Human Resource Notes Flashcards
(181 cards)
1
Q
Define human resource management
A
Human Resource Management is the management of the total relationship between an employer and employee
2
Q
Recall what abbreviates as HRM
A
Human Resource Management abbreviates as HRM
3
Q
Define employer
A
Employer is one who exercises control over employees, has responsibility for the payment of wages and/or salaries and has the power to dismiss employees
4
Q
Define employee
A
Employee is a worker under the control of an employer. This control includes the workplace location, the way that the work is to be performed and the extent to which supervision will be exercised.
5
Q
Define interdependence
A
Interdependence is the mutual dependence that the key business functions have on one another
6
Q
Recall the interdependence between human resources and finance
A
Interdependence between human resources and finance:
- An effective human resource policy within an organisation is linked to profitability gains, share price increases and higher incidence of long-term survival
7
Q
Recall the interdependence between human resources and marketing
A
Interdependence between human resources and marketing:
- The business forms stronger connections with the consumer base through human resources
8
Q
Recall the interdependence between human resources and operations
A
Interdependence between human resources and operations:
- Investment in the business and employees leads to an efficient and committed contribution to the production of goods and/or services
- The training and development of human resources has a correlation with productivity
9
Q
Identify the responsibilities of human resource managers
A
HR managers are responsible for:
- Human resource planning and job design
- Acquisition: recruitment, selection and placement
- Development: induction, training, career development and performance appraisal
- Maintenance (of staff): wellbeing, legal responsibilities and communication
performance management and rewards
separation
- Managing diversity, including the implementation of gender equity and anti discrimination legislation
10
Q
Define outsourcing
A
Outsourcing is when business functions are contracted out to third-party specialist businesses; for example, recruitment firms. It aims to take advantage of the specialist skills provided by them and to achieve a reduction in labour costs
11
Q
Discuss the advantages and disadvantages of outsourcing human resources
A
Advantages:
- The business can focus on and specialise in its main tasks
- Improve quality
- Foster innovation
- The HR expert/business can specialise
- Managers can be unwilling perform elements of the human resources, such as firing or making workers redundant
Disadvantages:
- Can be expensive
- May not suit the business
12
Q
Define contractor
A
Contractor is an external provider of services to a business. It may be an individual or a business
13
Q
Identify the types of contractors
A
Types of contractors:
- Domestic
- Global
14
Q
Identify the types of outsourcing
A
Types of outsourcing:
- Process outsourcing
- Project outsourcing
15
Q
Discuss the advantages and disadvantages of using domestic contractors
A
Advantages:
- Less problematic
- Can be contacted easily (no timezone issues or language barriers)
Disadvantages:
- Expensive
- Poor quality work can cause PR problems
16
Q
Discuss the advantages and disadvantages of using global contractors
A
Advantages:
- Extended capacity and flexibility
- Reduced costs
- Access to new networks
Disadvantages:
- Consultants may not understand corporate culture
- Less integrated organisations
17
Q
Define process outsourcing
A
Process Outsourcing is the dominant form of outsourcing of repetitive, easily measured and documented work — for example, recruitment, multi-country payroll management, customer complaints, food preparation for an airline or garment manufacture for an Australian fashion company
18
Q
Define project outsourcing
A
Project Outsourcing is most commonly found in areas such as human resources, marketing, design, information technology (IT) and research. Project outsourcing involves much greater use of intellectual property and strategic business knowledge; it tends to operate in a longer time frame, is more difficult to measure and the quality cannot be fully anticipated, thus carrying more risk
19
Q
Identify stakeholders
A
Stakeholders include:
- Employers
- Employees
- Employer associations
- Unions
- Government organisations
- Society
20
Q
True or False. Stakeholders, all with their own interests, conflict and cooperate with each other
A
True
21
Q
Define employer
A
Employer is one who exercises control over employees, has responsibility for the payment of wages and/or salaries and has the power to dismiss employees
22
Q
Define employee
A
Employee is a worker under the control of an employer. This control includes the workplace location, the way that the work is to be performed and the extent to which supervision will be exercised
23
Q
Define employer association
A
