12 BUS Ch 5- Employment Cycle Flashcards Preview

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Flashcards in 12 BUS Ch 5- Employment Cycle Deck (73):
1

Human resource planning

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

2

What activities take place in the establishment phase?

~Planning
~Recruitment
~Selection
~Employment arrangements and remuneration

3

What activities take place in the maintenance phase?

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

4

What activities take place in the termination phase?

~Termination management
~Entitlement and transition issues

5

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

6

Job analysis

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

7

What does a job analysis entail?

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

8

Job description

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

9

Job specification

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

10

Job design

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

11

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

12

Recruitment

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

13

Internal recruitment

Involves considering present employees as applicants for available positions.

14

Advantages of internal recruitment

~Existing knowledge of business practises and culture.
~Saves time and money

15

Disadvantages of internal recruitment

~Higher potential for selection bias
~Potential for conflict and competition between employees

16

External recruitment

Applicant for a position is found from outside the organisation

17

Advantages of external recruitment

~Greater pool of applicants
~Ability to acquire new skills, attitudes and ideas

18

Disadvantages of external recruitment

~Time consuming
~Expensive

19

What is the role of an agency in recruitment?

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

20

Selection

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

21

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 absenteeism
~High accident or defect rates

22

What are the selection options?

Background checks
Application forms
Medical examinations
Interviews
Tests

23

Discrimination

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

24

Why must discrimination be prevented in the interview process?

Because it may contravene anti-discrimination or EEO legislation.

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