Managing Human Resources 11th Canadian Edition By Parbudyal Singh, Stephen D. Risavy
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Managing Human Resources 11th Canadian Edition By Parbudyal Singh, Stephen D. Risavy

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Pages
636
File size
8.07 MB
Format
Digital PDF
Category
eBook[PDF]
About this ebook
The 11th Canadian Edition of Managing Human Resources by Parbudyal Singh and Stephen D. Risavy focuses on the strategic role of HR professionals in achieving a sustainable competitive advantage through people. Published by Cengage Learning Canada Inc., the textbook is specifically designed to align with the Canadian Council of Human Resources Associations' body of knowledge to prepare students for the Certified Human Resources Professional (CHRP) exam. [1, 2]
The book spans 17 chapters organized into core parts that cover the following topics: [1]
Strategic and Legal Frameworks
  • Strategic Human Resource Management: Connecting HR strategies and practices directly to overall corporate performance and long-term organizational planning. [, 2, 3]
  • The Legal Environment: In-depth coverage of Canadian employment laws, human rights legislation, employment equity, and recent court cases. [1]
  • Diversity, Equity, and Inclusion (DE&I): Comprehensive, integrated updates exploring how DE&I impacts every standard human resource management activity. []
Job Design and Workforce Planning
  • Job Analysis and Design: Defining job roles, competencies, and requirements within contemporary organizations.
  • Human Resources Planning: Forecasting future workforce demand and supply while navigating business cycles. [1, 2]
Staffing the Organization
  • Recruitment: Sourcing talent using modern strategies, including localized channels and online avenues.
  • Selection: Evaluating candidates using valid and reliable testing tools, interviews, and reference screening protocols. [1, 2]
Training, Development, and Performance
  • Orientation and Training: Onboarding new team members and building modern skills capability.
  • Career Development: Establishing continuous learning systems and strategic succession planning.
  • Performance Management: Assessing, documenting, and improving employee productivity and behavioral outcomes. [1, 2, 3]
Total Rewards and Compensation
  • Strategic Compensation: Designing base pay systems and structure models that attract and retain top-tier talent.
  • Incentives and Benefits: Managing variable pay programs, medical benefits, and retirement schemes. [1, 2]
Employee Relations and Health
  • Occupational Health and Safety: Mitigating workplace hazards, managing risks, and ensuring legal provincial compliance.
  • Employee Rights and Discipline: Evaluating employment security, electronic surveillance boundaries, drug testing, and fair disciplinary actions.
  • Labour Relations: Navigating unionization environments, collective bargaining processes, and industrial relations in Canada. [1, 2, 3, 4]
Modern & Evolving Challenges (New to the 11th Edition)
  • Artificial Intelligence (AI) Integration: Deploying AI tools for recruitment, data collection, and operational efficiency.
  • Human Resource Information Systems (HRIS): Using software data analytics to guide executive decision-making.
  • Social Media Influence: Managing the balance between public corporate branding and employee privacy rights.
  • Corporate Social Responsibility (CSR): Navigating ethical workplace expectations and sustainable business practices. [, 2, 3, 4]

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Topics

Artificial Intelligence (AI) Integration: Deploying AI tools for recruitment data collection Canadian employment laws human rights legislation employment equity Career Development: Establishing continuous learning systems Corporate Social Responsibility (CSR): Navigating ethical workplace expectations Diversity Equity and Inclusion (DEI) how DE&I impacts every standard human resource management HR strategies and practices directly to overall corporate performance Human Resource Information Systems (HRIS) Incentives and Benefits: Managing variable pay programs Job Analysis and Design: Defining job roles competencies long-term organizational planning Occupational Health and Safety: Mitigating workplace hazards Orientation and Training: Onboarding new team members Performance Management: Assessing documenting Recruitment: Sourcing talent using modern strategies Social Media Influence: Managing the balance Strategic Compensation: Designing base pay systems and structure models workforce demand and supply while navigating business cycles
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