HRM and Diversity Flashcards
Define Human Resource Management
Defined as the process of finding, developing and keeping the right people to form a qualified workplace.
All employment in Australia is a legal contract of employment.
Explain the Fair Work Commission
Tribunal that oversees the enforcement of employment standards.
Sets the minimum wage
Endorses enterprise bargaining agreements (EBA)
Approves NES minimum employment standards
Hears unfair dismissals.
Explain the Fair Work Ombudsman
Has an education and mediation role in the operation of modern awards.
It enforces the compliance of awards and agreements.
It also provides advice and education to employees and employers.
Anti-Discrimination Law
Human rights laws apply to discrimination and breaches of human rights in employment. These are administered by the human rights commission.
HRM Process: Recruiting
Process of developing a pool of qualified job applicants. This is ‘developing’ a pool which differs from the actual hiring process.
HRM Process: Job Analysis
A purposeful and systematic process for collecting information on the important work-related aspects of a job.
Collects information such as work activities, tools & equipment, working conditions and personal requirements.
The process results in ‘job descriptions’ and ‘job specifications’.
Companies must undertake a job analysis before they begin recruiting.
They are then used throughout the hiring process to match applicants and the requirements of the job.
Job Description
Written description of the basic tasks, duties and responsibilities requires of an employee holding a particular job
Job Specification
A written summary of the qualifications needed to successfully perform a particular job.
HRM Process: Internal Recruiting
Developing the pool of applicants from people that already work within the company.
Reduces start up costs due to the familiarity with the organisation.
Job posting is a procedure in which a job is advertised to existing employees.
A career path is a planned progression of jobs that employed can progress within an organisation. These can help employees to focus on long term goals.
HRM Process: External Recruiting
Process of recruiting a pool of qualified applicants from outside the organisation.
Growing trend is to use professional websites (Linkedin) and employment websites (seek.com).
HRM Process: Selection
Selection is the process of gathering information about job applicants to decide who should be offered a job.
HRM Process: Validation
The process that determines how a procedure predicts a future job performance. The more accurate the prediction of future job performance, the more valid a test is said to be.
Define Selection Tests
Testing related either directly or indirectly to determine is an applicant will do well in a position.
Selection Tests: Specific Ability Tests
Measure the extent to which an applicant possesses the particular kind of ability to do a job well.
Selection Tests: Cognitive Ability Tests
Measure the extent to which applicants have abilities in speed, verbal comprehension, numerical aptitude and general reasoning. Used to predict job performance in almost all kids of jobs.
Selection Tests: Psychological Tests
○ Test that measures the psychological make-up of a candidate and their readiness to undertake the job.
○ Best used in combination with another tests.
○ Help to determine if a candidate obtains the personality and attributes requires for a position.
These tests are seen as objective, valid and cost - effective.
Selection Tests: Work Sample Tests
A test that requires applicants to perform tasks that are actually done on the job.
○ This is a direct performance predictor, however they can be deemed expensive to an employer.
Define Interviews
Interviews are conducted in which members of the hiring organisations will ask job-related questions to a candidate.
Interviews allow for interpersonal skills to be assessed.
What are unstructured interviews
Interviewers are free to ask applicants anything they want.
What are structured interviews
○ A interview in which the questions that are asked are the same set of standardised questions, usually including situational, behaviour and job-knowledge questions.
Advantage to this is that it is easier to compare applicants as they are all asked the same questions.
What are semi structured interviews
○ A structured interview, but time is set for unstructured questions
HRM Process Training:
Developing skills and knowledge employees need to perform their jobs or improve their performance.
Determining training Needs:
○ Needs assessment is the process of identifying and prioritising the learning needs of employees.
○ Training should never be conducted without an assessment being conducted first.
Training Methods:
○ When choosing a training method it should be considered how many people you are training, the cost and the objectives of training.
○ E-learning is an emerging form of training. An advantage is that employees do not need to leave their jobs and can choose a time when convenient. However it may not always be appropriate and requires an investment in computers.
Evaluating Training:
○ It is important to evaluate training through reactions, learning, behaviour and results.
HRM Process: Performance Appraisal
Process of assessing how well employees are doing their jobs.
They are used for making administrative decisions, providing feedback for staff, evaluating HR programs and for documentation.
Employees often question the accuracy of their appraisal. Therefore objective performance measures are put in place that are easily and directly counted or quantified.
When objective tests are not available then subjective tests have to be used instead.
The behavioural observation scale is a rating scale that indicates the frequency which a worker performs specific behaviours that represent the job dimensions that are essential for success.
Rater training involves training performance-appraisal raters in how to avoid rating errors to increase accuracy.
HRM Process: Sharing Performance Feedback
Employees and managers alike can often become defensive when giving and receiving feedback.
The 360 degree feedback system is in which feedback is obtained from four difference sources. The employee’s boos, subordinates, peers and the employee themselves.
It is very important what the employee does with the feedback.