Employer Association is an organisation that represents and assists employer groups. They are usually respondents to the awards covering the employees of their members, and covering employers in the same or related industry
24
Q
Define log of claims
A
Log of Claims is a list of demands made by workers (often through their union) against their employers. These demands cover specific wages and conditions. Employers may also serve a counter-log of claims on the union
25
Identify the responsibilities of employer associations
Employers associations:
- provide advice (especially to small businesses) on such matters as awards, unfair dismissals and discrimination issues
- make submissions to safety net wage cases
- negotiate agreements
- lobby governments and other organisations with the views and interests of employers, industries and trade
26
Define trade union
Trade union is an organisation formed by employees in an industry, trade or occupation to represent them in efforts to improve wages and working conditions of their members
27
True or False. An increasing percentage of the workforce is unionised
False. Unionisation rates have fallen
28
Identify reasons for the decline in unionisation
Reasons for decline in union membership:
- Poor depiction of unions in the media
- Legislative changes reduced their power
- Collapse of centralised wage-fixing system
- Community attitudes favour individualism rather than a collective approach
29
Identify general workplace and economic trends
Workforce and economic changes:
- Decline in workplace size
- Decline in manufacturing employment due to technological and structural changes
- Growth of service industries
- Growth of casual/part-time sector and contractor
- Feminisation of workforce
30
Identify governmental agencies
Governmental Agencies include:
- Fair Work Commission (FWC)
- Australian Human Rights Commission (AHRC)
- Workplace Gender Equality Agency (WGEA)
- Australian Chamber of Commerce and Industry (ACCI)
- Australian Council of Trade Unions (ACTU)
31
Define social justice
Social Justice (in the context of the workplace) involves businesses being responsible or behaving in a fair and ethical manner towards their employees, customers and the broader community
32
Define centralised industrial relations systems
Centralised Industrial Relations System is a collectivist approach in which disputes are referred to industrial tribunals, such as the Fair Work Commission, for conciliation and arbitration
33
Define decentralised industrial relations systems
Decentralised Industrial Relations System is a system in which employers and employees negotiate wages and working conditions in the individual workplace, through collective or individual bargaining and without the involvement of tribunals
34
Define employment contract
Employment Contract is a legally binding, formal agreement between employer and employee
35
Contracts does not need to be written, but it is valid and legally enforceable when...
Contracts does not need to be written, but it is valid and legally enforceable when:
- the parties involved intend to create a legal relationship
- one party offers and the other accepts the offer
- both parties obtain a benefit
- both parties have the capacity to contract; for example, they are old enough to make the contract
- consent is genuine and not pressured
- the offer does not contravene any public interest
36
Define common law
Common Law is a law developed in courts and tribunals
37
Define statute law
Statute Law is a law passed in parliament
38
Identify the obligations of employers
Employers have an obligation to:
- Provide work
- Payment of income and expenses
39
Identify the rights of employers
Employers have a right to:
- Employees working with care and responsibility
- Employees carrying out their work according to their agreement/award,
- Being notified according to agreement/award of an employee’s intention to take their leave entitlements
- Receiving formal advice of a workers intention to leave the business in accordance with the award/agreement
40
Identify the obligation of employees
Employees have an obligation to:
- Carry out duties in a way that is beneficial to the business
- Ensure that they maintain confidentiality
- Account for all money that comes into the business
- Take reasonable care and act safely in the workplace
- Follow written and verbal procedures and policies
- Be honest, fair and work with integrity in all dealings
- Obey lawful commands that are considered reasonable
- Complete forms related to taxation and its deduction from income
- Give appropriate notice of termination of employment in accordance with the relevant award
41
Identify the rights of employees
Employees have a right to:
- being paid for all the time they work, including overtime where applicable
- receiving the minimum set out in the award or enterprise agreement
- having all pay recorded by the employer (some awards/agreements state that employees must receive a pay slip)
