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business managment > unit 3 sac 2 > Flashcards

unit 3 sac 2 Flashcards

1
Q

what is human resource management

A

it is the management of a wide range of responsibilities relating to the employee function within the business in order to increase the efficiency of both employees and the business.

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2
Q

what is recruitment

A

it is recruiting the right employees with the required skill set and experience

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3
Q

what is T&D

A

providing those employees with training and development

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4
Q

the relationship between managing employees and business objectives

A

if your recruit the right employees, train and develop them effectively and provide them with meaningful motivation they are more likely to work hard to achieve business objectives

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5
Q

what is motivation

A

the willingness of a person to expend energy and effort in doing a job or task

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6
Q

what motivational theories can HRM implement

A
  • Maslow hierarchy of needs
  • Locke and Lathom goal setting
  • Lawrence and nohria four drive theory
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7
Q

what is maslows hierarchy of needs

A

a representation of human needs in the form of a pyramid or hierarchy. it includes physiological, safety, social, esteem and self actualization needs.
each level must be substantially satisfied before the next level of need is activated as the motivator. once one level is satisfied it no longer acts as a motivator

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8
Q

what can satisfy each of Maslow’s needs

A

physiological - pay
safety- oh&s
social - open plan offices, parties
esteem - promotion. job title
self actualization - creative challenging work

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9
Q

what are physiological needs

A

where an employee is motivated by obtaining food, water, shelter

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10
Q

what are maslows safety needs

A

where an employee is motivator by obtaining physical and/or emotional safety.

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11
Q

what are Maslow’s social needs

A

where an employee is motivated by obtaining positive connections and friendships

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12
Q

what are maslows esteem needs

A

where an employee needs to feel valued in a workplace by getting provided a job promotion for example

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13
Q

what are Maslow’s self actualization needs

A

where employees want to feel challenged and fulfilled by the work they are doing.

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14
Q

advantages of Maslow

A
  • tailored to each employees individual needs by identifying their level and matching strategies to specifically motivate them
  • social and esteem needs emphasize good relationship, improving cc
  • can motivate employees by physiological needs which can be easily be provided by the organization
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15
Q

disadvantages of Maslow

A
  • needs of all employees are not uniform, many are satisfied only with physiological needs and security of employment
  • time consuming and difficult to work out where each employee is on the hierarchy. difficult to assess which level has been satisfied
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16
Q

what is Locke and Latham goal setting theory

A

Locke states that the setting if goals leads to increased effort, task focus and persistence which leads to improved organizational performance.
two factors are considered important when setting goals ( goal difficulty and goals specificity).
goal difficulty states that the goals should be challenging but not overwhelming while goal specificity states that goals need to be cleat and concise so employees understand what the goals they are striving for are.

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17
Q

what is Lawrence and nohria four drive theory

A

the four drive theory states that there are four factors that can drive human motivation; drive to bond, defend, comprehend and acquire. the drives can act independently of one another, with multiple drives motivating simultaneously

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18
Q

advantages of Locke and lathoms goal setting theory

A
  • goals align with organizational objectives, meaning staff are more effective
  • feedback improves relationships between managers and employees
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19
Q

disadvantages of Locke and lathoms goal setting theory

A
  • time consuming as managers would need to set goals with employees and then periodically review these goals to provide feedback
  • it may be difficult to align personal goals with organizational goals
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20
Q

advantages of the 4 drive theory

A
  • drive to bond emphasizes teamwork improving cc
  • drive to learn motivates employees in challenging jobs resulting in lower staff turnover and staff absenteeism
  • drive to learn offers more opportunities for development increasing morals
  • drive to defend can be a source of motivation
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21
Q

disadvantages of the 4 drive theory

A
  • teamwork can result in conflict
  • desire to learn can be expensive
  • drive to defend can lower morale if employee feels threatened
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22
Q

what is the motivational strategy performance related pay

A

A financial reward to employees whose work has reached or exceeded a set standard.

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23
Q

what are the disadvantages of performance related pay

A

-Reduces equality in employees pay
-Generates performer culture which leads to jealousy and lower morale
-Difficult to measure productivity

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24
Q

what are the advantages of performance related pay

A
  • Provides a direct financial reward to an employee
  • Can improve productivity levels
  • Encourages realistic goal setting
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25
Q

what is career advancement

A

Promoting employees to position that include more responsibility or authority meets the following motivational criteria for employees

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25
Q

what are the advantages of career advancement

A
  • Acts as a reward for past performance
  • Potential to act as a long term motivator
  • Opportunity to increase employees contribution
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25
Q

what are the disadvantages of career advancement

A
  • Potential to de motivate employees overlooked for a promotion.
  • Employee promoted beyond their capability levels.
  • Creates a felling of unrest if promotion was not warranted
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26
Q

what is investment in training

A

Employees gain skills and job knowledge through training and job experience, it is important to train employees in the skills they need to perform their job tasks properly.

27
Q

what is a advantage of investment in training

A
  • Indicates the business values its employees and the contribution they make to the business
  • Creates positive C.C
  • Creates a sense of loyalty and attachment to the business
28
Q

what is a disadvantage of investment in training

A
  • Expensive
  • May highlight areas where the business is lacking.
  • If they don’t get opportunities to use these skills it leads to disenchantment
29
Q

what is support and sanction

A

For employees of any business, an important motivating factor is the feeling that they are supported, encouraged and acknowledged for their work performance and have job security

30
Q

what is a disadvantage of support and sanction

A
  • Positive C.C needs to already be established
  • Support relies on manager exercising good communication.
  • Confidential nature can mean manager may not be aware of employees problems
31
Q

what is training

A

it is the process of providing staff with the knowledge and skills required

32
Q

what is development

A

the process designed to build up skills necessary for future work activities and responsibilty.

