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business unit 2 > AOS3 - staffing a business > Flashcards

AOS3 - staffing a business Flashcards

1
Q

human resource management

A

the responsibility for effectively managing the relationship between the employer and employees
can hire and fire staff

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2
Q

how does staffing relate to business objectives?

A

staffing strategies (job analysis, recruitment, selection, induction) - performance of staff - business objectives (profit, business growth, increase market share, productivity growth)

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3
Q

how to determine the amount of staff you need?

A
  1. know your business (analyse internal environment)
  2. analyse the external environment
  3. review your goals and make a plan
  4. calculate demand and supply for staff
  5. hire and fire staff as required
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4
Q

new technologies and workplace issues

A
  • existing employees may need to be trained to use new tech
  • new tech may lead to a reduction in staffing requirements
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5
Q

job analysis

A

breaks down an employee’s duties, tasks, and work environment
it examines:
-actual job activities
-equipment used
-specific job behaviours

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6
Q

job description

A

-written statement describing employee’s duties, tasks, and responsibilities
-summary of what worker will be doing
-includes job title, job purpose, working conditions, and performance

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7
Q

job specificiation

A

-list of key qualifications needed to perform job
-includes education, skills, knowledge, level of experience

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8
Q

job design

A

the tasks an employee performs as a part of their job

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9
Q

elements of a well designed job

A

-variety of tasks
-flexibility
-opportunity for achievement

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10
Q

process of hiring new staff

A

need to hire - job analysis - job specification and description - effective job design - clearly defined job with effective person and provides challenges and opportunities

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11
Q

internal recruitment and methods

A

decides to attract someone already employed in business

-email
-word of mouth or recommendation
-intranet posting

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12
Q

external recruitment and methods

A

decides to find suitable applicants from outside business

-online recruitment agencies
-ads in media
-company websites

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13
Q

advantages of internal recruitment

A

-employees already known to employer, reduces risk
-applicants already familiar with businesses, processes etc

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14
Q

disadvantages of internal recruitment

A

-may be no one suitable in business
-successful applicant may have to be replaced - external recruitment required anyway

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15
Q

advantages of external recruitment

A

-wider range of applicants
-outside applicants can bring new and fresh ideas

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16
Q

disadvantages of external recruitment

A

-applicants are all unknown, choice may be more difficult
-costs associated with advertising position

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17
Q

most suitable applicant

A

the person that best meets the job specification in terms of skills, qualifications, and experience

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18
Q

steps in selection process

A
  1. applications received
  2. screen applicants
  3. shortlist candidates
  4. interviews
  5. referee checks
  6. offer job to candidate
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19
Q

different types of employment arrangements

A

-permanent employment
-fixed-term
-casual

20
Q

permanent employment

A

-can be full time (usually 38 hours), or part time (agreed number of hours and working times each week)

21
Q

fixed-term employment

A

-can be full or part time, or have an agreed finishing date
-usually has similar entitlements to permanent employment for terms of employment

22
Q

casual employment

A

-usually part time, or have no set working hours or working times
-limited employment titles

23
Q

10 national employment standards

A

-applies to all full and part time employees
1. hours of work
2. parental leave
3. requests to convert from casual to permanent
4. flexible work for parents
5. annual leave
6. personal, carers, and compassionate leave
7. community service leave
8. long service leave
9. public holidays
10. notice of termination/redundancy

24
Q

what employers expect

A

-be punctual
-follow reasonable requests
-complete projects on time
-demonstrate loyalty to business
-be committed to their job

25
employment contracts
a legally binding agreement between the business and the employee
26
awards
legal documents that outline the minimum pay rates and conditions of employment
27
enterprise agreements
tailor-make to meet the needs of particular enterprises - these agreements must leave an employee better off overall when compared to the relevant award
28
employee expectations
-conditions of employment: employees expect the employer gives them what they agreed in return for their work -remuneration: paying employees for working, can affect how employee works -work-life balance: allowing employees to change working arrangement/hours to balance life expectations along with work -job security: being unlikely to lose job, can boost staff morale and productivity
29
benefits of achieving work-life balance for employees
-increased employee productivity -enhanced corporate image -reduced stress
30
oh&s legal obligations
-providing safe system of work -maintaining site in safe conditions -ensuring equipment and substances are used, handled, stored, and transported safely
31
equal employment opportunity
-covered by multiples acts of parliament -makes it illegal to discriminate based on factors such as race, sexuality, and gender -means no discrimination in job ads, no personal questions in interviews, equal pay for similar levels, being proactive at eliminating discrimination
32
agencies supporting equal employment opportunities
-victorian equal opportunity and human rights commission -workplace gender equality agency
33
induction
-a stage that introduces new employees to their job duties and their workplace -a well-prepared induction process can reduce stress and anxiety, build confidence, and ensure greater awareness for major safety policies and procedures
34
purposes of induction
-sense of belonging and loyalty -familiarise with job environment -create favourable relationships -minimise time for employee to adjust
35
common methods of induction
-videos and ppt -employee handbook or manual -mentor/buddy system
36
benefits of induction
-assists employee to feel part of the business -reduces and stress/anxiety -builds confidence which may enhance productivity
37
corporate social responsibility
managing the business so that the broader social welfare of the community etc is taken into account when making decisions
38
how to do recruitment and selection as a business
-be honest, fair, and respectful throughout entire process -no favouritism, provide feedback to unsuccessful candidates
39
how to do employment arrangements as a business
ensuring employees are treated fairly, complying with legal obligations and going above and beyond eg fair wages, rewarding effort
40
how to do workplace diversity as a business
catering towards cultural, diversity, and religious needs where possible, acknowledging and having awareness
41
how to do industrial democracy as a business
providing workers with more responsibility and opportunities where possible to make their own decisions
42
how to do employer of choice as a business
following all legal obligations and upholding csr
43
how to do overseas recruitment as a business
making sure you treat workers fairly and follow all laws - don't take advantage
44
how to do transnational corporations as a business
following laws of each country you're operating in, allowing employees to travel or remain at home
45
how to do offshoring as a business
reducing amount of harm caused to home and foreign country, and follow all laws
46
what does the victorian equal opportunity and human rights commission do?
- informs and educates public regarding equal opportunity rights - receives complaints, resolves disputes relating to acts eg equal opportunity act 2010
47
what does the workplace gender equality agency do?
- aims to promote and improve gender equality, boost outcomes for men and women - assist employers by educating, providing actions, ensuring they are complying with requirements in workplace gender equality act 2012

business unit 2 (3 decks)

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