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HSC: Business > Human Resource Notes > Flashcards

Human Resource Notes Flashcards

1
Q

Define human resource management

A

Human Resource Management is the management of the total relationship between an employer and employee

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2
Q

Recall what abbreviates as HRM

A

Human Resource Management abbreviates as HRM

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3
Q

Define employer

A

Employer is one who exercises control over employees, has responsibility for the payment of wages and/or salaries and has the power to dismiss employees

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4
Q

Define employee

A

Employee is a worker under the control of an employer. This control includes the workplace location, the way that the work is to be performed and the extent to which supervision will be exercised.

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5
Q

Define interdependence

A

Interdependence is the mutual dependence that the key business functions have on one another

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6
Q

Recall the interdependence between human resources and finance

A

Interdependence between human resources and finance:
- An effective human resource policy within an organisation is linked to profitability gains, share price increases and higher incidence of long-term survival

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7
Q

Recall the interdependence between human resources and marketing

A

Interdependence between human resources and marketing:
- The business forms stronger connections with the consumer base through human resources

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8
Q

Recall the interdependence between human resources and operations

A

Interdependence between human resources and operations:
- Investment in the business and employees leads to an efficient and committed contribution to the production of goods and/or services
- The training and development of human resources has a correlation with productivity

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9
Q

Identify the responsibilities of human resource managers

A

HR managers are responsible for:
- Human resource planning and job design
- Acquisition: recruitment, selection and placement
- Development: induction, training, career development and performance appraisal
- Maintenance (of staff): wellbeing, legal responsibilities and communication
performance management and rewards
separation
- Managing diversity, including the implementation of gender equity and anti discrimination legislation

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10
Q

Define outsourcing

A

Outsourcing is when business functions are contracted out to third-party specialist businesses; for example, recruitment firms. It aims to take advantage of the specialist skills provided by them and to achieve a reduction in labour costs

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11
Q

Discuss the advantages and disadvantages of outsourcing human resources

A

Advantages:
- The business can focus on and specialise in its main tasks
- Improve quality
- Foster innovation
- The HR expert/business can specialise
- Managers can be unwilling perform elements of the human resources, such as firing or making workers redundant

Disadvantages:
- Can be expensive
- May not suit the business

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12
Q

Define contractor

A

Contractor is an external provider of services to a business. It may be an individual or a business

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13
Q

Identify the types of contractors

A

Types of contractors:
- Domestic
- Global

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14
Q

Identify the types of outsourcing

A

Types of outsourcing:
- Process outsourcing
- Project outsourcing

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15
Q

Discuss the advantages and disadvantages of using domestic contractors

A

Advantages:
- Less problematic
- Can be contacted easily (no timezone issues or language barriers)

Disadvantages:
- Expensive
- Poor quality work can cause PR problems

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16
Q

Discuss the advantages and disadvantages of using global contractors

A

Advantages:
- Extended capacity and flexibility
- Reduced costs
- Access to new networks

Disadvantages:
- Consultants may not understand corporate culture
- Less integrated organisations

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17
Q

Define process outsourcing

A

Process Outsourcing is the dominant form of outsourcing of repetitive, easily measured and documented work — for example, recruitment, multi-country payroll management, customer complaints, food preparation for an airline or garment manufacture for an Australian fashion company

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18
Q

Define project outsourcing

A

Project Outsourcing is most commonly found in areas such as human resources, marketing, design, information technology (IT) and research. Project outsourcing involves much greater use of intellectual property and strategic business knowledge; it tends to operate in a longer time frame, is more difficult to measure and the quality cannot be fully anticipated, thus carrying more risk

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19
Q

Identify stakeholders

A

Stakeholders include:
- Employers
- Employees
- Employer associations
- Unions
- Government organisations
- Society

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20
Q

True or False. Stakeholders, all with their own interests, conflict and cooperate with each other

A

True

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21
Q

Define employer

A

Employer is one who exercises control over employees, has responsibility for the payment of wages and/or salaries and has the power to dismiss employees

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22
Q

Define employee

A

Employee is a worker under the control of an employer. This control includes the workplace location, the way that the work is to be performed and the extent to which supervision will be exercised

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23
Q

Define employer association

A

Employer Association is an organisation that represents and assists employer groups. They are usually respondents to the awards covering the employees of their members, and covering employers in the same or related industry

