human resources Flashcards
4 stages of human resources
acquisition
training
employment contractions
separation - voluntary / involuntary
ethical business behaviour
what is acquisition
attracting and recruiting the right staff.
Planning strategies to meet future bussiness needs, forecasting future demand for employees,
job analysis importance
when going for a particular job, two parts are:
no point hiring someone who doesn’t specialize in the job u need them for.
job description - employees duties, tasks
job specification - key qualifications needed to perform particular job
internal vs external recruitment
internal is hiring someone already in the business, saves joining fee and already knows the business, leaves he’s old job vacant
external is hiring someone outside the business, wider range of options but doesn’t know how the business works and will cost more to train up
how job selection occurs
identifying the skills and qualifications needed to perform this job. Can be found by resume, tests, interviews, references
training vs development
training is tesching person to do job more efficiently and effectively by improving skills
development is preparing employees and acquiring skills needed for work
pro and con of training
improves job satisfaction and job performance, high productivity and improved goal setting
costs and time,
types of training
Formal off-the-job training
eg , TAFE, specialised training
Informal on-the-job training
for example, coaching, job rotation.
Action learning: learning by experience
Competency-based training:
identifies skill strengths and areas where further training is required
Corporate universities: businesses can also form partnerships
with academic institutions to develop training.
Training technologies:
for example, computer-based training
3 employment contracts
award
enterprise agreement
common law contract
employer obligations
employee obligations
to provide work, payment of income, provide reasonable care and safety, meet requirements of industrial relations legislation
obey lawful and instructions, use care and skill, act in good faith
what are awards
adv/disadv
outlines minimum terms and conditions for a specific job
eg pay rates, sick/long leave, holidays, hours of work
Advantages of an Award:
- set a minimum for pay and conditions
- cover all employees performing a similar job
Disadvantages of an Award:
- inflexible and therefore may not suit all employees or business
- all employees are guaranteed the
minimum pay and conditions regardless of how productive they are
what is enterprise agreement
adv/disadvantages
is a negotiated agreement between employee and employer
different to award as they can agree on whatever terms (add ons)
Advantages:
- consultation and involvement of employees
-possibility of improved pay and conditions, which can be
linked to performance
- flexibility on conditions that specifically suit the employer
and employee.
Disadvantages:
- time consuming
- involes a lot of trouble as must comply with regulations
what is common law contract
adv/disadvantages
is employees not under award or enterprise, they exists when either party have the right to sue for compensation if someone doesn’t fulfil contract. Secret, signed individually
Advantages:
- flexibility to suit the varied needs
- individual initiative reward
Disadvantages: - unfair bargaining position could exist, - expense of any court case if either party sues for compensation.
two forms of separation
voluntary - leave on free will
involuntary - asked to leave against will
voluntary and involuntary examples
voluntary:
- retirement
- resignation
- redundancy (no longer required)
involuntary
- retrenchment (not enough work to do
- dismal ( bad behaviour)
- unfair dismissal (discrimination)
