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HR management Flashcards

1
Q

what is the first step in HRM

A

employ a suitable person

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2
Q

why is it criticlet to employ a suitable person

A

once employed it is difficult to fire them if they are unsuitable

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3
Q

what are the two sub processes of employee resourcing

A

recruitment and selection

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4
Q

three stages of recruitment

A
  • identify the job vacancy exists
  • define the requirements for successful job performance E.G. job description, specification, identify the personal attribute required by applicants
  • gather a pool of applicants for the job
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5
Q

a more detailed job description will cover

A
  • how success is measured
  • title of employee and reporting relationships
  • authority level and duties
  • crucial features Eg performance expectations, work environment
  • reviewed often to develop position with the employee

can be combined with the person spesification

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6
Q

why do you need a job description

A

makes it simple to identify

  • candidates that are a good fit for the role
  • hold candidates accountable if they are not performing essential duties that are required by the role
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7
Q

what is a personal specification

A

sets out the minimum eligibility requirements for performing a paticular job

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8
Q

what is included in a person specification

A
  • attainments, qualifications
  • Soft skills, relationship building, public speaking, time management
  • Job-specific capabilities, use of different software, team management
  • Personality traits, proactive, patient, motivated, attention to detail
  • physical attributes, height, eyesight,( must be justified requisite not preference)
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9
Q

difference between job description and job specification

A

The job description describes the essential needs of a job where job specification describes the least qualifications, required in the job holder for the performance of a particular job

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10
Q

job description is prepared from

A

job analysis

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11
Q

job specification is prepared from

A

job description

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12
Q

the job description is comprised of

A

essential job reuqirements

job duties, responsabilities and..

the skills required to complete that spacific role

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13
Q

why complete a job analysis

A

to determine:

  • what work needs to be done
  • behavioural requirements to perform the tasks and duties required
  • determine person specification
  • competencies such as skills and knowledge
  • whish list, a truck driver –> drivers licence
  • no personal attributes irrelevant to performance on the job
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14
Q

what is an employee covered by and what are then entitled to

A
  • covered by the contract of employment
  • entitle to benefits of employment legislation
  • have tools and other equipment provided
  • have a bos who controll and manages work
  • have organisations branding
  • must give personal service
  • the employer must keep records
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15
Q

what are contractors liable to

A

covered by the contract for service

takes responsibility for own safety, benefits and paying tax

provide own equipment

control own jobs

can send someone else

not covered by most employment-related laws

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16
Q

contract for service includes people who are:

A

self-employed or independent contractors, shear milkers, real estate agents on independent contract, volunteers that receive no reward, some people in the film production

17
Q

what are the two types of employment agreements

A

collective and individual agreements

18
Q

what does a collective agree ment bind on

A

one or more:

  • unions
  • employees
  • employers
19
Q

individual agreements are binding on

A

one person and one employee

20
Q

what are the key areas of retention

A

employee relations

employee development

employee rewards

21
Q

6 focus areas of employee relations

A
  1. enhancing communication
  2. reducing the need for disciplanary action
  3. creating a team environment
  4. minimising the risk of illness and injury
  5. clarifying employee/employer expectations
  6. managing employees hours of work
22
Q

how would one reduce disciplinary action or the opportunity for grievances to arise

A

prevention rather than correction methods

employing the right person

explicitly providing the guidelines for acceptable behaviour

23
Q

prevent grievances by

A

taking a proactive approach

  • Provide good working conditions
  • encourage staff to discuss problems
  • treat staff fairly and with respect
  • manage employee workload
  • minimise the risk of injury and illness
  • rewarded staff well financially
24
Q

what is performance apraisal

A

the process of determining and communicating to an employee how they are performing

25
Q

how to measure performance

A

objective measure: input or output, not biased; measure then judge

subjective measures: employee comparison, ranking, checklist; first judge then reflect in measurement e.g. scale

26
Q

rewards are only perceived as fear if

A

satisfying individuals needs

perceived as fair in relation to effort expended to earn rewards

27
Q

what is direct remuneration

A

various forms of cash payments

28
Q

indirect remuneration

A

involuntary benefits such as mandated leave etc

voluntary benefits

29
Q

why financial reward employees

A

important to attract and retain high quality staff

30
Q

salary or wages are fair and equitable to

A

employees qualifications, experience and ability

the level of responsibility

the hours worked

the location of the farm

current labour market

alternate employment opportunities

scarcity of a particular skill set

31
Q

why do a wage and salary review

A

do it six monthly

due to changes in:

knowledge and skills,

responsibility,

performance

32
Q

why non-financial (intangible) rewards

A

employees feel valued and appreciated,

employees often motivated by factors other than the level of remuneration

include:

praise

delegation of responsibilities

gifts

celebration of birthdays

additional time off

33
Q

factors that enhance staff retention (8)

A

higher than average pay,

flexible working hours,

minimal weekend work,

provision of training and development,

provision of positive feedback,

individual attention to career development and mentoring,

enjoyable work environment,

varied work,

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