- receiving extra pay such as loading for casuals and penalty rates for work outside of usual hours
- receiving allowances for tools and uniforms if applicable
- having access to paid and unpaid leave entitlements
42
Explain what are the National Employment Standards
The National Employment Standards are 10 minimum standards regarding the workplace
43
Define modern award
Modern Award is an industry or occupation-based award that covers all private sector employers and employees who perform work that falls within their scope. They replace all existing national system awards (except those applying to a single enterprise). They do not cover employees earning higher incomes
44
Define award
Award is the legally enforceable minimum terms and conditions that apply to a business or industry
45
Define award simplification
Award Simplification is the process of reducing the number of matters in each award and eliminating inefficient work practices
46
Identify what modern awards concern
The Content of Modern Awards are:
- base pay rates
- conditions and requirements for different types of employment
- overtime and penalty rates
- allowances (such as travel allowances)
- leave and leave loading
- hours of work
- requirements for annual wage or salary arrangements
- superannuation entitlement
- conditions and procedures for consultation, representation and settling disputes
- outworkers
- redundancy conditions
47
Define individual flexibility plan
Individual Flexibility Agreements (IFA) allow an employer and an employee to come to an agreement that varies the modern award or enterprise agreement to address their individual circumstances
48
Define enterprise agreement
Enterprise Agreement is a collective agreement made at a workplace level between an employer and a group of employees about terms and conditions of employment
49
Define collective agreement
Collective Agreement is an agreement made between a group of employees (or one or more unions representing employees) and an employer or group of employers
50
Define 'better off overall test'
‘better off overall test’ (BOOT) requires that each of the employees to be covered by the agreement is better off overall than under the relevant modern award
51
Define individual contract
Individual Contract when an employer and an individual employee negotiate a contract covering pay and conditions
52
Define independent contractor
Independent Contractor are independent contractors undertake work for others; however, they do not have the same legal status as an employee
53
Recall alternate terms for independent contractor
Independent contractors are often known as a consultant or freelancer
54
Define casual employee
Casual Employee is an employee in employment that is short term, irregular and uncertain; they are not entitled to paid holiday or sick leave
55
Define on-costs
On-costs are additional costs involved in hiring an employee, above the cost of their wages. These costs traditionally add around 25 percent of the cost of the wage and include sick leave, holiday leave, leave loading, superannuation, retirement and redundancy payments, and other costs
56
Distinguish between a part-time and full-time employee
A part-time and full-time employee has the same worker rights but the different is work hours
57
Identify what laws SafeWorkNSW enfources
SafeWork NSW enforces:
- Work Health and Safety Act 2011
- Workers Compensation Act 1987
58
Define workers' compensation
Workers’ Compensation is when a business provides a range of benefits to an employee suffering from an injury or disease related to their work. It is also provided to families of injured employees when the injury/disease was caused by, or related to, their work
59
SafeWork NSW recommends employers use a _ approach to WHS to prevent accidents, disease, injuries and work-related ill health
SafeWork NSW recommends employers use a six-step approach to WHS to prevent accidents, disease, injuries and work-related ill health
60
Identify relevant laws regarding anti-discrimination
Relevant laws:
- Anti-Discrimination Act 1977 (NSW)
- Racial Discrimination Act 1975 (Cth)
- Sex Discrimination Act 1984 (Cth)
- Disability Discrimination Act 1992 (Cth)
- Age Discrimination Act 2004 (Cth)
60
Define equal employment opportunities
Equal Employment Opportunity (EEO) refers to equitable policies and practices in recruitment, selection, training and promotion
60
As technology improves, what alternations are made to the responsibilities of human resources
As technology improves, HR has to deal with:
- The decision of operations to replace workers with machinery
- The training decisions that need to be made for workers to use it
- The motivation of workers who may feel irrelevant or angry about technological changes in the business
60
Define discrimination
Discrimination is when a policy or a practice disadvantages a person or a group of people because of a personal characteristic that is irrelevant to the performance of the work
61
Define affirmative action
