chapter 2 g-l Flashcards
On-the-job training
employees improving their knowledge and skills within the workplace
Examples of on-the-job training include:
- Being coached by an existing employee on how to perform a specific role.
- Having a senior staff member act as a mentor who continually supports employees and provides advice on how to perform tasks.
- Job shadowing an experienced employee working in the same position.
- Hiring an external trainer to give on-site demonstrations of specific tasks.
- Having employees rotate between different jobs to gain experience in a variety of roles.
Off-the-job training
employees improving their knowledge and skills in a location external to the business.
Examples of off-the-job training include:
- Attending conferences that provide theoretical knowledge to employees.
- Performing simulations or workshops where employees apply new skills.
- Attaining specific qualifications from TAFE, university or other higher education courses, that are funded by the business.
- Online training courses that are performed outside of traditional working hours.
on the job training advantages
- Employees can perform their role while training, minimising losses to productivity
- Individuals who train staff can develop strong work relationships.
- Employees being trained at the workplace can avoid additional training outside of work hours.
- Employees can quickly become familiar with work equipment, reducing the time taken during training.
- Often less expensive than performing training externally, as there are no travel costs.
on the job training disadvantages
- The business may lack the amount of experienced staff required to train employees.
- Employees who are not being trained may be disrupted by training processes, lowering productivity.
- Employees completing the training may become distracted by the workplace.
- Employees may learn bad habits from being trained by experienced staff.
- Senior staff may be too busy and unable to focus on other work responsibilities.
off the job training advantages
- Receiving training from professionals can enable employees to perform their roles to a high quality.
- External experts can provide new perspectives on how staff can perform their role to a higher standard.
- Employees are likely to perform training in an environment meant for training which can reduce distractions.
- Employees’ employability may improve if they receive qualifications or accreditations.
- Does not take more experienced employees away from their jobs to train other employees, enabling them to remain productive in their own tasks.
off the job training disadvantages
- Having employees away for training can disrupt the workflow of the business, lowering productivity.
- Employees may try and find a job elsewhere with the external qualifications they gain.
- Employees may struggle to apply new knowledge into the workplace if it is only information based.
- Employees may be unable to translate learned skills to the business’s equipment.
- Travel times associated with off-site training may belong.
- May involve paying external organisations, which is often expensive.
- Accommodation and travel costs may become expensive, especially when a group of employees is being trained.
Management by objectives
both managers and employees collaboratively set individual employee goals that contribute to the achievement of wider business objectives.
The advantages and disadvantages of management by objectives.
ADVANTAGES
• Aligning employee and business objectives contribute to the achievement of wider business objectives, improving business performance.
• Collaboration between managers and employees when setting objectives can improve workplace relationships.
DISADVANTAGES
• Employees may take harmful shortcuts in their work in order to achieve objectives.
• Failure to achieve personal objectives may be demoralising.
Performance appraisal
a manager assessing the performance of an employee against a range of criteria, providing feedback and establishing plans for improvement in the future.
The advantages and disadvantages of performance appraisals.
ADVANTAGES
• Communication between managers and employees during one-on-one reviews can improve workplace relationships.
• The results from this process can outline areas where employees are struggling and training can be implemented to resolve issues.
DISADVANTAGES
• Employees may lose motivation if they receive multiple poor performance appraisals.
• This process can be time-consuming as appraisals review employee performance individually.
Self-evaluation
an employee assessing their individual performance against a set criteria.
The advantages and disadvantages of self-evaluation
ADVANTAGES
• The employer can gain an insight into an employee’s understanding of their own strengths and weaknesses.
• Employees can increase their employability as they highlight their own weaknesses to managers which can lead to relevant training opportunities.
DISADVANTAGES
• If an employee is biased or dishonest in assessing their performance, a manager will not gain reliable information.
• The development of criteria to be used in a self-evaluation can be time-consuming.
Employee observation
a range of employees from different levels of authority assessing another employee’s performance against a set criteria
The advantages and disadvantages of employee observation
ADVANTAGES
• Involves a variety of employees, improving the interconnectedness of the business and corporate culture.
• The manager can gain multiple different perspectives about an employee that they may not have had previously.
DISADVANTAGES
• Results may be misleading if employees are aware they are being evaluated, as they may only work harder in the presence of an observer.
• The development of a criteria to be used in a self-evaluation can be time-consuming.
Retirement
an individual deciding to leave the workforce as they no longer wish to work.
Redundancy
an employee no longer working for a business because there is insufficient work or their job no longer exists.
Redundancy can occur for two reasons
- There is no longer enough work for an employee or a group of employees
- The business cannot afford to pay the current level of employees that they have.
Redundancy can be either voluntary or involuntary
Voluntary redundancy occurs when a manager announces to employees that the business will be making positions redundant, and provides a group of employees with the opportunity to nominate themselves to become redundant
Involuntary redundancy occurs when a manager notifies employees that their position has been made redundant
Resignation is
an employee voluntarily terminating their own employment, usually to take another job position elsewhere.
Dismissal
the involuntary termination of an employee who fails to meet required standards or displays unacceptable or unlawful behaviour.
Entitlement Issues
Annual or long service leave
Redundancy pay
Notice of termination
Justifiable reasons for employment termination
Annual or long service leave
Any annual leave or accumulated long service leave must be paid out upon the termination of an employee.
