Human Resources Part 1

Question 1

Human resource management

Answer 1

The effective management of the formal relationship between the employer and employees.

Question 2

Employer of choice

Answer 2

Attracts, motivates, and holds onto highly talented workers.

Question 3

Industrial democracy or empowerment

Answer 3

The move towards increasing the influence of employees in decisions affecting their organisation and their jobs.

Question 4

Diversity

Answer 4

The differences between employees in an organisation, encompassing characteristics such as race, gender, ethnic group, age, disability, sexual orientation, the terms of employment, personality and education.

Question 5

Flexible working conditions

Answer 5

Conditions that allow employees to balance work and family responsibilities more effectively.

Question 6

Work-life balance

Answer 6

About achieving the right amount of time for work and for personal or family life.

Question 7

Occupational health and safety

Answer 7

Refers to the responsibility the employer has to ensure the workplace is safe for employees and that steps are taken to minimise harm.

Question 8

Job security

Answer 8

The belief that the employee will not lose their job.

Question 9

Motivation

Answer 9

Refers to the individual internal processes that directs, energises and sustains a person’s behaviour.

Question 10

Need

Answer 10

A personal requirement.

Question 11

Hierachy of needs

Answer 11

Maslow’s sequence of human needs in the order of their importance.

Question 12

Motivation-hygiene theory

Answer 12

The idea that satisfaction and dissatisfaction are caused by separate sets of factors.

Question 13

Locke’s goal setting theory

Answer 13

States that employees are motivated by the achieving of objectives set in collaboration with management, which have to be challenging and specific, as well as motivated by the provision of feedback from management.

Question 14

Human resource planning

Answer 14

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

Question 15

Job analysis

Answer 15

The study of an employee’s job in order to determine the duties performed, the time involved with each of those duties, the responsibilities involved and the equipment required.

Question 16

Job description

Answer 16

A summary of what the worker will be doing - the role they will have in the organisation in terms of duties and responsibilities.

Question 17

Job specification

Answer 17

Indicates the sort of person an organisation is seeking in terms of personal qualities, skills, education and work experience.

Question 18

Job design

Answer 18

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

Question 19

Recruitment

Answer 19

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

Question 20

Employee selection

Answer 20

Involves choosing the candidate who best matches the organisation’s requirements.

Question 21

Discrimination

Answer 21

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

Question 22

Full-time permanent

Answer 22

Employees have an ongoing employment contract which includes all legally required entitlements.

Question 23

Part time permanent employment

Answer 23

Involves working fewer ordinary weekly or monthly hours compared with full-time employees.

Question 24

Fixed - term contract

Answer 24

Where employment is offered for a specific period.

Question 25

Casual employees

Answer 25

Employed on an hourly basis.

Question 26

Remuneration

Answer 26

Monetary payment in return for the work an employee performs.

Question 27

Wage

Answer 27

An hourly or weekly rate of pay.

Question 28

Salary

Answer 28

A fixed amount each year, which is then divided by 26 to give a fortnightly salary, or by 12 to give a monthly salary.

Question 29

Salary sacrifice

Answer 29

Forgoing salary in order to receive another non-cash benefit of equivalent value.

Question 30

On costs/non-wage benefits

Answer 30

Additional costs involved in hiring an employee, above the cost of their wages and include superannuation, long service leave and worker's compensation.

Question 31

Human resource manager

Answer 31

Coordinates all the activities involved in acquiring, developing, maintaining and terminating employees from an organisation's human resources.

Question 32

Induction

Answer 32

A process of acquiring new employees with the organisation - it's history, structures, objectives, culture, policies and practices - and the jobs they will perform.

Question 33

Training

Answer 33

Refers to the process of teaching staff how to do their job more efficiently by boosting their knowledge and skills.

Question 34

Developement

Answer 34

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

Question 35

Learning organisation

Answer 35

Monitors and interprets it's environment, seeking to improve it's understanding of the interrelationship between it's actions and it's environment.

Question 36

Succession planning

Answer 36

Focuses on preparing employees with potential to take on key management positions within the organisation in the future, should the need arise.

Question 37

Recognition & reward programs

Answer 37

Aim at both acknowledging the work an employee has done and providing some sort of benefit such as cash, merchandise, travel or gift certificates in return for a job well done.

Question 38

Intrinsic rewards

Answer 38

Come from the task or job itself, such as recognition or feedback or a sense of achievement.

Question 39

Extrinsic rewards

Answer 39

Are outside the job itself. They may be monetary or non-monetary.

Question 40

Performance management

Answer 40

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

Question 41

Performance appraisal

Answer 41

The formal assessment of how efficiently and effectively an employee is performing their role in the organisation.

Question 42

Performance feedback

Answer 42

The information provided to an employee after a performance appraisal.

Question 43

Termination

Answer 43

The ending of the employment of an employee.

Question 44

Retirement

Answer 44

Occurs when an employee decides to give up full-time or part-time work and no longer is a part of the labour force.

Question 45

Resignation

Answer 45

The voluntary ending of employment by the employee 'quitting' their job.

Question 46

Redundancy

Answer 46

Occurs when a person's job no longer exists, usually due to technological changes, an organisational restructure or a merger or acquisition.

Question 47

Retrenchment

Answer 47

Occurs when a business dismisses an employee because there is not enough work to justify paying them.

Question 48

Dismissal

Answer 48

Occurs when the behaviour of an employee is unacceptable and an organisation terminates their employment.

Question 49

Unfair dismissal

Answer 49

When an employee is dismissed because the employer has discriminated against them in some way, such as firing someone because she is pregnant.

Question 50

Conditions of employment

Answer 50

Relates to the employee being paid a fair wage, their hours of employment and their leave entitlements. It may include flexible working arrangements.