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Business Strudies > Chapter 8 - HR / Human Capital Management > Flashcards

Chapter 8 - HR / Human Capital Management Flashcards

1
Q

HR activities

A

Manpower planning

Recruiting

Selection

Placement

Induction

Training

Keeping of records

Remuneration

Evaluation

Retention

Succession planning

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2
Q

HR activities

Manpower planning

A

Number of employees
Skills needed
When employees are needed

Workload Analysis (how many ppl needed)

Job Analysis

  • job description
  • job specification
Manning Table (# ppl and what skills are required)
Recruiting table
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3
Q

HR activities

Recruiting

A

Internal

  • job description
  • search files
  • recommendations

External
- advertising, institutions…

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4
Q

HR activities

Selection

(Procedure)

A

Good selection: lower staff turnover, lower production costs, less training …

Procedure:

  • receipt of CV
  • initial screening
  • cv evaluation
  • reference and background checks
  • interview
  • tests (ability, psychometric, work sample, medical)
  • letter of appointment
  • employment contact
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5
Q

HR activities

Placement

A

Abilities are compared to vacant positions

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6
Q

HR activities

Induction

A

Orientation

Learn general rules
Socialization
Expectations 
Intro to workers
Knowledge of the product
Mentor
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7
Q

HR activities

Training

A

Improve performance, behavior, attitudes, knowledge, skills…

Narrow the performance gap

SDA

Planning:

  • identify problems
  • skills to fix them
  • analyse job performance
  • training needs
  • training objectives
  • program developed
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8
Q

HR activities

Training

SDA

A
  • place of learning
  • invest in education and training
  • good programs offered
  • improved employment opportunities for disadvantaged people
  • encourage envoy enemy
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9
Q

HR activities

Training

Types

A 
On the job - hands on 
Off the job - courses
Apprenticeship 
Workshops - update skills
Job rotation - expand experience
Self study
Mentorship 
Learnership - internship
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10
Q

HR activities

Remuneration

A

Job evaluation - importance of job

Performance evaluation - annual increase

Salaries - permanent employees, fixed, monthly

Commission - sales. Salary plus % of sales

Wages - weekly, less skilled employees

Taxable:
Standard income tax: 80000+
Provisional tax: standard rates

Cost to company: Salary earned even if benefits not taken

Basic plus: employee loses if benefit not taken

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11
Q

HR activities

Evaluation

A

Gives management and employees to voice concerns

Feedback
Strength and weaknesses
Discuss employment issues

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12
Q

HR activities

Retention

A

High employee turnover

  • bad productivity, image
  • costly, time consuming
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13
Q

HR activities

Succession planning

A

Prepare a person for future promotion.

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14
Q

HR focuses on

A

Employee needs

Staff requirements

HR activities

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15
Q

HR activities

A

Manpower planning

Recruiting

Selection

Placement

Induction

Training

Keeping of records

Remuneration

Evaluation

Retention

Succession planning

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

HR activities

Manpower planning

A

Number of employees
Skills needed
When employees are needed

Workload Analysis (how many ppl needed)

Job Analysis

  • job description
  • job specification
Manning Table (# ppl and what skills are required)
Recruiting table
17
Q

HR activities

Recruiting

A

Internal

  • job description
  • search files
  • recommendations

External
- advertising, institutions…

18
Q

HR activities

Selection

(Procedure)

A

Good selection: lower staff turnover, lower production costs, less training …

Procedure:

  • receipt of CV
  • initial screening
  • cv evaluation
  • reference and background checks
  • interview
  • tests (ability, psychometric, work sample, medical)
  • letter of appointment
  • employment contact
19
Q

HR activities

Placement

A

Abilities are compared to vacant positions

20
Q

HR activities

Induction

A

Orientation

Learn general rules
Socialization
Expectations 
Intro to workers
Knowledge of the product
Mentor
21
Q

HR activities

Training

A

Improve performance, behavior, attitudes, knowledge, skills…

Narrow the performance gap

SDA
Narrow gap between actual performance and requires performance

Planning:

  • identify problems
  • skills to fix them
  • analyse job performance
  • training needs
  • training objectives
  • program developed
22
Q

HR activities

Training

SDA

A
  • place of learning
  • invest in education and training
  • good programs offered
  • improved employment opportunities for disadvantaged people
  • encourage envoy enemy
23
Q

HR activities

Training

Types

A 
On the job - hands on 
Off the job - courses
Apprenticeship 
Workshops - update skills
Job rotation - expand experience
Self study
Mentorship 
Learnership - internship
24
Q

HR activities

Remuneration

A

Job evaluation - importance of job

Performance evaluation - annual increase

Salaries - permanent employees, fixed, monthly

Commission - sales. Salary plus % of sales

Wages - weekly, less skilled employees

Taxable:
Standard income tax: 80000+
Provisional tax: standard rates

Cost to company: Salary earned even if benefits not taken

Basic plus: employee loses if benefit not taken

25
Q

HR activities

Evaluation

A

Feedback (SW)

26
Q

HR activities

Retention

A

High employee turnover

  • bad productivity, image
  • costly, time consuming

Natural attrition - employees leave for legitimate reasons.

27
Q

HR activities

Succession planning

A

Prepare a person for future promotion.

1 identify critical position
2 determine skills and knowledge needed for them
3 identify succession management strategies
4 implement chosen plan
5 evaluate effectiveness

28
Q

HR focuses on

A

Employee needs

Staff requirements

HR activities

Business Strudies (9 decks)

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