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Revised - BS > Human Resources Content > Flashcards

Human Resources Content Flashcards

1
Q

Define human resource management

A

Human Resource Management is the management of the total relationship between an employer and employee

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2
Q

Define employer

A

Employer is one who exercises control over employees, has responsibility for the payment of wages and/or salaries and has the power to dismiss employees

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3
Q

Define employee

A

Employee is a worker under the control of an employer. This control includes the workplace location, the way that the work is to be performed and the extent to which supervision will be exercised

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4
Q

Define outsourcing

A

Outsourcing is when business functions are contracted out to third-party specialist businesses; for example, recruitment firms. It aims to take advantage of the specialist skills provided by them and to achieve a reduction in labour costs

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5
Q

Discuss the advantages and disadvantages of outsourcing human resources

A

Advantages:
- The business can focus on and specialise in its main tasks
- Improve quality
- Foster innovation
- The HR expert/business can specialise
- Managers can be unwilling perform elements of the human resources, such as firing or making workers redundant

Disadvantages:
- Can be expensive
- May not suit the business

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6
Q

Define contractor

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

Identify the types of contractors

A

Types of contractors:
- Domestic
- Global

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8
Q

Identify human resource functions

A

Human Resource Functions:
- recruitment
- induction
- training
- payroll

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9
Q

Discuss the advantages and disadvantages of using domestic contractors

A

Advantages:
- Less problematic
- Can be contacted easily (no timezone issues or language barriers)

Disadvantages:
- Expensive
- Poor quality work can cause PR problems

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10
Q

Discuss the advantages and disadvantages of using global contractors

A

Advantages:
- Extended capacity and flexibility
- Reduced costs
- Access to new networks

Disadvantages:
- Consultants may not understand corporate culture
- Less integrated organisations

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11
Q

True or False. Stakeholders, all with their own interests, conflict and cooperate with each other

A

True

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12
Q

Define employer association

A

Employer Association is an organisation that represents and assists employer groups. They are usually respondents to the awards covering the employees of their members, and covering employers in the same or related industry

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13
Q

Define log of claims

A

Log of Claims is a list of demands made by workers (often through their union) against their employers. These demands cover specific wages and conditions. Employers may also serve a counter-log of claims on the union

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14
Q

Identify the responsibilities of employer associations

A

Employers associations:
- provide advice (especially to small businesses) on such matters as awards, unfair dismissals and discrimination issues
- negotiate agreements
- lobby governments and other organisations with the views and interests of employers, industries and trade

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15
Q

Define trade union

A

Trade union is an organisation formed by employees in an industry, trade or occupation to represent them in efforts to improve wages and working conditions of their members

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16
Q

True or False. An increasing percentage of the workforce is unionised

A

False. Unionisation rates have fallen

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16
Q

Identify reasons for the decline in unionisation

A

Reasons for decline in union membership:
- Poor depiction of unions in the media
- Legislative changes reduced their power
- Collapse of centralised wage-fixing system
- Community attitudes favour individualism rather than a collective approach

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17
Q

Identify general workplace and economic trends

A

Workforce and economic changes:
- Decline in workforce size
- Decline in manufacturing employment due to technological and structural changes
- Growth of service industry
- Growth of casual/part-time hours
- Feminisation of workforce

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18
Q

Define centralised industrial relations systems

A

Centralised Industrial Relations System is a collectivist approach in which disputes are referred to industrial tribunals, such as the Fair Work Commission, for conciliation and arbitration

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19
Q

Define decentralised industrial relations systems

A

Decentralised Industrial Relations System is a system in which employers and employees negotiate wages and working conditions in the individual workplace, through collective or individual bargaining and without the involvement of tribunals

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20
Q

Define employment contract

A

Employment Contract is a legally binding, formal agreement between employer and employee

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21
Q

Contracts does not need to be written, but it is valid and legally enforceable when…

A

Contracts does not need to be written, but it is valid and legally enforceable when:
- the parties involved intend to create a legal relationship
- one party offers and the other accepts the offer
- both parties obtain a benefit
- both parties have the capacity to contract; for example, they are old enough to make the contract
- consent is genuine and not pressured
- the offer does not contravene any public interest

