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Business Management > 12 BUS Ch 5- Employment Cycle > Flashcards

12 BUS Ch 5- Employment Cycle Flashcards

(73 cards)

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1
Q

Human resource planning

A

The development of strategies to meet the organisation’s future human resource needs

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2
Q

What activities take place in the establishment phase?

A

~Planning
~Recruitment
~Selection
~Employment arrangements and remuneration

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3
Q

What activities take place in the maintenance phase?

A

~Induction
~Training and development
~Recognition and reward
~Performance management

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4
Q

What activities take place in the termination phase?

A

~Termination management

~Entitlement and transition issues

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5
Q

In the establishment phase, what should organisation’s constantly monitor and plan?

A
  1. Number of employees required
  2. Their qualifications, skills and experience
  3. When and where they will be needed
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6
Q

Job analysis

A

A systematic study of each employee’s duties, tasks and work environment.

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7
Q

What does a job analysis entail?

A 
~Job activities
~Equipment that must be used
~Job behaviours 
~Working conditions 
~Degree of supervision
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8
Q

Job description

A

A written statement describing the employee’s duties, tasks and responsibilities associated with the job.

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9
Q

Job specification

A

A list of key qualifications needed to perform a particular job in terms of education, skills and experience.

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10
Q

Job design

A

Details the number, kind and variety of tasks that individual employees perform in their jobs.

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11
Q

What will a good job design consider?

A

The satisfaction of the employee’s needs by giving the employee a variety of tasks and some decision-making responsibility

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12
Q

Recruitment

A

The process of attracting qualified job applicants from which to select the most appropriate person for a specific job

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13
Q

Internal recruitment

A

Involves considering present employees as applicants for available positions.

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14
Q

Advantages of internal recruitment

A

~Existing knowledge of business practises and culture.

~Saves time and money

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15
Q

Disadvantages of internal recruitment

A

~Higher potential for selection bias

~Potential for conflict and competition between employees

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16
Q

External recruitment

A

Applicant for a position is found from outside the organisation

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17
Q

Advantages of external recruitment

A

~Greater pool of applicants

~Ability to acquire new skills, attitudes and ideas

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18
Q

Disadvantages of external recruitment

A

~Time consuming

~Expensive

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19
Q

What is the role of an agency in recruitment?

A

~Screen applicants and send them to the organisation for interviews etc

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20
Q

Selection

A

Involves choosing the candidate who best matched the organisation’s requirements.

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21
Q

How can a poor selection process lead to increased costs and lower productivity?

A

~Training costs to suffice for poorly qualified staff
~Job dissatisfaction and high turnover
~High absenteeism
~High accident or defect rates

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22
Q

What are the selection options?

A 
Background checks
Application forms 
Medical examinations 
Interviews 
Tests
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23
Q

Discrimination

A

Occurs when a policy or a practise disadvantages a person based on a personal characteristic that is irrelevant to the performance of the work

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24
Q

Why must discrimination be prevented in the interview process?

A

Because it may contravene anti-discrimination or EEO legislation.

