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Business Management > Unit 2 AOS 3 > Flashcards

Unit 2 AOS 3 Flashcards

1
Q

What is human resource management

A

= effective management of the formal relationship between the employer and employees, involving recruitment, selection, training, development, appraisal and dismissal of staff

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2
Q

What is the employment cycle

A

= covers all stages in the process of employing staff, from initial planning through to recruiting selection, induction, performance management, and eventual termination of employment

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3
Q

What are the stages that comprise the employment cycle

A

1) Attract
2) Develop
3) Maintain
4) Terminate

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4
Q

Describe phase 1 of the employment cycle: Attract

A

-> start b4 org even looking for a new employee encompassing the org’s brand and what shapes a potential employee’s overall perception of the company
Recruiting = building a good candidate pipe-line 2 ensure you have the best ppl available for each role

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5
Q

Describe phase 2 of the employment cycle: Develop

A

-> Career dev opportunities = essential 2 keep employee engaged with company over time
= include professional growth + training 2 prep employee 4 inc responsible positions in company
-> demonstrate bus invested in securing future t/f prov. motivation, commitment + loyalty 4 worker

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6
Q

Describe phase 3 of the employment cycle: Maintain

A

-> Focus energies on keeping top employees = ensure happy + sufficiently challenged

Corp. culture can impact e.g neg -> inc. employee turnover rate -> inc. replacement costs

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7
Q

What is employee turnover

A

= refers 2 total number of workers who leave a company over certain time period -> include those who exit voluntarily + fired/laid off (involuntarily)

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8
Q

Describe phase 4 of the employment cycle: Terminate

A

-> Understanding why person leaves = key part of retaining best ppl going forward
= promote +ve atmosphere 2 help 2 leave door open 4 good employees 2 return + ultimately continue recommending your org. 2 others

H/r early convos also allows bus 2 start rectifying problems quickly

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9
Q

What are the ways an employee can leave a business and when

A

1) Terminated - only 4 gross misconduct
2) Resigned - employee got a new job elsewhere
3) Retired - employee is leaving the labour force
4) Redundant - bus x longer provide employee with a position

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10
Q

Top 10 retention strategies
-> in order to keep skilled employees, it’s important 2…

A
  • Shape growth and development -> prov leadership opportunities + dev +ve culture
  • Maintain a work life balance
  • Practicing feedback culture -> inc. communication
  • Conducting exit interviews -> bring up operational + bus issues to fix
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11
Q

Explain human resource planning

A
  • An employer must plan number of employees required + compare 2 employees they have
  • Plan must be linked 2 overall objectives of bus
  • If bus grow = reason 2 inc. employees
  • If inc. cap intensive -> need 2 consider what 2 do with excess staff
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12
Q

What is workforce planning

A

= process of analysing, forecasting + planning workforce supply + demand, assessing gaps and determining target talent management interventions 2 ensure an org. has the right ppl - with right skills @right place + time

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13
Q

Issues 2 consider when planning for staff:

A

1) complete skills audit 2 see gaps in workforce
2) find out number of employees required 4 future yrs
3) Find out qualifications
4) find out jobs staff will do + when needed
5) find out if bus workforce need to be decreased

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14
Q

How staff ideas/ knowledge / skills contribute 2 bus:

A

-Bus should recognise both new + current staff can offer new ideas, skills + knowledge.
- Employees should be encouraged 2 make new ideas + create new + exciting workplace with greater opportunities.