Affirmative Action are measures taken to eliminate direct and indirect discrimination, and for implementing positive steps to overcome the current and historical causes of lack of equal employment opportunity for women
61
Legally, identify the discimination withotut reprucessions
One can discriminate based on religion as there is no anti-discrimination act regarding religion
61
Define structural change
Structural Change is a change in the nature and pattern of production of goods and services within an economy. This includes a significant growth in the level of services in an economy compared to other sectors
61
Provide an example of structural change
Example of structural change – structural change in the Australian economy has resulted in rapid growth in the services sector
61
Identify changing work patterns
Work patterns:
- Increase in part time and casual workers (casualisation)
- Increase in female employment
- Increasing living standards raises workers’ expectations
61
Describe the economic cycle
The economic cycle:
- a naturally recurring changes in the level of business activity and economy
- dictates the demand for labour and products and therefore, the health of the economy
61
Define code of conduct
Code of Conduct is a statement of acceptable and unacceptable behaviours in a business
61
Provide a reason for the increase in part time and casual workers
The increase in part time and casual workers is caused by a desire for flexibility
62
Define ethical business practices
Ethical Business Practices are practices that are socially responsible, morally right, honourable and fair
63
Define unfair dismissal
Unfair Dismissal occurs when an employee is dismissed by their employer and they believe the action is harsh, unreasonable, or unjust
64
Define code of ethics
Code of Ethics is a statement of a firm’s values and principles
64
Define code of practice
Code of Practice is a statement of the principles used by a business in its operations. It generally refers to practices that are seen as ethical or socially responsible
64
Define aquisition
Acquisition is the process of attracting and recruiting the right staff for roles in a business
64
Define best practice
Best Practice refers to business practices that are regarded as the best or of the highest standard in the industry
64
Define maintenance
Maintenance is the process of managing the needs of staff for health and safety, industrial relations and legal responsibilities, including compensation and benefits, of all staff
64
Define development
Development refers to enhancing the skills of the employee in line with the changing and future needs of the organisation
64
Define separation
Separation the process of employees leaving voluntarily or through dismissal or retrenchment processes
65
Define recruitment
Recruitment is the process of finding and attracting the right quantity and quality of staff to apply for employment vacancies or anticipated vacancies at the right cost
65
Define employee selection
Employee Selection involves gathering information about each applicant for a position, then using that information to choose the most appropriate applicant
65
Identify types of training
Training:
- On-the-job training
- Off-the-job training
65
Define placement
Placement involves locating the employee in a position that best utilises the skills of the individual to meet the needs of the business
65
Identify how development enhances the skills of the employees
Development focuses on enhancing the skills of the employee through:
- further professional learning
- mentoring or coaching
- performance appraisal and management to allow them to take advantage of opportunities to develop a career with the business
66
Define induction program
Induction Program is a program that involving the introduction of a new employee to the job, their co-workers, the business and its culture
66
Identify benefits of training for the employer
Benefits of training for the business:
- Higher productivity through better job performance and more efficient use of human resources
- Goals and objectives more effectively met
- Reduced costs due to less labour turnover and absenteeism, and fewer errors and accidents
- A more capable, ‘mobile’ workforce
67
Define job sharing
Job Sharing is when two people share the same job
67
Define critical incident method
Critical Incident Method is similar to the essay method except only extremely good or bad aspects of work performance is recorded
67
Define performal appraisal
Performance Appraisal a systematic process of assessing the performance of an employee, generally against a set of criteria or standards
67
Define job enlargement
Job Enlargement involves increasing the breadth of tasks in a job
67
Identify the types of benefits offered by a business
The benefits offered by a business can be:
- Monetary
- Non-monetary
67
Identify types of renumeration
Types of remuneration:
- Time based wages
- Salaries
- Piece rates
- Sales commission
- Percentage of business profits
67
Define job enrichment
Job Enrichment involves increasing the responsibilities of a staff member