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24
Q

Define log of claims

A

Log of Claims is a list of demands made by workers (often through their union) against their employers. These demands cover specific wages and conditions. Employers may also serve a counter-log of claims on the union

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25
Q

Identify the responsibilities of employer associations

A

Employers associations:
- provide advice (especially to small businesses) on such matters as awards, unfair dismissals and discrimination issues
- make submissions to safety net wage cases
- negotiate agreements
- lobby governments and other organisations with the views and interests of employers, industries and trade

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26
Q

Define trade union

A

Trade union is an organisation formed by employees in an industry, trade or occupation to represent them in efforts to improve wages and working conditions of their members

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27
Q

True or False. An increasing percentage of the workforce is unionised

A

False. Unionisation rates have fallen

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28
Q

Identify reasons for the decline in unionisation

A

Reasons for decline in union membership:
- Poor depiction of unions in the media
- Legislative changes reduced their power
- Collapse of centralised wage-fixing system
- Community attitudes favour individualism rather than a collective approach

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29
Q

Identify general workplace and economic trends

A

Workforce and economic changes:
- Decline in workplace size
- Decline in manufacturing employment due to technological and structural changes
- Growth of service industries
- Growth of casual/part-time sector and contractor
- Feminisation of workforce

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30
Q

Identify governmental agencies

A

Governmental Agencies include:
- Fair Work Commission (FWC)
- Australian Human Rights Commission (AHRC)
- Workplace Gender Equality Agency (WGEA)
- Australian Chamber of Commerce and Industry (ACCI)
- Australian Council of Trade Unions (ACTU)

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31
Q

Define social justice

A

Social Justice (in the context of the workplace) involves businesses being responsible or behaving in a fair and ethical manner towards their employees, customers and the broader community

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32
Q

Define centralised industrial relations systems

A

Centralised Industrial Relations System is a collectivist approach in which disputes are referred to industrial tribunals, such as the Fair Work Commission, for conciliation and arbitration

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33
Q

Define decentralised industrial relations systems

A

Decentralised Industrial Relations System is a system in which employers and employees negotiate wages and working conditions in the individual workplace, through collective or individual bargaining and without the involvement of tribunals

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34
Q

Define employment contract

A

Employment Contract is a legally binding, formal agreement between employer and employee

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35
Q

Contracts does not need to be written, but it is valid and legally enforceable when…

A

Contracts does not need to be written, but it is valid and legally enforceable when:
- the parties involved intend to create a legal relationship
- one party offers and the other accepts the offer
- both parties obtain a benefit
- both parties have the capacity to contract; for example, they are old enough to make the contract
- consent is genuine and not pressured
- the offer does not contravene any public interest

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36
Q

Define common law

A

Common Law is a law developed in courts and tribunals

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37
Q

Define statute law

A

Statute Law is a law passed in parliament

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38
Q

Identify the obligations of employers

A

Employers have an obligation to:
- Provide work
- Payment of income and expenses

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39
Q

Identify the rights of employers

A

Employers have a right to:
- Employees working with care and responsibility
- Employees carrying out their work according to their agreement/award,
- Being notified according to agreement/award of an employee’s intention to take their leave entitlements
- Receiving formal advice of a workers intention to leave the business in accordance with the award/agreement

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40
Q

Identify the obligation of employees

A

Employees have an obligation to:
- Carry out duties in a way that is beneficial to the business
- Ensure that they maintain confidentiality
- Account for all money that comes into the business
- Take reasonable care and act safely in the workplace
- Follow written and verbal procedures and policies
- Be honest, fair and work with integrity in all dealings
- Obey lawful commands that are considered reasonable
- Complete forms related to taxation and its deduction from income
- Give appropriate notice of termination of employment in accordance with the relevant award

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41
Q

Identify the rights of employees

A

Employees have a right to:
- being paid for all the time they work, including overtime where applicable
- receiving the minimum set out in the award or enterprise agreement
- having all pay recorded by the employer (some awards/agreements state that employees must receive a pay slip)
- receiving extra pay such as loading for casuals and penalty rates for work outside of usual hours
- receiving allowances for tools and uniforms if applicable
- having access to paid and unpaid leave entitlements

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42
Q

Explain what are the National Employment Standards

A

The National Employment Standards are 10 minimum standards regarding the workplace