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15
Q

Factors a bus should consider when recruiting new staff:

A
  • Experience of employees
  • stage in career (including future aspirations
  • Age + stage of life
  • Qualifications
  • Availability
  • Cost
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16
Q

What’s the effect of tech dev on staffing needs

A
  • Employees are inc reliant on tech 2 complete work
  • inc use of tech = inc flexibility in terms of where employees can work
  • Employees = inc tech savvy -> require inc lvls of remuneration in light of more valuable skills
17
Q

Examples of areas in bus where tech dev effect staffing needs

A

Training = online training
Recruiting = zoom / teams 4 interviewing candidates
Maintaining = Wifi, online payment, staff management

18
Q

Neg impacts on staffing needs

A

1) Existing employees may need training 4 new tech
2) May -> decrease staffing requirements = impact morale
3) Rates of pay might be adjusted 2 account 4 new skills
4) Tablets + phones can change nature of work -> carry out tasks from anywhere
5) Staff inc likely 2 use workplace computers 4 personal bus during working hrs

19
Q

Pos impacts one staffing needs

A

1) Bus able 2 decrease expenditure b/c inc efficient processes
2) Bus able 2 decrease staffing lvls t/f decrease wage cost
3) Bus able 2 capitalise on opportunities 2 improve areas previously x viable

20
Q

What is job analysis

A

= study of employee’s jobs in order 2 determine duties performed, the time involved with each of those duties, the responsibilities involved and the equipment required

21
Q

What does job analysis examine

A
  • Actual job activities
  • Equipment used on the job
  • Specific job behaviours required
  • Working conditions
  • The degree of supervision necessary
22
Q

What 2 parts does job analysis consist of

A

-> A job description = written statement describing employee duties + tasks + responsibilities
-> A job specification = list of key qualifications needed 2 perform a particular job in terms of education, skills and experience

23
Q

What is job design

A

= refer 2 number, kind + variety of tasks that individual employees perform in their jobs. Jobs may be designed so they include a variety of tasks 2 keep employees interested + motivated

24
Q

What can job design involve

A
  • Job rotation = practice of moving employees b/n dif tasks 2 inc exp
  • Job enlargement = inc number of tasks associated with certain job
  • Job enrichment = 2 motivate employees by inc responsibility + variety of jobs -> allow inc control over work.
25
Q

what’s recruitment

A

= process of identifying, attracting, interviewing, selecting, hiring and onboarding employees

26
Q

Types of recruitment

A

Internal and external

27
Q

What is internal recruitment and 2 advantages + 2 disadvantages

A

= filling vacant positions with someone already employed by a business

Adv- Already familiar with bus + objectives / x cost of advertising + x pay 2 external agencies

Dis- May be xone suitable / if more than 1 applicant then could -> conflict + jealousy

28
Q

What is external recruitment and 2 advantages + disadvantages

A

= filling vacant positions with someone from outside the business

Adv- increase range of applicants to choose / may bring new ideas or approaches

Dis- Costs associated with advertising position / qualified employees within bus may resent outsiders

29
Q

Define the selection process

A

= process of selection and shortlisting of the right candidates with necessary qualifications + skills set 2 fill vacancies in an organisation

30
Q

What are the stages of the selection process

A

1) Applications
2) Screening + preselection
3) Interview
4) Assessment
5) References + background check
6) Decision
7) Job offer + contract

31
Q

Issues with a poor selection process

A

-> inc costs + decrease productivity b/c-
- training costs
- job dissatisfaction + labour turnover
- absenteeism rate
- accident or defect rates

32
Q

Main business objectives

A
  • Profit
  • Market share
  • Fulfil a social/market need
  • Personal independence
  • Financial independence
33
Q

Solution method options

A
  • Applications
  • Tests
  • Online selection
  • Interviews
  • Background checks
  • Medical (psychological) assessments
34
Q

What are the employer expectations

A

-> typically expect employees will abide by contract terms
expectations include:
1) Contract of employment
2) Business loyalty
3) Terms of notice

35
Q

What are employee expectations

A

1) Conditions of employment (stipulated by contract
2) Remuneration (wage/salary/bonus)
3) Job security (unlikely 2 be dismissed)
4) Work life balance (work vs personal life)

36
Q

Benefits of remuneration

A
  • Helps retain + attract productive + efficient employees
  • Ensure loyalty + employees display inc degree of commitment 2 work
  • inc employee motivation + decrease absenteeism / staff turnover -> inc productivity

Business Management (5 decks)

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