November 15, 2010
- New Centre for Labour Management Relations at Ryerson
- ILR Cornell Webcast: What impact has the November election had on the Obama administration's labor policies?
- No wage freeze for nurses and hospital staff and Public-sector wage hikes slow
- Working Toward a Model of ‘Mutual Gains’ in the Global Workplace
- Leadership defined
- Inclusive Leadership reduces turnover
- Human Capital – the Centrepiece of Business Strategy
- A Strategic Approach to Growing Talent for Succession
- Performance Management
- Where are the Women Engineers?
- Women Lawyers in the United States – pink ghetto?
- Collaboration in the Oil Sands after all that bad press?
- ICT as an enabler of a more economically, environmentally and socially sustainable world
- World Social Security Report
- Book of the Week
New Centre for Labour Management Relations at Ryerson
The Centre for Labour-Management Relations (“CLMR”) is a faculty-based research centre, devoted to the advancement of knowledge and understanding of labour-management relations. The three core objectives of the CLMR are: to support Ryerson faculty research in labour relations; to support and serve as a resource for the further development of Ryerson university teaching in the realm of labour-management relations; and to support meaningful interaction of Ryerson faculty and students with external actors within the realm of labour-management relations. The CLMR is under the External Direction of Mr. Buzz Hargrove and the Internal Direction of Dr. Maurice Mazerolle.
CLMR: Centre for Labour Management Relations website
ILR Cornell Webcast: What impact has the November election had on the Obama administration's labor policies?
A Conversation with Seth Harris, Deputy Secretary, U.S. Department of Labor
Join Harry Katz, ILR's Kenneth F. Kahn Dean, and Seth Harris '83, U.S. Department of Labor Deputy Secretary, for a live webcast as they discuss unemployment, policies to stimulate job growth, green jobs, disability in the workplace, and the aging workforce.
Date: Monday, November 29, 2010
Time: 11:00 am to 12:00 pm (EST)
Please connect 10 minutes prior to the live event.
Register online now -- this webcast is FREE of charge
No wage freeze for nurses and hospital staff and Public-sector wage hikes slow
“Ontario Arbitrator Kevin Burkett ruled the CEOs' position unreasonable and found the government's goal of a wage freeze for nurses and teachers was not binding. The government had "spoken politically" but "not legally" or "legislatively"… [SEIU Canada website see link below]
SEIU Canada, November 9, 2010: Hospital CEOs ordered to invest in nurses and patient care
Globe and Mail, November 9, 2010: Raise for Ontario hospital workers puts squeeze on cash for care, by Karen Howlett
The Canadian Press , November 9, 2010: Raise ordered for 17,000 unionized hospital workers, despite Ontario pay freeze
Globe and Mail, November 16, 2010: Economy Lab: Public-sector wage hikes slow, Tavia Grant
Globe and Mail, November 9, 2010: All parties cool to tackling wage-freeze issue in Ontario by Adam Radwanski
Working Toward a Model of ‘Mutual Gains’ in the Global Workplace
“ILR School professor Rosemary Batt’s research focuses on HR management in frontline operations, where tasks are labor intensive and profit margins are slim. It explores how to make this type of work more productive and effective so that companies can thrive, while the quality of jobs and pay for employees can improve.”
hrSpectrumNews: Center for Advanced Human Resource Studies (CAHRS), November/December 2010: ILR Professor Rose Batt: Working Toward a Model of ‘Mutual Gains’ in the Global Workplace
hrSpectrumeNews: Center for Advanced Human Resource Studies (CAHRS) November/December 2010 issue (Cornell University, ILR)
Leadership defined
This report draws from the wisdom of 100+ executives on seven of The Conference Board Councils in Europe, the United States and Asia to define the global forces that are redefining the structure of leadership.
The Conference Board, Inc., October 2010: Go Where There Be Dragons, Report by David Learmond, Charles Mitchell (24 pages, PDF)
Inclusive Leadership reduces turnover
“This study examines how leadership—specifically, inclusive forms of leadership—is critical for successfully leveraging diverse human capital to improve performance. In addition to the moral argument for developing an inclusive work environment, the results of this study suggest that inclusive leaders can also help the bottom line.
Center for Advanced Human Resource Studies, ILR School Cornell University, February 2010: Paving the Path to Performance: Inclusive Leadership Reduces Turnover in Diverse Work Groups (5 pages, PDF)
Journal of Applied Psychology, Volume 94, Issue 6, November 2009, Pages 1412-1426: Do Inclusive Leaders Help to Reduce Turnover in Diverse Groups? The Moderating Role of Leader–Member Exchange in the Diversity to Turnover Relationship by Lisa H. Nishiia, and David M. Mayerb (full text available to University of Toronto community by clicking Vol. 94 issue 6 on left then clicking on Get it U of T Libraries on right side of page)
Human Capital – the Centrepiece of Business Strategy
“The imperative for business leaders is to build organizational capabilities that support innovation, flexibility, collaboration and continuous learning.”
Cornell University ILR School: Making Human Capital the Creative Core of Strategy Execution, by Michael Serino, the executive director of Human Capital Development at Cornell University’s ILR School (8 pages, PDF)
A Strategic Approach to Growing Talent for Succession
This report describes the fundamentals of a successful GTFS (growing talent for succession) culture, and the basic questions companies must ask as they initiate a GTFS plan.
