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BME > Test 2 > Flashcards

Test 2 Flashcards

1
Q

What are the 4 stages in the employment cycle?

A

Acquisition, Development, Maintenence, Seperation

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2
Q

What is acquisition?

A

It encompasses predicting the businness’ need for staff and attracting the best employees to meet the ggoals of the business

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3
Q

What is a job analysis?

A

Identifying and describing a jib, that results in a job description

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4
Q

What is a job description

A

Detailed outlines of work involved in a particular position within a business

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5
Q

What should a job description include?

A

Title, Aims/objectives of the job, Specific tasks/duties of the job, Relationship of the job to others in the business, Skills nad knowledge, incl. minimum educational sandards and req’d experience (Job specification), Equipment used when performing hte job, structure of department, Salary range, Organisational chart showing where the job fits

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6
Q

What are advantages and disadvantages of internal reqruitment methos

A

Advantages Disadvantages

  • Inexpensive - Limited response
  • Quicker
  • Can motivate existing staff
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7
Q

What are advantages and disadvantages of external reqruitment methods?

A

Advantages:

  • Opportunity for new ideas and skills
  • More applicants

Disadvantages:

  • Expensive
  • Can alienate existing staff
  • More time training new recruit
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8
Q

What are the 4 stages of the RQCRUITMENT process?

A

Application(Resume), Interview, Referrees and tests, Selection

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9
Q

What are 4 types of tests that can be undertaken during an interview process?

A

Intelligencce test
Practical (orr aptitude test)
Personality test
Medical test

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10
Q

What are some reasons for undertaking tests

A

The interview may not be reliable/accurate
Can be subjective or biased
first impressions can be misleading
Interviewee can test for specific skill/ability
Used to confirm statements made in application form and/or interview

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11
Q

What are steps associated with the selection process?

A
  1. Unsuitable applicants screened out
  2. Short-list best people
  3. Conduct interviews
  4. Select top candidate
  5. Contact referees
  6. Notify succesful and unsuccesful candidates
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12
Q

what is induction training?

A

The training that an employee recieves on their forst day(s) of starting a new job

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13
Q

What will a good induction ensure?

A

It ensures that new emplyees feel welcome and shown how their work/career goals fit into the organisations mission and culture.

OHS will also be introduces at this stage

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14
Q

What is training?

A

A set of activities req’d to ensure that an employee has the req’d knowledge and skills to perform their job role.

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15
Q

What are 4 steps in creating a training plan?

A
  1. Business requirements
  2. Staff requirmements
  3. Training prirotities
  4. Training and development plan
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16
Q

What are business requirements?

A

The HR manager needs tto consider the organisations goals and where training can assist staff in achieving these goals. Example, if customer service goals are not being met, then the staff may undetake some sales training

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17
Q

What are staff requirments?

A

This stage requires consultation with staff. Current stafff can be surveyed or interviewed about htir training needs and current knowledge and skills.

18
Q

What are training priorities?

A

Once appropriate training has been identified then it needs to be prioritised

This will involve looking at the:

  1. Cost of each training session
  2. Number of employees attending the training
19
Q

What are some training types?

A 
In-house training
External (formal) training
Online training
Buddy/metnoring system
Job shadowing
electronic presentations
Direct isntruction
case studies
Simulation activities
20
Q

What are some advantages/disadvantages of in-house training

A 
Informal
Inexpensive
In familiar setting by collegue
No travel time
Easy to organise
Flexible
May be called back to the offie 
May encourage poor practices
21
Q

What are some aspects of external training?

A 
Fomal
Expensive
Different setting by specialist
travel time
Difficult to organise
Not as fflexible
Able to concentrate w/out disruptions
Moore efficient and up-to-date
22
Q

What are some importances of training

A 
Keep empoyees skills up-to-ddate
Better promotion prospects
Employees feel valued
Employees will feel more motivated
Business can remain competitive
Create good image for company
23
Q

What is an employment package?

A

A set of benefits offered to an employee in addition to thier reggular rate of pay

24
Q

What is retirement?

A

The point where employees stop their full0time or part-time work due to age
There is no longer an offficial retirement age in Australial

25
Q

What are 3 types of job contracts?

A

Full-time-part-time and casual

26
Q

What is retrenchment

A

It is when the employee has become redundant
Not enough work for their position to become viable
Reasons may be due to:
- Structural changes
- Technological changes
- Voluntary nomination for redundancy

27
Q

What is dismissal?