67
Identify means of communication
Means of communication:
- regular team meetings between managers, or supervisors, and employees
- staff bulletins and newsletters
- staff seminars
- social functions
- suggestion boxes and staff surveys
- email and intranet
67
Define essay method
Essay Method is when a manager keeps a journal on each employee being appraised
67
Identify types of involuntary separation
Involuntary Separation:
- Contract expiration
- Retrenchment
- Dismissal
67
Identify types of voluntary separation
Voluntary Separation:
- Resignation
- Relocation
- Voluntary redundancy
- Retirement
67
Define coaching
Coaching is focused on improving skills and performance, and on helping individuals manage specific work roles more effectively
67
Recall what percentage of Australian employees cite a need for work–life balance as a major consideration in future work choices
Approximately one-third of Australian employees cite a need for work–life balance as a major consideration in future work choices
67
Define mentoring
Mentoring is a mutually agreed role, which suits experienced staff keen to transfer knowledge and skills through succession planning
67
Identify the methods of appraisal
Methods of Appraisal:
- Essay method
- Critical incident method
- Comparison method
67
Define comparison method
Comparison Method is when employees are ranked according to a list of predetermined performance criteria
67
Define job rotation
Job Rotation involves moving staff from one task to another over a period of time in order to multiskill employees
67
Recall what job rotation is also known as
Job rotation is also known as multi skilling
67
Identify benefits of training for the employee
Benefits of training for employees:
- Opportunity for promotion and self-improvement
- Improved job satisfaction
- Challenging
- Adaptability
67
Define fringe benefit tax
Fringe benefits Tax (FBT) is a tax that employers must pay on certain benefits they provide to their employees or their employees’ associates. It is based on the taxable value of the various fringe benefits provided
68
Define summary dismissal
Summary Dismissal is an instant form of dismissal for employees involved in serious misconduct
69
Define leadership style
Leadership Style refers to ways that managers communicate with their employees to inspire and motivate them to work together to achieve an organisation’s goals
70
Identify types of leadership styles
Types of leadership styles:
- Authoritarian
- Democratic
- Laissez-Faire
71
Define job design
Job Design is the number, kind and variety of tasks that a worker is expected to carry out in the course of performing their job
72
Define recruitment
Recruitment is the process of locating and attracting the right quantity and quality of staff to apply for employment vacancies or anticipated vacancies at the right cost
73
Identify types of recruitment
Types of recruitment:
- External recruitment
- Internal recruitment
74
Define internal recruitment
Internal Recruitment involves filling job vacancies with people from within the business
75
Define external recruitment
External Recruitment involves filling job vacancies with people from outside the business
76
Discuss the advantages and disadvantages of internal recruitment
Advantages:
- Motivates staff with opportunities
- Builds commitment and loyalty
- Employees know the culture and operations
- Leads to succession of promotion opportunities in line with succession planning
- Recognises and rewards staff for achievement
- Cheaper than external recruitment
Disadvantages:
- Can reinforce negative culture
- Can lead to rivalry for positions
- Need an established framework for training and merit-based appraisal system
- Often attracts a number of internal applicants, so need to manage unsuccessful applicants
- Little value added, no new skills
77
Discuss the advantages and disadvantages of external recruitment
Advantages:
- Wider applicant pool
- Introduction of new ideas, perspectives, and skills
- Get specific skills needed which saves on training
- More diversity in employment
- Builds organisational ‘brand’ through publicity
Disadvantages:
- Risk of unknown staff
- Lost productivity in initial phases of orientation and induction
- New employee may not fit culture
- Takes a lot of time and effort
78
Define general skills
General Skills include flexibility and versatility, social confidence, positive attitude, motivation, and the ability to work as a team and/or independently
79
Define specific skills
Specific Skills are highly specialised skills that are required for some jobs within science, technology and engineering sectors employee poaching the practice of enticing employees to work for another business
80
Define employee poaching
Employee Poaching is the practice of enticing employees to work for another business
81
Define training
Training aims to develop skills, knowledge, and attitudes that lead to superior work
82
Outline why businesses should train their employees in current and future skills demanded by society