The Conference Board, Inc., November 2010: Executive Action Report by Barbara Galli (8 pages, PDF) available to current University of Toronto community by logging into/or creating a Conference Board of Canada e-library account
Performance Management
“The top three performance management challenges that organizations reported are that managers lack courage to have difficult performance discussions (63%); performance management is viewed as an “HR process” instead of as a “business critical process” (47%); and, that they experienced poor goal setting (36%).”
WorldatWork and Sibson Consulting October 2010: 2010 Study on the State of Performance Management
Press release, November 4, 2010
Globe and Mail, November 11, 2010: Picking up the pieces after a bad performance review Daneal Charney and David James Singh
Where are the Women Engineers?
Engineers Canada is the national organization of the 12 provincial and territorial associations that regulate the profession of engineering in Canada and license the country’s more than 234,000 members of the engineering profession. A recent report on trends in enrolment released by Canadian Engineers contains analysis and interpretation of data collected from universities on accredited engineering programs across Canada.
Engineers Canada, September 2010: Canadian Engineers for Tomorrow: Trends in Engineering Enrolment and Degrees Awarded 2005-2009 (73 pages, PDF)
Engineers Canada: Women in Engineering
Globe and Mail, November 9, 2010: Why more women aren’t becoming engineers, by Jennifer Myers
EPO – Equal Opportunity Publications website: Women Engineer – publications from the United States include title -- Workforce Diversity for Engineering and IT Professionals Magazine: Why So Few? Women in Science, Technology, Engineering, and Mathematics by James Schneider
Women Lawyers in the United States – pink ghetto?
“Overall, women account for about 15 percent of equity partners, a number that has remained essentially the same for the last five years. They constitute 18 percent of equity partners in one-tier firms, 17 percent of equity partners in mixed-tier firms and 14 percent of equity partners in two-tier firms.”
ABA Journal, November 9, 2010: Have Law Firm Structural Changes Created a ‘Pink Ghetto’? Study Raises the Question
The National Association of Women Lawyers and The NAWL Foundation, October 2010: Report of the Fifth Annual National Survey on Retention and Promotion of Women in Law Firms (27 pages, PDF)
Collaboration in the Oil Sands after all that bad press?
“If the industry hopes to avoid a new spate of competition for scarce labour, it should also consider such practices as extending access to customized work arrangements (such as flexible hours and travel opportunities), encouraging internal transfers instead of exits and approaching workforce planning and talent attraction as ongoing, high priority processes.” See Section 5, page 10: “The people equation: When you’re short on talent, you need to be long on ideas”
Deloitte, November 2010: Action and reaction in the oil sands: Negotiating a license to grow (24 pages, PDF)
Globe and Mail, November 11, 2010: Share more toys in the (oil) sand box, companies urged
Canada West Foundation’s Oil Sands Media Monitoring initiative is a twelve part of a series of reports tracking international coverage of the oil sands through the traditional and internet media in 2009/2010. These media monitors track how the oil sands are being perceived from both an environmental and economic perspective.
Canada West Foundation, July 2010: Oil Sands Media Monitoring: Blackened Reputation: A Year of Coverage of Alberta's Oil Sands (21 pages, PDF)
ICT as an enabler of a more economically, environmentally and socially sustainable world
The report highlights the key role of ICT as an enabler of a more economically, environmentally and socially sustainable world. The report was produced by the World Economic Forum in cooperation with INSEAD, the leading international business school, within the framework of the World Economic Forum’s Global Competitiveness Network and the Industry Partnership Programme for Information Technology and Telecommunications Industries.
World Economic Forum: The Global Information Technology Report 2009–2010, March 2010
Browse the report – Executive Summary is available
World Social Security Report
The World Social Security Report 2010-2011: Providing coverage in times of crisis and beyond is the first in a series to be published every two years by the ILO. The report examines the gaps in access to social security programs in areas such as health care, pensions, social assistance, and unemployment benefits. It finds that most of the world’s working age population and their families lack effective access to comprehensive social protection systems.
Press release, November 16, 2010: Social security plays critical role in times of crisis, but still eludes much of the world
Executive Summary, November 2010 (8 pages, PDF)
Full Report (299 pages, PDF)
World Social Security Report 2010/11: Providing coverage in times of crisis and beyond webpage
Book of the Week
Evidence-Based Reward Management: Creating Measurable Business Impact From Your Pay and Reward Practices, by Michael Armstrong, Duncan Brown and Peter Reilly. Philadelphia : Kogan Page, 2010. 250 p. ISBN 9780749456566
Evidence-Based Reward Management presents an analysis of the current failure of organizations to assess the effectiveness of pay and reward practices. It considers the reasons for this and outlines the damaging consequences of it. By examining recent developments in human capital information and measurement it looks at how HR can construct effective reward for improved performance, both for the individual and the organization.
The book presents the tools and techniques which can be applied to practice evidence-based reward management including a 4 step model, which sets strategic goals, reviews current policies, looks at how to pilot and make changes and improvements and explains how to monitor and adapt on an ongoing basis.
About the Author:
Michael Armstrong is a Companion and former Chief Examiner of the Chartered Institute of Personal Development (CIPD), joint managing partner of e-reward and an independent management consultant.
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Editor: Vicki Skelton
Designer: Nick Strupat
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