U3A2 (b) human resource management Flashcards
training
providing staff with knowledge, skills and behaviours required to do their job more efficiently and effectively.
on-the-job training
training at the workplace, eg. role modelling, apprenticeship, job rotation
off-the-job training
training away from the workplace, eg. lectures/conference, official courses, simulations
performance management
assessment of employee work progress, and how this can be directed to organisational and individual objectives.
4 strategies of performance management
- management by objectives
- performance appraisal
- self-evaluation
- employee observation
management by objectives as a strategy of performance management
approach where managers and employee jointly determine employee goals at the beginning of the review period.
- alignment of individual + business objectives
- management aware of employee progress and offer support + resources
- performance is compared with set objective to evaluate performance.
performance appraisal as a strategy of performance management
measures how well an employee has performed their job by documenting performance, providing feedback and establishing feedback.
- standardised comparison
- identifies who needs training and motivation
- provides basis for promotion, reward + dismissal
self-evaluation as a strategy of performance management
when an employee assesses their performance prior to a review discussion with management.
- employees assess their own performance in relation to set objectives.
- management gains insight into employee perceptions and identify strengths/weaknesses.
employee observation as a strategy of performance management
feedback collected from people who work with the employee.
- managers survey colleagues
- employees may be observed with or without their knowledge
termination management
decisions made by either the employee or employer to end the employee contract or relationship.
4 strategies of termination management
- resignation
- retirement
- redundancy
- dismissal
resignation as part of termination management
voluntary termination in which an employee decides to leave the business.
- employees entitled to an exit interview.
- employers entitled to a period of notice.
retirement as part of termination management
voluntary termination in which an employee decides to give up full/part time work altogether.
- employees entitled to choose when they want to retire, and entitled to pay + conditions owed for the work they have conducted.
- employers entitled to a period of notice.
redundancy as part of termination management
involuntary termination in which an employee must leave the business as the job no longer exists.
- employees entitled to redundancy package depending on how long they have been at the business, entitled to assume managers do their best to avoid redundancies, entitled to take time off work to attend job interviews.
dismissal as part of termination management
involuntary termination of either:
- summary dismissal: employee commits a serious breach of contract
- dismissal on-notice: employee not performing properly
- employees entitled to full payment for completed work, entitled to apply for unfair dismissal.
