Unit 4 Outcome 1b Flashcards
What is the employment cycle?
This is where an organisation determines its employment needs in line with its business strategy. This also helps the organisation determine what jobs need to be filled and what those jobs entail before they can be advertised.
What are the three stages of the employment cycle?
- Establishment phase
- Maintenance phase
- Termination phase
What activities are there in phase 1?
The establishment phase of the employment cycle is concerned with attracting applicants and finding a suitable applicant for a position.
. HR planning
. Job analysis and job design
. Recruitment
. Selection
. Employment arrangement and remuneration
What activities are there in phase 2?
The maintenance phase of the employment cycle is concerned with ensuring the motivation and enthusiasm of employees is held, and that employees are content with their jobs. . Induction . Training and development . Recognition and reward . Performance management
What activities are there in phase 3?
The termination phase of the employment cycle is concerned with the departure of employees from the organisation.
. Termination management
. Entitlement and transition issues
What is the full order of activities in the employment cycle?
. HR planning . Job analysis and job design . Recruitment . Selection . Employment arrangements and remuneration . Induction . Training and development . Recognition and reward . Performance management . Termination management . Entitlement and transition issues
What is human resource planning?
This is the development of strategies to meet the organisations future human resource needs, it also has to be in line with business strategies. It is in the establishment phase of the employment cycle and involves an organisation constantly monitoring the number of employees required, their qualifications and when they will be required.
Why is HR planning so important?
Because it allows for accurate supplies of employees to be calculated. This means there wont be too many on the payroll which may need to be cut down.
How is human resource planning related to business strategy?
If an organisation does not plan their human resource needs in line with their business strategy, it is unlikely that the business will succeed.
Eg. A common strategy to fulfil the objective of increased profitability is to reduce business costs. HR must forecast the future demand for employees and estimate the supply available to meet demand in order to avoid having too many employees on the payroll.
What is job analysis?
This is the second step in the establishment phase and it involves looking at each employees duties, tasks and responsibilities. A job analysis examines:
. actual job activities
. the equipment used on the job
. the specific job behaviours required
. working conditions
. and the degree of supervision necessary
What two parts does a job analysis usually consist of?
. Job description
. Job specification
What is a job description?
This is a summary of what the worker will be doing. This is also the role they will have in terms of duties and responsibilities.
What is a job specification?
This is the key qualities needed to perform a particular job in terms of education, skills, personal qualities and experience.
Why is job analysis important?
Because it assists in determining an organisation’s human resource needs by clearly showing the exact nature of a job before recruiting the right person for it.
What is job design?
This details the number, kind and variety of tasks that each employee performs in their job. This needs to be performed when a new job is being created or an existing job is being altered. It should also take into consideration the satisfaction of employees needs.
Why is job design important?
Because good job design can have a big influence on employee motivation, job satisfaction, absenteeism, turnover and commitment to an organisation.
What is recruitment?
These are the actions undertaken to find suitable job applicants for a specific job. This can be achieved by attracting applicants through advertisements, employment agencies and word of mouth.
What are the two recruitment methods?
External and internal recruitment
What is internal employment?
This is when suitable job applicants are sourced from within the organisation. This often occurs when a person is promoted and therefore can provide strong motivation for employees. It means and organisation can select a candidate who is familiar with its operations.
What is external employment?
This is when suitable job applicants are sourced from outside the organisation. It is used when a business wants to bring in people with new and different ideas and attitudes.
What are the main sources of employees for organisations?
. Advertisements in the media
. Temporary/casual services
. Schools, universities or TAFE colleges
. Internal services
. Public employment agencies - eg. Employment national
. Private employment/recruitment agencies
What is selection?
This is the choosing of a candidate who best matches the organisations requirements. Interviews, tests, physical examinations along with referee and reference checks are all part of this process.
What are some selection options?
These are used to "narrow the field" until the most suitable person is found: . Application forms . Tests . Interviews . Background checks . Medical examinations
What is discrimination?
This occurs when a policy or practice disadvantages a person or a group based on a personal characteristic that is irrelevant to the performance of the work.
What is a typical selection process?
. Applications received . Screen applicants . Short list candidates . Interviews . Referee checks . Offer job to candidate
Why is effective recruitment and selection important?
Because it allows the HRM to choose the best person to undertake a job for the organisation.