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22
Q

Define common law

A

Common Law is a law developed in courts and tribunals

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23
Q

Define statute law

A

Statute Law is a law passed in parliament

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24
Q

Identify the obligations of employers

A

Employers have an obligation to:
- Provide work
- Payment of income and expenses –> provide compensation for work injuries
- Ensure a safe working environment

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25
Q

Identify the rights of employers

A

Employers have a right to:
- Employees working with care and responsibility
- Employees carrying out their work according to their agreement/award,

Being notified according to agreement/award of an employee’s intention to:
- take their leave entitlements
- formally leave the business

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26
Q

Identify the obligation of employees

A

Employees have an obligation to:
- Exercise due care and competence
- Maintain confidentiality
- Account for money and property recieved
- Follow written and verbal procedures and policies
- Be honest, fair and work with integrity in all dealings
- Obey lawful commands that are considered reasonable
- Complete forms related to taxation and its deduction from income
- Give appropriate notice of termination of employment in accordance with the relevant award

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27
Q

Identify the rights of employees

A

Employees have a right to:
- being paid for all the time they work, including overtime
- receiving the minimum set out in the award or enterprise agreement
- having all pay recorded by the employer (some awards/agreements state that employees must receive a pay slip)
- receiving extra pay such as loading for casuals and penalty rates for work outside of usual hours
- access to paid and unpaid leave entitlements

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28
Q

Explain what are the National Employment Standards

A

The National Employment Standards are 10 minimum standards regarding the workplace

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29
Q

Define modern award

A

Modern Award is an industry or occupation-based award that covers all private sector employers and employees who perform work that falls within their scope. They replace all existing national system awards (except those applying to a single enterprise). They do not cover employees earning higher incomes

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30
Q

Define award simplification

A

Award Simplification is the process of reducing the number of matters in each award and eliminating inefficient work practices

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31
Q

Identify what modern awards concern

A

The Content of Modern Awards are:
- base pay rates
- conditions and requirements for different types of employment
- overtime and penalty rates
- allowances (such as travel allowances)
- leave and leave loading
- hours of work
- requirements for annual wage or salary arrangements
- superannuation entitlement
- conditions and procedures for consultation, representation and settling disputes
- outsourcers
- redundancy conditions

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32
Q

Define individual flexibility plan

A

Individual Flexibility Agreements (IFA) allow an employer and an employee to come to an agreement that varies the modern award or enterprise agreement to address their individual circumstances

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33
Q

Define enterprise agreement

A

Enterprise Agreement is a collective agreement made at a workplace level between an employer and a group of employees about terms and conditions of employment

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34
Q

Define collective agreement

A

Collective Agreement is an agreement made between a group of employees (or one or more unions representing employees) and an employer or group of employers

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35
Q

Define ‘better off overall test’

A

‘better off overall test’ (BOOT) requires that each of the employees to be covered by the agreement is better off overall than under the relevant modern award

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36
Q

Recall alternate terms for independent contractor

A

Independent contractors are often known as a consultant or freelancer

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37
Q

Define casual employee

A

Casual Employee is an employee in employment that is short term, irregular and uncertain; they are not entitled to paid holiday or sick leave

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38
Q

Define on-costs

A

On-costs are additional costs involved in hiring an employee, above the cost of their wages. These costs traditionally add around 25% of the cost of the wage and include sick leave, holiday leave, leave loading, superannuation, retirement and redundancy payments, and other costs

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39
Q

Distinguish between a part-time and full-time employee

A

A part-time and full-time employee has the same worker rights but the difference is work hours

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40
Q

Identify what laws SafeWorkNSW enforces

A

SafeWork NSW enforces:
- Work Health and Safety Act 2011
- Workers Compensation Act 1987

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41
Q

Define workers’ compensation

A

Workers’ Compensation is when a business provides a range of benefits to an employee suffering from an injury or disease related to their work. It is also provided to families of injured employees when the injury/disease was caused by, or related to, their work

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42
Q

Define equal employment opportunities

A

Equal Employment Opportunity (EEO) refers to equitable policies and practices in recruitment, selection, training and promotion

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43
Q

As technology improves, what alternations are made to the responsibilities of human resources

A

As technology improves, HR has to deal with:
- The decision of operations to replace workers with machinery
- The training decisions that need to be made for workers to use it
- The motivation of workers who are concerned about technological changes in the business

