Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

HSC business > human resources > Flashcards

human resources Flashcards

1
Q

human resources definition

A

the management of the total relationship between an employer and employee.

The strategic role of human resources involves the long term planning of staffing in a business

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

stakeholder definition

A

A stakeholders is any person who has an interest in the business in some way

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

employees

A

the people who are paid to work for the employer.

employees are the ‘human capital’ essential to the production processes.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

employees from HR perspective

A

From an HR perspective, employees in HR management are to increase cost and complexity in relation to pay and conditions.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

unions:

consists of…

principal activities…

formed to…

A

an organisation that consists of employees.

the principal activities include the negotiation of rates of pay and conditions for its members

Unions were formed to combat the bargaining that employers have under the employment contract.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

union objectives

A

They are united in opposition to pay cuts, outsourcing, casualisation of the workforce and job losses.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

qantas union

unions have reacted … to …

A
  • Qantas has high unionised workforce
  • The employees are represented by 16 different unions

unions have reacted angrily to Qantas’ drive to cut labour costs and have a waged political community and an industrial campaign against Qantas.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

minimum employment standards

A

38 hours per week, flexible work, leave, public holidays, notice of termination and redundancy pay, provision of fair work information statement

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

WHS role

A

fostering a workplace culture that embeds a health and safety culture

ensuring the right people are in the right roles

ensuring documented workplace health and safety policies and procedure

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

qantas WHS stat

A

Qantas WHS program has increased safety awareness and led to an 80% reduction in employee injury since 2001

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

anti discrimination act

A

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

disability discrimination act 1992

Qantas must comply

qantas investigates identifies and prevents discrimination

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

economic influence

A

Economic influences especially the economic cycle have a major impact on human resources. The economic cycle has 4 distinct phases,

as the economy moves through these phases, there are different impact on investment, consumer demands for goods and service, prices and many other variables.

These in turn will affect employment and demand for labour

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

high economic growth

employment level…

increased ___ power of…

levels of ___ are high so ….

A

high employment

increase in bargaining power of employees and unions.

Industrial action is common at these times.

When levels of inflation are high and prices increase unions seek to gain pay increase to match

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

technological influences on HR

A

technology has enabled the HR function to provide a higher level of service to the business at a lower cost

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

changing work patterns

A

increase participation of women in the workforce: now 62%

ageing workforce

more casual employees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

qantas changing work patterns

A

There are now more part-time and casual employees at Qantas (17%)

female employees now comprise 45% of Qantas’ total workforce

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

changing living standards

A

increasing income equality

the casualisation of the workforce

lack of life balance and working long hours

impact of technology, never away from the office

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

ethics and corporate responsibility

A

Ethical business practices are those practices that are socially responsible, morally right, honourable and fair.

this means a business has a clean, healthy, safe and stimulating work environment for their employees.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

ethics and corporate responsibility benefits

A

Staff retention and absenteeism rates improve as staff feel more valued and motivated

Business costs (recruitment and training) are reduced and business performance is enhanced

Marketing and business opportunities are promoting best practice

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

leadership style benefits

A

Staff retention and absenteeism rates improve as staff feel more valued and motivated

Business costs (recruitment and training) are reduced and business performance is enhanced

Marketing and business opportunities are promoting best practice

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

if leadership style is working:

reduction in…

increase in…

A

reduction in staff turnover

increase in production and innovation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

training and development

A

to determine the needs for training and development across the organisation, create or purchase the types of training and development and then monitor and control the program to ensure the development goals are being met.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

if training and development is working:

A

participation in satisfactory surveys

number of training hours per person across the business increases

decrease in regulatory compliance failures

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

reward effects/benefits

A

avoiding high turnover

monitoring behaviours which are in the interests of productivity, quality and customer service

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

individual rewards

A

relate pay to individual performance, retain best performers, equitable distribution of compensation, suitable for individualistic culture

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

if rewards are working:

A

reduction in number of days positions are unfilled

increase in number of average qualified candidates per role

reduction in staff turnover of high performers

increase in outcomes on culture and employee satisfaction surveys

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

qantas employee evidence

A

Qantas employs over 22,000 full time employees, all concerned with the maintenance of their existing levels of pay.

Qantas’ employees have been angered by Qantas’ industrial relations tactics and length of time taken to end some disputes.

heavily supports union action and sometimes even rejected initial enterprise agreements negotiated by their unions

28
Q

what would happen if employees were unhappy with pay and conditions (employee stakeholder)

A

the businesses performance can be dramatically affected, creating a change in staff turnover

employees lack motivation, productivity, effectiveness and efficiency causing business objectives to go uncompleted

causing the business to lose its competitive advantage and success rates.

29
Q

employee stakeholder indicator and strategy

A

indication: changes in staff turnover

strategy: leadership style

30
Q

changes in staff turnover

A

staff turnover refers to the separation of employees from the employer, both voluntary and involuntary.

This is a key indicator of the effectiveness of HR management. When staff stay with an employer, the employer is likely to be highly regarded.

31
Q

qantas staff turnover stat

A

Qantas observed a 11.2% voluntary staff turnover in 2021, the highest in the past 3 years.

32
Q

how can unions help business success?

A

Through representing worker interests, they can help improve turnover and increasing employees’ commitment to business success as they are more motivated and productive due to job satisfaction, pay and working conditions.

33
Q

enterprise agreement

A

an employment contract protected under the legal framework are a key influence contributing to the performance of a business.

