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BUSINESS MANAGEMENT UNIT 2 > KK3 > Flashcards

KK3 Flashcards

1
Q

Human Resource Management

A

management of the r/ship bw the employer and employees. involves the recruitment, training, development and dismissal of staff

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2
Q

employee cycle

A

process of employing staff thru to eventual termination of employment
1. attract
2. develop
3. maintain
4. terminate

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3
Q

employee cycle
1. attract

A

attracting employees to bus, thru word of mouth/pos brand marketing = build pos bus image

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4
Q

employee cycle
2. develop

A

professional growth + training to enhance position w in bus. bus = invested in securing future. employee = commitment + loyalty to bus

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5
Q

employee cycle
3. maintain

A

making sure employees are satisfied w their job by promoting a positive corp culture.

if corp culture = poor ☞▲ employee turn over ☞ ▲ $$’s 4 replacement

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6
Q

employee cycle
4. terminate

A

bus need to have a conversation to understand why employees leave = key to retain best employees

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7
Q

Human resource planning

A

the stage where the employer must plan the # of employees req and comp this to the # of employees they have.

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8
Q

Workforce Planning

A

the process of planning w/force supply and demand, to ensure that an bus has the 👍🏽 people w the 👍🏼 skills.

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9
Q

staff turnover

A

amount of staff leaving bus t/f need to be replaced

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10
Q

factors a bus should consider when recruiting staff

A

experience, skill, age, ability, cost

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11
Q

types of tech devel on staffing needs

A

training - virtual class, online training
recruiting - online recruitment/ applications
maintaining - staff management syst, online payment, work @ home ☞▲ satisfaction

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12
Q

negative impacts of tech devel on staffing needs

A
  1. time to train to use new tech
  2. upksill t/f adjust pay rates
  3. ▼ in staff req - impact job security
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13
Q

positive impacts of tech on staffing needs

A

1. ▼ $$ bc ▲efficiency
2. ▼ staffing levels t/f ▼ wage expenditure
3. capitalise on opportunities to improve areas that were not prev viable

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14
Q

job analysis

A

the study of employees to determine duties performed, time req for duties, responsibilities involved and equipment required

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15
Q

job analysis examines

A

job activités, equip used, degree of supervision needed

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16
Q

job description

A

written statement describing emp duties, tasks + responsibilities to job

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17
Q

job specification

A

`list of key qual needed for a job eg education skills, experience

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18
Q

job design

A

the kind of tasks emp perform in their jobs, they include a variety of tasks to keep emp interested and motivated (j rotation, j enlargement, j enrichment)

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19
Q

job rotation

A

moving employees bw diff tasks to promote experience and variety

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20
Q

job enlargement

A

▲ scope of employment duties + repsonsibilities eg. trusting to lock up

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21
Q

job enrichment

A

strat used to motivate empl by giving them ▲ responsibility + variety in job eg. organise exercusion

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22
Q

recruitment

A

process of ID,attract,interview, select and hire employees

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23
Q

internal recruitment

A

fill job vancancies w ppl already empl in bus. WOM/ announcements/ posters

24
Q

internal recruitment PROS

A

already fam w bus objectives and cult
creates a career path w in bus to reward value emp

25
internal recruitment CONS
no one sustainable w in bus 1+ applicants apply ☞ conflict w in bus
26
external recruitment
filling vacancies OUTSIDE the bus social media/emp agencies/ radio ads
27
external recruitment PROS
wider range bring new ideas + fresh approaches
28
external recruitment CONS
▲time to train qual emp w in may resent new emp
29
selection methods
selecting candidates w the right skills and quals to fill vacancies.
30
poor selection option
▲cost bc training ▲ job dissatisfaction + turnover absenteeism rate▲ accident + defect rate
31
selection options
Tests online selection interview background checks medical examination psychological test work test
32
interview pros
☞employer meet employees so can make judgement ☞applicant opportunity to ask q's
33
interview cons
☞don't assess actual skills ☞may X be honest
34
psych testing pro
☞insight to personality of applicant ☞assess skills, leadership and decision making of applicant
35
psych testing con
☞relies on honesty ☞may X be accurate
36
work testing pro
☞assess actual skills ☞allow future work collegues opp to see diff applicants in action
37
work testing cons
☞X test broad skills e.g leadership ☞artificial environment e.g applicant nervous -> X demonstrate actual skills
38
online selecting pros
☞convenient ☞wide variety
39
online selecting cons
☞impersonal- X actual person performing task ☞may X be secure e.g hacked
40
employer expectations
what the employer expects employees will abide by in their t&c's to remain loyal to bus
41
types of employer expectations
1. contracts of employment - sets the T&Cs of employment 2. bus loyalty - conduct in a proper and ethical manner 3. terms of notice - sets an expectation for how much notice is req when wishing to leave the bus
42
employee expectations 1. conditions of employment
detailed in employment contract, employee must comply w conditions eg. hrs of work, pub hol pay, annual leave, sick leave
43
employee expectations 2. remuneration
financial benefit received for work eg. wage/bonus - ▲ productivity bc ▲ motivation - ▲ loyalty + commitment
44
employee expectations 3.job security
state of having a secure job w out worrying about future ☞▲loyalty/motivation t/f ▲ productivity
45
employee expectations 4. work - life balance
right combo devoted to work + personal life balance ▼ stress tf ▲ attendence + motiv ☞ ▲ prod
46
inductions
inducing employees into the business with the aim of familiarising employees w bus pol + proc by supporting them w the relevant info for their role.
46
method 1 of inductions... E-learning
info delivered electronically eg. computer thru online modules where empl answer Q's about a bus pol and proc
47
method 2 of inductions... On the job training
hands on method to develop skills in w/place where new emplee is coached by an existing emplee
48
method 3 of inductions... mentoring
senior emplee assisting a new emplee in develop skills req to support emp to perforn tasks
49
method 4 of inductions... Induction pack
phys or elect folder w info dor new emps includ docs w pol + proc, employer expecta, and any necessary paperwork eg. bank accounts + superannunation froms
50
method 5 of inductions... meetings
meetings w current staff + new emp so current emp can intro themselves and address any concerns they may have
51
LEGAL REQ occupational health and safety
prov a safe working enviro + ensure fair + equal treatment eg. prov necessary training
52
LEGAL REQ equal employ opps
illegal for emp to discrim based on personal chara eg. age, physical features, race, gender
53
CSR CSR in recruitment
process which eliminates bias and focuses solely on merit of applicant - devel diversity - ensure fair and = recruitment process
54
CSR CSR in employment expectations
prov benefits that exceed min legal req eg. flex work hours, + $$, ☞ ▲ job sat t/f ▲ prod bc feel valued
55
diversity issues when recruiting staff G/E/N/A/D/D
gender- need balance ethnicity- rep of diff ethinicities nepotism- suitability of job pos w out referencing r/ships to existing staff disabilities- recruit + ensure diabil access eg, ramps disadv groups- eg. refugees/homless
56
types of CSR in employment expectations R/WF/ML/HC
remuneration- pay above min wage w/place flex- flex working conditions to improve W-L balance maternity leave- extending past legal req health care- prov med + gen HC support

BUSINESS MANAGEMENT UNIT 2 (3 decks)

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