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EBUS1514 > CHAPTER 6 > Flashcards

CHAPTER 6 Flashcards

1
Q

define Human Resource Management

A

it is a philosophy of people management based on the the belief that HR is vital for business success. Using HR effectivly gives the organization a competitive advantage. HRM is aimed at recruiting, managing, rewarding and developping key competencies.

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2
Q

Define a HRM System

A

is an overall approach to management, comprising the philosophies, policies and practices related to the activities of staffing, retention, development, adjustment and managing change.

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3
Q

Name the 5 activities that HR Manager Perform

A

-staffing
-retention
-development
-adjustment
-managing change

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4
Q

what is staffing?

A

Identifying work requirements within the business.
Determining how many people need work and what skills are necessary.
Recruiting, selecting, and promoting qualified staff.

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5
Q

What is Retention?

A

-Rewarding and recognising employees for effective job performance.
-Ensuring Harmonious working relations between teams, employers and managers.
-Establishing and maintaining a safe and healthy work environment.

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6
Q

What is development ?

A

-Maintain and enhance
competencies through improving
knowledge, skills & abilities

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7
Q

what is Adjustment?

A

-Maintain compliance & policies (through discipline)

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8
Q

What is Managing Change?

A

-Handle internal and external
environment changes
-Enabling employees to cope with
change

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9
Q

Name the 5 HR Functions ?

A

-HR Planning
-Recruitment
-Selection
-Placement
-Orientation

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10
Q

what is job design?

A

entails the dividing of the work that needs to be done into jobs by organising content, functions and relationships.

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11
Q

what is a job analysis?

A

is the study of what is done, when, where, how, why and by whom in existing or new jobs.
OR
a Process to collect all the data about the work

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12
Q

what is a job description?

A

a statement containing information about the job itself. (HINT: all about the job)
e.g. duties, tasks, summary statement, degree of supervision.

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13
Q

what are Job Specifications?

A

a statement of the qualifications required by the person to do the job. (HINT: all about the person)
eg. qualifications, experience, and personality.

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14
Q

what are the managerial uses for a job description and job specification?

A
  • Control purposes
  • Performance Evaluation
  • Promotions
  • Training needs
  • Salary scales
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15
Q

what is recruitment?

A

it is about attracting a pool of protentional candidates from which the ideal candidate can be selected and doing so in a cost-effective manner.

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16
Q

name the 3 recruitment approaches.

A
  • right person app
  • culture fit
  • flexible person
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17
Q

what is the right person approach?

A

The most traditional
and common approach. Pins down the person
with the required skills
for the job- match set
criteria. Not advisable to use if there is a diversity of
needs

18
Q

what is the culture fit approach?

A

“people are permanent, job vary”.
candidate should suit the culture of the business.
internships can be offered to determine whether a candidate fits with business.

19
Q

what is the flexible person approach?

A

People who are versatile
and adaptable.
Prepared for future
changes, will work in
different departments if
situation requires it from
them.
Long term focus – improve.
pool of human capital.

20
Q

what is internal source of recruitment??

A

Use current staff to assist
in recruiting potential
candidates
WHY?
Important for succession
planning and morale
HOW can it be done?
Job posting – intranets/
company bulletin boards
Employee Referrals

21
Q

what are external sources of recruitment??

A

To be effective, the
following conditions
should be met:
*Timing (Candidate
needs to want a job and
employer has a opening)
*Communication (Type
of medium used should
be accessible to potential
candidate and employer
*Match between personal
characteristics and job
requirements
*Motivated candidates
that wants to apply

22
Q

methods of external recruitment

A
  • direct applications
  • university campus recruiting
  • advertising
  • recruitment/employment agencies
  • executive search firms
    -online recruitment
23
Q

what is selection?

A

the process of selecting the most suitable candidate from the pool of candidate recruited.

24
Q

6 selection methods

A
  • application forms
  • interviews
  • psychometric testing
  • assessment centres
  • Medical Examination
  • References
25
Q

the selection procedure.

A
  1. conduct a preliminary interview
  2. application forms
  3. selection test
  4. check references
  5. final interview
  6. medical examination
  7. final choice
  8. final offer followed by appointment
26
Q

what is orientation?

A

it is the process by which new employees are firstly introduced to the business, its procedures, environment and work situation and secondly, to their co-workers, subordinates and superiors.

26
Q

what is employment?

A

it is not only the process by which the new employee reports to the workplace, but also the accompanying administrative tasks that have to be performed.

27
Q

what is placement?

A

Employee is placed in the post applied for.

28
Q

orientation: first two weeks

A
  • Activities
  • Duties and responsibilities
  • Payment
  • Working hours/ leave policy
  • Tea breaks
  • Dress code
28
Q

orientation: before arrival

A
  • Congratulate the appointee
  • Formal letter of welcome and
    information brochures
  • Info on working hours, dress code
    and general business policies.
  • Inform the other employees of the
    new addition.
28
Q

orientation: first day

A
  • Meet and Introduce the new
    appointee to the other staff
    members.
  • Show him/her the office space and
    work areas
  • Final administration
  • Get to work- Mentor
29
Q

orientation: first six months

A
  • Identify short comings
  • Identify training and
    development needs
30
Q

define training

A

consists of a planned programme of activities designed to help improve current performance of individuals.

31
Q

Define development

A

programmes have a longer-term focus on improving competencies in preparation for future jobs.

32
Q

what responsibilities does HR have to assist employees in managing their own careers?

A

Mapping progression
possibilities for employees

33
Q

why could Career management fail?

A
  1. poor support system for career plans
  2. lack of insight into employee needs and constraints
  3. perceived lack of care from management
34
Q

what is performance management?

A

Strategic and integrated approach to increase effectiveness
and efficiency of businesses by improving performance of
employees in teams and individual capabilities

35
Q

3 elements of performance management:

A
  1. defining performance
  2. facilitating performance
  3. encouraging performance
36
Q

what is an incentive?

A

Additional
reward for
outstanding
effort
-Financially Based

37
Q

what are benefits

A

Linked to
employment
instead of
performance
-Improve quality
of work life

EBUS1514 (1 decks)

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