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HSC: BST > Human Resources > Flashcards

Human Resources Flashcards

1
Q

Define

Human Resource Management

A

Human resource management refers to the management of the total relationship between an employer and employee.

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2
Q

List

Strategic approaches businesses use to manage employees

Roles of Human Resources → Strategic Role of Human Resources

A
  1. Utilising effective workforces to add value to all areas of their business performance.
  2. Focusing on vital human resource strategies to retain, reward and motivate effective and skilled employees to achieve the business’s objectives.
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3
Q

List

Strategic challenges that businesses may face for human resource management

DLATEO

Roles of Human Resources → Strategic Role of Human Resources

A
  • Developing and retaining talented staff
  • Improving leadership development
  • Managing an ageing workforce
  • The increased role of technology
  • Ethics and corporate social responsibility
  • Increased outsourcing of employment
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4
Q

Define

Outsourcing

Roles of Human Resources → Outsourcing

A

Outsourcing involves the use of a third party specialist business, for example, recruitment agencies.

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5
Q

List

Reasons for Outsourcing

RFQS

Roles of Human Resources → Outsourcing

A
  • Reduce costs
  • Focus on core
  • Improve quality
  • Increase speed to market
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6
Q

Define

Contractor

Roles of Human Resources → Outsourcing → Using Contractors

A

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

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7
Q

List

Forms of Outsourcing

LDIO

Roles of Human Resources → Outsourcing → Using Contractors

A
  • Labour hire/employment agency
  • Labour hire/employment agencies/dependent contractors
  • Independent contractors
  • Outsourced suppliers
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8
Q

Define

Domestic Subcontracting

Roles of Human Resources → Outsourcing → Using Contractors

A

Domestic subcontracting involves outsourcing business functions to a third-party within the country that the main business is operating in.

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9
Q

Discuss

Domestic Subcontracting

A: H / D:RCuSCo

Roles of Human Resources → Outsourcing → Using Contractors

A

Advantages
* Higher expertise - improves the quality and productivity of the business

Disadvantages
* Risky
* Potential loss of customer contact
* Impact on sales
* Communication issues

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10
Q

Define

Global Subcontracting

Roles of Human Resources → Outsourcing → Using Contractors

A

Global subcontracting involves outsourcing business functions to a third-party outside of the country that the main business is operating in.

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11
Q

List and Define

Forms of Global Subcontracting

SJ

Roles of Human Resources → Outsourcing → Using Contractors

A
  • Process outsourcing involves repetitive, easily measured work.
  • Project outsourcing operates in a longer time frame that is difficult to measure and quality cannot be fully anticipated, thus carrying more risk.
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12
Q

Discuss

Global Subcontracting

A: FQCNFIL / D: LQCCHMFL

Roles of Human Resources → Outsourcing → Using Contractors

A

Advantages
* Expand capacity/flexibility
* Improve quality
* Save costs
* Access new networks
* Allows business to focus resources on main activities
* Help in managing complex issues
* Transform culture
* Improve legal compliance

Disadvantages
* Less integrated organisation
* Quality may decline
* Consultants may not understand your culture
* Costs may increase
* Hidden costs
* Morale and motivation may be damaged
* Less face-to-face client contact
* Reduce business learning through reliance on experts

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13
Q

Define

Stakeholders

Influences of Human Resources → Stakeholders

A

Stakeholders are any individual or group that has a common interest in or is affected by the actions of an organisation.

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14
Q

Define

Employer

Influences of Human Resources → Stakeholders

A

An employer exercises control over employees, has responsibility for payment of wages or salaries, and holds the power to dismiss employees.

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15
Q

Describe

Employers as Stakeholders in Human Resources

WaWcN

Influences of Human Resources → Stakeholders

A
  • Provides flexibility, choices and productivity in working arrangements.
  • Primarily responsible for deciding wages and conditions of employment.
  • Employers responsibilities are increasing as legislation today encourages them to negotiate agreements and resolve disputes.
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16
Q

Define

Employee

Influences of Human Resources → Stakeholders

A

An employee is a worker under an employer’s control.

