HRM 6 Flashcards
Work engagement
describes how an employee is physically and emotionally connected to their work or task. Evidence:
1. Vigour - describe how the employee is physically connected to their work, demonstrating high level of energy and mental resilience
2. Dedication - how emotionally connected to their work, demonstrating strong involvment and experiencing a sense of significance, challenge, inspiration, enthusiasm and pride in one’s work
3. Absorption - psychologically connection to the work, demonstrating a state of full concentration; they are so happy and engrossed that time seems to bly by
Employee engagement
is a broader concept than work engagement insofar as it includes not just the relationship of the employee to their work, but also their relationship with the organisation itself
Traditional informational approach:
- A formal welcome from the mew starter’s supervisor and introduction to team members
- Possibly a general tour of the premises
- An oveview, which may include information on organisation - wide trends, key strategies being pursued, key clients etc
- A presentation on centralised administrative arrangements - expense claims, rules covering, discipline etc
Onboarding
is the mechanism through which new eployees acquire the necessary knowledge, skills and behaviours to become effective organisational member and insider
Different approaches for newcommers:
Relation approach - focuses on helping new starters rapidly establish a broad network of relationships with co-workers, from whom they can access the information they need to be productive member of the team
Mentoring - formal
Buddy - informa
Organisational citizenship behaviours
are behaviours of individual employees that are not directly ar explicitly required by an organisation as part of the role, but which promotes the effective functioning of the organisation
Employee tunover
is the number of people who leave an organisation and need to be replaced in order to maintain production or service
Pull factors: company cannot do anything
Push factors: company lack of attention effect
Turnover rate = number of leavers / average number of employees *100
Cohort analysis
The development of individual staff profiles aids this process by easily identifying where turnover rates are higher amoung a particular set of employees with particular skill set
Grievance procedure
is a written step-by-step process an employee must follow to voice a complaint in an organisation’s rules.
Disciplinary procedure
is a written step-by-step process that an organisation uses when an employee has broken the organisation’s rules
Paternalistic or authoritarian managment
Paternalistic - in which managers look after employees and use soft HRM practices such as good salaries, benefits to employees, direct communication and teamwork. Reduce conflicts
Authoritarian - more dogmatic managment approach, whereby there may be little concern for employees and suppression of any attemts by employees to introduce a trade union into the workplace
Plurarism/unitarist
Plurarism - assume that the organisation is made up of groups with different interest and goals
Unitarist - employer and employee folows the same goal
Collective bargaining
is the negotiation between an employer/group of employers.
Marxism
Perspective lies in its sophisticated understanding of the employment relationship by relating it to conflict in the wider society - something unitarism and pluralism do not do
Employer organisations
are effectively a union of employers which represent employer interests nationally and internationally, advise members on HRM, undertake research, represent members in negotiations with employees etc
