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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
reasons for retirement
Reasons = can access superannuation + qualifying age to receive pension 65.5 (by 2023 = 67)
26
what is resugnation and what must the empee do
= voluntary ending of employment occurs when empee chooses 2 leave eg. quitting empee must give notice in advanced
27
reasons to resignation
reasons = unsatisfied with work, career advancement, offered better role, boredom, change in life style.
28
what is dismissal
occurs when the behaviour of an employee is unacceptable and a business terminates their employment
29
what are the types of dismissal
dismissal on notice summary dismissal unfair dismissal
30
what is dismissal on notice
dismissal on notice = empee poorly performs + notice on when their final shift will be and warnings may occur
31
what is summary dismissal
summary dismissal = done something illegal/really bad + fired on the spot
32
what is unfair dismissal
unfair dismissal = when empee dismissed because discrimination in any way
33
What are empees entitled to when dismissed
``` 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
two things done to eliminate transition issues
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
what are employees acquired to do (6
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
what do the employees want from the business ((5
``` earn income good conditions of employment job security develop skills + knowledge career advancement ```
37
HR managers are acquired to do (5
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
what are unions
= organisations formed to represent + protect rights of empees in particular industry empees working together to achieve their objectives
39
what are shop steward, and what do they help with
``` 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
what are employers associations
= organisations that represent + assist emper groups | group of empers who unite to promote their common interest + share info + advice + support
41
what do employer associations do
they do: biz consulting policy development advocacy + eduction
42
what is the fair work commission
= Australias national workplace relations tribunal | it is an independent body with power to carry out a range of functions
43
what are the functions of the fair work commission (6
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
what is an award and what do they do
= 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
adv of awards (3
wage = equality + transparency across industry stating + predictability in negotiation process empees = represented by people skilled in negotiating, including unions
46
disad of awards(4
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
what are agreements (3
= 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
adv of agreements (3
flex to needs if individual biz easier to build in individualised productivity incentives ^incentive^ for good empee/empr relations
49
disad of agreements )2
\/ wage equality + transparency across industry | \/ collective empee strength in bargaining e.g. stirkes
50
what can disputes lead to
Disputes can lead to = strikes, boycotts, lockouts, sabotage it time consuming, costly \/ moral + motivation \/ = empee
51
what are grievance procedures
= provides an orderly system whereby the empee + emper can resolve matters relating to complaints about wages, hours, working conditions or disciplinary action
52
what is the 5 step grievance procedure
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
what is arbitration
= 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
what do arbitrations do (3
independent third party = provides mediation listening + advising > makes decision independent tribunal > arrange hearing > listens to both then makes legally binding order
55
what is mediation
= 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
what are enterprise/collective agreements (3
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
what are individual contracts and how do they differ to enterprise/collective agreements
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
Causes of conflict RELATED TO NEGOTIATING awards and agreements (8
``` 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
what is Protected industrial action (3
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
what is unprotected action (3
action not approved by the FWC eg. if taken before previous agreement has ended illegal - can be fined or pay compensation vandalism
61
awards and agreements need to include a
dispute resolution procedure (try to minimise larger, costlier disputes)
62
Different levels of formality in regards to solving work related issues:
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
what are workplace relations
Managing the relationship between emloyers and employees, including the internal and external stakeholders
64
Collective bargaining
involves determining the terms and conditions of employment through direct negotiation between unions and employers.
65
what do awards cover
They cover wages, and other pay rates, work hours, leave, superannuation, dispute resolution procedures

Business Managment 3/4 (9 decks)

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