Canada’s Largest Employers

1. Hospital
2. Full-service restaurants
3. Supermarkets & grocery
4. Fast food restaurants
5. Colleges & universities
6. IT consulting
7. Commercial banking
8. Engineering services
9. Pharmacy

Stakeholders (People who care what happens within an organization)

Internal:

- Employees
- Management
- Owners
- Investors

External:

- Suppliers
- Creditors
- Government
- Community
- Customers/clients
- Shareholders

“Business” outcomes

- For profit – public ownership

o Revenue, growth, shareholder value
- For profit – private ownership
o Revenue, growth, profit
- Not for profit:
o Client experience, provision of services, community impact
- Government:
o Responsiveness, timeliness, service quality, enforcement
What are the objectives of HRM within business?

- Developing an organizational structure that will drive productivity

- Putting ample time aside to find and secure workers with required skills and the right
staff.
- Ensuring effective coordination and communication within an organization.

Business related employment outcomes

- Retention
- Engagement
- Succession planning
- Productivity
- Performance
o Task performance
o Organizational citizenship behaviours
o Counterproductive work behaviours

Aligning Strategy

- Business strategy -> HR practices -> HR outcomes -> Quality of goods or services ->
Financial performance

CUPE workers & Ministry of education

- What is the desired business outcome?

- Infer a business strategy
- Develop a commensurate HR strategy

Critique of strategic perspective

- People as resources
- Financial outcomes as the ‘bottom line’
- Ignores the role of employment in a human’s life
o Identity
o Intrinsic motivation; prosocial motivation
o “work ethic”

Example: Diversity, Equity & Inclusion

The business case

- Studies support the role of diversity in positive firm performance.

 - Example: McKinsey & Company found that companies in the top quartile for ethnic and
gender diversity were 30% more likely to financially outperform their peers.

A broader perspective

- Moral & legal reasons to support DEI efforts

- However, no justification for DEI leads to the best employee experience
o Attracts diverse talent

Beyond productivity...

- Employee commitment
o Continuance: I need to do this.
o Normative: I have to do this.
o Affective: I love my job!