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Business Managment 3/4 > U3AOS2/T2 > Flashcards

U3AOS2/T2 Flashcards

1
Q

What are performance management strategies

A

The management of employees, departments and organisation to ensure that goals and objectives are being reached efficiently and effectively.

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2
Q

what does performance management strategies focus on

A

focuses on both improving both Biz + employees performance through relating business performance objectives to individual employee performance objectives

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3
Q

List the performance management strategies (4

A

employee observation
performance appraisal
management by objectives
employee self evaluation

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4
Q

What does employee observation consist of and what does it seek

A

observing an empee in the work place
seek opinions variety, on performance of employees Aimed to get feedback from variety of parties
eg. observing empee at work + mystery shoppers

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5
Q

advantage of employee observation

A

if anon, understands real work performance

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6
Q

disadvantage of employee observation

A

performs unnaturally either better/nervously when being observed

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7
Q

what is performance appraisal

A

The formal assessment of how efficiently + effectively empee performs role in biz

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8
Q

5 main objectives of a performance appraisal

A
  1. provide feedback from management ti employees regarding work performance
  2. act as a measurement against which promotion + pay rises can be determined
  3. Help biz monitor empe selection
  4. identify empe T+D
  5. identify new objs > future performance
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9
Q

what are the forms of appraisal(3

A

Essay: Journal on each empe, notes restricted to specific aspects, cust serv, sales

Critical incident : only collects good/bad aspects of performance

comparison method: empes are ranked on performance characteristics, incorporates statistical values for measurement

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10
Q

advantage of performance appraisal

A

Very logical + procedural accurate info

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11
Q

disadvantages of performance appraisal (2

A

People nervous, may just only focus on box ticking forget other things
make sure targets = clear + well written

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12
Q

what is management by objectives

A

strategy that aims to improve the performance of a business by clearly defining objectives that are agreed to by both management and employees

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13
Q

what does management by objectives help with (2

A

allows work to be completed step by step > calm + productive manner,
helps empes see accomplishments as achieve each obj ~ reinforcing positive work environments

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14
Q

eg if MBO

A

BUS OBJ: ^profit 10% HOW: make ^ 10% product EMPE OBJ: 10% produce rate^ over 6 month EMPE TASKS ^ speed of production

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15
Q

adv of MBO

A

Very focused and clear to empees

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16
Q

disad of MBO

A

Must be very clear + targeted, time required to set goals

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17
Q

what is employee evaluation

A

Empee carrying out process of self assessment

to get individual to reflect on own performance = Aim

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18
Q

adv of employee evaluation

A

good to understand S+W before other assessments

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19
Q

disad of employee evaluation

A

One may inflate self perception

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20
Q

what is performance feedback

A

The info provided to empee after performance appraisal

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21
Q

what is termination

A

The ending of the employment of an employee

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22
Q

what is redundancy

A

Redundancy = When persons job no exist no more, coz tech changes, biz restructure, merger + acquisition

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23
Q

what is retrenchment

A

Retrenchment = When biz dismisses empee coz c’e no enough work to justify paying em

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24
Q

what is retirement

A

= When empee decides to give up full/part time work (usually 60-65) and when People who no longer need or wish to work

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25
Q

reasons for retirement

A

Reasons = can access superannuation + qualifying age to receive pension 65.5 (by 2023 = 67)

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26
Q

what is resugnation and what must the empee do

A

= voluntary ending of employment occurs when empee chooses 2 leave eg. quitting
empee must give notice in advanced

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27
Q

reasons to resignation

A

reasons = unsatisfied with work, career advancement, offered better role, boredom, change in life style.

28
Q

what is dismissal

A

occurs when the behaviour of an employee is unacceptable and a business terminates their employment

29
Q

what are the types of dismissal

A

dismissal on notice
summary dismissal
unfair dismissal

30
Q

what is dismissal on notice

A

dismissal on notice = empee poorly performs + notice on when their final shift will be and warnings may occur

31
Q

what is summary dismissal

A

summary dismissal = done something illegal/really bad + fired on the spot

32
Q

what is unfair dismissal

A

unfair dismissal = when empee dismissed because discrimination in any way

33
Q

What are empees entitled to when dismissed

A 
redundancy pay (severance) = the amount of redundancy pay the empee gets based on their continuos service with their employer
they are also entitled to notice when their las shift is
34
Q

two things done to eliminate transition issues

A

Outplacement services = counselling, skills development, resume writing, interview techniques, job search
assisting employees in their transition = superannuation, pension entitlements, lifestyle planning, farewell parties/speeches

35
Q

what are employees acquired to do (6

A

perform duties with proper care + diligence
follow safety procedures
obey lawful, reasonable order within terms of the contract of employment
serve faithfully
account for all money or property received
not misuse the confidential info acquired whilst working

36
Q

what do the employees want from the business ((5

A 
earn income
good conditions of employment 
job security
develop skills + knowledge 
career advancement
37
Q

HR managers are acquired to do (5

A

negotiated between empee +/ or their representatives on issues of pay + working conditions
mediate groups interests empe//empr
develop grievance policies to solve disputes calmly + consistently
ensuring legal minimums for wages + conditions + safety = met
maintain positive environment ~ disputes = reduced