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43
Q

Define modern award

A

Modern Award is an industry or occupation-based award that covers all private sector employers and employees who perform work that falls within their scope. They replace all existing national system awards (except those applying to a single enterprise). They do not cover employees earning higher incomes

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44
Q

Define award

A

Award is the legally enforceable minimum terms and conditions that apply to a business or industry

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45
Q

Define award simplification

A

Award Simplification is the process of reducing the number of matters in each award and eliminating inefficient work practices

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46
Q

Identify what modern awards concern

A

The Content of Modern Awards are:
- base pay rates
- conditions and requirements for different types of employment
- overtime and penalty rates
- allowances (such as travel allowances)
- leave and leave loading
- hours of work
- requirements for annual wage or salary arrangements
- superannuation entitlement
- conditions and procedures for consultation, representation and settling disputes
- outworkers
- redundancy conditions

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47
Q

Define individual flexibility plan

A

Individual Flexibility Agreements (IFA) allow an employer and an employee to come to an agreement that varies the modern award or enterprise agreement to address their individual circumstances

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48
Q

Define enterprise agreement

A

Enterprise Agreement is a collective agreement made at a workplace level between an employer and a group of employees about terms and conditions of employment

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49
Q

Define collective agreement

A

Collective Agreement is an agreement made between a group of employees (or one or more unions representing employees) and an employer or group of employers

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50
Q

Define ‘better off overall test’

A

‘better off overall test’ (BOOT) requires that each of the employees to be covered by the agreement is better off overall than under the relevant modern award

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51
Q

Define individual contract

A

Individual Contract when an employer and an individual employee negotiate a contract covering pay and conditions

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52
Q

Define independent contractor

A

Independent Contractor are independent contractors undertake work for others; however, they do not have the same legal status as an employee

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53
Q

Recall alternate terms for independent contractor

A

Independent contractors are often known as a consultant or freelancer

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54
Q

Define casual employee

A

Casual Employee is an employee in employment that is short term, irregular and uncertain; they are not entitled to paid holiday or sick leave

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55
Q

Define on-costs

A

On-costs are additional costs involved in hiring an employee, above the cost of their wages. These costs traditionally add around 25 percent of the cost of the wage and include sick leave, holiday leave, leave loading, superannuation, retirement and redundancy payments, and other costs

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56
Q

Distinguish between a part-time and full-time employee

A

A part-time and full-time employee has the same worker rights but the different is work hours

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57
Q

Identify what laws SafeWorkNSW enfources

A

SafeWork NSW enforces:
- Work Health and Safety Act 2011
- Workers Compensation Act 1987

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58
Q

Define workers’ compensation

A

Workers’ Compensation is when a business provides a range of benefits to an employee suffering from an injury or disease related to their work. It is also provided to families of injured employees when the injury/disease was caused by, or related to, their work

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59
Q

SafeWork NSW recommends employers use a _ approach to WHS to prevent accidents, disease, injuries and work-related ill health

A

SafeWork NSW recommends employers use a six-step approach to WHS to prevent accidents, disease, injuries and work-related ill health

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60
Q

Identify relevant laws regarding anti-discrimination

A

Relevant laws:
- Anti-Discrimination Act 1977 (NSW)
- Racial Discrimination Act 1975 (Cth)
- Sex Discrimination Act 1984 (Cth)
- Disability Discrimination Act 1992 (Cth)
- Age Discrimination Act 2004 (Cth)

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60
Q

Define equal employment opportunities

A

Equal Employment Opportunity (EEO) refers to equitable policies and practices in recruitment, selection, training and promotion

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60
Q

As technology improves, what alternations are made to the responsibilities of human resources

A

As technology improves, HR has to deal with:
- The decision of operations to replace workers with machinery
- The training decisions that need to be made for workers to use it
- The motivation of workers who may feel irrelevant or angry about technological changes in the business

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60
Q

Define discrimination

A

Discrimination is when a policy or a practice disadvantages a person or a group of people because of a personal characteristic that is irrelevant to the performance of the work

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61
Q

Define affirmative action

A

Affirmative Action are measures taken to eliminate direct and indirect discrimination, and for implementing positive steps to overcome the current and historical causes of lack of equal employment opportunity for women

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61
Q

Legally, identify the discimination withotut reprucessions

A

One can discriminate based on religion as there is no anti-discrimination act regarding religion

