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Business Management > AOS2 - Managing Employees Part 2 > Flashcards

AOS2 - Managing Employees Part 2 Flashcards

1
Q

Explain what Performance Management is and its ultimate aim?

A

Performance Management is an assessment of employee’s present work performance and how it can be directed in the future to achieve business objectives. Its main aim is to achieve the maximum performance levels that are possible from employees.

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2
Q

What are the benefits of Performance Management?

A
  • more realistic objectives resulting in higher levels of performance attained
  • improves communication
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3
Q

Explain what Management by Objectives (Peter Drucker, 1954) is and how it works?

A

where the manager and employee collaboratively set clear objectives
They are then evaluated against set objectives and provided feedback on performance

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4
Q

What are the Advantages and Disadvantages of Management by Objectives?

A

A: • employee involvement
• sequential nature less confusion
D: • Time Consuming
• unrealistic, demotivated

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5
Q

What is Performance Appraisal?

A

Performance Appraisals is a strategy that measures how well an employee has performed their job against pre-determined standards, which then provides feedback for the future.

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6
Q

What are the Advantages and Disadvantages of Performance Appraisal?

A

A: • Direct Feedback
• basis for remuneration, promotion etc.
D: • If not done right can create a negative experience
• Overwhelming for managers with many employees

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7
Q

What is Self-Evaluation and when is it completed?

A

Self-Evaluation is a strategy that gives employees an opportunity to self-assess their predetermined objectives and their contribution to the business. It is important to note that this is done prior to a manager/employee discussion.

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8
Q

What are the Advantages and Disadvantages of Self-Evaluation?

A

A: • Opportunity to document their achievements
• Receiving the employee viewpoint, business development
D: • Personal perception
• Subjective, over-evaluate

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9
Q

What is Employee Observation and describe 360-degree feedback?

A

Employee Observation is a strategy where employee’s performance is evaluated by watching them undertake their work. 360 degree feedback involves acquiring feedback from different stakeholders that have direct contact with the employee

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10
Q

What are the Advantages and Disadvantages of Employee Observation?

A

A: • Objective
• No need for a manager
D: • Reactivity
• Increased nervousness and mistrust,privacy being invaded

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11
Q

What is Termination?

A

Termination is the ending of an employment contract (voluntary or involuntary) and the employee ceases work at the business. N.T. During termination, it is important that the employee is treated fairly and lawfully.

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12
Q

What is Retirement?

A

Retirement is when the employee decides to permanently leave the paid workforce.

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13
Q

What is Resignation?

A

Resignation is when the employee willingly leaves the business

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14
Q

What is Redundancy?

A

Redundancy is when an employee leaves the business because their job no longer exists

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15
Q

What is Dismissal?

A

Dismissal is when an employee is terminated due to unacceptable behaviour or performance (N.T. Can be Summary or On-Notice)

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16
Q

What are the Entitlements and Transition Issues involved with Retirement?

A

Entitlements: 9.5% Minimum Superannuation, Annual and Long Service Leave (if accrued)
Transition Issues: Counselling, Investment Advice Services, Succession Planning

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17
Q

What are the Entitlements and Transition Issues involved with Resignation?

A

Entitlements: Payment for Completed Work, Annual & Long Service Leave (if accrued)
Transition Issues: Succession Planning

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18
Q

What are the Entitlements and Transition Issues involved with Redundancy?

A

Entitlements: Redundancy Package, Notice, Payment for Completed Work,
Transition Issues: Counselling, Outplacement Services, Career or Financial Advice, Training

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19
Q

What are the Entitlements and Transition Issues involved with Dismissal?

A

Entitlements: Payment for Completed Work

Transition Issues: Sensitivity and Confidentiality during Dismissal

20
Q

What are Transition Issues and are they required by the law?

A

Transition Issues refer to the actions that must be taken into consideration when an employee is terminated from the workplace. Transition Issues are not required by the Law, but contribute to a business’ Corporate Social Responsibility

21
Q

What is Unfair Dismissal and examples of why it may need to be brought about?

A

Unfair Dismissal occurs when an employee has been dismissed in a harsh, unjust or unreasonable manner. Examples of this can include absence from work due to ill health, belonging or not belonging to a trade union or discrimination.

22
Q

What are Outplacement Services and how can it impact the Corporate Culture?

A

Services to help redundant employees through the difficult transition to a new job.
Outplacement services strong message to remaining employees that the business cares about them which in turn should boost morale and motivation.

23
Q

What is the role and what are the tasks of the Fair Work Commission?

A

Australia’s independent workplace relations tribunal

Tasks: Hears unfair dismissals, investigate harassment claims, make changes to awards, approve agreements

24
Q

What is the role and what are the tasks of a Human Resource Manager?

A

Responsible for managing the relationship between employees and the business
Tasks: Participate in resolution of disputes, implement agreements, liaise with FWC, Unions & Employer A

25
Q

What is the role and what are the tasks of Employer Associations?

A

Represent and offer advice to employers with workplace relations issues
Tasks: Negotiate wage agreement, changes in legislation, employee disputes

26
Q

What is the role and what are the tasks of the Union?

