business Flashcards
What are the key differences between voluntary and compulsory redundancy?
Voluntary redundancy occurs when employees choose to leave and accept redundancy pay.
Compulsory redundancy involves the employer selecting employees for dismissal due to redundancy.
What are some strategies companies can use to avoid redundancies?
Companies can avoid redundancies through strategies like reducing overtime, hiring freezes, pay cuts, redeployment, and early retirement.
Explain the importance of fair and objective selection criteria in the redundancy process.
they ensure that the selection of employees for redundancy is based on legitimate, non-discriminatory factors, such as skills, performance, and disciplinary records, rather than arbitrary or subjective reasons
What are the potential consequences of wrongful dismissal for an employer?
legal liabilities, such as claims for damages or reinstatement, as well as reputational damage and potential challenges in attracting and retaining talent.
Outline the main types of dismissal and the circumstances in which they might occur.
Wrongful dismissal (when the employer terminates the contract in breach of the contract)
Summary dismissal (when an employee is dismissed without notice due to a breach of contract, e.g., theft, misconduct)
Constructive dismissal (when the employee terminates the contract due to the employer’s actions that breach the contract)
Unfair dismissal (when the dismissal is not for a potentially fair reason, procedures are not followed, and the decision is unreasonable)
What are some key rights and procedures that employers must follow when ending an employment relationship?
include providing reasonable notice periods, following disciplinary and grievance procedures, and complying with legal requirements for dismissal.
Distinguish between the roles and responsibilities of Personnel Management and strategic Human Resource Management.
Personnel Management focuses on administrative tasks like recruitment, payroll, and compliance.
Strategic HRM is concerned with aligning HR practices with organizational goals and strategies, and plays a more proactive role in shaping organizational culture, talent management, and employee engagement.
How can strategic HRM contribute to achieving organizational goals and objectives?
by aligning HR practices with the organization’s overall strategies, fostering a supportive organizational culture, and effectively managing and developing talent to support the organization’s objectives.
