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BUSINESS MANAGEMENT > MANAGING EMPLOYEES - 2B > Flashcards

MANAGING EMPLOYEES - 2B Flashcards

1
Q

define training

A

aimed at improving an employees skills, knowledge, attitudes and behaviour to allow employees to do these jobs more efficiently than before

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2
Q

define on the job training

A

learning from exisiting employees on an employees current job, how to perform the job more efficiently

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3
Q

examples of on the job training

A

coaching
mentoring
job rotation
job shadowing

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4
Q

advantages of on the job training

A

reduced cost

learning skills directly related to job

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5
Q

disadvantages of on the job training

A

may learn bad habits

unlikely to learn broader skills

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6
Q

define off the job training

A

learning from professional instructors away from the business as to how employee can perform more efficiently

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7
Q

examples of off the job training

A

conferences
lectures
simulations
workshops

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8
Q

advantages of off the job training

A

less likely to be distracted by current workers

develops employee morale

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9
Q

disadvantages of off the job training

A

increased cost of program

cost because employee absent from work

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10
Q

define performance management

A

process used to evaluate and improve individual and business performance

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11
Q

what are the 4 performance management skills

A

management by objectives
performance appraisal
self evaluation
employee observation

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12
Q

define management by objectives

A

program where manager and employees collaboratively set clear objectives

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13
Q

advantage/disadvantage of MBO

A

builds strong relationships

time consuming

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14
Q

define performance appraisal

A

measures an employees performance, provides feedback and develops new objectives

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15
Q

advantage/disadvantage of performance appraisal

A

tells employee what they are doing wrong

could develop discrepancies

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16
Q

define self evaluation

A

employees assess their own performance related to predetermined objectives

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17
Q

advantage/disadvantage self evaluation

A

opportunity for building relationships between manager and employee
consistency low due to peoples self confidence

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18
Q

define employee observation

A

employees performance is evaluated by watching them in action using 360 degree feedback

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19
Q

what is 360 degree feedback

A

feedback given from all different stakeholders that have different contact with employee

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20
Q

advantage/disadvantage of employee observation

A

better assessment due to real life viewing

employees may be nervous decreasing performance

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21
Q

define termination

A

employee leaves a particular workplace, ending the employment relationship

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22
Q

two types of termination

A

voluntary and involuntary

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23
Q

define retirement

A

employee decides to leave business. business must help in this transition

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24
Q

entitlement and transition issues of retirement

A

employees entitled to any acured benefits, employee gradually transitions into retirement

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25
Q

define resignation

A

employee voluntarily leaves the business. this may be due to

  • promotion at other business
  • change of career
26
Q

entitlement and transition issues of resignation

A

entitlements in the form of payment for completed work, employee must give notice

27
Q

define redundancy

A

employee leaves business because their job is no longer needed.

  • voluntary: employees nominate themself
  • involuntary: employees asked to leave business
28
Q

entitlements and transition issues of redundancy

A

employees entitled to redundancy package, notice, time off work
transition issues including counselling, career advice, training

29
Q

define dismissal

A

employee is terminated due to unacceptable behaviour or performance

30
Q

summary/on notice dismissal

A

summary - employee commits a serious breach of contract etc.

on notice - employee not performing to satisfactory

31
Q

entitlements and transition issues of dismissal

A

employees entitled to pay accured benefits

some businesses introduce career transition services

32
Q

define unfair dismissal

A

occurs when an employee has been dismissed in a harsh, unjust, unreasonable manner

33
Q

examples of unfair dismissal

A

absence from work
discrimination
its important that employers know the law and are trained to handle dismissals

34
Q

define workplace relations

A

relationship and communication shared between employees and their employer, in terms of wages, employment conditions and disputes

35
Q

what is the overall goal of workplace relations

A
  • employees are satisfied with wages/conditons
  • businesses remain productive
  • disputes are minimised
36
Q

who are the 5 key participants

A
  • employees
  • human resource manager
  • union
  • employer associations
  • fair work commission
37
Q

what are employees involved in

A

-carry out responsibilities

38
Q

define employees

A

those that work within the business

39
Q

define human resource manager

A

responsible for managing the relationship between employees and the business

40
Q

what is the human resource manager involved in

A

-represent employers

41
Q

define union

A

represent and offer advice to employees with workplace relations

42
Q

what is the union involved in

A

-offer advice to employees

43
Q

define employer associations

A

represent and offer advice to employers with workplace relation issues

44
Q

what are employer associations involved in

A

-advising employees in disputes

45
Q

define fair work commission

A

Australias independent workplace relations tribunal

46
Q

what does the FWC involve

A

-approve workplace agreements

47
Q

what are the 4 types of agreements in place to determine wages and employment conditions

A

national employment standards
awards
collective agreements
individual employment contract

48
Q

define national employment standards

A

outlined through Fair Work Act 2009: including maximum weekly hours parental leave etc.

49
Q

define awards

A

set out the minimum wages and working conditions for a particular industry and are then reviewed by the FWC

50
Q

define collective agreements

A

workplace agreement between employer and employee reached through enterprise bargaining with the goal of reaching an agreement

51
Q

what is the individual flexibility agreement

A

all collective agreements must have flexibility in order to suit different employees needs

52
Q

define individual employment contracts

A

signing a legal contract with the employer regarding wages and conditions, often for highly paid employees

53
Q

5 reasons why disputes arise

A

job security
negotiation of new wage agreements
discipline issues
harassment or bullying

54
Q

define industrial action

A

may be taken if enterprise bargaining has broken down

55
Q

examples of industrial action

A
  • strikes
  • stop work meeting
  • lockouts
56
Q

define protected industrial action

A

industrial actions approved by the FWC

57
Q

define unprotected industrial action

A

is unlawful and damages can be sought

58
Q

what are three methods for solving disputes

A

grievance procedures
mediation
arbitration

59
Q

define grievance procedures

A

formal process where an employee resolves matters relating to complaints in the workplace

60
Q

define mediation

A

third party facilitates the conversation, but employees still make final decision

61
Q

define arbitration

A

both parties put case forward to independent third party where they make the final decision

BUSINESS MANAGEMENT (6 decks)

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