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61
Q

Define structural change

A

Structural Change is a change in the nature and pattern of production of goods and services within an economy. This includes a significant growth in the level of services in an economy compared to other sectors

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61
Q

Provide an example of structural change

A

Example of structural change – structural change in the Australian economy has resulted in rapid growth in the services sector

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61
Q

Identify changing work patterns

A

Work patterns:
- Increase in part time and casual workers (casualisation)
- Increase in female employment
- Increasing living standards raises workers’ expectations

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61
Q

Describe the economic cycle

A

The economic cycle:
- a naturally recurring changes in the level of business activity and economy
- dictates the demand for labour and products and therefore, the health of the economy

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61
Q

Define code of conduct

A

Code of Conduct is a statement of acceptable and unacceptable behaviours in a business

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61
Q

Provide a reason for the increase in part time and casual workers

A

The increase in part time and casual workers is caused by a desire for flexibility

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62
Q

Define ethical business practices

A

Ethical Business Practices are practices that are socially responsible, morally right, honourable and fair

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63
Q

Define unfair dismissal

A

Unfair Dismissal occurs when an employee is dismissed by their employer and they believe the action is harsh, unreasonable, or unjust

64
Q

Define code of ethics

A

Code of Ethics is a statement of a firm’s values and principles

64
Q

Define code of practice

A

Code of Practice is a statement of the principles used by a business in its operations. It generally refers to practices that are seen as ethical or socially responsible

64
Q

Define aquisition

A

Acquisition is the process of attracting and recruiting the right staff for roles in a business

64
Q

Define best practice

A

Best Practice refers to business practices that are regarded as the best or of the highest standard in the industry

64
Q

Define maintenance

A

Maintenance is the process of managing the needs of staff for health and safety, industrial relations and legal responsibilities, including compensation and benefits, of all staff

64
Q

Define development

A

Development refers to enhancing the skills of the employee in line with the changing and future needs of the organisation

64
Q

Define separation

A

Separation the process of employees leaving voluntarily or through dismissal or retrenchment processes

65
Q

Define recruitment

A

Recruitment is the process of finding and attracting the right quantity and quality of staff to apply for employment vacancies or anticipated vacancies at the right cost

65
Q

Define employee selection

A

Employee Selection involves gathering information about each applicant for a position, then using that information to choose the most appropriate applicant

65
Q

Identify types of training

A

Training:
- On-the-job training
- Off-the-job training

65
Q

Define placement

A

Placement involves locating the employee in a position that best utilises the skills of the individual to meet the needs of the business

65
Q

Identify how development enhances the skills of the employees

A

Development focuses on enhancing the skills of the employee through:
- further professional learning
- mentoring or coaching
- performance appraisal and management to allow them to take advantage of opportunities to develop a career with the business

66
Q

Define induction program

A

Induction Program is a program that involving the introduction of a new employee to the job, their co-workers, the business and its culture

66
Q

Identify benefits of training for the employer

A

Benefits of training for the business:
- Higher productivity through better job performance and more efficient use of human resources
- Goals and objectives more effectively met
- Reduced costs due to less labour turnover and absenteeism, and fewer errors and accidents
- A more capable, ‘mobile’ workforce

67
Q

Define job sharing

A

Job Sharing is when two people share the same job

67
Q

Define critical incident method

A

Critical Incident Method is similar to the essay method except only extremely good or bad aspects of work performance is recorded

67
Q

Define performal appraisal

A

Performance Appraisal a systematic process of assessing the performance of an employee, generally against a set of criteria or standards

67
Q

Define job enlargement

A

Job Enlargement involves increasing the breadth of tasks in a job

67
Q

Identify the types of benefits offered by a business

A

The benefits offered by a business can be:
- Monetary
- Non-monetary

67
Q

Identify types of renumeration

A

Types of remuneration:
- Time based wages
- Salaries
- Piece rates
- Sales commission
- Percentage of business profits

67
Q

Define job enrichment

A

Job Enrichment involves increasing the responsibilities of a staff member

67
Q

Identify means of communication

A

Means of communication:
- regular team meetings between managers, or supervisors, and employees
- staff bulletins and newsletters
- staff seminars
- social functions
- suggestion boxes and staff surveys
- email and intranet

