Human Resource Management Flashcards
Strategic Role of HR
Refers to management of the total relationship between an employer and employee
- Qantas employs over 30 000 people across 200 separate job categories per year
Interdependence
Finance & HR - Adequate funds to attract, train & develop staff
- Marketing & HR - Identify & meet the needs & wants of customers through market research, communication of values
- Operations & HR - manage the relationship between employees and employers to enable the business to achieve its strategic intent
Outsourcing
Involves external providers to perform tasks and business activities. Based on the theory that specializing in a particular function will lead to lower costs and greater efficiency.
- HR functions
- Using Contractors
Influences on HR
- Stakeholders - Employer associations, Unions, society, employers, employees & government organizations
- Legal - the current legal framework
- employment contract: common law
- minimum employment standards
- minimum wage rates
- awards
- enterprise agreements
- other employment contracts - Work health & safety, workers compensation
- anti-discrimination & equal work opportunity
- Technology
- Economic
- Social - Living standards, changing work patterns
- Ethics & corporate social responsibility
Processes of HR
- Acquisition
- Development
- Maintenance
- Separation
- Acquisition
The process of attracting and recruiting the right staff for roles in a business
- Recruitment
- Development
The process of developing and improving the skills, abilities, and knowledge of staff through induction, ongoing training, and further professional development
- Induction
- Training
- Organisational development
- Mentoring and Coaching
- Personal Appraisal
- Maintenance
The process of managing the needs of staff for health and safety, industrial relations, and legal responsibilities, including compensation and benefits of all staff
- Communication & workplace culture
- Employee participation
- Benefits
- Legal compliance & corporate social responsibility
- Separation
The process of employees leaving voluntarily or involuntary through dismissal or retrenchment processes
voluntary - resignation, relocation, voluntary redundancy, or retirement
Involuntary - Contract expiration, retrenchment, or dismissal
Redundancy & retrenchment - employees losing their job when the employee’s job or work no longer needs to be done
dismissal - an instant form of dismissal for employees involved in serious misconduct
Unfair dismissal - occurs when an employee is dismissed by their employer and they believe the action is harsh, unreasonable, or unjust
HR strategies
- Leadership Style
- Job Design (General or specific tasks)
- Recruitment (internal, external, general or specific)
- Training and development (current or future skills)
- Performance management (developmental or administrative)
- Rewards (monetary and non-monetary, individual or group, performance pay)
- Global (costs, skills, supply workplace disputes)
- Resolution (negotiation, mediation, grievance procedures, involvement of courts and tribunals)
Leadership Style
The ways managers communicate with their employees to inspire and motivate them to work together to achieve an organisation’s goals
Autocratic - aligned with a transactional management style where workers compliance is recognised through financial rewards linked to meeting organisational objectives
Democratic/Participative - consultative approach between managers and workers who are all engaged in the decision making process
Job Design
The number, kind, and variety of tasks that a worker is expected to carry out in the course of performing their job
- General or Specific tasks
Recruitment
The process of locating and attracting the right quantity and quality of staff to apply for employment vacancies or anticipated vacancies at the right cost
- Internal or external
- General or specific skills
Training & development
Training: Aims to develop skills, knowledge, attitudes that lead to superior work
Development: refers to enhancing the skills of the employee in line with the changing and future needs of the organisation
- Current or Future skills
Performance Management
Developmental - improves individual performance through establishing objectives such as reaching sales targets that are consistent with achieving the organisation’s goals
Administrative - Assesses the progress of a business in meeting its strategic goals and where necessary identifying the areas for improvement, such as establishing new goals or employee performance
