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Business Management > 12 BUS Ch 5- Employment Cycle > Flashcards

12 BUS Ch 5- Employment Cycle Flashcards

1
Q

Human resource planning

A

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

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2
Q

What activities take place in the establishment phase?

A

~Planning
~Recruitment
~Selection
~Employment arrangements and remuneration

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3
Q

What activities take place in the maintenance phase?

A

~Induction
~Training and development
~Recognition and reward
~Performance management

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4
Q

What activities take place in the termination phase?

A

~Termination management

~Entitlement and transition issues

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5
Q

In the establishment phase, what should organisation’s constantly monitor and plan?

A
  1. Number of employees required
  2. Their qualifications, skills and experience
  3. When and where they will be needed
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6
Q

Job analysis

A

A systematic study of each employee’s duties, tasks and work environment.

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7
Q

What does a job analysis entail?

A 
~Job activities
~Equipment that must be used
~Job behaviours 
~Working conditions 
~Degree of supervision
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8
Q

Job description

A

A written statement describing the employee’s duties, tasks and responsibilities associated with the job.

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9
Q

Job specification

A

A list of key qualifications needed to perform a particular job in terms of education, skills and experience.

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10
Q

Job design

A

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

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11
Q

What will a good job design consider?

A

The satisfaction of the employee’s needs by giving the employee a variety of tasks and some decision-making responsibility

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12
Q

Recruitment

A

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

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13
Q

Internal recruitment

A

Involves considering present employees as applicants for available positions.

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14
Q

Advantages of internal recruitment

A

~Existing knowledge of business practises and culture.

~Saves time and money

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15
Q

Disadvantages of internal recruitment

A

~Higher potential for selection bias

~Potential for conflict and competition between employees

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16
Q

External recruitment

A

Applicant for a position is found from outside the organisation

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17
Q

Advantages of external recruitment

A

~Greater pool of applicants

~Ability to acquire new skills, attitudes and ideas

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18
Q

Disadvantages of external recruitment

A

~Time consuming

~Expensive

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19
Q

What is the role of an agency in recruitment?

A

~Screen applicants and send them to the organisation for interviews etc

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20
Q

Selection

A

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

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21
Q

How can a poor selection process lead to increased costs and lower productivity?

A

~Training costs to suffice for poorly qualified staff
~Job dissatisfaction and high turnover
~High absenteeism
~High accident or defect rates

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22
Q

What are the selection options?

A 
Background checks
Application forms 
Medical examinations 
Interviews 
Tests
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23
Q

Discrimination

A

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

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24
Q

Why must discrimination be prevented in the interview process?

A

Because it may contravene anti-discrimination or EEO legislation.

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25
Q

What are the typical steps in the selection process?

A
  1. Receive applications
  2. Screen applicants
  3. Short list candidates
  4. Interviews
  5. Referee check
  6. Offer job
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26
Q

Full time permanent

A

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

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27
Q

Part-time permanent employment

A

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

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28
Q

Fixed term contract

A

Employment is offered for a specific period

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29
Q

Casual employee

A

Employed on an hourly basis

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30
Q

Remuneration

A

A monetary payment in return for the work an employee performs

31
Q

How can remuneration payments be made?

A

In the form of a wage or salary

32
Q

Wage

A

An hourly or weekly rate of pay

33
Q

Salary

A

A fixed amount of yearly pay

34
Q

Salary sacrifice

A

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

35
Q

Why is paying employees appropriately important?

A

~Because it increases employee motivation, lowers rates of absenteeism and lowers turnover.

~Attracts and retains good employees

36
Q

What are some additional work incentives?

A

~Bonuses, commissions, allowances.
~Use of company car, laptop, child care services, holidays.
~Salary Sacrifice

37
Q

What is a combination of a base wage and extras referred to?

A

Remuneration package

38
Q

What is a contractor?

A

Someone that is not an employee of the organisation but is self employed to do the job

39
Q

Induction

A

Process of acquainting new employees with the organisation and the jobs they will perform

40
Q

What are the benefits of a well prepared induction program?