67
Q

Define essay method

A

Essay Method is when a manager keeps a journal on each employee being appraised

67
Q

Identify types of involuntary separation

A

Involuntary Separation:
- Contract expiration
- Retrenchment
- Dismissal

67
Q

Identify types of voluntary separation

A

Voluntary Separation:
- Resignation
- Relocation
- Voluntary redundancy
- Retirement

67
Q

Define coaching

A

Coaching is focused on improving skills and performance, and on helping individuals manage specific work roles more effectively

67
Q

Recall what percentage of Australian employees cite a need for work–life balance as a major consideration in future work choices

A

Approximately one-third of Australian employees cite a need for work–life balance as a major consideration in future work choices

67
Q

Define mentoring

A

Mentoring is a mutually agreed role, which suits experienced staff keen to transfer knowledge and skills through succession planning

67
Q

Identify the methods of appraisal

A

Methods of Appraisal:
- Essay method
- Critical incident method
- Comparison method

67
Q

Define comparison method

A

Comparison Method is when employees are ranked according to a list of predetermined performance criteria

67
Q

Define job rotation

A

Job Rotation involves moving staff from one task to another over a period of time in order to multiskill employees

67
Q

Recall what job rotation is also known as

A

Job rotation is also known as multi skilling

67
Q

Identify benefits of training for the employee

A

Benefits of training for employees:
- Opportunity for promotion and self-improvement
- Improved job satisfaction
- Challenging
- Adaptability

67
Q

Define fringe benefit tax

A

Fringe benefits Tax (FBT) is a tax that employers must pay on certain benefits they provide to their employees or their employees’ associates. It is based on the taxable value of the various fringe benefits provided

68
Q

Define summary dismissal

A

Summary Dismissal is an instant form of dismissal for employees involved in serious misconduct

69
Q

Define leadership style

A

Leadership Style refers to ways that managers communicate with their employees to inspire and motivate them to work together to achieve an organisation’s goals

70
Q

Identify types of leadership styles

A

Types of leadership styles:
- Authoritarian
- Democratic
- Laissez-Faire

71
Q

Define job design

A

Job Design is the number, kind and variety of tasks that a worker is expected to carry out in the course of performing their job

72
Q

Define recruitment

A

Recruitment is 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

73
Q

Identify types of recruitment

A

Types of recruitment:
- External recruitment
- Internal recruitment

74
Q

Define internal recruitment

A

Internal Recruitment involves filling job vacancies with people from within the business

75
Q

Define external recruitment

A

External Recruitment involves filling job vacancies with people from outside the business

76
Q

Discuss the advantages and disadvantages of internal recruitment

A

Advantages:
- Motivates staff with opportunities
- Builds commitment and loyalty
- Employees know the culture and operations
- Leads to succession of promotion opportunities in line with succession planning
- Recognises and rewards staff for achievement
- Cheaper than external recruitment

Disadvantages:
- Can reinforce negative culture
- Can lead to rivalry for positions
- Need an established framework for training and merit-based appraisal system
- Often attracts a number of internal applicants, so need to manage unsuccessful applicants
- Little value added, no new skills

77
Q

Discuss the advantages and disadvantages of external recruitment

A

Advantages:
- Wider applicant pool
- Introduction of new ideas, perspectives, and skills
- Get specific skills needed which saves on training
- More diversity in employment
- Builds organisational ‘brand’ through publicity

Disadvantages:
- Risk of unknown staff
- Lost productivity in initial phases of orientation and induction
- New employee may not fit culture
- Takes a lot of time and effort

78
Q

Define general skills

A

General Skills include flexibility and versatility, social confidence, positive attitude, motivation, and the ability to work as a team and/or independently

79
Q

Define specific skills

A

Specific Skills are highly specialised skills that are required for some jobs within science, technology and engineering sectors employee poaching the practice of enticing employees to work for another business

80
Q

Define employee poaching

A

Employee Poaching is the practice of enticing employees to work for another business

81
Q

Define training

A

Training aims to develop skills, knowledge, and attitudes that lead to superior work

82
Q

Outline why businesses should train their employees in current and future skills demanded by society

A

Training employees in the current and future skills demanded by society enhances their value to the business

83
Q

Define insourcing

A

Insourcing is the delegation of a job to someone within the business, as opposed to someone outside the business

84
Q

True or False. Performance management addresses both individual and business performance

