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% Document Info
\author{Kyla (Kylaaal)}
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  /Title (hr-final-cheat-sheet.pdf)
  /Creator (Cheatography)
  /Author (Kyla (Kylaaal))
  /Subject (HR final Cheat Sheet)
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        \hspace*{-6pt}\includegraphics[width=5.8cm]{/web/www.cheatography.com/public/images/cheatography_logo.pdf}}
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    \vspace{-2pt}\large{\bf{\textcolor{DarkBackground}{\textrm{HR final Cheat Sheet}}}} \\
    \normalsize{by \textcolor{DarkBackground}{Kyla (Kylaaal)} via \textcolor{DarkBackground}{\uline{cheatography.com/217870/cs/47974/}}}
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  \mymulticolumn{2}{p{5.377cm}}{\bf\textcolor{white}{Cheatographer}}  \\
  \vspace{-2pt}Kyla (Kylaaal) \\
  \uline{cheatography.com/kylaaal} \\
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  \mymulticolumn{1}{p{5.377cm}}{\bf\textcolor{white}{Cheat Sheet}}  \\
   \vspace{-2pt}Published 20th April, 2026.\\
   Updated 20th April, 2026.\\
   Page {\thepage} of \pageref{LastPage}.
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  Measure your website readability!\\
  www.readability-score.com
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\begin{multicols*}{4}

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\mymulticolumn{2}{x{3.833cm}}{\bf\textcolor{white}{Chapter 9 compensation}}  \tn
% Row 0
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Interchange fees & Pay your bills through the wallet \tn 
% Row Count 2 (+ 2)
% Row 1
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Compensation management & - cash and non-cash rewards in exchange for their work. Direct: wages, variable pay: bonuses, commissions, stocks \tn 
% Row Count 8 (+ 6)
% Row 2
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Total \seqsplit{compensation/rewards} & ALL forms of pay. Direct financial payments (tangible returns), Indirect financial payments (benefits) \tn 
% Row Count 14 (+ 6)
% Row 3
\SetRowColor{white}
Objectives of compensation & Internal Equity - pay related to relative worth of jobs. External equity - paying workers relative to market \tn 
% Row Count 20 (+ 6)
% Row 4
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Determining direct compensation & Phase 1: compensation philosophy (lead, match, lag) Phase 2: job analysis (job description, job specification, performance standards), Phase 3: pricing jobs (job evaluation, market pricing, skill based), phase 4: matching employees to pay \tn 
% Row Count 32 (+ 12)
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\mymulticolumn{2}{x{3.833cm}}{\bf\textcolor{white}{Chapter 9 compensation (cont)}}  \tn
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pricing jobs: job evaluation methods & systematic procedures to determine the relative worth or value of jobs (internal equity) \tn 
% Row Count 5 (+ 5)
% Row 6
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Skill Based pay & depth (gaining greater expertise in existing skills), breadth (increases in the employees range of skills), self management (gaining higher level managment-type skills) \tn 
% Row Count 14 (+ 9)
% Row 7
\SetRowColor{LightBackground}
Fredrick herzberg - motivation/hygiene & motivator: meets intrinsic, higher level needs to be challenged and recognized. Hygiene: working conditions etc. enough to keep me from being dissatisfied \tn 
% Row Count 22 (+ 8)
% Row 8
\SetRowColor{white}
motivation: expectancy theory & expectancy (will my effort lead to high performance) x instrumentality (will performance lead to outcomes) x valence (do i find the outcomes desirable) \tn 
% Row Count 30 (+ 8)
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\mymulticolumn{2}{x{3.833cm}}{\bf\textcolor{white}{Chapter 10 employee benefits}}  \tn
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Total rewards & direct financial payments (pay), Indirect financial payments (benefits) \tn 
% Row Count 4 (+ 4)
% Row 1
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role of benefits: society & reduce social problems, assistance for independent wage earners, deduction, financial security against illness, disability, retirement \tn 
% Row Count 10 (+ 6)
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role of benefits: employer & EVP, reduce fatigue, support productivity, discourage labour unrest, satisfy employees, lower OT \tn 
% Row Count 15 (+ 5)
% Row 3
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roles of benefits: employee & less expense and more options, lower taxes, primary objective - get benefits \tn 
% Row Count 19 (+ 4)
% Row 4
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categories of benefits & government-mandated (legally required), voluntary: retirement, employee services, health \tn 
% Row Count 23 (+ 4)
% Row 5
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Voluntary retirement benefits & defined contribution plan - benefits depend on the amount employees contribute to the plan, group registered retirement savings plan (RRSP)- employees contribute directly from pay which is matched by the employer, deferred profit sharing plan (DPSP) - certain amount of company profits are credits to employees account \tn 
% Row Count 37 (+ 14)
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\mymulticolumn{2}{x{3.833cm}}{\bf\textcolor{white}{Chapter 11 employee relations}}  \tn
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Employee relations is impacted by.. & how human resource planning, placement, training and development, evaluation \& compensation is handled \tn 