A

When an employment contract is ended with an employee to to problems witth job performance

Must legally be a fair dismissal

28
Q

What are the 6 stages of dismissal?

A
  1. Written warning
  2. Response
  3. Written warning
  4. Details conatained in warning
  5. rE-ASSESSMENT
  6. Separation
29
Q

Explain maslows hierarchy of needs

A

Maslow stated that humans have an ordered approach to meeting their needs. Each person requires the needs lowest in the hierarchy to be met first before moving to the next level of need

Maslows hierarchy is as follows,
PHYSIOLOGICAL: Food, Water, Shelter, Warmth
BOLONGING: Love, Friends, family, Spouse
SELF-ESTEEM: Achievement, Mastery, Recognition, Respect
SELF-ACTUALIZATION: Persue inner talent, creativity, fulfillment

30
Q

Explain Herzbergs motivation, hygene theory

A

Frederick herzberg expanded on maslows theory and defined two different lovels of employee needs in the workpllace. Positive and negative feelings about the workplace tended to arise from different factors, not from different perople responding to the same factors

MOTIVATION
Achievement
Recognition
Challenge
Promotion
Responsibility
Growth
The work itself
Advancement
HYGENE
Security
Relationship with other employees
Status
Pay rate
Physical working conditions
Job security
Supervision
Working conditions
Companies policies & administration
31
Q

Exaplin Vrooms expectancy theohy

A

Victor Vroom found that emmployees will want to maximise their happiness at work and minimise pain. His theory explains how people make decisions reggarding various alternatives, and the realtionship between peoples behaivour at work and their goals

INSTRUMENTALITY: The employees belief that a reward will actually be achieved. ie, “if i wrik harder and achieve more, will i recieve and salary increase, If i put in more effort and magnify my results, will is recieve a promotion?

EXPECTANCY: the confidence of the employee about their ability to do the work. ie, “if i worj harder will more be achieved, the they put in more effort, will the results be magnified?

VALENCE: the attittude of the employee to the reward for their work. ie” A salary increase, a promotion, an increased workload?

32
Q

Explain Adams equity theory

A

John Adam’s built on Maslows and Herzbergs theories to consider the influence of comparisions with other employees situations on the individual employees motivation.

An employee will compare their inputs at hte workplace to other workers and expect to achieve similar outcomes. it the outcomes are not as expected, then the employee will be less morivated. the main emphasis of this theory is that a perosn is motivatd by what they percieve is equal tratment in comparison to others in the workplace

33
Q

What is performance management?

A

Feedback on an employee’s job performance.

To provide an employee with an opportunity to identify where they are performing well and where they need to improve

34
Q

What is te performance appraisal process?

A

Review of work performance of the employee
Review the job description and the duties
Identify any changes to the job role
Provide formal feedback to hte employee
Recieve feedback from employee
Identify training/development needs

35
Q

What are some importances of performance appraisals?

A 
Set expectations and targets
Provides feedback to employees
Sets a timeline to asses performance
Identifies any changes in the job role
Training needs identified - employees skills will be up to date

Basis for rewards and recognition. ie, pay rise, promotion

Employee will feel valued

36
Q

What are some Intrinsic (financial) rewards?

A 
Cash bonuses and sales bonus
Pay increase
Promotion
Share schemes
Fringe benefits - eg, mobile phone
Leave provision
Gifts (eg, watches)
Insurrance/Medical benefits
Plaques or trophies
Awards
Verbal praise
37
Q

What are some extrinsic rewards (non- visable)

A 
Challenge
Sense of achievement
Praise for a job well done
Empowerment to do the job better
Saying thank you
Increased decision-making/ responsibilities
Job autonomy
Belonging to a team
Flexibility
38
Q

What are some financial and non-financial incentives?

A

Financial
Bonuses
Pay rise
Share schemes

Non-financial
Extra leave
Skill improvement
Employee recognition

39
Q

What are some employee penalties

A

Reducing wages
Taking disciplinary action
Demoting someoone
Removnig/reducing benefits

40
Q

What are some aspects of effective r & r systems?

A

These systems are:
Individually tailored to each employee
Able to recognise the different priorities of employees
Responsive to the changes in the workplace
Seen to be ffair and available to everyone

BME (4 decks)

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