Training employees in the current and future skills demanded by society enhances their value to the business
83
Define insourcing
Insourcing is the delegation of a job to someone within the business, as opposed to someone outside the business
84
True or False. Performance management addresses both individual and business performance
True
85
Define developmental performance management
Developmental Performance Management improves individual performance through establishing objectives such as reaching sales targets that are consistent with achieving the organisation's goals
86
Define administrative performance management
Administrative Performance Management assesses the progress of a business in meeting its strategic goals and where necessary identifying the areas for improvement, such as establishing new goals or employee performance
87
Identify the benefits of effective developmental performance management
Benefits:
- Assists with human resource planning
- Plan to overcome weaknesses in performance
- Identifies training or legal compliance needs
- Evaluation of rewards and benefits programs
- Help identify, motivate, and retain talented staff
88
Identify the benefits of effective administrative performance management
Benefits:
- Higher productivity
- Better financial performance
- Helps assess rewards and benefits
- Builds self-efficacy
- Creates opportunity for feedback
89
Identify the types of performance management
Types of performance management:
- Developmental performance management
- Administrative performance management
90
Define remuneration
Remuneration is the financial and non-financial benefits that employees receive in return for their work
91
Define monetary rewards
Monetary Rewards are reflected in pay or having financial value
92
Define non-monetary rewards
Non-monetary Rewards do not have a financial value
93
Discuss the advantages and disadvantages of monetary rewards
Advantages:
- Easy and simplistic
Disadvantages:
- Money may not be a strong motivator for high earners
94
Discuss the advantages and disadvantages of non-monetary rewards
Advantages:
- Add prestige to the company
- Can be free
Disadvantages:
- Employees may feel frustrated, desiring cash
- May be worthless to some employees
95
Discuss the advantages and disadvantages of individual rewards
Advantages:
- Fair
- Incentive to work harder
Disadvantages:
- Lead to unhealthy competition
- Resentment towards unequal pay
96
Discuss the advantages and disadvantages of group rewards
Advantages:
- Encourages teamwork
- Accountability and responsibility
Disadvantages:
- Freeloaders galore
- Resentment towards unequal workload
97
Define performance pay
Performance Pay is remuneration that is based on distributing rewards according to individual employee performance
98
Identify what has to be considered for a rewards and benefits system
When designing a rewards and benefits system, considerations:
- Performance related
- Job related
- Other individual considerations
99
Explore the relationship between globalisation and costs, skills, and supply
Globalisation has provided foreign markets and competition, resulting in higher demands, having a knock on effect of higher costs, a skills shortage
100
Define industrial dispute
Industrial Dispute is a disagreement over an issue or groups of issues between an employer and its employees, which results in employees ceasing work
101
Define strikes
Strikes refer to situations in which workers withdraw their labour
102
Define lockouts
Lockouts occur when employees close the entrance to a workplace and refuse admissions to workers
103
Define pickets
Pickets are protests that take place outside the workplace, generally associated with a strike
104
Define negotiation
Negotiation is a method of resolving disputes when discussions between the parties result in a compromise and a formal or informal agreement
105
Define mediation
Mediation is the confidential discussion of issues in a non-threatening environment in the presence of an objective third party
106
Identify who the mediator can be
The mediator can be a representative from:
- An independent party
- A business, tribunal, or governmental agency
107
Define grievance procedures
Grievance Procedures are formal procedures generally written into an award or agreement that states the agreed processes to resolve disputes in the workplace
108
Identify the processes that involve courts or tribunals and provide a general description
Processes:
- Conciliation
- Arbitration
Involvement of Courts and Tribunals is when the disputes cannot be resolved, the Fair Work Commission appoints an individual to assist in reaching an agreement
109
Define conciliation
Conciliation is a process where a third party is involved to help the other two parties reach an agreement
110
Define arbitration
Arbitration is a process where a third party is involved to hear both sides and makes a legally binding decision
111
Define indicators
