Unit 4 AOS 1B

Question 1

Employment cycle

Answer 1

Involves an organisation determining its employment needs in line with its business strategy. This include hiring staff in the establishment phase, the maintenance phase once staff are employed and the steps taken to keep then productive and satisfied, and the termination phase managing employees leaving the organisation.

Question 2

HR planning related to business strategy

Answer 2

Establishment phase

• looking into the future to determine how many staff need to be employed and identifying future staffing needs, due to maternity, leave, holidays, retirement
• process- mapping out a calendar of leave and amount of stuff needed
• staff wages is the biggest cost in an organisation

Question 3

Job analysis

Answer 3

Establishment phase
The study of an employees job in order to determine the duties performed, the time involved with each of there duties, the responsibilities involved and the equipment required.
Job specification + job description

Question 4

Job design

Answer 4

Establishment phase
The number, kind and variety of tasks that individual employees perform in their jobs. Usual designed to keep employees interested and motivated.

Question 5

Recruitment

Answer 5

Establishment phase
The process of attracting qualified job applicant from which to select the most appropriate person for a specific job. An organisation can decide to recruit staff using either internal or external methods of recruitment.
Types of recruitment- agencies, head hunters, advertisements

Question 6

Selection

Answer 6

Establishment phase
Involves gathering information about each applicant for a position in an organisation, and using the information to choose the most appropriate applicants that best matches the positions requirements.
Selection processes- interview, application forms, tests, background checks

Question 7

Employment arrangements and remuneration

Answer 7

Establishment phase
Remuneration- financial payments in exchange for work including benefits. Creates staff satisfaction.
Permanent full time- 35-38 hrs week, paid sick leave
Permanent part time- set hours, leave, family friendly
Casual- flexible hours, higher rate, fill gaps, no leave
Fixed term contract- usually 3-6 months contract, fill gaps

Question 8

Induction

Answer 8

Maintenance phase
The process of introducing new employees to the job and the organisation, showing them the basics of the job they will perform and the objectives, policies and history of the company. Including online, training, polices and hoe they do their job. Allows new employees to feel comfortable in the organisation.

Question 9

Training + development

Answer 9

Maintenance phase
Training- the process of teaching staff how to do their job more efficiently and effectively by boosting their knowledge and skills.
Development- activities that prepare staff to take on greater responsibilities in the future through acquiring better knowledge and skills and gaining more experience in a particular area.
Distinguish- training focuses more on the present whilst development looks more into the future. This is because training aims to teach staff how to do their job better whereas development prepares staff for future responsibilities.

Question 10

Recognition

Answer 10

Maintenance phase
Refers to acknowledging the fact that an employee has performed well. This reinforces good work habits and makes an employee feel appreciated, motivating employees to keep doing what their doing.

Question 11

Reward

Answer 11

Maintenance phase
Acknowledgment of employees performing well through things such as bonuses. It also makes an employee feel appreciated and can be a motivating factor. This includes bonuses/ promotions, trophies, awards, prizes and a pat on the back.

Question 12

Performance management

Answer 12

Maintenance phase
Focuses to improve both organisational and individual employee performance by relating the organisations performance objectives to the employee’s performance objectives. Its about setting goals that help the organisation achieve its overall objectives. If individuals are performing well the whole organisation should perform well too.
Process- feedback, seeking advice

Question 13

Job description

Answer 13

Process in job analysis, the outline of the particular job and the role the employee will have in the organisation

Question 14

Job specification

Answer 14

Process in job analysis, qualifications, requirements and personal skills needed for the job. Helps select the best employee.

Question 15

Termination

Answer 15

The ending of the employment of an employee, departure of an employee from an organisation.

Question 16

Dismissal

Answer 16

Termination phase

Lost their job due to breaking polices and disrespecting employees. Organisations decision, involuntary

Question 17

Redundancy

Answer 17

Termination phase
Job not available or needed due anymore due to downsizing, financial or robotics
Can be both voluntary or involuntary depending on if an employee leaves before they are completely finished