Journal Entry 1

October 1, 2015
Labor Relations
Being a resident of Canada it is necessary to have an idea about the key elements associated with
the Canadian labor laws so that the chances of being exploited get minimized. I feel that labor
relation processes prevailing in the country determine the job related attributes for an individual.
I have heard about the concept and working of labor unions but I was unaware of the structure
and mechanisms associated with labor unions in Canada. Labor union in general is a recognized
association of employees of a company that are aligned with the collective voice while dealing
with the management. The interactions existing between labor union and management of any
particular company is determinant of the relationships prevalent among the two parties.
Collective bargaining agreements are often initiated between the two parties and the bargain
agreement involves terms and conditions of employment.
Canadian labor laws have an objective to provide common set of rules for the sake of
negotiation. In addition to this another objective of labor laws is to protect the employees from
negative influences of disputes prevailing between the two parties. There are union certification
processes that are necessary to authenticate the labor unions working in the Canadian sectors.
Collective agreements are initiated for the period of minimum one year and procedures regarding
strikes and lockouts are detailed in the labor agreements. In addition to this the agreements are
aimed for the prohibition of unfair labor practices. Unions have many types depending on the
type of workers, geographical scope and labor congress affiliations. The focus of Canadian
unions is shifting towards globalization, demographic and unionization of white-collar crimes.

Individuals join labor unions with the view to ensure collective representations. In general it is
perceives by the common people that there are no systematic mechanisms of forming a labor
union. After reading this chapter I came to know that it is a 5-step process to organize a union
campaign. Grievance resolution and rights arbitration are also systematic in case of Canada that
ensure protection of employees.
1. Sloane, A. A., & Witney, F. (2007). Labor relations. Prentice Hall.
2. Ozanne, R. W. (1967). A century of labor-management relations at McCormick and
International Harvester (Vol. 1). University of Wisconsin Press.

Journal Entry 2
November 1, 2015
Performance Management
Performance management is a technical process that is necessary to have an idea about the
productivity of employees and their contribution towards organization. The process involves
encompassing of all the activities that are associated with the improvement of employees
performance, their productivity and their effectiveness towards organization. Definition of
performance expectations is the first step of performance management process after that there
must be training and coaching session. At the third step evaluation of performance is done and a
performance appraisal is formed. Step 4 deals with the performance rewards and step 5 is
associated with the conducting of career development discussions.
After having gone through this chapter I came to know about various tools that are used to make
a comparison between performances of different employees with the view to judge the
contribution. These tools that I have learned include paired comparison sample, forced
distribution method, critical incident sample and narrative forms. The narrative forms that are
used include rating scales that are behaviorally anchored. Performance appraisals preparation and
deriving of the desirable results from those appraisals depends on the technological
advancements. Technology increases the efficiency of management involved in the performance
management process by enabling them to get the process automated. In addition to this
employees are also benefitted from the use of technology as it provides them with a very clear
development path. There are certain problems that are linked to performance management and
these problems include that of validity and reliability and rating scale related issues. Similar is

the case of performance appraisal methods as each of them has unique advantages and
disadvantages associated and should be used keeping in view the needs and requirements of the
business.
1. Drucker, P. F. (1995). People and performance: The best of Peter Drucker on
management. Routledge.
2. Kaplan, R. S., & Norton, D. P. (2001). Transforming the balanced scorecard from
performance measurement to strategic management: Part I. Accounting horizons, 15(1),
87-104.

Journal Entry 3
December 1, 2015
Career Development
UI really had a kittle idea about the career development processes and the need for such career
development process. I have some professional experience but the organization with which I was
working has little focus on career development. This contributed towards decline in the
productivity of employees of that particular organization. After having overview of this chapter I
developed a clear idea about the significance of career development processes and the ways to
get better results from these processes for the betterment of an organization.
Career planning and development is a deliberate process going through which a person becomes
aware of the career-related attributes and the series of objectives that may lead towards career
fulfillment in a very effective manner. The early stages of career development processes involve
vocational preference test that deals with realistic orientation, investigative orientation, social
orientation, conventional orientation, enterprising orientation and artistic orientation. It is the
responsibility of an individual to acknowledge his/ her duties and remain faithful with the duties
assigned. It requires the attributes of self-motivation, independent learning, money management
and self-promotion. Role of manager is also quite significant keeping in view the responsibilities
assigned to managers. It is duty of manager to ensure provision of timely and objective form of
performance feedback, offer developmental opportunities to the employees, participate in all the
process dealing with the field of career development and simultaneously act as a coach, mentor,
advisor, and a referral agent. Management of transfers is also quite necessary in this regard

because transfers may create serious disputes because routine transfers are often refused by the
employees.
1. Brown, D. (Ed.). (2002). Career choice and development. John Wiley & Sons.
2. Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2004). Career benefits
associated with mentoring for proteges: a meta-analysis. Journal of applied
psychology, 89(1), 127.

