Unit 4 - Area of Study 1A

Question 1

Define Human Resource Planning

Answer 1

Human Resource Planning is the development of strategies to meet the organisations future human resource needs. It Involves identifying staffing needs, conducting job analysis and job design.

Question 2

Why is human resource planning important to the HRM ?

Answer 2

it enables them to establish staffing needs and whether recruitment is required. If recruitment is required job and analysis and design is vital to forsee what employees are leaving due to leave (annual or sick)

Question 3

Define Job Analysis

Answer 3

Job analysis is the study of an employees job in order to determine the duties performed, the time involved with each task and the responsibilities involved and the equipment required.

Question 4

Define Job Design

Answer 4

Job Design involves the details and variety of tasks that individual employees perform in their jobs. Jobs may be designed so they involve a variety of tasks to keep employees interested and motivated.

Question 5

Why is Job Analysis important to the Human Resource Manager ?

Answer 5

It allows them to determine the exact nature of the position and what type of person with the qualifications.

Question 6

Define Recruitment

Answer 6

is the process of attracting qualified job applicants from which to select the most appropriate person for a specific job.

Question 7

Define Selection

Answer 7

Involves choosing the candidate who best matches the organisations requirements.

Question 8

List the types of recruitment methods

Answer 8

• internal recruitment
• external recruitment
• agencies

Question 9

Define internal recruitment

Answer 9

Involves considering current employees and applicants for the vacant position. Internal recruitment often occurs when employees are promoted.

Question 10

Define external recruitment

Answer 10

Involves employing new people from outside the organisation with new ideas and attitudes.

Question 11

Define Agencies

Answer 11

Temporary or casual employment agencies place people into positions for a short period of time. Agencies are beneficial for when employees go on sick or annual leave and they are able to efficiently acquire employees.

Question 12

Why is recruitment and selection important to the HRM?

Answer 12

It is important as it allows LSO’s to employ candidates who are best fitted and qualified

Question 13

Define remuneration

Answer 13

remuneration is monetary payment in return for the work an employee performs.

Question 14

List employment arrangements that may be offered to employees in their remuneration

Answer 14

• full time permanent
• part time permanent
• fixed term (full/part time or agreed finish date)
• casual employment (usually part time with no set hours )

Question 15

Why are remuneration and employment packages important to the HRM?

Answer 15

as it allows the HR manager to establish the payment exchanged for employees labour depending on the employment arrangements such as part time or full time which may contribute to an agreement such as a salary.

Question 16

Define Induction

Answer 16

Induction involves acquainting new employees with the organisation and jobs they are required to perform.

Question 17

Why is induction important to the HRM?

Answer 17

Induction is important to the HRM because it allows them to train new employees to ensure they obtain the required skills and teach them how to perform their job to a satisfactory standard.

Question 18

Define Training

Answer 18

Training involves teaching employees new skills and associated tasks in order to perform their new job,

Question 19

Define development

Answer 19

Development involves monitoring the progress of new employees and the skills/tasks which they are required to achieve in order perform their job to a satisfactory standard. Developing new tasks is also important in order to set employees up to strive and obtain new responsibilities.

Question 20

Describe any practises/processes that can be used by HRM in relation to training

Answer 20

• ensuring employees complete all paperwork including OHS agreements
• teaching and guiding employees to ensure they perform each task to the standard and expectations of the organisation

Question 21

Distinguish between training and development ****

Answer 21

Training involves teaching new employees skills and specific tasks. Whereas development involves monitoring the employees progression and performance.

Question 22

Why is training and development important to the HRM

Answer 22

Training and development is important to the HRM as it allows them to ensure inducted employees gain knowledge and skills for specific tasks which are vital to the organisation that they are of satisfactory standard. Development allows HRM to monitor the employees performance to ensure they are progressing, which will benefit the overall efficiency and performance of the LSO

Question 23

Define Recognition

Answer 23

Recognition involves acknowledging the successful work and employee.

Question 24

define reward

Answer 24

Reward involves using a benefit in order to recognise the work of an employee. Rewards can include: pay increase, merchandise, travel or gift certificates.

Question 25

Describe practises and processes that van by used by HRM in relation to Recognition and Reward

Answer 25

• monitoring the performance in order to recognise and provide feedback on how they can improve, which will benefit the organisation efficiency as it increases the employees motivation
• employee of the month system
• annual rewards for excelling employees

Question 26

Why is recognition and reward important to the HRM ?

Answer 26

Recognition and Reward is important to the HRM as it allows them to maintain staff motivation to continue to strive and be successful within their job. By continuing to provide motivation will increase efficiency and performance, while decreasing staff turn over as employees are recognised of their work

Question 27

Define performance Management

Answer 27

Performance Management focuses on improving both organisational and individual performance through relating organisational performance objectives to individual employee expectations.

Question 28

What are some practises/processes that can be used by a HRM in relation to performance management ?

Answer 28

• performance monitoring and appraisal
• meeting with employees to set specific goals about their performance
• setting objectives for the organisation alongside employees which they can then strive for

Question 29

Why is performance management important to the HRM?

Answer 29

Performance Management is important to the HRM as it allows them to asses the development and enhancement of employees in order to define objectives and goals which coincide with the overall objective of the LSO

Question 30

Define Termination

Answer 30

Termination is the ending of the employment of an employee. Termination can wither be voluntary or forced by the LSO.

Question 31

Define Dismissal

Answer 31

Dismissal occurs when the behaviour of an employee is unacceptable and an organisation terminates there employment.

Question 32

Define Redundancy

Answer 32

Redundancy occurs when a persons job no longer exists , usually due to technological changes, an organisational restructure, merger or acquisition.

Question 33

Define Retirement

Answer 33

occurs when an employee decides to give full/part time work and no longer is apart of the labour/work force.

Question 34

Define Resignation

Answer 34

Resignation is the voluntary ending of employment by the employee as they decide to ‘quit’ their job on their own terms.

Question 35

Describe practises/processes that can be used by a HRM in relation to termination

Answer 35

• offering financial advise free of charge
• providing programs or free counselling for redundancy
• exit interviews to enable the HRM to understand why the employee was unsatisfied and what caused them to leave