U3 AOS2 Flashcards
employee
a person working for another person or business for wages or a salary
- employee engagement
- productivity
business objectives
the stated, measurable targets how to achieve business goals
Human resource management (HRM)
the management of a wide range of responsibilities relating to the human (employees) function within a business to increase the efficiency or both employees and the business
- how to motivate
- how to train
- termination
employee hr manager relationship
employees that are well supported by HR will achieve business objectives
HR business objective relationship
HR without business objectives don’t know how to help employees achieve
training
process of providing staff with knowledge or skills required to do a particular job, can include a range of different activities
on the job training examples
- Coaching, tutoring, mentoring
- Role modelling
- Apprenticeship
- Job rotation
- Planned work activities
off the job training examples
- Information presentation/lecture
- Simulations
- Role plays
- Information processing style
advantages of on the job training
- Cost effective as not paying for outside provider
- Employee works and learns at the same time, hence being productive
- Training is specifically tailored to the needs of the business
- Employee is being trained on the specific tools or equipment they will be using in their role
advantages of off the job training
- Wider range of skills can be taught/learner
- Learning from specialists and experts
- Less opportunity for workplace interruptions, so more focus on training
- Provides opportunity for networking and info sharing with employees
disadvantages of on the job training
- Trainer may have to leave their own duties to carry out the training
- Trainer may pass on bad habits to the trainees, often without realising they are doing so
- External trainer may be unfamiliar with practices and equipment in that business
- If training it not adequately planned, making it difficult for employees to grasp some concepts
disadvantages of off the job training
- More expensive if paying course fees, transport, accommodation
- Lost working time and potential output from employees while on the training course
- Employee with these skills/qualifications may leave the business to gain a job somewhere else, possibly for higher pay
- Skills acquired may not directly relate to that workplace
development
process designed to build up sills necessary for future work activities and responsibilities
performance management strategies
the system used to improve organisational, functional and individual performance through linking the objectives of each; it assessed all phases of the employment cycle.
- Vital for all businesses to conduct a continuous process of evaluating how effectively their employees are fulfilling their responsibilities and contributing to achieving business objectives and fulfil the businesses mission
what can strategies of performance management drive decisions about
- employee performance
- remuneration
- promotion
- transfers
- disciplinary procedures
- training/development
- termination
Management By Objectives (MBO)
Uses a set of quantifiable or objective standards against which to measure the performance of a company and its employees
- By comparing actual productivity to a given set of standards, managers can identify problem areas and improve efficiency
- Adopting the MBO strategy has the advantage of both manager and employee being aware of expected objectives and standards
- To be entirely effective as a method or strategy, it needs to be adopted throughout the entire business
Appraisals
Performance appraisals measure how well an employee has performed their job, provides feedback to employees and establishes places to improve performance
- Aims to improve organisational efficiency and performance by ensuring that employees are performing to the best of their ability and can develop their potential while also earning an appropriate reward
- Enables reporting on performance by reviewing staff selection, effectiveness of training/development programs, opportunities for training/development/motivation programs and acts decision making tool (in relation to remuneration, reward, promotion and dismissal)
Self evaluation
Where an employee self-assesses both their performance related to their predetermined objectives and their contribution to their business team or unit
- Provides employees with engaged role in performance management
- Difference between self and manager opinions creates opportunity for communication and review of current business processes (Training/Development)
Employee observation
Passively observing an employee perform their job to gain insight into the position or the way in which the individual carries out their job function and responds to stresses and demands
E.g. 360 degree multisource feedback which provides feedback to employees from each group of people they work with, (managers, colleagues, subordinates, customers)
termination management
Termination results from decisions made by either the employer or the employee to end the employment contract and relationship
- The relationship may be terminated by either the employer or the employee to end the employment contract and relationship
voluntary termination methods
when an employee decides to leave a business
