Chapter 2 Flashcards
Human Resource Management (HR)
The organisation of employees roles, pay and working conditions
What’s the relationship between HR and business objectives?
employees feel valued and motivated which increase performance. Therefore, high performance assists a business in achieving business objectives.
Maslow’s Hierarchy of Needs
motivational theory that suggests people have five fundamental needs, and
their sequential attainment of each need acts as a source of motivation.
Motivation
willingness of an individual to expend energy and effort in completing a task.
Physiological needs
the basic requirements for human survival, such as food, water, and shelter.
Safety and security needs
the desires for protection from
dangerous or threatening
environments
Social needs
the desires for a sense of
belonging and friendship among groups, both inside and outside the workplace
Esteem needs
an individual’s desires to feel important, valuable, and respected.
Self-actualisation needs
the desires of an individual to reach their full potential through creativity and personal growth.
Four Drive Theory
a motivational theory that suggests that people strive to balance four fundamental desires
What are the four drives?
Acquire
Bond
Comprehend (learn)
Defend
drive to acquire
desire to achieve rewards and high status.
drive to bond
desire to participate in social interactions and feel a sense of belonging.
drive to comprehend (learn)
desire to gain knowledge, skills and experience
drive to defend
desire to protect personal security as well as values of the business
Goal Setting Theory
motivation theory that states employees are motivated by clearly defined goals which fulfill five key principles
What are the five key principles of the Goal Setting Theory
Clarity, Commitment, Challenge, Task complexity, Feedback
Performance related pay
a financial reward that employees receive for reaching or exceeding a set business goal.
Career advancement
the upwards progression of
an employee’s job position.
What are the motivational strategies?
Performance related pay
Career advancement
Investment in training
Support
Sanction
Investment in training
allocation of resources to improve employee skills and knowledge
on the job and off the job training
Support
providing employees with any assistance that improves their satisfaction at work
Sanction
penalising employees for poor performance or breaching business policies
Types of motivation
short term employee motivation: easy to implement to rapidly increase motivation – used in crisis situations
long term employee motivation: high level of employee job satisfaction, strategies that improve positive work culture
What are the types of employee training?
on-the-job and off-the-job
on-the-job
employees improving knowledge and skills within the workplace
off-the-job
employees improving their knowledge and skills in a location thats external to the business
What are the four types of performance management?
management by objectives
performance appraisals
self evaluation
employee observation
Management by objectives
both managers and employees collaboratively setting individual employee goals which contribute to achieving broader business objectives
performance appraisals
manager assessing the performance of an employee against a range of criteria, provide feedback and establish plans for future improvements
self-evaluation
an employee assessing their individual performance against a set of criteria
employee observation
a range of employees from different levels of authorities to assess another employees performance (against a set of criteria)
What are the types of termination management?
retirement
redundancy
resignation
dismissal
entitlement considerations
transition considerations
retirement
individuals deciding to leave the workforce permanently because they no longer wish to work
termination
process of a business ending an employee contract with an employee
redundancy
an employee no longer working for a business because there is insufficient work or their job no longer exists
resignation
an employee voluntarily terminating their own employment, usually to take another job position somewhere else
dismissal
involuntary termination of an employee who fails to meet required work standards or displays unacceptable or unlawful behaviour
entitlement considerations
legal obligations an employer owes to its employees after the termination of their employment contract
transition considerations
social and ethical practices that a manager can consider doing when terminating employment
awards
legal documents that outline minimum wages and conditions of work for employees for a particular industry
agreements
the legal documents that outline wages and working conditions of employees and are applied to a particular business or group of businesses
what is the dispute resolution process?
steps that disputing parties follow to resolve a disagreement and reach a resolution
mediation
impartial third party that facilitates the discussion between the disputing parties to help each side reach a resolution to the conflict themselves
arbitration
an independent third party that hears arguments from the disputing parties and makes a legally binding decision to resolve the conflict
