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Business > Human Resources > Flashcards

Human Resources Flashcards

1
Q

HR definition: Activities and decisions intended to *2

A

improve the effectiveness of the employees* and the organization as a whole*

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2
Q

Aim of HR *2

A

Bridge the gap between management goals* and the needs of the workforce*

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3
Q

Task of personnel function: manage human resources in order to… *2

A

Maximize their potential, thereby enabling the business to achieve its mission

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4
Q

What the business has to achieve its mission *3

A

*interpretation of employees/employers needs
*coordination of management and staff requirements
*implementation of various activities of personal management

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5
Q

Various activities of personal management aka human resource activities *9

A

*manpower planning
*recruitment
*selection
*remuneration
*placement of staff
*induction/orientation
*training of staff
*evalution
*retention

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6
Q

Manpower/hr planning *2

A

Planning for labour requirements* so the business can keep up to date with the amount of labour needed*

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7
Q

When will labour be needed *2

A

*if the business expands
*if there’s high turnover of staff

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8
Q

Purpose of manpower planning *3

A

*determine how many employees the business needs
*determine what skills these employers must have
*determine when these employees will be needed

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9
Q

Techniques to answer HR questions part of manpower planning *4

A

*work-load analysis
*job analysis
*manning table
*determining employee requirements

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10
Q

Work load analysis is done to

A

Determine how many people are required in terms of the amount of work needed to be done

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11
Q

Job analysis: a systematic method of… *3

A

Obtain all relevant information about tasks related to a specific job* in order to make decisions*

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12
Q

Job analysis requires that *3

A

*job is completely and accurately identified
*tasks are completely and accurately described
*demands the job makes must be analysed

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13
Q

There are different ways in which job analysis can be conducted *3

A

*interview workers and their supervisor
*observing the worker at work
*set questionnaires for the worker

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14
Q

Job analysis two main sections

A

*job description
*job specification

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15
Q

Job description *2

A

*about the job
*duties, responsibility, level of authority of worker

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16
Q

Job specification *3

A

*about the worker
*minimum ability worker must possess
*experience, education, physical requirements

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17
Q

Manning table *3

A

reflection of number of people required, skills required* and positions*

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18
Q

Determining employee requirements: recruiting plan based on *2

A

Difference between employees needed* and current employees

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19
Q

Recruitment seeks to *3

A

*attract job applicants
*with necessary skills and motivation
*to cover passions identified

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20
Q

Internal recruitment

A

Position advertised to employees already working there

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21
Q

Internal recruitment involves *3

A

Transfers
Upgrades
Promotion

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22
Q

Internal recruitment methods *3

A

*job posting - vacancy on bulletin boards, emails
*existing files
*get referrals

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23
Q

Hybrid

A

Combo of internal and partly external source

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24
Q

External recruitment methods *6

A

Agencies/consultants
Advertising in newspapers
Internet recruitment businesses
Recommendations/ referrals
Campus recruiting
Headhunting - skilled people are approached

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25
Q

Reference

A

Someone who would highly recommend you

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26
Q

Selection involves *2

A

Screening applicants* and choosing the most suitable candidates*

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27
Q

Selection aim *2

A

Excluding unsuitable applicants*
Whose skills and experience do not match requirements*

28
Q

Good selection process results in *4

A

*lower turnover of staff
*lower production costs
*less training
*higher productivity

29
Q

Selection procedures *8

A

INFO
*receipt of application forms/CVs
*initial screening
*CV/application evaluation
*checking references and background
ACTION
*interviewing of short list
*different tests and examinations
*medical examination
*letter of appointment

30
Q

Receipt of application forms

A

list of applications are received and drawn up

31
Q

Initial screening *2

A

*identify applicants who do not meet minimum requirements
*refer candidates suitable to the next step

32
Q

Evaluation *3

A

*selection panel evaluates applications
*ranking applications according to total scores
*short list drawn

33
Q

Reference and background checks *2

A

*verification of records and qualifications
*standard set of questions to ensure fairness

