SAC 2B Flashcards
Define on-the-job training.
On-the-job training is developing the skills and knowledge of employees to become more efficient and effective inside of the workplace. A mentor or trainer is used to show employees various processes.
What are advantages and disadvantages of on-the-job-training?
Advantages = low cost, chance for relationships to develop between new employees and mentors
Disadvantages = quality of mentor could vary
unlikely to learn a broader array of skills and knowledge
Define off-the-job training.
Off-the-job training is developing the skills and knowledge of employees to become more efficient and effective outside of the workplace. This would involve an employee or group of employees being taught by specialist trainers at an institute for example.
What are advantages and disadvantages of off-the-job-training?
Advantages = being taught by professionals; know you are getting the best knowledge, brings morale up; people learning together creates positive minds Disadvantages = expensive, employee absence from job, staff have to fill in
Define performance management strategies.
Performance management strategies are ways of assessing an employees performance at the present and how they can be directed to achieve the business objectives. Performance management strategies allows for managers to highlight areas of improvement.
Define management by objectives.
Management by objectives is the strategy where employees sit down with managers to talk about objectives and set out ones to achieve. This gives the managers the chance to align individual employee goals with business objectives.
Define appraisals.
An appraisal is a formal process which involves a document containing pre-determined standards on which employees are evaluated against. Appraisals are formal and allows for areas of improvement to be highlighted for the employee.
Define self evaluation.
Self evaluation is when an employee assesses their performance individually based on pre-determined standards. This can cause problems as employees can overvalue or undervalue themselves, creating bias. Manager and employee discuss after evaluation.
Define employee observation.
Employee observation is when a manager watches how an employee performs while working their job. The employees reactivity is a factor where the employee may change how they normally work as they are being watched and observed by their superiors.
Define termination.
Termination is when the relationship between the business and an employee comes to an end, with the reasons being voluntary or involuntary.
Explain retirement with entitlements and transition issues.
Retirement is when the employee decides to permanently leave the paid workforce. Retirees are entitled to superannuation pay out, which they have earned throughout their career. Retirement is a big lifestyle change and counselling may need to be provided.
Explain redundancy with entitlements and transition issues.
Redundancy is when the employee is no longer required to perform their work anymore, as the job no longer exists. Redundant’s are entitled to a redundancy package which is a financial payout based on the length of employment. Businesses also offer counselling, extra training and career counselling.
Explain resignation with entitlements and transition issues.
Resignation is when the employee decides to leave the business to pursue employment elsewhere. This may be due to the employee being unsatisfied with their position or interested in other pathways. An exit interview is necessary to determine any places of improvement for the business and the employee should give two weeks notice before resigning.
Explain dismissal with entitlements and transition issues.
Dismissal is when the employee is forced to leave the. business against their will. Sometimes employees are dismissed unfairly, which can cause many problems. Dismissals should be done in a fair, correct and lawful manner and employees are entitled to pay for all completed work.
Explain the role of the human resource manager.
The human resource manager is responsible for managing the relationship between employees and the business. The HRM has roles involving recruitment, training and the eventual termination of the employee. The HRM represents employers in negotiations and can act as a facilitator when solving disputes, liaising with FWC, employees and employers.
