Unit 2 AOS 3 Flashcards
What is human resource management
= effective management of the formal relationship between the employer and employees, involving recruitment, selection, training, development, appraisal and dismissal of staff
What is the employment cycle
= covers all stages in the process of employing staff, from initial planning through to recruiting selection, induction, performance management, and eventual termination of employment
What are the stages that comprise the employment cycle
1) Attract
2) Develop
3) Maintain
4) Terminate
Describe phase 1 of the employment cycle: Attract
-> 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
Describe phase 2 of the employment cycle: Develop
-> 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
Describe phase 3 of the employment cycle: Maintain
-> Focus energies on keeping top employees = ensure happy + sufficiently challenged
Corp. culture can impact e.g neg -> inc. employee turnover rate -> inc. replacement costs
What is employee turnover
= refers 2 total number of workers who leave a company over certain time period -> include those who exit voluntarily + fired/laid off (involuntarily)
Describe phase 4 of the employment cycle: Terminate
-> 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
What are the ways an employee can leave a business and when
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
Top 10 retention strategies
-> in order to keep skilled employees, it’s important 2…
- 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
Explain human resource planning
- 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
What is workforce planning
= 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
Issues 2 consider when planning for staff:
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
How staff ideas/ knowledge / skills contribute 2 bus:
-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.
Factors a bus should consider when recruiting new staff:
- Experience of employees
- stage in career (including future aspirations
- Age + stage of life
- Qualifications
- Availability
- Cost
What’s the effect of tech dev on staffing needs
- 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
Examples of areas in bus where tech dev effect staffing needs
Training = online training
Recruiting = zoom / teams 4 interviewing candidates
Maintaining = Wifi, online payment, staff management
Neg impacts on staffing needs
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
Pos impacts one staffing needs
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
What is job analysis
= 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
What does job analysis examine
- Actual job activities
- Equipment used on the job
- Specific job behaviours required
- Working conditions
- The degree of supervision necessary
What 2 parts does job analysis consist of
-> 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
What is job design
= 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
What can job design involve
- 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.
what’s recruitment
= process of identifying, attracting, interviewing, selecting, hiring and onboarding employees
Types of recruitment
Internal and external
What is internal recruitment and 2 advantages + 2 disadvantages
= 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
What is external recruitment and 2 advantages + disadvantages
= 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
Define the selection process
= process of selection and shortlisting of the right candidates with necessary qualifications + skills set 2 fill vacancies in an organisation
What are the stages of the selection process
1) Applications
2) Screening + preselection
3) Interview
4) Assessment
5) References + background check
6) Decision
7) Job offer + contract
Issues with a poor selection process
-> inc costs + decrease productivity b/c-
- training costs
- job dissatisfaction + labour turnover
- absenteeism rate
- accident or defect rates
Main business objectives
- Profit
- Market share
- Fulfil a social/market need
- Personal independence
- Financial independence
Solution method options
- Applications
- Tests
- Online selection
- Interviews
- Background checks
- Medical (psychological) assessments
What are the employer expectations
-> typically expect employees will abide by contract terms
expectations include:
1) Contract of employment
2) Business loyalty
3) Terms of notice
What are employee expectations
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)
Benefits of remuneration
- 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
