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Assignment # 1

1) There are numerous challenges facing Sportco and all Canadian organizations . These
challenges may be economic (e.g., recession), technological (e.g., computerization),
political (e.g., new government policies), social (e.g., concern for our environment),
Lie all Canadian businesses, Sportco will be coping for awhile with the current
recessionary cycle and smaller Canadian organizations lie Sportco cannot ignore the
many implications of international trade. !uring a recessionary period human resource
managers are needed to plan communicate and implement employee layoffs. The global
economy has also created a brain drain in Canada. "n addition, the need for increased
productivity allows #ustifies the creation of a human resources department at Sportco. "n a
business environment, productivity improvement is essential for long$run success.
Through gains in productivity, managers can reduce costs, save scarce resources, and
enhance profits. "n turn, improved profits allow an organization to provide better pay,
benefits, and woring conditions. The result can be a higher %uality of wor life for
employees, who are more liely to be motivated toward further improvements in
productivity. &uman resource managers contribute to improved productivity directly by
finding better,
2) &uman resource management aims to improve the productive contribution of individuals
while simultaneously attempting to attain other societal and individual employee
ob#ectives. The field of human resource management thus focuses on what managers'
especially human resource specialists'do and what they should do.
"mproving the contribution of human resources is so ambitious and important that all but
the smallest firms create specialized human resource departments to enhance the
contributions of people. "t is ambitious because human resource departments do not
control many of the factors that shape the employee(s contribution, such as capital,
materials, and technology. The department decides neither strategy nor the supervisor(s
treatment of employees, although it strongly influences both. )evertheless, the role of
human resource management is critical to the success'indeed, even the very survival'
of the organization. *ithout a motivated and silled worforce, and devoid of gains in
employee productivity, organizations eventually stagnate and fail
organization as both a support role, and through proactive actions such as conducting employee
surveys to assess satisfaction with organizational policies. Such proactive strategies on

Line +anager ,esponsibilities
-rovide details of all #ob positions and associated
sills needed to human resource manager.
"dentify training needs of employees and
communicatetothe human resource
-rovide ail necessary data to conduct #ob analysis.
"dentify performance standards and
communicate to human resource department.
Collaborate with the human resource manager in
preparation of #ob description and specifications.
-rovide details of performance standards and #ob
success and sill factors.
"nterview #ob applicants.
"ntegrate the information collected by &,
department and maeafinal decision on hires.
-rovide on$the$#ob training.
.ffer timely and valid appraisal of subordinates
and communication to the human resource
-romote and transfer employees using agreedupon
Coach subordinates.
!ecide on pay raises to employees on the basis of
merit or other agreed$upon criteria.
-rovide technical safety training.
/nforce all safety regulations.
/nsure fair treatment of employees.
-rovide all necessary data for accurate #ob
/nsure noise$free communication to employees.
!iscipline and discharge from own unit after due
"mplement motivational strategies.
"mplement organizational change.
Coach employees.
-rovide conflict resolution.
&uman ,esource +anager ,esponsibilities
0ll activities associated with human resource
planning. +ore specifically1
2 Translate organization needs into forecast of
people re%uired (both type and number).
2 3orecast potential supply of %ualified worers
from internal and e4ternal sources.
2 -lan strategies to match supply with demand.

Conduct #ob analysis.
-repare #ob description and specification in
collaboration with the line manager.
/nsure compliance with human rights laws and
organization(s policy on employment e%uity.
-lan and actual conduct of all activities related to
hiring, interviewing, and communication with #ob
3acilitate accurate and timely appraisal.
.ffer organizational development activities.
!evelop valid appraisal programs in collaboration
with line managers.
5eep accurate records of each employee(s sills,
past training, and wor accomplishments and mae
these available to line managers.
.ffer career counsellingto employees.
.versee compensation policy and administration.
-rovide safety training and ensure compliance with
safety rules.
-rovide #ob evaluation.
.ffer retirement counselling.
.versee benefit planning and administration.
Conduct employee surveys to assess satisfaction
with organizational policies and initiate corrective
-rovide outplacement service.
.ffer career counselling.
/stablish grievance handling procedures.
)egotiate with unions.
"nitiate organizational change efforts.
*hile the role of human resource departments (&,!) shows considerable variation
across organizations, almost all &,!s carry out several common activities, including the
assist the organization to attract the right %uality and number of employees6
orient new employees to the organization and place them in their #ob positions6
develop, disseminate and use #ob descriptions, performance standards and evaluation
help establish ade%uate compensation systems and administer them in an efficient and
timely manner6
foster a safe, healthy and productive wor environment6
ensure compliance with all legal re%uirements in so far as they relate to management of
help maintain a harmonious woring relationship with employees and unions where
foster a wor environment that facilitates high employee performance6 and
establish disciplinary and counselling procedures.