Ch4+5 Flashcards
A HR Manager
Coordinates all activities involved in acquiring, developing, maintaining and terminating employees from an organisations human resources.
Employer of Choice
Attracts, motivates and holds onto highly motivated workers.
Flexible Working Conditions
Are conditions that allow employees to balance work and family responsibilities more effectively. May take the form of flexible hours, patterns of work and location.
Work like balance
Is about achieving the right amount of time for work and personal or family life. FWC may help employees achieve this.
OH&S
Refer to the responsibility the employer has to ensure the workpiece is safe for employees and steps are taken to minimise harm.
Job Security
Is the belief that the employee will not loose their job. It can be improved by longer term contracts, effective financial management and provide training.
Motivation
Refers to the individual, internal processes that directs, energises and sustains a person’s behaviour.
Maslow Theory believed…
That all people have needs to be satisfied, and that they will work towards satisfying those needs. Each level of an individual’s needs in the hierarchy of needs must be satisfied before the next level of needs.
The 5 levels with example:
- Physiological - A job and wage
- Safety - Job Security and safe working conditions.
- Social - Teamwork and decision making
- Esteem - Promotion and Responsibility
- Self-actualisation - Opportunities for advancement and personal growth
Herberg maintained that …
There are environmental factors that can affect job satisfaction, but that these environmental factors alone will not motivate employees. There therefore needs to be intrinsic factors that directly motivate people to work harder.
Examples of Herzberg
Hygiene Factors - Working Conditions, Job security and pay
Motivation Factors - Achievement, Recognition and Personal Development.
Locke concluded that
Employees were motivated by clear,specific and challenging goals with appropriate feedback regarding their achievement.
HR Planning is
The development of strategies to meet the organisations future human resource needs. HR planning involved the planning of the number of employees required, their qualifications and when and were the employees are needed.
Job Analysis is
The study of an employees job in order to determine the duties performed, and the time and responsibilities involved as well as the equipment required. It examines actual job activities, working conditions and the equipment used in the job.
Recruitment
Is the process of attracting qualified job applicants from which to select the most appropriate person for a specific job. It is the role of the HR to ensure that the people recruited and selected have the unique skills and attributes required by the organisation to achieve objectives.
Induction
Is the process of familiarising new employees with all aspects of their new job and details of the organisation for which they will be learning. Some aspects include a tour or the organisation and meeting new colleagues.
Training refers to the
Process of teaching staff how to do their job more efficiently and effectively by boosting their knowledge and skills.
Development refers to
Activities that prepare staff to take on greater responsibility in the future.
Recognition refers to
The fact than an employee has performed will. Examples include selection as staff member of the month or praise in meeting.
Rewards are
Benefits given to an employee in return for their achievements in the workplace.
Performance management focuses
On improving both organisational and individual performance through relating organisational performance objectives to the employee performance objectives.
A performance appraisal is
The formal assessment of how efficiently and effectively an employee is performing their role in the organisation.
360 degree feedback is
Having multiple appraisers (managers,co-workers, self rating) to appraise employee performance.
+ : More valid and objective, Minimises bias
- : lack of action following feedback, time consuming
Human Resource Management is
The effective management of the formal relationship between employee and employer.
An employer of choice will provide
Excellent and flexible conditions of employment
Job security
Promote work-life balance
The benefits of employer of choice include
Reputation in the community
Low staff turnover
Reduction in costs associated with hiring and training new employees.
Advantages and disadvantages of Internal Recruitment
+ Low in cost
+ Replacement that is familiar with its operation
+ Quicker adjustment to the position
- Limited choice of applicants
- Unsuccessful applicants may become disillusioned
- No new ideas introduced
Advantages and disadvantages of external recruitment
+ Larger choice of applicants
+ Can recruit people with fresh ideas
+ New approach to work, skills and abilities brought in
- Time consuming and more difficult
- Costly form of recruitment
- Uncertain of how employees will perform
Purpose of induction:
Commence the socialisation process
Communicate the organisations values,beliefs and expectations
Provide information about the job tasks
Benefits of induction include:
Reduce stress and anxiety
Build employees confidence by assisting the employs to feel part of the organisation and establish good working relations
Ensure awareness of major safety polices and procedures.
Benefits of training for the employee
Oppurtunity for promotion and self improvement
Improved job satisfaction through better job performance
Greater ability to adapt and cope with changes
Benefits of training for the employer
Higher productivity through better job performance
Goals and objectives are met
Reduced cost due to less absenteeism, and fewer errors and accidents.
Intrinsic Rewards
JOB:
Promotion
Responsibility
ENVIRONMENT:
Club membership
Social activities
Extrinsic Rewards
DIRECT:
Wages
Salary
NON CASH:
Individual awards
Group awards
INDIRECT:
Company car
Parking spaces
Holidays
Similarities of Maslow and Herzberg
Both recognise employees will continue to seek higher order needs for motivation Once their lower order needs are satisfied.
Both have higher and lower level needs
Both recognise that employees seek factors such as recognition, promotion etc
Differences between Herzberg and Maslow
Maslow believed people progress through 5 stages of needs, satisfy one to move to the next. Herzberg doesn’t have levels and suggests a balance.
Maslow states lower order needs will satisfy, Herzberg claims that hygiene factors cause dissatisfaction or no dissatisfaction and will not motivate in the long term.
Advantages of Lockes goal setting theory
+ the employee has clear goals to achieve and the employer has a clear way of measuring them
+ Allows for employee feedback improving relationship of employee and employer
+ Goals are challenging acting as a motivator
Disadvantages of Lockes theory
- Time consuming as the manager would need to discuss and negotiate goals
- May be difficult to align individual goals with organisational objectives.