34
Q

Interview candidates on the short list *2

A

*one person/panel
*same person or panels to ensure fairness

35
Q

Purpose of employee interview is two-fold: *2

A

*get info from applicant to assess sustainability
*give info about business, job, conditions of employment

36
Q

Test and exams

A

disclose info about suitability

37
Q

Test types *3

A

*ability/trade - tasks one can currently perform and likely perform in the future
*psychometric tests - personality and interest tests
*work sample - samples of work designed to measure at what skill level an applicant can do something

38
Q

Medical examination: Employment equity act states *2

A

no medical exam is required unless it’s an inherent requirement of the job*
or for the purpose of the distribution of benefits *

39
Q

Remuneration: job evaluation *$

A

*process where importance of job is investigated to create hierarchy
*remuneration determined by status in hierarchy
*equity bc remuneration scale is linked to contributions

40
Q

Types of remuneration *5

A

*salaries
*wages
*overtime
*profit sharing
*fringe benefits

41
Q

Letter of appointment *3

A

*Offer of employment written to best person
*Not legally binding until employment contract is signed
*Observed by staff representatives to ensure fairness

42
Q

Contract

A

Legally binding document that complies with BCEA

43
Q

Employment contract: clamour relations act requires employee and employer to

A

Agree, draw up and sign an employment contract

44
Q

Employment contract should include *9

A

*employees name and address
*employment start date
*job title and description
*location
*hours of work
*salary and benefits
*days of leave
*notice period to leave
*sickness and disability - statutory/contractual sick pay

45
Q

Salaries *3

A

*monthly for white collars
*commission - basic salary and commissions for sales
*performance bonus

46
Q

Wage earner *2

A

*blue collar - less skilled form
*weekly/daily

47
Q

Wage methods *2

A

*piece rate - acc to quantities
*time rate - acc to hours

48
Q

Overtime payment *2

A

*working after normal hours
*BCEA states working night shift must receive compensation

49
Q

Profit sharing scheme

A

Receiving part of profits made

50
Q

Fringe benefits contributions

A

Salary deductions + employer contributions

51
Q

Further benefits *9

A

*housing
*transport
*education
*meals
*discounts
*loans with reduced interest
*clothing allowance
*entertainment

52
Q

According to BCEA, employer may not deduct from remuneration unless *2

A

*voluntary - staff fund
*legal requirement- UIF, income tax (PAYE)

53
Q

Placement of staff

A

New employee placed in best suited position where they will add the most value

54
Q

Aspects that play a role in placement procedures *3

A

*determine aptitude through psychometric tests
*determine responsibility
*determine relationships between position, characteristics and competencies

55
Q

High personal turnover *2

A

*Creates negative image
*extra costs to train

56
Q

Work placement *2

A

*loss of skilled workers
*decrease in productivity

57
Q

Induction/orientation: purpose *2

A

*let employee learn how things are done and general rules
*enable employee to fit into existing work group

58
Q

Induction programme should include *5

A

*policies
*what supervisors expect
*introduction to fellow workers
*knowledge of products and services
*mentor who oversees newbie’s first few months

59
Q

Training of staff *2

A

*Systematic process aimed at helping employee s first few months
*increase efficiency

60
Q

Training can improve *2

A

*knowledge, skills, productivity levels
*behaviour and attitude

61
Q

Training steps *8

A

*business operations - determine skills
*job analysis for recruiting
*job performance
*training needs are determined
*develop training objectives
*training program developed
*training staff
*evaluate training

62
Q

Training programme *2

A

*consists of basic skills, knowledge, attitude requirements
*lessons, training manual, short lectures

63
Q

Training staff methods *8

A

*on the job - real work situation
*off the job - courses
*apprenticeship - 6 months on the job 6 months off
*workshops - update skills
*job rotation - expanding experience
*self study
*buddy system - workers sharing skills
*learnerships - work in a business while studying

64
Q

Evaluation *2

A

*checking if training goals have been met
*assess skills and shortcomings

65
Q

Appraisal functions *3

A

*give feedback on performance
*pick up areas of strengths and weaknesses
*discuss employment issues

66
Q

Importance of retaining employees *2

A

Costly to recruit new workers
Slowed production

Business (26 decks)

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