ADMN 201 Mnemonic Master List
Use these mnemonics to rapidly recall the complex frameworks in ADMN 201. These are derived from the core lesson notes and focus on the high-value exam areas.
HRM & Labour (Ch8) — The Big Three
1. SELECT — The Foundations of HRM
Use this to recall the entire scope of Human Resource Management.
- S — Strategize: HR Planning, Job Analysis, and Forecasting.
- E — Evaluate: Performance appraisals and the “ABC” of feedback.
- L — Law: Human Rights, BFOR, and Health & Safety Compliance.
- E — Earn: Compensation, Incentives, and Statutory/Optional Benefits.
- C — Cultivate: Recruiting, Selection, and Continuous Development.
- T — Teamwork: Labour Relations, Collective Bargaining, and Union Dynamics.
2. A.T.I.R.O — The Selection Process
The steps for hiring a new employee.
- A — Application: Initial screening of resumes/forms.
- T — Testing: Assessing skills, aptitude, and personality.
- I — Interview: Deep dive into behaviour and fit.
- R — References: Verification of the candidate’s history.
- O — Offer: The final hiring decision.
3. S.H.A.P.E. — The Legal Pillars
Crucial for the “Legal Landscape” portion of the exam.
- S — Safety (OHS): Right to refuse unsafe work; proper equipment.
- H — Harassment: Eliminating bullying and sexual harassment (hostile environment).
- A — Anti-Discrimination: Human Rights Act; BFOR (Bona Fide Occupational Requirement).
- P — Pay Equity: Comparable Worth (equal pay for work of equal value).
- E — Equity & Status: Employment Equity groups; Employee vs. Contractor status.
Training & Compensation (Ch8)
4. O.M.P.T. — Human Capital Development
How companies grow their people.
- O — Orientation: First step: policies and roles.
- M — Mentoring: Experienced leaders teaching the next generation.
- P — Pay-for-Knowledge: Tying rewards to new skills.
- T — Training: On-the-job and off-the-job methods.
5. B.A.S.E. — Attracting and Retaining
The components of the “Pay” package.
- B — Benefits: Mandated (EI, CPP) and Optional (Dental, etc.).
- A — Attraction via Base Pay: Wages and Salaries.
- S — Strategic Incentives: Piece-rate, Profit-sharing, Gainsharing.
- E — Equity & Law: Comparable worth and non-discrimination.
Unions & Bargaining (Ch8)
6. G.P.S. — Modern Union Challenges
Why union density is declining in Canada.
- G — Globalization: Jobs moving to low-cost areas.
- P — Part-time/Contract: Difficulty of organizing the non-traditional workforce.
- S — Smokestack Decline: Shrinking of traditional industrial sectors.
7. C.P.C. — The Legal Pillars of Unionism
- C — Constitution Act, 1867: Divided power (Federal vs Provincial).
- P — Privacy Council Order 1003: 1944 — established the legal right to bargain.
- C — Canadian Labour Code: Law for federal-level industries.
8. CAN I WIN — The Bargaining Cycle
- C — Certification: Legal start.
- A — Agreement: The goal (labour contract).
- N — Negotiation: Give-and-take.
- I — Impasse: When talks stall.
- W — Warfare: Strikes, lockouts, boycotts.
- I — Intervention: Mediation, conciliation, arbitration.
- N — New Teams: The finalized compensation/benefit package.
Evolving Workplace (Ch8/9)
9. K.I.D.S. — Core Changes
- K — Knowledge: Focus on expertise (Knowledge Workers).
- I — Integration: Folding contingent workers into the mainstream.
- D — Diversity: Attitudes, backgrounds as competitive advantage.
- S — Strategic Planning: Calculating quantity and cost of temp labour.
Leadership & Motivation (Ch9)
10. The 3-Step Charismatic Leader
- Envisioning: Articulating an inspiring future.
- Energizing: Creating excitement and urgency.
- Enabling: Supporting followers emotionally/practically.
11. ABC of Feedback
Use this for performance appraisal questions.
- A — Accurate: Objective, concrete examples from a performance log.
- B — Business-Oriented: Focus on business impact, not personality.
- C — Consistent: Regular feedback, not just once a year (no surprises).