BUSMAN AOS 3 UNIT 2 Flashcards
WHAT IS JOB DESIGN
Details the number, kind and variety of tasks that individual employees perform in their jobs. Jobs may be designed so they include a variety of tasks to keep employees interested and motivated.
2 THINGS APART OF JOB DESIGN
- Interesting tasks
- Variety of tasks
- Opportunity for ongoing learning and development
- Opportunities for social interactions
- Discretion and autonomy to make own decisions
- Flexibility
- Adequate resources
- Opportunity for achievement
WHAT IS JOB DESCRIPTION
- a job description, which is a written statement describing the employee’s duties, and tasks and responsibilities associated with the job
WHAT IS A JOB SPECIFICATION
which is a list of the key qualifications needed to perform a particular job in terms of education, skills, knowledge and level of experience
JOB DESCRIPTION VS JOB SPECIFCATION DIFFERENCE
- a job description, which is a written statement describing the employee’s duties, and tasks and responsibilities associated with the job -It will usually include the job title, the purpose of the job, the placement of the job within the business, responsibilities and activities to be performed, working conditions and performance standards.
- a job specification, which is a list of the key qualifications needed to perform a particular job in terms of education, skills, knowledge and level of experience
Key difference: Job specification indicates the sort of person a business is seeking while job description is a summary of what the worker will be doing
INTERNAL RECRUITMENT PROS AND CONS
Recruitment involves attracting the right people to apply for a job vacancy.
Internal: Recruiting someone who is already employed in the business to a vacancy.
Pros: Used to motivate employees
Reward employees with a promotion
Cons: May be no one suitable
If there’s more than one applicant it may cause conflict
EXTERNAL PROS AND CONS
Finding suitable applicants outside the business because staff planning has identified, a need for a new position, An existing employee has resigned or retired, Employee previously performing the duties has been transferred or promoted to a new position
Pros: Wider range of applicants
Outside applicants could bring in new ideas
Cons: All applicants are unknown
There are costs associated with advertising the position
WHAT IS A BUSINESS OBJECTIVE?
A business objective is a desired outcome or specific result that a business intends to achieve. Typically, business objectives include:
* making a profit
* expanding the business
* increasing market share.
STAFFING
the process of finding, acquiring, preparing and retaining the right employee for a position in the business
STAFFING LAYOUT
When staff are working productively, they will be lowering costs, increasing sales and assisting the business in achieving its objectives.
The effects of technology developments on business arrangements
New information and communications technologies have changed the nature of the workplace. New jobs are created that use new technology, while other jobs become redundant because of technology.
The effects of technology developments on business arrangements issues and things to consider
- Existing employees may need to be trained to use new technologies
- New technology may lead to a reduction in staffing requirements, as the technology may mean fewer staff are needed to carry out the necessary tasks- those made redundant need to be treated sensitively and fairly as possible
- Rates of pay may need to be adjusted to take into account new skills acquired by employees, and the likely increased value of their work to the business.
- Staff are more likely to use workplace computers to carry out personal business during work hours. At the same time, many will carry out work-related tasks at home during their own time. This flexibility may mean that the division between work and personal lives is blurred.
EMPLOYER EXPECTATIONS
Conditions of Employment: What an employer (business) has agreed to give the employee in return for the employee’s work
Includes
- Number of hours an employee is expected to work
- Annual leave entitlements and other entitlements (sick leave, long service leave)
- Public holidays the employee may be entitled to (e.g. Christmas, Ney Years, Labour Day)
- Other entitlements (e.g. redundancy pay)
EMPLOYEE EXPECTATIONS
good remuneration, flexible working conditions and job security
EMPLOYER expects employees to be committed, punctual and work cooperatively
SELECTION PROCEDURES
INTERVIEWS- opportunity to ask qs and meet prospective employees but may not be honest and assess their skills
PSYCH TESTING- personality and assess skills but relies on honest answers
WORK TESTING- provides assessment of skills and allows opportunity to see different applicants in action but may not broader and artificial
ONLINE SELECTION- convenient and used for wide variety but impersonal and many applicants
WHATS INVOLVED IN INDUCTION
acquainting new employees w business (maintenance) and culture, polices and practices
builds self confidence
creates relationships
3 NATIONAL EMPLOYMENT STANDARDS
Minimum entitlements
-max weekly hours
-requests for flex working arrangements
-convert from casual to permanent
-annual
Long service leave:
-long service
-public holidays
-superannuation
-notice of termination
EEO- Equal employment opportunity Act 2010
make it illegal to discriminate against any employee or prospective employee:
-age
-career
-family
-marital
-race
-sex
-beliefs
What is an award
- Awards – a legally binding agreement that sets out the minimum wages and conditions for a group of employees. Created by the fair Work Commission (FWC). Created for an ‘Industry’ so relate to all employees in that ‘Industry’ (Retail / Mining / Construction .. etc)
ENTERPRISE BARGAINING AGREEMENT (EBA)
- Enterprise Bargaining Agreement – (EBA) is an agreement that has been directly negotiated between an employer and a group of employees of a business at the workplace. Relate to that organization (individual workplace) only
HUMAN INDUCTION PROCESS
The process of acquainting new employees with the business – its history, structures, objectives, culture, policies and practices - and the jobs they will perform
- Supervisors, co-workers, and the Human Resources department may be involved in the induction process
HUMAN RESOURCE MANAGEMENT
Responsible for directing and combining other resources (natural and capital) to produce goods and services)
Staffing is important as businesses need to find and acquire employees who meet the needs of the business, but also preparing and retaining that employee
HR Management must focus on recruiting suitable employees, motivating them and increasing their productivity in order to achieve business objectives
JOB ANALYSIS
a systematic study of an employment position within a business
Observation method -> observing workers carrying out their tasks
Interview method -> employees may be interviewed by a supervisor or human resources manager to help develop a job analysis
Questionnaires -> employees can be asked to provide written answers to questions about their duties, responsibilities and skills
Critical incident technique -> staff responses to particular incidents are judged to be effective or ineffective based on the actions taken. Involves examining the events leading up to the incident, actions taken by the staff member, consequences of those actions and the degree of control the employee had over those consequences