Journal Entry 4
January 1, 2016
Job descriptions

I discover it truly elusive the exit plan when i was requested that compose a specimen or
speculative set of working responsibilities. I was ignorant of the truths that are initially should
have been investigated while composing an expected set of responsibilities. I accumulated mettle
and took it as a test and learning background. I just had a thought that i will need to take after the
six stages strategy however what were those six stages i was totally unconscious of it. While
investigating the arrangements online i went over different websites where i investigated few
occupations that are as per my aptitudes. These employments were identified with deals division
and I feel that offering aptitudes of mine are sufficiently adequate to create high volume of offers
for any foundation I work for. Dissecting the sets of responsibilities gave on the sites I came to
realize that a large portion of the associations begin by "Searching for fair and able people why
should willing act as a piece of offers group with the perspective to clean their abilities and win a
sensible sum". The thoughts regarding perfect sales representative abilities contrast from
individual to individual and are hence subjective in nature.
In the wake of having broken down various sets of responsibilities gave on different sites i came
to know that for all intents and purposes sets of responsibilities are composed in an altogether
different manner from what I have gained from my course reading. In course book it is
accentuated that set of working responsibilities ought to express the compensation extend
however the sites i went to have not very many sets of expectations expressing pay run rather

more center is communicated on aptitudes required by the business and the open doors gave to
the representatives. It demonstrates that it is more desirable over examine the compensation at
the season of meeting. Meeting is an exceptionally last stage during the time spent enlistment
and comes after introductory screening and testing methods have been finished. This gave me the
chance to learn much about the ideal method for composing sets of responsibilities.
1. Wakefield, A., Spilsbury, K., Atkin, K., McKenna, H., Borglin, G., & Stuttard, L. (2009).
Assistant or substitute: exploring the fit between national policy vision and local practice
realities of assistant practitioner job descriptions.Health Policy, 90(2), 286-295.
2. White, R. P., & Sarver, D. M. (2003). Contemporary treatment of dentofacial
deformity (Vol. 751). St Louis, Mo: Mosby.

Journal Entry
February 1, 2016
Technology and HRM
I did not have any idea that innovation is very huge in deciding the results of Human asset
arrangements at an association. I was of the perspective that human asset administration just
manages the correct utilization of HR that are accessible with the association and imminent HR
that can be made accessible with the association by enlisting them. Subsequent to understanding
this section I came to realize that innovation has absolutely changes the conventional capacities
played by Human asset divisions at associations. Innovation has added to diminish the valuebased exercises of human asset divisions and has expanded the customer center alongside
enhanced conveyance of administrations. Another essential variable that has changed the
working and results of human asset administration is that of incorporated human asset data
framework usually known as (HRIS). It manages the utilization of incorporated frameworks with
the perspective to store and process data connected with the HR working with the association.
Subsequent to watching the HRIS at my study place I came to realize that HRIS makes it simple
to make and keep up representatives records, lawful consistence, key arrangement, gauging, and
ability administration.
Three stages are included in the choice and usage of HRIS. Stage 1 manages the appropriation
and determination of necessities, stage 2 includes the strides connected with execution and the
third stage is that of combination that I planned to prepare the clients of framework. Alongside
expanding globalization the idea of electronic HR has appeared and it can be reflected to be the
type of innovation that empowers human asset faculty to coordinate the HR with methodologies

and procedures keeping in mind the end goal to enhance the conveyance of HR administration.
At first the HR framework depended on paper-based work and after that in the wake of going
through early PC innovation and electronic database frameworks it has now come to online
innovation.
1. Brewster, C., & Mayrhofer, W. (Eds.). (2012). Handbook of research on comparative
human resource management. Edward Elgar Publishing.
2. Hempel, P. S. (2004). Preparing the HR profession for technology and information
work. Human Resource Management, 43(23), 163-177.