A

True

85
Q

Define developmental performance management

A

Developmental Performance Management improves individual performance through establishing objectives such as reaching sales targets that are consistent with achieving the organisation’s goals

86
Q

Define administrative performance management

A

Administrative Performance Management 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

87
Q

Identify the benefits of effective developmental performance management

A

Benefits:
- Assists with human resource planning
- Plan to overcome weaknesses in performance
- Identifies training or legal compliance needs
- Evaluation of rewards and benefits programs
- Help identify, motivate, and retain talented staff

88
Q

Identify the benefits of effective administrative performance management

A

Benefits:
- Higher productivity
- Better financial performance
- Helps assess rewards and benefits
- Builds self-efficacy
- Creates opportunity for feedback

89
Q

Identify the types of performance management

A

Types of performance management:
- Developmental performance management
- Administrative performance management

90
Q

Define remuneration

A

Remuneration is the financial and non-financial benefits that employees receive in return for their work

91
Q

Define monetary rewards

A

Monetary Rewards are reflected in pay or having financial value

92
Q

Define non-monetary rewards

A

Non-monetary Rewards do not have a financial value

93
Q

Discuss the advantages and disadvantages of monetary rewards

A

Advantages:
- Easy and simplistic

Disadvantages:
- Money may not be a strong motivator for high earners

94
Q

Discuss the advantages and disadvantages of non-monetary rewards

A

Advantages:
- Add prestige to the company
- Can be free

Disadvantages:
- Employees may feel frustrated, desiring cash
- May be worthless to some employees

95
Q

Discuss the advantages and disadvantages of individual rewards

A

Advantages:
- Fair
- Incentive to work harder

Disadvantages:
- Lead to unhealthy competition
- Resentment towards unequal pay

96
Q

Discuss the advantages and disadvantages of group rewards

A

Advantages:
- Encourages teamwork
- Accountability and responsibility

Disadvantages:
- Freeloaders galore
- Resentment towards unequal workload

97
Q

Define performance pay

A

Performance Pay is remuneration that is based on distributing rewards according to individual employee performance

98
Q

Identify what has to be considered for a rewards and benefits system

A

When designing a rewards and benefits system, considerations:
- Performance related
- Job related
- Other individual considerations

99
Q

Explore the relationship between globalisation and costs, skills, and supply

A

Globalisation has provided foreign markets and competition, resulting in higher demands, having a knock on effect of higher costs, a skills shortage

100
Q

Define industrial dispute

A

Industrial Dispute is a disagreement over an issue or groups of issues between an employer and its employees, which results in employees ceasing work

101
Q

Define strikes

A

Strikes refer to situations in which workers withdraw their labour

102
Q

Define lockouts

A

Lockouts occur when employees close the entrance to a workplace and refuse admissions to workers

103
Q

Define pickets

A

Pickets are protests that take place outside the workplace, generally associated with a strike

104
Q

Define negotiation

A

Negotiation is a method of resolving disputes when discussions between the parties result in a compromise and a formal or informal agreement

105
Q

Define mediation

A

Mediation is the confidential discussion of issues in a non-threatening environment in the presence of an objective third party

106
Q

Identify who the mediator can be

A

The mediator can be a representative from:
- An independent party
- A business, tribunal, or governmental agency

107
Q

Define grievance procedures

A

Grievance Procedures are formal procedures generally written into an award or agreement that states the agreed processes to resolve disputes in the workplace

108
Q

Identify the processes that involve courts or tribunals and provide a general description

A

Processes:
- Conciliation
- Arbitration

Involvement of Courts and Tribunals is when the disputes cannot be resolved, the Fair Work Commission appoints an individual to assist in reaching an agreement

109
Q

Define conciliation

A

Conciliation is a process where a third party is involved to help the other two parties reach an agreement

110
Q

Define arbitration

A

Arbitration is a process where a third party is involved to hear both sides and makes a legally binding decision

111
Q

Define indicators

A

Indicators are performance measures that are used to evaluate organisational and individual effectiveness

112
Q

Define corporate culture

A

Corporate (business/workplace) Culture refers to the values, ideas, and expectations and beliefs shared by members of the business

113
Q

Recall alternate terms for corporate culture

A

Corporate culture is also known as business or workplace culture

114
Q

Identify indicators of corporate culture

A

Indicates of corporate culture:
- Staff turnover and absenteeism
- Accidents
- Customer service

