there is a  healthy workplace environment. Then comes the Labor Relations Act, 1995, this law Regulates employment relationships in Ontario which is unionized workplace, and the next is the pay equity law, this law examines all the positions in a company and presents an unbiased comparison of the work that the women are doing and check if they are compensated equally for that. The Human Rights Tribunal of Ontario checks whether the rights are violet or not; Human Rights Legal Support Centre Services may include advice, support, legal representation, and the Ontario Human Rights Commission, which works to identify the root causes of discrimination. In case of need, an employee or the employer can reach out to the previously mentioned support centers and seek help, and then the necessary actions are taken (Ontario, n.d.).

Session 4

In this session, we learned about what the Unions and employers regulated under the LRA must do before they may legally engage in a work stoppage and nurses’ accountability in case of strikes. We learned that All nurses are accountable for acting when client care is compromised, including recognizing, and advocating for measures to reduce and address problems that could leave clients without necessary nursing care.

Occupational Safety 

Day 3 

Session 5

Everyone shares the responsibility” of constructing a safe environment at the workplace.”

The legal frame work is given to us by The Occupational Health and Safety Act. This act outlines methods related to workplace dangers and it makes sure that the legislation will be enforced if the workers are not complying with the law of the workplace voluntarily. In this the internal responsibility system means that everyone who is a part of the workplace has a certain role in keeping the workplace safe and healthy overall. The hazards must be addressed by the employees and the supervisors and they should be informed to the workers. Everyone play their own roles and have their own responsibility in this. The Employer is charged with the responsibility to take care of the “health and safety in the workplace and is made responsible for taking necessary precautions in the circumstances for protecting the workers. Supervisors ensure that everything is flowing smoothly, the workers participate in the programs established for the health and safety at the workplace, and the Health and safety representatives are responsible for the high-end safety and health. As per the OHSA, three rights can be practiced: the right to know, the right to participate, and the right to refuse. In an organization, there are also Joint Health and Safety Committees who are responsible for monitoring workplace health and safety, identifying workplace dangers, and recommending workplace health and safety improvements as needed. Not all organizations require A health and safety representative, but it is necessary for a workplace or construction project where the number of workers regularly exceeds five. Later in the same session, we also learned about the policies Applying to Violence and Harassment, Duties and Responsibilities, and Acts and Regulations. We know that A mentally healthy workplace is a high-functioning, respectful and productive environment and that workplace stress can be harmful. The need for work-life balance is essential to the organization’s well-being and its employees. To do so, we need to conduct a proper job analysis which can be done through interviewing, questionnaires, observation, and maintaining a work diary log(Employer Adviser, 2021).

Job Description 

Day 4 

Session 6

In this session, we learned about the importance of a job description and how it ensures the justification of duties and responsibilities of the position held. It also sets a stepping stone for the talent repository with the organization. The information includes many descriptive facts related to the job. To create a perfect job description, specific vital points need to be considered. There is also detailed description of working conditions needed. After this, we also saw some sample job descriptions, which gave an idea of what it should look like. It included all the points that need to be covered to make the job description effective and worthy (Shrm, 2022).

Employee Engagement 

Day 5 and 6 

Session 7

This session started with Screening and interviewing Job Applicants. Efficient Screening starts with specifying precise job requirements”. This session taught us how to screen out the applicants who do not match our needs and then on comparing the qualification of the remaining applicant’s to their respective job specifications and their job description.” We learned that for academic and administrative positions the applicants should be providing  a cover letter that would identify the role, provide us with the  background linking to their education and experience related to that part, and would also highlights their qualifications. There should be a proper resume attached to it. A good outline briefly describes education, professional experience, knowledge, skills, and accomplishments. Moving on, the other points that should be considered are the highest completed education level, the other educational designations possessed by the candidate, Examine their professional experience. In the interview what all skills can be tested and to identify them. Check for grammatical errors, and is the cover letter linked to the candidates qualifications to the position or not. Discussions help gather additional information about a candidate’s experiences. Later in the same session, we learned how to conduct the interview, what procedure needs to be followed for the same, the tips and tricks to keep in mind, and how to evaluate the applications using assessments. We even learned about mindful organizational practices, characterized by proactive or voluntary extra-role employee behaviors that can help prevent or mitigate incidents capable of jeopardizing the safe functioning of an organization”. This discussion also discussed the significance of providing support to the employees through various practices that will ensure the organization’s efficiency (Shrm, 2022).