33
Q

what are the levels of training

A

there are 3 levels of planning used to determine the training needs of a business:
- organizational analysis
- task analysis
- personal analysis

34
Q

what is on the job training

A

training that takes place within the work place generally by mentors or other employees.

35
Q

what are advantages of on the job training

A
  • employees are being trained on the specific equipment they will use
  • able o practice under the supervision of a more experienced staff member
36
Q

what are disadvantages of on the job training

A
  • training may be sub standard of the mentor is sub par
  • training may be inadequately planned and disjointed in delivery
37
Q

what is off the job training

A

off the job training is training that takes place outside of the workplace by trained professionals

38
Q

what are the advantages of off the job training

A
  • a wide range of skills can be taught
  • learning from specialists and experts
39
Q

what are the disadvantages of off the job training

A
  • more expensive
  • lost working time and potential output from employees in training course
40
Q

what is managment by objective

A

means an employee is managed based on whether they are achieving the businesses goals
there are 3 steps to evaluating:
1. employees and employers set the goals
2. employees work towards that goal and managers give feedback
3. employee performance is assessed and recognition is determined

40
Q

what are appraisals

A

performance appraisals measure how well an employee has performed their job. provides feedback to employees and established plans to improve performance.
generally written

41
Q

what is self evaluation

A

employees evaluate themselves on both their performance related to their predetermined objectives and their contribution to their business team or unit.

42
Q

what does performance managment strategies hope to do

A

they hope to achieve employee and business objectives

43
Q

what are employee observation

A

this is when feedback is collected on a regular basis from a range of sources , including employees managers , the colleagues and often customers.

44
Q

what is termination management

A

termination results from decisions ,made by either the employer or the employee to end the employment contract.
There are two types of termination:
voluntary- resignation, retirement
involuntary - dismissal, redundancy

45
Q

what is voluntary termination

A

resignation - voluntary termination that occurs when an employee leaves a work place to go to another

retirement - voluntary termination where an employee decides to leave the paid workforce

46
Q

what can voluntary termination cause

A
  • loss of talent
  • cost of replacment
47
Q

what is involuntary termination

A

redundancy - the employment contract is terminated as the position is no longer needed by the business

dismissal - termination of an employment contract due to incompetence or indiscipline

48
Q

what is entitlements and transition issues

A

when an employment relationship ends, employees are entitled to receive;
- remuneration still owing
- accrued annual leave
- long service requirements

retrenched employees get redundancy entitlements and;
- counselling
- resume writing
- interview skills

49
Q

what are workplace relations

A

the contractual, emotional, physical and practical relationships between employers and employees

50
Q

what are employees and the trade union

A

trade union is an organization formed to represent and protect the rights of workers in a particular industry

advocate on the employees behalf for high pay and better working conditions

51
Q

what is the employer association

A

provides a wide range of advice to employers and represents their interest on workplace relations issues
represents employers

52
Q

what is the HRM in relation to workplace relations

A

the HRM acts as an intermediary between unions and employer associations

53
Q

what is the FWC

A

an independent government body that assists employers and employees in workplace relations

create and maintain the NES
provide assistance with resolution of workplace relations
ratify awards

54
Q

what are the NES

A

acts as a safety net and are the minimum standards f employment

  • max weekly hours
  • annual leave
  • parental leave
  • public holidays etc.,
55
Q

what is an award

A

it is the minimum pay and working conditions for an industry
determined by the FWC and is reviewed every 6 months

56
Q

what is an agreement

A

pay and working conditions for an organization set by the employer and employee
must pass the better off overall test and is ratified by the FWC
reviewed every 4 years

57
Q

what is the dispute resolution process

A
  1. mediation - resolved in the workplace by employee an employer, HRM is mediator
  2. conciliation - FWC mediated between both parties and is impartial
  3. arbitration - the FWC listens and makes a legally binding decision
58
Q

what are the types of industrial managemnet

A

employee can only take legal industrial action when they are negotiation a new collective agreement
range from
- passive agreement
- work to rule
- boycott
- stop work meeting
- picket line
- strike
- lockout

59
Q

advantages of awards

A
  • paying minimum wage - reduces wage expense
  • easy for the business to determine correct pay
60
Q

disadvantages of awards

A
  • low employee moral as they are only receiving minimum wage
  • lack of flexibility to tailor award
61
Q

advantage of agreements

A
  • higher moral as employee obtain a higher wage compared to the award
  • greater flexibility to tailor pay and wc to specific organization
62
Q

disadvantages of agreements

A
  • time ocnsuminh to negotiate and may cause conflict
  • more costly as it must pass better off overall test
63
Q

similarites between agreements and awards

A
  • a method to determine working conditions and pay
  • both need to adhere to the 10 NES
64
Q

differnces between awards and agreements

A
  • agreements pay more than awards as they must pass better off overall test
  • award is reviewed every 6 months whereas agreements is every 4 years
  • the FWC ratifies agreements
65
Q

the HRM question answer

A
  • human resource managment is the managment of a wide range of responsibilities relating to the human function in a business in order to increase both employee and business efficiency
  • if the HRM at ‘ business’ is able to recruit highly trained, appropriately paid and motivated employees, this would then allow them to provide a high quality low cost ‘ product’.

business managment (6 decks)

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