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44
Q

Define affirmative action

A

Affirmative Action are measures taken to eliminate direct and indirect discrimination, and for implementing positive steps to overcome the current and historical causes of lack of equal employment opportunity for women

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45
Q

Define discrimination

A

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

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46
Q

Define structural change

A

Structural Change is a change in the nature and pattern of production of goods and services within an economy. This includes a significant growth in the level of services in an economy compared to other sectors

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47
Q

Provide an example of structural change

A

Example of structural change – structural change in the Australian economy has resulted in rapid growth in the services sector

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48
Q

Identify changing work patterns

A

Work patterns:
- Increase in part time and casual workers (casualisation)
- Increase in female employment
- Increasing living standards raises workers’ expectations

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49
Q

Describe the economic cycle

A

The economic cycle:
- a naturally recurring changes in the level of business activity and economy
- dictates the demand for labour and products and therefore, the health of the economy

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50
Q

Provide a reason for the increase in part time and casual workers

A

The increase in part time and casual workers is caused by a desire for flexibility

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51
Q

Define unfair dismissal

A

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

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52
Q

Define code of practice

A

Code of Practice is a statement of the principles used by a business in its operations. It generally refers to practices that are seen as ethical or socially responsible

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53
Q

Define acquisition

A

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

54
Q

Define best practice

A

Best Practice refers to business practices that are regarded as the best or of the highest standard in the industry

55
Q

Define maintenance

A

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

56
Q

Define development

A

Development refers to enhancing the skills of the employee in line with the changing and future needs of the organisation

57
Q

Define separation

A

Separation the process of employees leaving voluntarily or through dismissal or retrenchment processes

58
Q

Define recruitment

A

Recruitment is the process of finding and attracting the right quantity and quality of staff to apply for employment vacancies or anticipated vacancies at the right cost

59
Q

Identify types of training

A

Training:
- On-the-job training
- Off-the-job training

60
Q

Define placement

A

Placement involves locating the employee in a position that best utilises the skills of the individual to meet the needs of the business

61
Q

Define induction program

A

Induction Program is a program that involving the introduction of a new employee to the job, their co-workers, the business and its culture

62
Q

Identify benefits of training for the employer

A

Benefits of training for the business:
- Higher productivity through better job performance and more efficient use of human resources
- Goals and objectives more effectively met
- Reduced costs due to less labour turnover and absenteeism, and fewer errors and accidents
- A more capable, ‘mobile’ workforce

63
Q

Define job sharing

A

Job Sharing is when two people share the same job

64
Q

Define critical incident method

A

Critical Incident Method is similar to the essay method except only extremely good or bad aspects of work performance is recorded

65
Q

Define performal appraisal

A

Performance Appraisal a systematic process of assessing the performance of an employee, generally against a set of criteria or standards

66
Q

Define job enlargement

A

Job Enlargement involves increasing the breadth of tasks in a job

67
Q

Identify types of remuneration

A

Types of remuneration:
- Time based wages
- Salaries
- Piece rates
- Sales commission
- Percentage of business profits

68
Q

Define job enrichment

A

Job Enrichment involves increasing the responsibilities of a staff member

69
Q

Define essay method

A

Essay Method is when a manager keeps a journal on each employee being appraised

70
Q

Identify types of involuntary separation

A

Involuntary Separation:
- Contract expiration
- Retrenchment
- Dismissal
- Involuntary redundancy

71
Q

Identify types of voluntary separation

A

Voluntary Separation:
- Resignation
- Relocation
- Voluntary redundancy
- Retirement

72
Q

Define coaching

A

Coaching is focused on improving skills and performance, and on helping individuals manage specific work roles more effectively

73
Q

Recall what percentage of Australian employees cite a need for work–life balance as a major consideration in future work choices

A

Approximately one-third of Australian employees cite a need for work–life balance as a major consideration in future work choices

74
Q

Define mentoring

A

Mentoring is a mutually agreed role, which suits experienced staff keen to transfer knowledge and skills through succession planning

75
Q

Identify the methods of appraisal

A

Methods of Appraisal:
- Essay method
- Critical incident method
- Comparison method

76
Q

Define comparison method

A

Comparison Method is when employees are ranked according to a list of predetermined performance criteria