% Row Count 6 (+ 6)
% Row 1
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impacted by… & policies on workplace and sexual harassment conflict resolution procedures, and employee involvement programs \tn 
% Row Count 12 (+ 6)
% Row 2
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five key dimensions of employee relations & employee involvement, employee communication, employee counselling, employee discipline, employee rights \tn 
% Row Count 18 (+ 6)
% Row 3
\SetRowColor{white}
Employee engagement - org justice & distributive: how rewards/costs shared by group, procedural: fairness of processes to make decisions, interactional: degree to which people are treated with dignity, respect and emotional support, informational: is the information used for decision making being shared fairly \tn 
% Row Count 32 (+ 14)
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preventative discipline & action taken to encourage acceptable behaviour \tn 
% Row Count 3 (+ 3)
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non culpable & management is required to prove sub-par performance, provide feedback, and opportunities to correct behaviours \tn 
% Row Count 9 (+ 6)
% Row 6
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culpable & disobedience, dishonesty, insubordination, or misconduct. Insubordination is difficult to prove. Direct disregard to authority, refusal obey instructions, disrespect \tn 
% Row Count 18 (+ 9)
% Row 7
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culpable: progressive discipline & severity depends on the type of offence and the number of times offence has occurred \tn 
% Row Count 23 (+ 5)
% Row 8
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constructive dismissal & major change in the employment terms - significant change in job function, demotion, demand for an employees resignation, forced transfer \tn 
% Row Count 30 (+ 7)
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the Wallace effect & decision of the Supreme Court in Wallace v united grain growers \tn 
% Row Count 4 (+ 4)
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wallce effect & resulted in the awarding of extended periods of notice in a number of wrongful dismissal cases where the employer acted in a callous manner \tn 
% Row Count 11 (+ 7)
% Row 11
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wallace effect & in the Honda Canada v Keats decision, addressed bad faith damages and restricted use of punitive damages \tn 
% Row Count 17 (+ 6)
% Row 12
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Employee assistance program (EAP) & comprehensive company program intended to help employees to overcome personal and work related problems. Online communications are increasingly being used to supplement EAP structures \tn 
% Row Count 27 (+ 10)
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\mymulticolumn{2}{x{3.833cm}}{\bf\textcolor{white}{Chapter 12 health safety}}  \tn
% Row 0
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Assumption of risk & legal expression used by the courts, workers accepted customary risks, workers were to protect themselves from special hazards, scars were accepted as badges of honour \tn 
% Row Count 9 (+ 9)
% Row 1
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health hazards & physical agents (exposure to physical elements), biological agents (exposure to natural organisms), ergonomic related (caused by the work environment) \tn 
% Row Count 17 (+ 8)
% Row 2
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careless worker & early approach to safety in the workplace which assumed accidents were due to workers carelessness \tn 
% Row Count 22 (+ 5)
% Row 3
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shared responsibility & a newer approach to workplace safety that relies on the cooperation of the employer and employees \tn 
% Row Count 27 (+ 5)
% Row 4
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principal of joint responsibility & workers and employers must maintain a hazard free workplace \tn 
% Row Count 30 (+ 3)
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employer responsibilities & "due diligence" - taking every reasonable precaution \tn 
% Row Count 3 (+ 3)
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federal and provincial safety regulations & the right to know about hazards in the workplace, the right to participate in correcting hazards, the right to refuse dangerous work \tn 
% Row Count 10 (+ 7)
% Row 7
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employee responsibilities & take reasonable care, wear protective clothing, report breach of regulations \tn 
% Row Count 14 (+ 4)
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employee rights & know about workplace hazards, partipate in the OH\&S process, refuse work if they have "reasonable cause" to belive it is dangerous \tn 
% Row Count 21 (+ 7)
% Row 9
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hazardous products act & protects consumers regulates sale of dangerous products \tn 
% Row Count 24 (+ 3)
% Row 10
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workplace hazardous material info information system (WHMIS) & requires that employers provide training to enable employees to understand and recognize hazards, now includes hazardous products act \tn 
% Row Count 31 (+ 7)
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mental health & causes the Canadian economy about \$50 billion a year \tn 
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\hhline{>{\arrayrulecolor{DarkBackground}}--}
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% That's all folks
\end{multicols*}

\end{document}