Flashcards in 12 BUS Ch 5- Employment Cycle Deck (73):
Human resource planning
The development of strategies to meet the organisation's future human resource needs
What activities take place in the establishment phase?
~Employment arrangements and remuneration
What activities take place in the maintenance phase?
~Training and development
~Recognition and reward
What activities take place in the termination phase?
~Entitlement and transition issues
In the establishment phase, what should organisation's constantly monitor and plan?
1. Number of employees required
2. Their qualifications, skills and experience
3. When and where they will be needed
A systematic study of each employee's duties, tasks and work environment.
What does a job analysis entail?
~Equipment that must be used
~Degree of supervision
A written statement describing the employee's duties, tasks and responsibilities associated with the job.
A list of key qualifications needed to perform a particular job in terms of education, skills and experience.
Details the number, kind and variety of tasks that individual employees perform in their jobs.
What will a good job design consider?
The satisfaction of the employee's needs by giving the employee a variety of tasks and some decision-making responsibility
The process of attracting qualified job applicants from which to select the most appropriate person for a specific job
Involves considering present employees as applicants for available positions.
Advantages of internal recruitment
~Existing knowledge of business practises and culture.
~Saves time and money
Disadvantages of internal recruitment
~Higher potential for selection bias
~Potential for conflict and competition between employees
Applicant for a position is found from outside the organisation
Advantages of external recruitment
~Greater pool of applicants
~Ability to acquire new skills, attitudes and ideas
Disadvantages of external recruitment
What is the role of an agency in recruitment?
~Screen applicants and send them to the organisation for interviews etc
Involves choosing the candidate who best matched the organisation's requirements.
How can a poor selection process lead to increased costs and lower productivity?
~Training costs to suffice for poorly qualified staff
~Job dissatisfaction and high turnover
~High accident or defect rates
What are the selection options?
Occurs when a policy or a practise disadvantages a person based on a personal characteristic that is irrelevant to the performance of the work
Why must discrimination be prevented in the interview process?
Because it may contravene anti-discrimination or EEO legislation.
What are the typical steps in the selection process?
1. Receive applications
2. Screen applicants
3. Short list candidates
5. Referee check
6. Offer job
Full time permanent
Employees that have an ongoing employment contract which includes all legally required entitlements
Part-time permanent employment
Involves working fewer ordinary weekly or monthly hours compared with full-time employees
Fixed term contract
Employment is offered for a specific period
Employed on an hourly basis
A monetary payment in return for the work an employee performs
How can remuneration payments be made?
In the form of a wage or salary
An hourly or weekly rate of pay
A fixed amount of yearly pay
Forgoing salary in order to receive another non-cash benefit of equivalent value.
Why is paying employees appropriately important?
~Because it increases employee motivation, lowers rates of absenteeism and lowers turnover.
~Attracts and retains good employees
What are some additional work incentives?
~Bonuses, commissions, allowances.
~Use of company car, laptop, child care services, holidays.
What is a combination of a base wage and extras referred to?
What is a contractor?
Someone that is not an employee of the organisation but is self employed to do the job
Process of acquainting new employees with the organisation and the jobs they will perform
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
Process of teaching staff how to do their job more productively by enhancing knowledge and skills
Activities that prepare staff to take on greater responsibility in the future
A concept that a business monitors and interprets its environment, seeking to improve its understanding of the interrelationship between its actions and its environment
Benefits of training for employees
~Opportunity for promotion and self improvement
~Improved job satisfaction
Benefits of training to an organisation
~Goals and objectives met more effectively
~Reduced costs associated with less staff turnover, absenteeism, errors and accidents.
~A more capable workforce
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
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
Programs for developing effective managers
~ Formal business training
Preparing employees with potential to take on key management positions within the organisation in the future if the need arises
Recognition and reward programs
Acknowledging the work an employee has done and providing a benefit for their acheivement
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
Come from the task of the job itself (non monetary)
Outside the job itself (monetary or non-monetary)
Aims of a rewards system
~Integrated with corporate strategy
What problems can performance based rewards lead to?
~Conflict and competition between workers
~Difficulty in measuring productivity or job performance
Improving both organisational and individual performance through relating organisational performance objectives to individual employee performance objectives
The formal assessment of how effectively and efficiently an employee is performing their role in the organisation
The information provided to an employee after a performance appraisal
The ending of the employment of an employee
When an employee decides to give up full time or part time work and no longer be part of the labour force
The voluntary ending of employment by the employee quitting their job
When a person's job no longer exists
When a business dismisses an employee because there is not enough work to justify paying them
Occurs when the behaviour of an employee is unacceptable and an organisation terminates their employement
When an employee is dismissed for discriminatory reasons
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
What are the common methods of performance appraisal?
1. Management by objective
2. Essay method
3. Critical incident
4. Comparison method
What are the types of voluntary termination?
What are the types of involuntary termination?
Why do people resign?
-Promotion offer from another business
-Start their own business
-Boredom or dissatisfaction with current job
-Change of lifestyle
Why does redundancy occur?
What is a summary dismissal?
The most serious form of dismissal, when an employee breaches their contract