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Busman > Business 5/08/2014 > Flashcards

Business 5/08/2014 Flashcards

1
Q

What is HR planning?

A

Is the development of strategies to meet the organisation’s future human resource needs
Importance:
Determine the number of employees required
Determine the qualifications and skills required
Determine when and where staff are needed

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2
Q

How do HR managers plan?

A

Job Analysis - is the study of an employees job to determine the exact nature of the job

Job Description - Outlines roles, duties and responsibilities

Job Specification - Describes the qualities, skills, education and experience needed

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3
Q

What is Recruitment

A

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

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4
Q

How to Recruit?

A
  • Media advertisements
  • Recruitment agencies
  • Schools, University and TAFE
  • Internal searches
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5
Q

What is Selection?

A

Involves choosing the candidate who best matches the organisations requirements

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6
Q

How do HR managers choose the best candidates?

A
  • Application forms
  • Tests
  • Interviews
  • Background checks
  • Medical examinations
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7
Q

Why is Recruitment and Selection important?

A

Good recruitment and selection strategies will enable the organisation to meet its objectives

Poor recruitment and selection will result in

  • Low productivity
  • Poor customer Service
  • Higher Training costs
  • High absenteeism
  • High staff turnover
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8
Q

What are Employment Arrangements?

A

An agreement that outlines the exact nature of the employment contract specifically what compensation the employee will receive in exchange for specific work performed

  • Hours of work
  • Job Flexibility (Start/finish times)
  • Remuneration (wage/salary)
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9
Q

Why are employment arrangements important?

A
  • Attract the best employees
  • Retain the best employees
  • Increase motivation
  • Lower staff turnover
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10
Q

What is induction?

A 
Process of acquainting new employees with the organisation
includes:
History
Structure
Culture
Policies
Objectives
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11
Q

Why is induction important?

A
  • Reduce employee stress
  • Build employee confidence
  • Establish good working relationships
  • Ensure awareness of safety procedures
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12
Q

What is training?

A

Process of teaching staff how to do their job more effectively and efficiently by improving their knowledge and skills

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13
Q

Why is training important?

A
  • Improve quality
  • Improve productivity
  • Enable staff to cope with change
  • Meet organisational objectives
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14
Q

What is development?

A

Refers to the activities that prepare staff to take on greater responsibility in the future

  • Motivation and staff retention enhanced through opportunities for promotion
  • Training is an important part in developing staff
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15
Q

What is Reward and Recognition?

A

Involves acknowledging the work an employee has done and provide some sort of benefit
importance:
- Motivate employees
- Reinforce organisational objectives

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16
Q

What are the rewards?

A 
Intrinsic - Come from the task itself and are non-monetary (motivation factors)
eg.
- Responsibility
- Recognition
- interesting work
- Promotion
- Challenge
Extrinsic- Are outside the job itself (hygiene factors)
eg.
- Wages
- Commission
- Child care
- Flexible work Hours
- Company car
17
Q

What is performance management?

A

Focuses on improving both organisational and individual performance through relating organisational objectives to individual performance

Importance

  • Identifies training needs
  • Helps achieve organisational objectives
  • Identifies changes that need to be made
  • Provides a tool to reward and recognise staff
18
Q

What is performance appraisal?

A

Formal assessment of how efficiently and effectively and employee is performing

Methods of appraisal

  • Job results (sales/customer service)
  • Essay method - Written report
  • Comparison - Ranking of employees
  • 360° feedback - Involves multiple appraisers
19
Q

What is termination?

A

Ending of the employment of an employee

20
Q

Voluntary termination

A

Includes
Retirement - employee no longer part of workforce
Resignation - employee ‘quitting’ their job
Redundancy - Job no longer exists due to organisational changes

21
Q

Involuntary termination

A

Retrenchment - not enough work for employee
Dismissal - behaviour of employee is unacceptable
Redundancy - Job no longer exists due to organisational changes

22
Q

What are termination entitlements

A

When an employee is made redundant or retrenched they are entitled to
Redundancy pay and annual leave

Socially responsible practices may include Counseling, job placement services, financial planning services

Busman (3 decks)

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