115
Q

Define benchmarking

A

Benchmarking is a process in which indicators are used to compare business performance between internal sections of a business or between businesses

116
Q

Identify types of benchmarking

A

Types of benchmarking:
- Informal benchmarking
- Performance benchmarking
- Best practices benchmarking
- Balance scorecard benchmarking

117
Q

Define informal benchmarking

A

Informal Benchmarking are strategies such as networking through informal discussions with colleagues in other businesses

118
Q

Define performance benchmarking

A

Performance Benchmarking compares the performance levels of a process with other businesses

119
Q

Define best practices benchmarking

A

Best Practices Benchmarking compares levels with best practice businesses in specific areas using a structured process to gain skills and knowledge

120
Q

Define balance scorecard benchmarking

A

Balance Scorecard Benchmarking measures whether the activities of a business are meeting its objectives established in the strategic plan

121
Q

Define staff turnover

A

Staff Turnover refers to the loss of employees by a business who leave for a variety of reasons

122
Q

Recall statistic regarding accidents

A

In Australia:
- Approximately 5.3% of employees experience a work-related injury
- The cost of work-related injuries and death exceeds $60 billion annually considering direct and indirect costs

123
Q

Identify direct costs

A

Direct Costs:
- Medical bills
- Compensation
- Insurance

124
Q

Identify indirect costs

A

Indirect Costs:
- Lost wages and time
- Contamination
- Wastage
- Production delays

125
Q

Identify features of a best practice business

A

Best Practice Businesses:
- Have a regular safety audit and comprehensive safety programs
- Build a culture of safety
- Provide careful indicators and regular ongoing training for staff
- Consult employees and health and safety personnel

126
Q

Recall statistic regarding staff turnover

A

Staff turnover in Australia averages 12 - 15% annually

126
Q

Define absenteeism

A

Absenteeism refers to a worker who neglects to turn up for work when they are supposed to

126
Q

Describe the effect of high levels of absenteeism

A

High levels of absenteeism results in lost revenue, decreased productivity, and higher labour costs

127
Q

Identify features of best practice businesses

A

Best Practice Businesses:
- Have a regular safety audit and comprehensive safety programs
- Build a culture of safety
- Provide careful indicators and regular ongoing training for staff
- Consult employees and health and safety personnel

128
Q

Identify overt manifestation by employees

A

Overt manifestation by employees
- Picket
- Strikes
- Work-to-rule
- Work bans and boycotts
- Go-slow

129
Q

Identify overt manifestations by employers

A

Overt manifestations by employers
- Lockouts
- Stand downs
- Dismissals and retrenchment

130
Q

Identify covert manifestation by employees

A

Covert manifestation by employees
- Absenteeism
- Higher labour turnover rates
- Theft and sabotage
- Reduced productivity

131
Q

Identify covert manifestations by employers

A

Covert manifestations by employers
- Discrimination
- Harassment
- Lack of cooperation
- Exclusion from decision making

132
Q

True or False. Worker satisfaction is a key factor in employee commitment, job performance, and reducing staff turnover

A

True

133
Q

Identify how worker satisfaction is measured

A

Worker satisfaction can be measured through:
- Paper surveys
- Polls
- Focus groups
- Performance feedback

134
Q

Identify direct costs

A

Direct Costs:
- Medical bills
- Compensation
- Insurance

135
Q

Identify monetary rewards

A
  • Base pay
  • Incentive pay
136
Q

Identify non-monetary rewards

A
  • Responsibility
  • Recognition
  • Good HR policies and practices
  • Safe and healthy work environment
137
Q

Identify the strategic role of human resource management

A

The strategic role of HRM are:
- HR Processes: Acquiring, developing, maintaining, and separating employees
- Interdependence between key business functions
- Outsource aspects of human resources
- Maximising value from an effective workforce

138
Q

Identify matters that cause workplace disputes

A

External matters causing workplace disputes:
- Work Health and Safety
- Remuneration
- Employment conditions
- Job security issues

139
Q

Regarding work health and safety, employers are obligated to

A

Employers are obligated to:
- Take out a policy with a licensed insurer
- Keep time and wage records, a register of injuries and complete accident and internal investigation and investigation forms
- Establish, in consultation with the insurer and the employee’s doctor, and injury management plan and a return-to-work plan for injured workers

HSC: Business (12 decks)

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