Indicators are performance measures that are used to evaluate organisational and individual effectiveness
112
Define corporate culture
Corporate (business/workplace) Culture refers to the values, ideas, and expectations and beliefs shared by members of the business
113
Recall alternate terms for corporate culture
Corporate culture is also known as business or workplace culture
114
Identify indicators of corporate culture
Indicates of corporate culture:
- Staff turnover and absenteeism
- Accidents
- Customer service
115
Define benchmarking
Benchmarking is a process in which indicators are used to compare business performance between internal sections of a business or between businesses
116
Identify types of benchmarking
Types of benchmarking:
- Informal benchmarking
- Performance benchmarking
- Best practices benchmarking
- Balance scorecard benchmarking
117
Define informal benchmarking
Informal Benchmarking are strategies such as networking through informal discussions with colleagues in other businesses
118
Define performance benchmarking
Performance Benchmarking compares the performance levels of a process with other businesses
119
Define best practices benchmarking
Best Practices Benchmarking compares levels with best practice businesses in specific areas using a structured process to gain skills and knowledge
120
Define balance scorecard benchmarking
Balance Scorecard Benchmarking measures whether the activities of a business are meeting its objectives established in the strategic plan
121
Define staff turnover
Staff Turnover refers to the loss of employees by a business who leave for a variety of reasons
122
Recall statistic regarding accidents
In Australia:
- Approximately 5.3% of employees experience a work-related injury
- The cost of work-related injuries and death exceeds $60 billion annually considering direct and indirect costs
123
Identify direct costs
Direct Costs:
- Medical bills
- Compensation
- Insurance
124
Identify indirect costs
Indirect Costs:
- Lost wages and time
- Contamination
- Wastage
- Production delays
125
Identify features of a best practice business
Best Practice Businesses:
- Have a regular safety audit and comprehensive safety programs
- Build a culture of safety
- Provide careful indicators and regular ongoing training for staff
- Consult employees and health and safety personnel
126
Recall statistic regarding staff turnover
Staff turnover in Australia averages 12 - 15% annually
126
Define absenteeism
Absenteeism refers to a worker who neglects to turn up for work when they are supposed to
126
Describe the effect of high levels of absenteeism
High levels of absenteeism results in lost revenue, decreased productivity, and higher labour costs
127
Identify features of best practice businesses
Best Practice Businesses:
- Have a regular safety audit and comprehensive safety programs
- Build a culture of safety
- Provide careful indicators and regular ongoing training for staff
- Consult employees and health and safety personnel
128
Identify overt manifestation by employees
Overt manifestation by employees
- Picket
- Strikes
- Work-to-rule
- Work bans and boycotts
- Go-slow
129
Identify overt manifestations by employers
Overt manifestations by employers
- Lockouts
- Stand downs
- Dismissals and retrenchment
130
Identify covert manifestation by employees
Covert manifestation by employees
- Absenteeism
- Higher labour turnover rates
- Theft and sabotage
- Reduced productivity
131
Identify covert manifestations by employers
Covert manifestations by employers
- Discrimination
- Harassment
- Lack of cooperation
- Exclusion from decision making
132
True or False. Worker satisfaction is a key factor in employee commitment, job performance, and reducing staff turnover
True
133
Identify how worker satisfaction is measured
Worker satisfaction can be measured through:
- Paper surveys
- Polls
- Focus groups
- Performance feedback
134
Identify direct costs
Direct Costs:
- Medical bills
- Compensation
- Insurance
135
Identify monetary rewards
- Base pay
- Incentive pay
136
Identify non-monetary rewards
- Responsibility
- Recognition
- Good HR policies and practices
- Safe and healthy work environment
137
Identify the strategic role of human resource management
The strategic role of HRM are:
- HR Processes: Acquiring, developing, maintaining, and separating employees
- Interdependence between key business functions
- Outsource aspects of human resources
- Maximising value from an effective workforce
138
Identify matters that cause workplace disputes
External matters causing workplace disputes:
- Work Health and Safety
- Remuneration
- Employment conditions
- Job security issues
139
Regarding work health and safety, employers are obligated to
Employers are obligated to:
- Take out a policy with a licensed insurer
- Keep time and wage records, a register of injuries and complete accident and internal investigation and investigation forms
- Establish, in consultation with the insurer and the employee’s doctor, and injury management plan and a return-to-work plan for injured workers