17
Q

Describe

Employees as Stakeholders in Human Resources

TUAC

Influences of Human Resources → Stakeholders

A
  • Have high demands for appropriate training leading to career opportunities, and the need to be adequately rewarded.
  • A large demographic of underemployment workers in the labour force. Hence, reducing the cost and entitlements of labour resources.
  • An ageing workforce as retirement is planned to be pushed from 65 to 67.
  • More works are engaging in the practice of churning, meaning employers have to put extra effort in developing their career and training, rewards to retain and motivate skilled staff to stay within the business.
18
Q

Define

Trade Unions

Influences of Human Resources → Stakeholders

A

Trade unions are organisations formed by employees in an industry, trade or occupation to represent them in efforts of improving wages and working conditions of their members.

19
Q

Describe

Trade Unions as Stakeholders in Human Resources

PEB

Influences of Human Resources → Stakeholders

A
  • Want their members to be paid fairly and work in a safe environment.
  • Receive expert help in negotiation agreements with employers.
  • Unions offer benefits to its members that include insurance, health, cheap loans and legal advice.
20
Q

Define

Employer Associations

Influences of Human Resources → Stakeholders

A

Employer associations are organisations that represent and assist employer groups.

21
Q

Describe

Employer Associations as Stakeholders in Human Resources

PASN

Influences of Human Resources → Stakeholders

A
  • Assists employers in creating policies and processing log of claims served on them by unions.
  • Provides advice on awards, unfair dismissals and discrimination issues.
  • Makes submissions to safety net wage cases.
  • Negotiates agreements.
22
Q

Describe

Goverments as Stakeholders in Human Resources

LER

Influences of Human Resources → Stakeholders

A
  • Legislations - Politicians in parliament pass industrial relation laws. This has seen a growth in courts that deal with industrial disputes.
  • Employers - The state and federal government employ a third of workers (including teachers, nurses, police officers and transport workers). They set the benchmark in relation to conditions such as mat leave, flexitime, affirmative action.
  • Responsible economic management - The government wants economic growth, minimal inflation and high living standards. This can cause conflicts if it tries to reduce a budget deficit.
23
Q

List

Functions of Government in Workplace Relations

LEJ

Influences of Human Resources → Stakeholders

A
  • Legislative power
  • Executive power
  • Judicial power
24
Q

Describe

Industrial Relations Reform Act (1993)

Influences of Human Resources → Stakeholders

A
  • Improved safety net provisions for employees, through the award system and minimum entitlements.
  • Improved arrangements for direct bargaining through both certified enterprise agreements (between employers and unions) and enterprise-flexibility agreements (non-union individual agreements).
  • Protection against unfair dismissal.
25
Q

Describe

Workplace Relations Act 1996

Influences of Human Resources → Stakeholders

A
  • Revised framework for enterprise bargaining, allowing for collective and individual agreements, with or without union involvement.
  • Tighter restrictions on industrial action.
  • Limited arbitration role for AIRC.
26
Q

Describe

Fair Work Act 2009

Influences of Human Resources → Stakeholders

A
  • National framework for industrial relations implement.
  • Covers most private employees.
  • All states refer powers with exceptions of WA.
  • Ten National Employment Standards set.
  • Collective bargaining emphasised.
27
Q

Define

National Employment Standards

Influences of Human Resources → Stakeholders

A

The national employment standards are minimum employment standards covered by the Fair Work Act 2009.

28
Q

List

10 National Employment Standards

WFPaAPeCLPuNF

Influences of Human Resources → Stakeholders

A
  1. Maximum weekly hours of 38
  2. Request for flexible working arrangements
  3. Parental leave and related entitlements
  4. Annual leave
  5. Personal/carer’s leave or compassionate leave
  6. Community service leave
  7. Long service leave
  8. Public holidays
  9. Notice of termination and redundancy pay
  10. Provision of a Fair Work Information Statement

HSC: BST (1 decks)

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