34
Q

employment contract

A

voluntary and negotiated agreement between employees and their employer

tailored specifically for their workplace and their environment

opportunity to negotiate with employers, significantly increasing productivity

35
Q

enterprise agreement qantas

A

In may 2021, Qantas announced it will introduce a 2 year wage freeze on all new enterprise agreement across the Qantas group

as it seeks to reduce its annual cost by $1 billion by the 2023 financial year.

36
Q

qantas wage freeze effects

A

led to a significantly poor business performance among employees, dramatically affecting the success of Qantas.

Many workers are primarily motivated by compensation thus, to accept that their hard work and years of performance and dedication will be rewarded would inevitably lead to dissatisfaction and potentially the loss of valuable employees, meaning Qantas will risk losing a competitive advantage.

37
Q

what is worker satisfaction indicator and how to promote

A

Worker satisfaction is the sense that one’s work is meaningful and deserving of appreciation

In order to promote worker satisfaction, HR will implement a rewards strategy in which workers are rewarded on their contribution to the company, specifically performance pay would prove an effective mechanism

38
Q

benefits of WHS act

A

employees feel safe and protected - achieve business goals effectively

staff turnover low as employees have low risk of injury due to increased safety awareness

positive relationship between employer and employee

39
Q

injury frequency rate qantas stat

A

In 2019, Qantas recorded a 24.4 total recordable injury frequency rate

40
Q

accident indicator and how is it improved

A

A reduced accident rate will lead to a happier, more productive workplace

can thus be improved through the strategy of training and development in which an employee’s ability to complete work will be improved thus preventing future injuries.

41
Q

how does anti-discrimination help business performance

A

promotes a formation of unity within the workplace, allowing employees to feel comfortable and secure within the work environment

increasing productivity rates as employees are motivated to achieve business goals

healthy relationship Qantas has formed with its employees, sustaining the business’s competitive advantage and thereby leading to success.

42
Q

discrimination absenteeism and how to improve

A

a business will note the absenteeism of employees due to conflict in the workplace

the business must implement T&D

42
Q

qantas absenteeism stat

A

Qantas’ absenteeism rates have decreased in recent years and average about 9 days per year. High levels of absenteeism at qantas are a strong indicator of dissatisfaction in their workplace.

43
Q

discrimination absenteeism and how to improve

A

If there is discrimination in the workplace, a business will note the absenteeism of employees due to conflict in the workplace

It is then the role of the HRM to ensure discrimination does not occur again through effective use of training and development.

44
Q

qantas economy influence

A

Covid-19 and the associated collapse in air travel has profoundly affected the human resources division at Qantas. The airline was forced to reduce staff members to cut costs and initially stood 25000 staff, with 15000 remaining until international flying resumes. Additionally, Qantas made 6000 staff redundant, equating to 20% of the workforce.

45
Q

effect of economy on employees

A

a decrease in the business’s productivity

enhancing low staff morale

employees will feel unprotected and unsecure within their role

affecting their motivation to achieve business goals

46
Q

staff turnover due to economy

A

during times of high economic activity employers may witness changes in staff turnover due to possibilities of high paying jobs to accommodate for the increased prices of products due to inflation.

47
Q

qantas technology

A

new security systems in response to terrorism threats,

new planes

new online check in and self-service kiosks.

Qantas’ staff have had to learn new skills

positions have been made redundant.

48
Q

influence of technology

A

adjust its internal environment and spend excess expenditure in training staff in the use of this technology

tasks can be done with much more efficiency

focus more on core business tasks and revenue-generating activities

49
Q

benchmarking key variables

A

process of comparing one business standard’s against a competitor or an industry average.

If this is investigated and unsatisfactory then technology must then be improved through the strategy of performance management.

50
Q

performance management and outcomes

A

monitor, control and improve the performance of the human resources within each of the key business functions

satisfaction of manager and employees with the process

proportion of employees participating in appraisal processes

training and development activities are aligned with performance appraisal outcomes

51
Q

acquisition

A

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

52
Q

recruitment

A

process of locating and attracting the right quantity and quality of stadd to apply for employment vacancies or anticipated vacancies

53
Q

development

A

process of developing and improving the skills and knowledge of staff through indication, ongoing training and further professional development

54
Q

induction

A

induction program allows new employees to be introduced to the job, coworkers and th businesses culture

55
Q

training under development

A

seeking long term changes in employees skills knowledge attitudes and behaviour in order to improve work practice

focus on acquiring new skills and knowledge which assists business in adapting to change and gaining competitive advantage

56
Q

organisational development

A

to encourage, management structures are flatter and encourage the use of teams to develop and share ideas and solutions to improve efficiency of the organisation

57
Q

mentoring and coaching

A

motivating and developing staff who exhibit leadership potential

58
Q

personal appraisal

A

process of assessing the performance of an employee, generally against a set of criteria and standards

59
Q

maintenance

A

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

60
Q

communication and workplace culture

A

poor communication can lead to conflict and high turnover

business must implement effective communication methods (meetings, social functions) so employees feel motivated at work

61
Q

employee participation

A

businesses encourage employee participation to improve communication, empower employees and develop their commitment to improving quality and efficiency

62
Q

benefits under maintenance

A

offering monetary or non-monetary benefits to reflect the business’ core beliefs and values

another benefit it increased work life balance (1/3 of Australians look at this when choosing a job)

63
Q

legal compliance and corporate social responsibility under maintenance

A

employers are required to ensure HR procedures and policies comply with laws to avoid compliance costs

64
Q

separation

A

process of employees leaving voluntarily or involuntarily through dismissal, or retrenchment processes

65
Q

dismissal

A

instant form of dismissal for employees involved in serious misconduct

66
Q

unfair dismissal

A

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

HSC business (8 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions