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Buisness man > Outcome 3- Staffing a Business > Flashcards

Outcome 3- Staffing a Business Flashcards

1
Q

Human resource Planning

A

HRP is the most important stage of the employment cycle. It is the process of anticipating the future staff needs of an organisation

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2
Q

Employee arrangements (Full time Employee)

A

38 hours a week, entitlements include; Sick/ Careers leave, long service leave.
Advantage- Most reliable
Disadvantage- More accountable

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3
Q

Employee arrangements (Part time Employee)

A

Regular hours of work, entitled to point 6 of entitlements.
Advantage- They got a set amount of hours which means they are more likely covered.
Disadvantage- Hard to timetable roster

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4
Q

Employee arrangements (Casual Employees)

A

They get a higher base rate but do not get any entitlements. (No sick leave, Holiday Leave)
Advantage- No entitlements, organisations dosen’t have to pay, can easily fill gap on full time or part time workers who are ill
Disadvantages- Casuals may turn down a shift which can cost more money.

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5
Q

Employee arrangements (Contract Employee

A

This is where the contract is a legally binding agreement between 2 people. The contract is for a specific period of time and contains all entitlements.
Advantages- Employee will be around for the specified time
Disadvantages- If things dont work out, contract is not renewed

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6
Q

3 Phases of Employment

A
  • Establishment Phase
  • Maintenance Phase
  • Termination Phase
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7
Q

Establishment Phase

A
  • Staff planning in line with a Business strategy
  • Job Analysis and job design
  • Recruitment
  • Employment arrangements and remuneration
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8
Q

Maintenance Phase

A
  • Induction
  • Training and development
  • Performance management
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9
Q

Termination Phase

A
  • Termination management (Voluntary and involuntary)

- Entitlement issues.

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10
Q

Staff Management (Define)

A

The effective management of the formal relationship between the employer and employee. It involves the recruitment selection, training, development and dismissal of staff

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11
Q

Why are a Businesses most valuable asses people?

A

They ensure that a business can operate based on their framed qualities. They can improve the performance of the business, and contribute to the business growth and market share.

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12
Q

Identifying Staff needs

A

All Businesses have to plan for the positions that become vacant. New positions develop as the business expands.

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13
Q

Identifying Staff needs (Developing a workforce plan)

A

A workforce plan is a process by which a business can examine its current workforce, forecast likely future workforce needs and identifying gaps that may need to be filled

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14
Q

Technological Development on Staffing Needs.

A

Technology can strongly influence staffing needs and workforce planning. It is important for a business owner to be aware of technological advances relating to staff because it is often more difficult to help employees adapt and make efficient use of new tech

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15
Q

Two Changes in a business that may apply as a result of new tech

A

Traditional Office Structures with single cubicles are now shared office spaces
-Cloud computing is likely to encourage businesses to have smaller, more flexible departments.

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16
Q

Job Analysis (Define)

A

The study of an employee job in order to determine the duties performed, the time involved with each of those duties and the responsibilities involved.

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17
Q

A Job Analysis Examines

A
  • Actual Job activities
  • The equipment used on the job
  • Specific Job behaviours required
  • Working conditions
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18
Q

Job Description

A

A summary of what the employee will be doing. It describes the role they will have in the business in terms of duties and responsibilities.

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19
Q

Job Specification

A

A list of key qualifications needed to perform a particular job in terms of education, skills and experience.

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20
Q

Job Design (Define)

A

The Job Design details the number and variety of tasks that individual employees perform in their job. Good job design takes into consideration the satisfaction of the employer needs.

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21
Q

Internal Recruiting (Define)

A

When a business decides to recruit someone already employed within the business. This involves an opportunity for a person to take on different duties, can mean a promotion to take on greater responsibilities within the business.

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22
Q

Advantages of Internal Recruiting

A
  • Employees are already known to the employer, so choice may be easier.
  • Applicants are already familiar with the business and its objectives
  • Costs of advertising the position are reduced
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23
Q

Disadvantages of Internal Recruiting

A
  • There may be no-one suitable from within the business
  • If there is more than one internal applicant, it can lead to conflict between those employees.
  • Applicants may be set in their ways and not open to new ideas.
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24
Q

External Recruting

A

Used to find applicants from outside the business, either because staff planning has identi ed the need for a new position, an existing employee has resigned or retired, or the person previously performing the duties has been transferred or promoted to a new position within the business.

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25
Q

Advantages of External Recruiting

A
  • Wider variety of people to choose from
  • Bringing new and fresh ideas on improving efficiency of business
  • This method allows for rapid growth of the business
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26
Q

Disadvantages of External Recruiting

A
  • Time it will take to sit through a large amount of resumes.
  • Involving advertising which can be very expensive.
  • The applicants are all unknown, so the choice may be more difficult.
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27
Q

Evaulate Questions

A

-Acknowledge what the two topics are and define.
-Mention that there are strengths and weaknesses involved.
-Acknowledge strengths of one and weakness for the other. Advantage and disadvantage for one , then space. then do it again. Expand on each advan
-Conclusion by using the best strength to choose an outcome (Although —- the strengths of —- can be –)
SIGNPOST (LEAVE SPACES FOR EACH)

28
Q

6 Methods used for Selection

A 
Application forms
Tests
Online Selection
Interviews 
Background check
Medical Examination
29
Q

Selection Method (Application forms)

A

Candidates outline information about themselves. The form may be simple and may only require details such as name, address and contact number. It may also require an applicant’s personal history, skills and experience.

30
Q

Selection Method (Interviews)

A

Interviews are the most common selection method. Interviews are well organised, structured, and include common questions to ensure a consistent basis for selection.
Interviews provide an opportunity for the job seeker and the business to learn more about each other.

31
Q

Selection Method (Background Checks)

A

The employer verifies the information on the application form by contacting referees or agencies for info about an applicant’s previous experience, performance or record.

32
Q

Selection Methods (Define)

A

Employee selection involves choosing the applicant who best matches the requirements of the business. A poor selection process leads to increased costs and lower productivity by

  • Training costs (If staff are not properly skilled).
  • Job Dissatisfaction and staff turnover (Employee absentee rate which can leads to defects in products)
33
Q

Application form Advantages and Disadvantages

A

Advantages

  • The employer is able to identify the skills of an employee through resumes and personal info
  • It helps narrow down the right candidate for your business.

Disadvantages

  • It may be difficult and time consuming to decide which candidate best suits the application form
  • There is a risk that what the employee says about themselves is not entirely true.
34
Q

Interview Advantages and Disadvantages

A

Advantages.

  • The employer meets the employees, so they can make judgments first-hand.
  • It Provides the applicant with an opportunity to ask questions about the job and the workplace.

Disadvantages.

  • Some people are able to present well at an interview, but may not be completely honest.
  • It dosen’t assess actual skills or abilities on the job
35
Q

Background check Advantages and Disadvantages

A

Advantages

  • It allows to to find out where the applicant had previously worked and how they performed there which can help decide if these traits are right.
  • It provides the employer with insight on the applicants without meeting them.

Disadvantages

  • It would take time to locate and contact references about the applicants history
  • It is less personal than interviews.
36
Q

What employers expect from employees

A

Employers expect Employees to be committed to their jobs, follow reasonable requests, provide excellent customer service and complete projects on time.

37
Q

What general terms are contained in an employment contract?

A

A typical employment contract may include an expectation that the employee will adhere to the; polices and procedure of the business and, the title or classification of the position of the employee.

38
Q

Difference between an Award and Enterprise Bargaining Agreements.

A

The difference between an Award and EBA is how the agreement is communicated from the employer to employee. An award for example is a legally binding agreement that sets out the minimum wages whereas EBA is a direct agreement that has been negotiated between the employer and employee.

39
Q

How can an employee demonstrate loyalty to the business

A

An employee can demonstrate loyalty by not disclosing information about the business and how it operates. If an employee acts in a way that does not harm the business, they are demonstrating loyalty.

40
Q

When leaving a business why is it important to give notice

A

Because when an employee leaves, the employer has a number of decisions to make and a number of actions that follow those decisions.

41
Q

What does “Conditions of employment refer to?

A

Conditions of employment refer to what an employer has agreed to give the employee in return for the employee’s word.

42
Q

Remuneration (Define)

A

Remuneration refers to the financial payments of an employee receives in return of working for an employer. These payments can be made in the form of a wage or salary.

43
Q

Types of other monetary rewards can be given to an employee.

A
  • Financial Incentives such as bonuses and commission
  • Rewards such as using a company car and/ or holidays.
  • Salary sacrifice which is where employees sacrifice some of their salary to receive a benefit like a car
44
Q

Work life Balance (Define)

A

Achieving the right amount of time for work and for personal or family life.

45
Q

Job Security (Define)

A

Job Security refers to the belief that an employee will not lose their. Job insecurity is now the common experience of many employees over the past decade as there is more paranoia of being redundant by new tech, being dismissed or downsized.

46
Q

Distinguish between full time and part time permanent employment

A

The difference between full time and part time employment are the hours being worked and the range of entitlements. Full time employment for example is the traditional method of employment and it usually covers around 35-38 hours a week with 10 national standards. Part time on the other hand work less than the ordinary full hours and their entitlements are calculated on a proportional basis

47
Q

How are Full time and part time different from casual employment

A

Full time and part time are different from casual employment as casuals are employed on a hourly basis and they do not receive a range of entitlements, where as full time and part time workers do.

48
Q

What is meant be a fixed- term contract

A

A fixed term contract is where employment is offered for a specific period. Periods of employment from 3- 12 months are common with this type of arrangement.

49
Q

How do National Employment Standard protect workers?

A

It makes sure that employees are not exploited. The Not paid the minimum wages, they are in a safe environment. They have the right have those entitlements.

50
Q

Benefits of flexible working conditions for the employer and employee

A

It allows businesses to work more efficiently or it allows employees to work and take care of family responsibilities. For example, an Employee who may be a parent has the ability to work at home which can increase productivity.

51
Q

What legislation covers workplace safety in Australia?

A

The Work health and safety Act 2011 is a commonwealth act that covers workplace safety. All states and territories must abide by it

52
Q

What are the requirements that apply under the Work health and safety act 2011?

A

some of the requirements are that; Employees will work in a safe environment, Employees will be given the right training and , no worker will a victim of discrimination

53
Q

(QUESTION) Outline a safe workplace strategy

A

1) Identify the danger. Consult employees or look at previous injury records.
2) Assess risk. Prioritise hazards on lists according to level of risk. Death or serious injury should be main priority and smaller injuries are less of a priority.
3) Fix potential problems. Remove risk entirely and if the risk cant be removed, find ways to control it.

54
Q

What is the the legislation that covers equal employment opportunity?

A

The Victorian equal Opportunity Act 2010. This act is supported by a number of commonwealth act such as the Racial Discrimination act 1975 or sex discrimination act 1984.

55
Q

Outline the obligations of the employer under the Victorian equal opportunity act.

A

The employer cannot discriminate in the form of advertising (only women can reply etc), Workers should treat other workers equally, The employer has the obligation to ensure that employees do not discriminate against each other.

56
Q

What Bodies have been set up to support employers to improve their Employment Equal Opportunity performance?

A

The Victorian Equal Opportunity and Human Rights Commission informs the public on equal and human right issues. They receive complaints and resolve disputes. They do this through mediation or conciliation which is where two parties resolve disputes by themselves with third party assistance.

57
Q

What is the role of the (VEOHRC) and the workplace Gender equality agency?

A

It works with employers to improve gender equality in the workplace. It issues guidelines and provides advice to assist employers on how to improve gender equality. Each year employees with more than 100 employees are required a report to monitor how well the business implements equal opportunity.

58
Q

Induction (Define)

A

Induction helps Employees to adapt to their new workplace. A well- prepared induction program can help an employee through a stressful transition period

59
Q

The Process of Induction

A

Induction is the process of familiarising new employees with all aspects of the business including its structure, objective, culture, polices and the jobs that they will perform.

60
Q

Benefits of Induction

A

A well prepared induction program will

  • Reduce stress and anxiety that may be associated with starting a new job
  • Ensures greater awareness of major safety policies and procedures
  • Builds the new employment confidence by assisting the employee to feel apart of the business
61
Q

Methods of Induction

A
  • Using audiovisual presentations
  • Ensuring new employees know the reasons behind why certain policies and procedures exist.
  • Provides hands on training
62
Q

Why do organisations recruit from overseas?

A

Because qualifications and experience are more internationally recognised and more and more people are prepared to move to different countries for employment.
Australian companies also can recruit from anywhere in the world, and online advertising of vacant positions makes this a relatively simple process.

63
Q

Explain a 457 Visa

A

A 457 Visa is type of visa that allows an overseas worker to be employed and live in Australia for up to four years. Australian Businesses are able to use these special government permits to recruit overseas workers

64
Q

Why send employees overseas?

A

Australian businesses that have branches will often send their employees to work for a time overseas as it can be good experience for someone entering managerial or other leadership roles to gain experience in other countries.

65
Q

What is meant by Offshoring?

A

Offshoring is where businesses move parts of their operations to other countries .It is often done to take advantage of lower wages in other countries.

66
Q

Explain how the Human resource Manager can act in a CSR manner in relation to staffing.

A

A human resource manager can act in a CSR way by treating all employees fairly, honestly and respectfully.

This not only means avoiding any form of discrimination, but making an extra effort to give every applicant a fair hearing and being honest with answers to questions applicants may ask at interview

Buisness man (9 decks)

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