A

~Reduced stress and anxiety
~Ensure greater awareness of major safety policies and procedures
~Build employee confidence
~Establish good working relations

41
Q

Training

A

Process of teaching staff how to do their job more productively by enhancing knowledge and skills

42
Q

Development

A

Activities that prepare staff to take on greater responsibility in the future

43
Q

Learning organisation

A

A concept that a business monitors and interprets its environment, seeking to improve its understanding of the interrelationship between its actions and its environment

44
Q

Benefits of training for employees

A

~Opportunity for promotion and self improvement
~Improved job satisfaction
~Challenging work
~Adaptability

45
Q

Benefits of training to an organisation

A

~Higher productivity
~Goals and objectives met more effectively
~Reduced costs associated with less staff turnover, absenteeism, errors and accidents.
~A more capable workforce

46
Q

Training methods

A
  1. Off-the-job experience
  2. On-the-job experience
  3. Action learning
  4. Competency-based training
  5. Training within industry
  6. Corporate universities
  7. Training technologies
47
Q

What do effective development programs ensure?

A

~That staff are retained and that motivation and commitment are enhanced through promotion opportunities.
~Staff meet their full potential

48
Q

Programs for developing effective managers

A

~Job rotation
~ Mentoring
~ Formal business training

49
Q

Succession planning

A

Preparing employees with potential to take on key management positions within the organisation in the future if the need arises

50
Q

Recognition and reward programs

A

Acknowledging the work an employee has done and providing a benefit for their acheivement

51
Q

Benefits of a well designed recognition and rewards program to an organisation?

A

~Helps attract, retain and motivate employees.

~Can reinforce strategies that will facilitate change or support desirable corporate values

52
Q

Intrinsic rewards

A

Come from the task of the job itself (non monetary)

53
Q

Extrinsic rewards

A

Outside the job itself (monetary or non-monetary)

54
Q

Aims of a rewards system

A 
~Motivate staff
~Be Equitable
~Clearly communicated
~Defensible
~Consistent
~Relevant 
~Cost-effective 
~Integrated with corporate strategy
55
Q

What problems can performance based rewards lead to?

A

~Conflict and competition between workers
~Difficulty in measuring productivity or job performance
~Industrial unrest
~High turnover

56
Q

Performance management

A

Improving both organisational and individual performance through relating organisational performance objectives to individual employee performance objectives

57
Q

Performance appraisal

A

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

58
Q

Performance feedback

A

The information provided to an employee after a performance appraisal

59
Q

Termination

A

The ending of the employment of an employee

60
Q

Retirement

A

When an employee decides to give up full time or part time work and no longer be part of the labour force

61
Q

Resignation

A

The voluntary ending of employment by the employee quitting their job

62
Q

Redundancy

A

When a person’s job no longer exists

63
Q

Retrenchment

A

When a business dismisses an employee because there is not enough work to justify paying them

64
Q

Dismissal

A

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

65
Q

Unfair dismissal

A

When an employee is dismissed for discriminatory reasons

66
Q

What are the 5 main objectives of performance appraisal?

A
  1. To provide feedback
  2. To act as a measurement for promotion and pay rise to be determined.
  3. To monitor employee selection
  4. Identify training and development needs
  5. To identify new objectives
67
Q

What are the common methods of performance appraisal?

A
  1. Management by objective
  2. Essay method
  3. Critical incident
  4. Comparison method
68
Q

What are the types of voluntary termination?

A

Retirement
Resignation
Redundancy

69
Q

What are the types of involuntary termination?

A

Retrenchment
Dismissal
Redundancy

70
Q

Why do people resign?

A
  • Promotion offer from another business
  • Start their own business
  • Boredom or dissatisfaction with current job
  • Change of lifestyle
71
Q

Why does redundancy occur?

A

Technological changes
Restructuring
Merger
Acquisition

72
Q

What is a summary dismissal?

A

The most serious form of dismissal, when an employee breaches their contract

73
Q

What is a dismissal on notice?

A

It is used when an employee is not doing their job properly

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