Human Resources #2 Flashcards
technological influences
used in aspect of HR like pay roll, recruitment and job application, working from home
employee self-service, access to tax info and leave application online
affects HRM with more outsourced roles, with growing responsibility
disadvantages of technology
lower employee empowerment, need for new training programs, resistance to change with employees
social influences
living standards, career flexibility and job mobility, increased participation rates for women, ageing of the workforce, early retirement
Processes of HRM
acquisition, development, maintenance, seperation
acquisition
process of attracting and recruiting the right staff for roles in a business.
identifying staffing needs
recruitment
selection
placement
identifying staff needs
internal or external environment –> job description or job specification
recruitment
internal or external recruitment –> outsourcing
selection
information gathered about applicants and most appropriate applicant is chosen
placement
locating employee in a position that best utilises skillsets
development
enhancing the skills of the employee in line with the changing and future needs of the organisation
induction programs
introduces new employees to the job, their co-workers, the business and its culture
training
upgrading employee’s skills, knowledge and competency levels
- both off the job and on the job
organisational development
job enlargement, job rotation, job sharing
job enlargement
extending employee responsibilities
job rotation
move around work in business functions
job sharing
sharing roles
mentoring VS coaching
mentoring - experienced staff transfer knowledge and skills, mutually agreed upon role, individual and life development
coaching - improving skills and performance to overcome workforce weaknesses
performance appraisal
process of assessing the performance of an employee, generally against a set of criteria or standards
process of managing the needs of staff for health and safety, industrial relations and legal responsibilities, including compensation and benefits, of all staff.
separation
the process of employees leaving voluntarily or through dismissal or retrenchment processes.
communication in maintenance
critical for effective workplace relations and minimising conflict, improves employee participation therfore improving quality and efficiency, minimising business exposure to risk by implementing preventative strategies
benefits of monetary and non-monetary maintenance
some benefits attract an employer-paid fringe benefits tax, attracts employee acquisition and wellbeing
benefits of flexible and family-friendly work arrangements maintenance
allows business to retain staff in the long-term by recognising the importance of work life balance, examples include work from home, career break schemes, part time options, family leave
voluntary and involuntary seperation
resignation, relocation, voluntary redundancy or retirement
contract expiry, retrenchment or dismissal
nature of involuntary separation
must be managed carefully and in compliance with regulation, awards and agreements to avoid claims of discrimination and negative impact on remaining staff
dismissal in separation
documentation of processes undertaken, summary dismissal - instant remination for gross negligence or misconduct, poor performance - must be given warnings
unfair dismissal
when an employee is dismissed by their employer and they believe the action is harsh, unreasonable or unjust.
Fair Work Commission provides grounds for unfair dismissals
leadership style (HR strat)
the ways that managers communicate with their employees to inspire and motivate them to work together to achieve an organisation’s goals.
autocratic/authoritarian or participative/ democratic
Job Design - general or specific (HR strat)
the number, kind and variety of tasks that a worker is expected to carry out in the course of performing their job.
routine, repetitive and inflexible and reflect a relatively simple approach.
recruitment - internal or external, general or specific
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