77
Q

Define job rotation

A

Job Rotation involves moving staff from one task to another over a period of time in order to multiskill employees

78
Q

Recall what job rotation is also known as

A

Job rotation is also known as multi skilling

79
Q

Identify benefits of training for the employee

A

Benefits of training for employees:
- Opportunity for promotion and self-improvement
- Improved job satisfaction
- Challenging

80
Q

Define fringe benefit tax

A

Fringe benefits Tax (FBT) is a tax that employers must pay on certain benefits they provide to their employees or their employees’ associates. It is based on the taxable value of the various fringe benefits provided

81
Q

Define summary dismissal

A

Summary Dismissal is an instant form of dismissal for employees involved in serious misconduct

82
Q

Define leadership style

A

Leadership Style refers to ways that managers communicate with their employees to inspire and motivate them to work together to achieve an organisation’s goals

83
Q

Identify types of leadership styles

A

Types of leadership styles:
- Autocratic
- Democratic
- Laissez-Faire

84
Q

Define job design

A

Job Design is the number, kind and variety of tasks that a worker is expected to carry out in the course of performing their job

85
Q

Identify types of recruitment

A

Types of recruitment:
- External recruitment
- Internal recruitment

86
Q

Define internal recruitment

A

Internal Recruitment involves filling job vacancies with people from within the business

87
Q

Define external recruitment

A

External Recruitment involves filling job vacancies with people from outside the business

88
Q

Discuss the advantages and disadvantages of internal recruitment

A

Advantages:
- Motivates staff with opportunities
- Builds commitment and loyalty
- Employees know the culture and operations
- Recognises and rewards staff for achievement
- Cheaper than external recruitment

Disadvantages:
- Can reinforce negative culture
- Can lead to rivalry for positions
- Need an established framework for training and merit-based appraisal system
- Often attracts a number of internal applicants, so need to manage unsuccessful applicants
- Little value added, no new skills

89
Q

Discuss the advantages and disadvantages of external recruitment

A

Advantages:
- Wider applicant pool
- Introduction of new ideas, perspectives, and skills
- Get specific skills needed which saves on training
- More diversity in employment

Disadvantages:
- Risk of unknown staff
- Lost productivity in the initial phases of orientation and induction
- New employee may not fit culture
- Takes a lot of time and effort

90
Q

Define general skills

A

General Skills include flexibility and versatility, social confidence, positive attitude, motivation, and the ability to work as a team and/or independently

91
Q

Define specific skills

A

Specific Skills are highly specialised skills that are required for some jobs within science, technology and engineering sectors employee poaching the practice of enticing employees to work for another business

92
Q

Define employee poaching

A

Employee Poaching is the practice of enticing employees to work for another business

93
Q

Define training

A

Training aims to develop skills, knowledge, and attitudes that lead to superior work

94
Q

Define insourcing

A

Insourcing is the delegation of a job to someone within the business, as opposed to someone outside the business

95
Q

True or False. Performance management addresses both individual and business performance

A

True

96
Q

Define developmental performance management

A

Developmental Performance Management improves individual performance through establishing objectives such as reaching sales targets that are consistent with achieving the organisation’s goals

97
Q

Define administrative performance management

A

Administrative Performance Management assesses the progress of a business in meeting its strategic goals and where necessary identifying the areas for improvement, such as establishing new goals or employee performance

98
Q

Identify the benefits of effective developmental performance management

A

Benefits:
- Assists with human resource planning
- Identifies training or legal compliance needs
- Evaluation of rewards and benefits programs
- Help identify, motivate, and retain talented staff

99
Q

Identify the benefits of effective administrative performance management

A

Benefits:
- Higher productivity
- Better financial performance
- Helps assess rewards and benefits
- Creates opportunity for feedback

100
Q

Identify the types of performance management

A

Types of performance management:
- Developmental performance management
- Administrative performance management

101
Q

Define remuneration

A

Remuneration is the financial and non-financial benefits that employees receive in return for their work

102
Q

Define monetary rewards

A

Monetary Rewards are reflected in pay or having financial value

103
Q

Define non-monetary rewards

A

Non-monetary Rewards do not have a financial value

104
Q

Discuss the advantages and disadvantages of monetary rewards

A

Advantages:
- Easy and simplistic

Disadvantages:
- Money may not be a strong motivator for high earners

105
Q

Discuss the advantages and disadvantages of non-monetary rewards

A

Advantages:
- Add prestige to the company
- Can be free

Disadvantages:
- Employees may feel frustrated, desiring cash
- May be worthless to some employees