38
Q

what are unions

A

= organisations formed to represent + protect rights of empees in particular industry
empees working together to achieve their objectives

39
Q

what are shop steward, and what do they help with

A 
shop stewards = locally elected union official who represents the union at the work place as a first point of contact for empees for: 
representation 
advice
contract bargaining 
united action
40
Q

what are employers associations

A

= organisations that represent + assist emper groups

group of empers who unite to promote their common interest + share info + advice + support

41
Q

what do employer associations do

A

they do:
biz consulting
policy development
advocacy + eduction

42
Q

what is the fair work commission

A

= Australias national workplace relations tribunal

it is an independent body with power to carry out a range of functions

43
Q

what are the functions of the fair work commission (6

A

providing safety net of minimum conditions, including min wages in awards
facilitating good faith bargaining + making enterprise agreements
dealing with applications in relation to under dismissal
regulating how industrial action = taken
resolve range of workplace disputes through conciliation, mediation + public tribunal hearings
functions in connection with workplace issues such as, equal remuneration, transfer of biz

44
Q

what is an award and what do they do

A

= provide pay rates + conditions of employment for a particular industry/ occupation and businesses must pay over the bare minimum

They cover wages, and other pay rates, work hours, leave, superannuation, dispute resolution procedures

45
Q

adv of awards (3

A

wage = equality + transparency across industry
stating + predictability in negotiation process
empees = represented by people skilled in negotiating, including unions

46
Q

disad of awards(4

A

less flexible to needs of individual businesses
hard to build in individualised productivity incentives
some strong unions can exert enormous influence
no incentives for local empee-emper relations

47
Q

what are agreements (3

A

= contracts made at a business/enterprise level between empee + empers about terms + conditions of employment
can be tailored meet specific needs of biz
must leave empee better off compared to awards

48
Q

adv of agreements (3

A

flex to needs if individual biz
easier to build in individualised productivity incentives
^incentive^ for good empee/empr relations

49
Q

disad of agreements )2

A

\/ wage equality + transparency across industry

\/ collective empee strength in bargaining e.g. stirkes

50
Q

what can disputes lead to

A

Disputes can lead to
= strikes, boycotts, lockouts, sabotage
it time consuming, costly \/ moral + motivation \/ = empee

51
Q

what are grievance procedures

A

= provides an orderly system whereby the empee + emper can resolve matters relating to complaints about wages, hours, working conditions or disciplinary action

52
Q

what is the 5 step grievance procedure

A

The steps if one step not resolved, onto the next one until resolved

  1. empee/or representative (shop steward) complain > manager
  2. empee/ or rep (SS) complain > emper
  3. discuss with hr man as mediator (to come up with ultimatum)
  4. matter referred to fair work commission for dispute = resolved
  5. Matter referred to Arbitration
53
Q

what is arbitration

A

= Process that occurs when a “judge” (such as a commissioner of the FWC) hears both arguments in dispute in a more formal court-like setting + determines the outcome

54
Q

what do arbitrations do (3

A

independent third party = provides mediation
listening + advising > makes decision
independent tribunal > arrange hearing > listens to both then makes legally binding order

55
Q

what is mediation

A

= A method where an independent third party (the mediator) will help the parties talk about their issues and arrive at their own agreement/resolution

56
Q

what are enterprise/collective agreements (3

A

Made between either employer union or employer majority employee representative groups
expectation of good faith - timely, disclose relevant info, no unfair conduct
once agreement reached - submit to FWC

57
Q

what are individual contracts and how do they differ to enterprise/collective agreements

A

governed by terms on fair work act
same as collective agreements and awards: must comply with awards and NES
Difference: not enforced by FWC

58
Q

Causes of conflict RELATED TO NEGOTIATING awards and agreements (8

A 
Pay (wages, super etc)
conditions 
other matters identified in the Award/Agreement
issues not directly addressed throughawards/agreements
OHS/WHS
issues around job security
company policies
union related matters
59
Q

what is Protected industrial action (3

A

action taken by either party to a dispute that has been approved by the fair work commission\
e.g.. for a strike to be protected: majority in favour (secret ballot) with employee informed with three days notice
Approved by FWC

60
Q

what is unprotected action (3

A

action not approved by the FWC
eg. if taken before previous agreement has ended
illegal - can be fined or pay compensation vandalism

61
Q

awards and agreements need to include a

A

dispute resolution procedure (try to minimise larger, costlier disputes)

62
Q

Different levels of formality in regards to solving work related issues:

A

Negotiation - discussions between parties only (no 3rd party), aims to reach a suitable compromise
mediation - includes a 3rd party, facilities discussion rather than offering own ideas (eg. through questioning)
grievance procedure - formalised steps, may involve external groups

63
Q

what are workplace relations

A

Managing the relationship between emloyers and employees, including the internal and external stakeholders

64
Q

Collective bargaining

A

involves determining the terms and conditions of employment through direct negotiation between unions and employers.

65
Q

what do awards cover

A

They cover wages, and other pay rates, work hours, leave, superannuation, dispute resolution procedures

Business Managment 3/4 (9 decks)

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