Training and development 

Day 7 

This session taught us how we need first to identify our goals and then move in the direction of set plans. We learned about various engagement strategies that can be applied to bring more efficiency. It talks about how an organization should be focused on its employees. When employees are mentally and emotionally engaged, they push the organization to unmatchable heights. We can even ensure productivity by imparting proper training—assists in enhancing employee performance by widening the learning base of employees, which leads to better organizational performance. The Critical skills required by each employee here is to be identified by the managers that is their main role. Once the skills are identified then the employees are assigned the tasks and check if they need specific training for the same. Employee efficiency can be enhanced through employee engagement. Employees can be provided with different trainings like Formal orientation programs, Cross-functional training, and training for maintenance of professional skills we can also provide them Coaching on career development, and Personal Development

Performance Management 

Day 8 

A sound performance management system aids in a better performance due to availability of a concrete guide for the same. Performance can be analyzed through research. This practice supports “individual actions to organizational priorities, providing ongoing coaching and feedback to help employees perform at their best and making good decisions about how to reward and retain talent.”

In the same session, we saw how we need to move from traditional methods to new ones to improve our approach to performance management. It can either have administrative purposes or development purposes. When considering changes in performance management, organizations should question the vision and goals expected through the performance management approach. An unmistakable mission statement assesses proposed intercessions. A down to earth execution objective should be significant to the worker, decently testing, clear in characterizing what the representative is responsible for, within the worker’s ability to accomplish the arrangement, and their endeavors will decide achievement. We also learned how to assess the performance step by step and the challenges involved in the appraisal process. We also saw how performance management could be improved through proper training and development and the various methods involved in the same (Achievers, 2021).

Recommendations

The most relevant learning out of this would be how the employees play a vital role in the success of any organization, and even if they are the ones who are working for others still, the entire smooth flow and success are based on them. To ensure that the flow is smooth, an organization needs to look after the needs of the employees and ensure that they feel safe in the environment. One should be providing proper training to all the staff and looking after the safety. Another learning is how to screen the applications correctly and work on an accurate job description.

References

Achievers. (2021, March 30). 9 Employee Retention Strategies for Keeping Your Best Talent. Retrieved from www.achievers.com: https://www.achievers.com/blog/employee-retention-strategies/

Employer Adviser. (2021). Occupational Health and Safety Act. Retrieved from www.employeradviser.ca/: https://www.employeradviser.ca/unlawful-reprisals/occupational-health-and-safety-act/#:~:text=The%20OHSA%20sets%20out%20minimum,are%20covered%20by%20the%20OHSA.

HBR. (n.d.). Human resource management. Retrieved from hbr.org: https://hbr.org/topic/human-resource-management

Investopedia. (2021). Performance Management. Retrieved from www.investopedia.com/: https://www.investopedia.com/terms/p/performance-management.asp#:~:text=Performance%20management%20is%20a%20corporate,work%20most%20efficiently%20and%20effectively.

Nathan, A. (2016, March 10). 7 Key Steps for Better Training and Development Programs. Retrieved from www.shrm.org/: https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/key-steps-for-better-training-development-programs.aspx

Ontario. (n.d.). Reprisals. Retrieved from https://www.ontario.ca/: https://www.ontario.ca/document/your-guide-employment-standards-act-0/reprisals

Shrm. (2022). How to Develop a Job Description. Retrieved from www.shrm.org/: https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/developajobdescription.aspx

Shrm. (2022). Screening and Evaluating Candidates. Retrieved from www.shrm.org/: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/screeningandevaluatingcandidates.aspx