A

Represent and offer advice to employees with workplace relations issues
Tasks: Negotiate wage agreement, support & represent employees in disputes, organise industrial action

27
Q

What is the role and what are the tasks of Employees

A

Work towards the achievement of employee and business objectives
Tasks: Negotiate wage agreement, voting on new agreements, take industrial action if necessary

28
Q

What is an Award?

A

Awards provide pay rates and conditions of employment for a particular industry or occupation.

29
Q

What are the Advantages and Disadvantages of an Award?

A

A: • Wage Equality and Transparency
• Predictability in Negotiation Process
• Employees can be represented by people skilled in negotiating
e.g. Union
D: • Less flexible to needs of individual businesses
• Hard to build in individualised productivity incentives
• Strong Unions can have big influence

30
Q

What is an Agreement?

A

Agreements are contracts made at a business/enterprise level about terms and conditions of employment, leaving them better off overall when compared to the relevant award or awards.
N.T. must be approved by the FWC.

31
Q

What are the Advantages and Disadvantages of an Agreement?

A

A: • More flexible to needs of individual (includes flexibility clause to help suit needs)
• Easier to build in individualised productivity incentives
D: • Less wage equality
• Less collective employee strength in bargaining

32
Q

Compare an Award with an Enterprise Agreement?

A

Awards provide pay rates and conditions of employment for a particular industry or occupation whereas agreements are contracts made at a business / enterprise level between employers and employees about terms and conditions of employment tailored for that specific business. Both awards and agreements are contracts of employment and both must include conditions of employment above the minimum national employment standards. Both Awards and Agreements will be checked by the Fair Work Commission to ensure payment is equal to or above the national minimum wage order.

definitions, attract stronger employees
checked by fwc, both include conditions above minimum NES

33
Q

What is the National Employee Standards (NES) and some examples of what is included?

A

The National Employee Standards is a system for determining wages and conditions as set out in the Fair Work Act 2009. No employee can have conditions that are below the NES. Some of the NES include max 38 hour week, 4 week annual leave and up to 12 month unpaid parental leave.

34
Q

What is an Individual Employment Contract?

A

An individual employment contract refers to when an individual employee signs a legal contract with the employer regarding wages and employee conditions. These wages and conditions must still adhere to NES and awards, but are generally for high paid employees

35
Q

Why does Conflict Arise?

A

Conflict can arise for a number of reason; such as Job Security
Discipline Issues
Negotiation of New Wage Agreements
Health and Safety Issues Harassment Issues

36
Q

Why should every dispute be taken seriously?

A

Every dispute should be taken seriously and the correct processes are implemented to maintain good relationships with the employees.

37
Q

What is Industrial Action and the difference between protected and unprotected Industrial Actions?

A

Industrial Action is the action taken by employees or employers of a company as a protest.
Protected Industrial = approved by the Fair Work Commission
Unprotected Industrial action = unlawful action and damages can be sought.

38
Q

What are some examples of Industrial Actions?

A

Common Industrial Actions include:
• Strikes – Employees withdraw from work for a period of time
• Work to Rule – Workers only perform bare minimum required
• Stop Work Meeting – Employees stop work to hold a meeting during work hours
• Lockout – Employers don’t let employees into the workplace

39
Q

What is the Grievance Procedure?

A

The Grievance Procedure is a systematic formal process where an employee can resolve matters relating to complaints about wage, conditions and disciplinary action.

40
Q

What are the steps of the Grievance Procedure?

A
  1. Employee and/or Representative (shop steward) presents complaint to HR manager
  2. Employee and/or Representative (shop steward) presents complaint to senior management
  3. Matter is discussed with an independent third party who acts as the mediator
  4. Matter is referred to the Fair Work Commission for conciliation
  5. Matter is referred for Arbitration
41
Q

What is Mediation?

A

Mediation is a formal method whereby a third party facilitates the conversation but they arrive at their own agreement, meaning that the 3rd party does not make any decisions throughout this process

42
Q

What is Arbitration and who can act as an Arbitrator?

A

Arbitration is a method where both parties put their case forward to an independent third party who then makes the final decision based on the arguments which is legally binding on both parties (e.g. The FWC).

43
Q

Explain the Difference between Mediation and Arbitration?

A

Mediation is the process of discussion and negotiation using an independent third party where the final resolution is commonly non-binding but advisory, whereas in arbitration the final decision is normally legally binding on both parties.

44
Q

What are an Employee’s Entitlements with some examples?

A

Employee Entitlements refer to what part-time and full-time workers are legally entitled to when they have their employment terminated. Examples of this include Long Service Leave, Annual Leave or Payment for Work Completed

45
Q

What does Workplace Relations mean and how can Positive Relations impact business?

A

Workplace Relations refers to attaining a postive relationship and communication between employees and their employer, especially in areas such as wages, employment conditions and workplace disputes.
Increase productivity, competitiveness and profitable and disputes are minimised or resolved fairly

Business Management (6 decks)

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