106
Q

Discuss the advantages and disadvantages of individual rewards

A

Advantages:
- Fair
- Incentive to work harder

Disadvantages:
- Lead to unhealthy competition
- Resentment towards unequal pay

107
Q

Discuss the advantages and disadvantages of group rewards

A

Advantages:
- Encourages teamwork
- Accountability and responsibility

Disadvantages:
- Freeloaders galore
- Resentment towards unequal workload

108
Q

Define performance pay

A

Performance Pay is remuneration that is based on distributing rewards according to individual employee performance

109
Q

Explore the relationship between globalisation and costs, skills, and supply

A

Globalisation has provided foreign markets and competition, resulting in higher demands, having a knock on effect of higher costs, a skills shortage

110
Q

Define negotiation

A

Negotiation is a method of resolving disputes when discussions between the parties result in a compromise and a formal or informal agreement

111
Q

Define mediation

A

Mediation is the confidential discussion of issues in a non-threatening environment in the presence of an objective third party

112
Q

Identify who the mediator can be

A

The mediator can be a representative from:
- An independent party
- A business, tribunal, or governmental agency

113
Q

Define grievance procedures

A

Grievance Procedures are formal procedures generally written into an award or agreement that states the agreed processes to resolve disputes in the workplace

114
Q

Identify the processes that involve courts or tribunals

A

Processes:
- Conciliation
- Arbitration

115
Q

Define conciliation

A

Conciliation is a process where a third party is involved to help the other two parties reach an agreement

116
Q

Define arbitration

A

Arbitration is a process where a third party is involved to hear both sides and makes a legally binding decision

117
Q

Define indicators

A

Indicators are performance measures that are used to evaluate organisational and individual effectiveness

118
Q

Define corporate culture

A

Corporate (business/workplace) Culture refers to the values, ideas, and expectations and beliefs shared by members of the business

119
Q

Recall alternate terms for corporate culture

A

Corporate culture is also known as business or workplace culture

120
Q

Identify indicators of corporate culture

A

Indicators of corporate culture:
- Staff turnover
- Levels of absenteeism
- Disputes and internal conflict

121
Q

Define benchmarking

A

Benchmarking is a process in which indicators are used to compare business performance between internal sections of a business or between businesses

122
Q

Define absenteeism

A

Absenteeism refers to a worker who neglects to turn up for work when they are supposed to

123
Q

Describe the effect of high levels of absenteeism

A

High levels of absenteeism results in lost revenue, decreased productivity, and higher labour costs

124
Q

Identify overt manifestation by employees

A

Overt manifestation by employees
- Picket
- Strikes
- Work-to-rule
- Work bans and boycotts
- Go-slow

125
Q

Identify overt manifestations by employers

A

Overt manifestations by employers
- Lockouts
- Stand downs
- Dismissals and retrenchment

126
Q

Identify covert manifestation by employees

A

Covert manifestation by employees
- Absenteeism
- Higher labour turnover rates
- Theft and sabotage
- Reduced productivity

127
Q

Define staff turnover

A

Staff Turnover refers to the loss of employees by a business who leave for a variety of reasons

128
Q

Identify covert manifestations by employers

A

Covert manifestations by employers
- Discrimination
- Harassment
- Lack of cooperation
- Exclusion from decision making

129
Q

True or False. Worker satisfaction is a key factor in employee commitment, job performance, and reducing staff turnover

A

True

130
Q

Identify how worker satisfaction is measured

A

Worker satisfaction can be measured through:
- Polls
- Focus groups
- Performance feedback

131
Q

Identify matters that cause workplace disputes

A

External matters causing workplace disputes:
- Work Health and Safety
- Remuneration
- Employment conditions
- Job security issues

132
Q

Provide examples of monetary rewards

A
  • wage increase
  • bonuses
  • commissions
  • company car
  • insurance
133
Q

Provide examples of non-monetary rewards

A
  • Recognition –> employee of the month
  • Reduction in menial tasks in job

Revised - BS (12 decks)

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