Term 2: Human resource cycle- Revision Flashcards
Acquisition (define)
HR managers determine whether a firm has the appropriate staff to meet the firm’s needs by:
○ Identifying the skills and number of employees needed in the future
○ Analysing the existing workforce
○ Comparing expected future needs with the existing supply of staff
Acquisition - Hiring additional staff involves (examples)
- Identifying staffing needs
- Recruitment
- Selection
Acquisition - Identifying Staffing needs (examples and define)
A systematic attempt to breakdown a job into its component tasks
○ What is to be done?
○ How is it to be done?
○ Why is it done?
Job Description: details duties, tasks and responsibilities
Job Specification: outlines specific skills, experience and qualifications needed for a particular job
Note: a good job description helps reduce the number of unsuitable applicants for a role and improves the chance of matching the right person to the right job
Acquisition - Recruitment (define)
The process of developing a pool of qualifies applicants from which the selection of the best person for a job vacancy can be made
Internal recruitment:
○ Organisation itself: transfer or promotion
○ Previous applicants - check records of previous job applicants
○ Unsolicited applicants - records of those who approached company on their own initiative
External Recruitment:
○ Referrals and networking - recommendations from colleagues or existing employees
○ Advertisements
○ Employment agencies - private specialists
○ School, colleges and universities - traineeships and access to graduates
Acquisition - Selection (define)
A screening process, which may involve;
1. Screening letters of application 2. Short listing applicants 3. Interviewing applicants 4. Background checking 5. Advising applicants of the outcomes; acceptance or rejection by successful applicant
Data collection methods: resumes, application forms, interviews, tests (ability, personality), reference checks
Development - Induction (define)
To give recruits the basic information they need to adjust quickly to their jobs
Development - Types of Induction (examples)
Two types of information
Background: ○ Industry information ○ History and philosophy ○ Goals and strategies ○ Management structure, police and procedures
Work-related: ○ Work schedules, hours ○ Pay rates, benefits and conditions ○ Supervisors and subordinates ○ Technology used
Development - Performance Management (define)
A strategic and integrated approach to organisational success in improving the performance of the people who work in the organisation
Converts organisational objectives into targets for department, teams and individuals.
Performance appraisal: used to evaluate and improve performance over time
Development - Performance appraisal (define)
A good system of review must avoid: ○ Personal bias ○ The halo effect ○ Unclear standards of performance ○ The activity trap
Reasons for reviews: ○ Feedback ○ Improvement Remuneration ○ Promotion and goal review ○ Training needs ○ Necessary records
Maintenance - Rewards (define)
Monetary: ○ Salary/ Wage ○ Commission ○ Bonuses ○ Profit sharing ○ Share plans ○ Fringe benefits
Non-monetary: ○ Job variety ○ Positive feedback ○ Flexible working hours ○ Secure organisations
Carefully designed rewards can lead to a more effective organisation
○ Recruitment - attract quality applicants
○ Retention - reduced turnover costs
○ Incentives - motivation
○ Cost minimisation
○ Image
Separation and Renewal (define)
Termination, or separation from the organisation, is the last stage of the cycle. For the organisation, the cycle renews as new staff join.
Release may be;
○ Employee initiated (retirement or resignation)
○ Employer initiated (redundancy or dismissal)
Separation and Renewal - departure by employee (examples)
Reasons for departure by the employee: ○ Broken promises ○ Disenchantment ○ Limited promotional opportunities ○ Personality clashes ○ Poor support mechanisms ○ Retirement
Separation and Renewal - Redundancy (define)
Occurs when an existing job is no longer required by a firm may be due to: ○ Changes in technology ○ Workplace restructure ○ Downsizing ○ Mergers or takeovers
Voluntary: employees nominate themselves
Involuntary: a decision by management, often when mergers occur and there is duplication of roles.
Separation and Renewal - Dismissal (define)
Termination (by the employer)
○ Instant or summary dismissal
○ Dismissal after a series of warnings
When dismissing, HR must ensure that:
○ The employee has been kept informed of standards of performance and behaviour
○ Counselling has been provided
○ Accurate records are kept