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25
What are the typical steps in the selection process?
1. Receive applications 2. Screen applicants 3. Short list candidates 4. Interviews 5. Referee check 6. Offer job
26
Full time permanent
Employees that have an ongoing employment contract which includes all legally required entitlements
27
Part-time permanent employment
Involves working fewer ordinary weekly or monthly hours compared with full-time employees
28
Fixed term contract
Employment is offered for a specific period
29
Casual employee
Employed on an hourly basis
30
Remuneration
A monetary payment in return for the work an employee performs
31
How can remuneration payments be made?
In the form of a wage or salary
32
Wage
An hourly or weekly rate of pay
33
Salary
A fixed amount of yearly pay
34
Salary sacrifice
Forgoing salary in order to receive another non-cash benefit of equivalent value.
35
Why is paying employees appropriately important?
~Because it increases employee motivation, lowers rates of absenteeism and lowers turnover. ~Attracts and retains good employees
36
What are some additional work incentives?
~Bonuses, commissions, allowances. ~Use of company car, laptop, child care services, holidays. ~Salary Sacrifice
37
What is a combination of a base wage and extras referred to?
Remuneration package
38
What is a contractor?
Someone that is not an employee of the organisation but is self employed to do the job
39
Induction
Process of acquainting new employees with the organisation and the jobs they will perform
40
What are the benefits of a well prepared induction program?
~Reduced stress and anxiety ~Ensure greater awareness of major safety policies and procedures ~Build employee confidence ~Establish good working relations
41
Training
Process of teaching staff how to do their job more productively by enhancing knowledge and skills
42
Development
Activities that prepare staff to take on greater responsibility in the future
43
Learning organisation
A concept that a business monitors and interprets its environment, seeking to improve its understanding of the interrelationship between its actions and its environment
44
Benefits of training for employees
~Opportunity for promotion and self improvement ~Improved job satisfaction ~Challenging work ~Adaptability
45
Benefits of training to an organisation
~Higher productivity ~Goals and objectives met more effectively ~Reduced costs associated with less staff turnover, absenteeism, errors and accidents. ~A more capable workforce
46
Training methods
1. Off-the-job experience 2. On-the-job experience 3. Action learning 4. Competency-based training 5. Training within industry 6. Corporate universities 7. Training technologies
47
What do effective development programs ensure?
~That staff are retained and that motivation and commitment are enhanced through promotion opportunities. ~Staff meet their full potential
48
Programs for developing effective managers
~Job rotation ~ Mentoring ~ Formal business training
49
Succession planning
Preparing employees with potential to take on key management positions within the organisation in the future if the need arises
50
Recognition and reward programs
Acknowledging the work an employee has done and providing a benefit for their acheivement
51
Benefits of a well designed recognition and rewards program to an organisation?
~Helps attract, retain and motivate employees. | ~Can reinforce strategies that will facilitate change or support desirable corporate values
52
Intrinsic rewards
Come from the task of the job itself (non monetary)
53
Extrinsic rewards
Outside the job itself (monetary or non-monetary)
54
Aims of a rewards system
``` ~Motivate staff ~Be Equitable ~Clearly communicated ~Defensible ~Consistent ~Relevant ~Cost-effective ~Integrated with corporate strategy ```
55
What problems can performance based rewards lead to?
~Conflict and competition between workers ~Difficulty in measuring productivity or job performance ~Industrial unrest ~High turnover
56
Performance management
Improving both organisational and individual performance through relating organisational performance objectives to individual employee performance objectives
57
Performance appraisal
The formal assessment of how effectively and efficiently an employee is performing their role in the organisation
58
Performance feedback
The information provided to an employee after a performance appraisal
59
Termination
The ending of the employment of an employee
60
Retirement
When an employee decides to give up full time or part time work and no longer be part of the labour force
61
Resignation
The voluntary ending of employment by the employee quitting their job
62
Redundancy
When a person's job no longer exists
63
Retrenchment
When a business dismisses an employee because there is not enough work to justify paying them
64
Dismissal
Occurs when the behaviour of an employee is unacceptable and an organisation terminates their employement
65
Unfair dismissal
When an employee is dismissed for discriminatory reasons
66
What are the 5 main objectives of performance appraisal?
1. To provide feedback 2. To act as a measurement for promotion and pay rise to be determined. 3. To monitor employee selection 4. Identify training and development needs 5. To identify new objectives
67
What are the common methods of performance appraisal?
1. Management by objective 2. Essay method 3. Critical incident 4. Comparison method
68
What are the types of voluntary termination?
Retirement Resignation Redundancy
69
What are the types of involuntary termination?
Retrenchment Dismissal Redundancy
70
Why do people resign?
- Promotion offer from another business - Start their own business - Boredom or dissatisfaction with current job - Change of lifestyle
71
Why does redundancy occur?
Technological changes Restructuring Merger Acquisition
72
What is a summary dismissal?
The most serious form of dismissal, when an employee breaches their contract
73
What is a dismissal on notice?
It is used when an employee is not doing their job properly

Business Management (8 decks)

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