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Business Management UNIT 3 > AOS 2 Human Resource Management > Flashcards

AOS 2 Human Resource Management Flashcards

(60 cards)

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1
Q

Human resource management

A

the process of maintaining the relationship between the employees and the business

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2
Q

productivity

A

a measure of
performance that indicates how many inputs (resources) it takes
to produce an output (goods or services)

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3
Q

Motivation

A

A drive/ desire to behave in a certain way to reach a goal

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4
Q

What factors does motivation improve?

A

Productivity, efficiency, competitiveness, success, achievement of business objectives

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5
Q

Extrinsic motivation

A

Motivation that comes from external factors associated with working on a task found outside the individual eg. pay

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6
Q

Intrinsic motivation

A

Motivation that comes from the satisfaction dervived from working on and completing a task from within the individual eg. emotional fulfillment

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7
Q

What does Maslow’s hierarchy of needs consisit of in order?

A

Physiological needs, safety needs,social needs, self esteem needs and self actualization needs

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8
Q

How does Maslow’s hierarchy work?

A

Once a level of need is satisfied it no longer becomes a motivating factor, and an employee’s level of need must be substantially satisfied before moving onto next need

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9
Q

What are advantages and disadvantages of Maslow’s hierarchy?

A

Advantages- Allows understanding of employee needs & can offer a range of motivational strategies
Disadvantages- Not everyone wants to meet self- actualization & not everyone has their needs in the chronolgical order set

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10
Q

How can HRM help employees satisfy physiological needs?

A

Paying employees with fair wages, allowing them to buy food

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11
Q

How can HRM help satisfy safety needs?

A

Long term employment contracts,safety training

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12
Q

How can HRM help satisfy social needs?

A

Social gatherings, Building friendships between employees, encouraging teamwork

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13
Q

How can HRM help satisfy esteem needs

A

Giving employees recognition, rewards such as employee of the month and empowerment,

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14
Q

How can HRM help satisfy self-actualisation needs?

A

Training to encourage personal growth, more challenging roles

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15
Q

What are the 5 principles of locke and latham’s goal setting theory

A

Clarity, challenge, commitment, task complexity, constructive feedback

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16
Q

Clarity principle

A

Goals should be easy and specific to measure

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17
Q

Challenge principle

A

Goal should be difficult enough to encourage employees to improve to achieve it, but not too overwhelming

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18
Q

Commitment principle

A

Employees should be involved in setting their own goals

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19
Q

Complexity of task principle

A

Goal should extend employees while still being in the scope of their ability

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20
Q

Constructive feedback

A

Manager should give ongoing feedback to employees to ensure they are on the right path to achieve their goal

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21
Q

Advantages and disadvantages of Locke and Latham Goal Setting Theory

A

Advantages- very clear goal focus, teamwork in establishing goals creates positive relationships
Disadvantages- assumes all employees will be motivated by goals and time consuming to give feedback and discuss goals

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22
Q

What are the four drives in the four drive theory?

A

Drive to acquire, drive to bond, drive to learn and drive to defend

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23
Q

What are advantages and disadvantages of the four drive theory?

A

Advantages-These do not need to be met in a specific order or hierarchy & have a more individualised approach
Disadvantages- Time consuming to identify employee drives & can be expensive to offer

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24
Q

What are similarities between all motivational theories?

A

All significant workload to human resource management, all aim to motivate and direct employees toward goal achievement, all developed by experts who studied motivation

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25
What are the 5 motivational strategies?
Performance related pay, career advancement, investment in training, sanction and support
26
Performance related pay
A financial reward given to employees whose achievements in their work is considered to have reached a required standard
27
Advantages and disadvantages of Performance related pay
Advantages- Promotes productivity Disadvantages- Some businesses may not be able to afford, staff doing similarf work may expect the same pay rises
28
Career advancement
Motivation strategy that involves promoting an employee to a position that has greater responsibility or authority
29
Career advancement advantages and disadvantages
Advantages- helps the business to keep/ retain its successful employees Disadvantages-not all employees want to take on new responsibility
30
Investment in training
When the business is prepared to make a financial investment into helping employees build their skills and knowledge through training
31
Investment in training Advantages and disadvantages
Advantages- Shows business values employees Disadvantages- Employees may not value additional training
32
Sanction
Applying penalties or disciplining employees in order to pressure under-performing employees to improve their performance
33
Sanction Advantages and disadvantages
Advantages- Can work very quickly as employees want to avoid sanctions Disadvantages- Only a short term motivator
34
Support
the assistance or services (such as counselling and mentoring) provided by the business to help employees cope with difficulties that may impede their work performance
35
Support Advantages and disadvantages
Advantage- Support can be provided for low cost Disadvantage- employees may become too dependant to support
36
Informal on the job training
when an employee works with a superviser who is experienced and can coach or mentor the employee to improve skills in a regular ongoing manner
37
Formal off the job training
when the employee is sent to an external education institution to gain skills that will improve job performance
38
What are 4 strategies for performance management?
Management by objectives, employee observation, self-evaluation and appraisals
39
Performance management
A planned system designed to assess employee performance by providing feedback on relation to performance standards
40
Management by objectives
Involves setting goals with employees that are in line with business objectives and monitoring employees progress towards their goals
41
Employee observation
the employee is observed before a formal performance meeting with a manager
42
Self evaluation
An employee assessing themselves based on pre- determined criteria
43
Appraisal
when the performance of an employee is formally recorded and evaluated against set criteria for a period of time
44
Termination
when an employee leaves a workplace
45
Types of termination
Retirement, resignation, dismissal and redundancy
46
retirement
occurs when an employee decides to give up full-time or part-time work and no longer be part of the labour force
47
resignation
the voluntary ending of employment by the employee ‘quitting’ their job
48
redundancy
occurs when a person’s job no longer exists, usually due to technological changes
49
dismissal
occurs when the behaviour of an employee is unacceptable and a business terminates their employment
50
entitlement considerations
the rights to benefits that employees have when leaving the workplace, either on a voluntary or an involuntary basis
51
transition considerations
issues relating to the process of changing from one job to another or from one set of circumstances to another
52
workplace relations
the interactions between employers and employees, or their representatives, to achieve a set of working conditions that will meet the needs of employees, as well as allowing the business to achieve its objectives
53
the role of employees
To work towards achieving business objectives by carrying out duties allocated to them and following business policies
54
the role of unions
To make efforts to improve wages and working conditions, solve workplace disputes and provide legal representation when needed
55
what are the 5 roles of human resource managers
There are several roles including to negotiate agreements, implement the agreement, resolve disputes, disciplinary action and termination
56
the role of employer associations
To represent the interests of employers in particular industries by creating policies, processing claims and informing members
57
the role of fair work commision
To set minimum wages and awards , approve agreements between employers and employees and deal with applications of unfair dismissal
58
Awards
Legally binding documents that outline the minimum wages and conditions for employees within a specific industry
59
Agreements
Negotiated arrangements between employees and employees that define wages and conditions specifically tailored to a certain workplace
60

Business Management UNIT 3 (3 decks)

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