Human Resource Flashcards
3 reasons Why a manager should delegate
A manager’s time is limited
The manager relies on others with specialised skill and knowledge
Aids staff development and succession
Provides staff a degree of independence and the right to make judgements
Helps build team spirits
Ability Test
attempts to measure an individual’s ability in numerical or verbally skills
Aptitude test
attempt to measure a person’s potential to learn skills needed for a job
personality tests
attempts to assess the characteristics of a person
affects how they behave with other people
2 selection techniques when seeking to make professional appointments
- one to one interview:
interviewer asks questions, while interviewee provides answers.
use to know interviewee’s thoughts, experiences or expertise.
Interviews may not fully assess a candidate’s technical skills or job-related competencies.
Candidates may present themselves differently in interviews compared to their actual on-the-job performance.
- psychometric tests
3 types are: aptitude test, ability test, personality test.
•Task assessment
candidates will be asked to carry out some of the tasks they will be required to do in the job.
- situational assessment
- interview by panel
Direct Discrimination
takes place when one employee is treated less favourably than another, specifically because of one of the characteristics such as disability, sex or race.
Indirect Discrimination
Occurs when a rule or practice applies to everyone but puts certain groups at a disadvantage.
Examples include requiring a certain height for a job or only offering full-time positions, which could disproportionately affect certain demographics.
JOB EVALUATION - analytical schemes
analytical schemes involve breaking down jobs into specific components or factors like skill level, responsibility, and working conditions, then assigning scores or weights to each.
JOB EVALUATION - Non analytical schemes
use overall assessments or comparisons without dissecting the job into separate elements.
They might rely on job ranking or classification methods rather than detailed analysis
Job Rotation
- Employees switch between different tasks or positions.
- Helps prevent boredom and burnout.
- Develops diverse skills and knowledge.
- Increases employee engagement and motivation.
Job Enlargement
- Adding more tasks or responsibilities to a job.
- Broadens the scope of work.
- Reduces monotony and increases variety.
- Enhances employee skills and development.
Job Enrichment
- Adding depth and complexity to a job.
- Provides opportunities for skill development and growth.
- Increases job satisfaction and motivation.
Management by Objectives (MBO)
- Focuses on clear goal setting and collaboration.
- Emphasizes regular performance evaluation.
- Involves managers and employees in goal setting and achievement.
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Examples:
Sales Department:- Increase quarterly sales by 10%.
- Set individual sales targets collaboratively.
- Regular performance reviews track progress.
Product Development Team:
- Launch a new product within six months.
- Define project milestones together. - Managers provide necessary resources.
Customer Service Department:
- Improve customer satisfaction rating by 15%.
- Representatives set personal improvement goals. - Monthly reviews for feedback and recognition.
Usage:
- Ensures understanding of organizational goals.
- Empowers employees for ownership and contribution. - Structured framework for assessment. - Facilitates ongoing dialogue and adaptation.
Constructive Dismissal
Employee resigns due to intolerable conditions created by the employer.
Resignation is involuntary in nature.
Examples of constructive dismissal
- Unreasonable Changes in Working Conditions:
Significant changes in job duties, hours, or location without agreement.
Example: Doubling workload without compensation, changing day shifts to night shifts without consent.
- Harassment or Discrimination:
Persistent harassment or discriminatory treatment based on protected characteristics.
Example: Verbal abuse, discrimination based on gender, race, religion.
- Breach of Contract or Safety Issues:
Failure to fulfill contractual obligations or provide a safe work environment.
Example: Not providing necessary tools/resources, lack of safety protocols leading to accidents.
