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77 Cards in this Set
- Front
- Back
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Human Resource Management (HRM)
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- Activities undertaken to attract, develop and maintain an effective workforce within an organisation
- Those management functions concerned with attracting, developing and maintaining people in the employment relationship |
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What is the ratio of Employee to HR staff?
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90 employees to 1 HR staff
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What is the HR presence in a small organisation?
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Small = (<100)
HR = no presence |
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What is the HR presence in a medium organisation?
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Medium = (100 - 500)
HR = 2-3 staff |
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What is the HR presence in a large organisation?
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Large = (500+)
HR = 10+ staff |
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What is the HR presence in a multi-national organisation?
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Depends on the host or home countries
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90 day trial period
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Employees are trialed for 90-days, in small-medium businesses. This is in case the organisation hired employees who were not suitable for the job.
2011 - policy extended to all sized businesses |
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What is the structure of a company and where does HR fit into it?
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Top layer = functional layer
Next layer = support/service layer --> HR is here |
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What are the three types of HRM practitioner roles?
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- Generalist; 'Jack-of-all-trades'
- Specialist; high levels of knowledge in a certain area - Consultant; Expertise is outsourced |
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What are Ulrich's four HR roles?
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- Strategic Partner
- Functional Expert - Employee Champion - Change Agent |
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Strategic Partner
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Support firm in achieving its goals and objectives
Link HRM strategy with business strategy |
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Functional Expert
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Enactment of practices on a day-to-day basis
E.g. record keeping |
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Employee Champion
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Advocating and looking after the interests of the workforce
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Change Agent
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Enacting change when required; reconstructing
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What are the four stages of HRM evolution?
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Stage One; Welfare and Administration
Stage 2: Personnel Management Stage 3: HRM Stage 4: Strategic HRM |
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Welfare and Administration
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1900-1940's
No dedicated HR role; usually a volunteer position filled by a woman Work entailed - general welfare - injuries/accidents - controlling absenteeism - often canteen operation |
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Who was a revolutionary company during the welfare and administration time?
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Bournville Estate (Cadbury) - 1895
- Healthcare - Encouraged social time/entertainment - Pension/rewards |
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Personnel Management
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1940's-1970-s
- Actual roles established (personnel officers) - Specialised activities (record keeping, absenteeism) - centralised - more union involvement - role of HR begins to grow in stature and status - More men than women undertake role |
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HRM
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Mid 1970's - late 1990's
Lack of respect surrounding Personnel Management causes it to be rebranded HRM - HR Managers appointed - Centralised departments - More emphasis on HR planning - Well-being of both firm and individual - More OHS |
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Strategic HRM
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2000-present
- Creating HR strategies to support business strategies (how can HRM help firm achieve it's goals) - Decentralised function - Environment changing rapidly so must always be proactive - New innovations (e-cruiting) - Consultancy advisors and outsourcing |
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What are the three main areas of Employment Regulations?
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- Employment Relationship Legislation
- Health and Safety at Work - Human Rights |
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What acts come under the Employment relationship legislation?
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- Employment Relations Act (2000)
- Minimum Wage Act (1983) - Wages Protection Act (1983) - Holidays Act (2003) |
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What act comes under Health and Safety?
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Health and Safety in Employment Act (1992) + Amendment (2002)
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What act comes under Human Rights?
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Equalising Employment Human Rights Act (1993)
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What is the objective of the Employment Relations Act (2000)?
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To build productive employment relationships through the promotion of good faith in all aspects of the employment environment and of the employment relationship...
... by recognising that employment relationships must be built not only on the implied mutual obligations of trust and confidence, but also on a legislative requirement for good faith behaviour. |
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What is the main legality of the Employment Relations Act (2000)?
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Each employee must have a written employment agreement, signed by both parties, prior to starting work.
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What is each employee entitled to under the ERA?
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A written job description
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What is the other important area of ERA?
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Personal Grievance Procedure
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What is Personal Grievance Procedure and what does it cover?
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Provision for redress when things go wrong
- Unjustified dismissal or disadvantage - Racial or sexual harassment |
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What justifies dismissal?
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One major offence or a series of minor offences
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What are House rules?
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HR policies and procedures to help manage the workplace
Deals with such behaviours as negligence, theft, unreliability, safety offences Documented rules which employees read and sign |
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What are the two major remedies for PG?
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- Reinstatement
- Monetary |
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What is the warning process for minor offences?
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1. First offence - Verbal warning issued
2. Second offence - Written warning issued, copy forwarded to respective union 3. Third Offence - employee dismissed --> Warnings lapse after twelve months of date of issue |
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Minimum Wage Act (1983)
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- Minimum wage/rate an employee must be paid:
--> New entrant (16 or 17 or worked less than 200 hours) = $11 --> Adult minimum wage = $13.75 |
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Wages Protection Act (1983)
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Employer needs to consent to make deductions and pay wages in forms other than cash
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Holidays Act (2003)
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Employees entitled to a minimum amount of holidays:
- 4 weeks annual leave - All public holidays (no less than 11) - Sick days (5 after 6 months and another 5 every 12 months) - 14 weeks paid Parental leave - 3 days bereavement leave |
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Health and Safety in Employment (1992)
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Prevent injury and promote excellence in Health and Safety Management
Employer must identify hazards and eliminate where practical to do so |
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Health and Safety in Employment Amendment (2002)
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Encourages a more inclusive approach to OHS and strengthens health dimension
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Equalising Employment Human Rights Act (1993)
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- Protects people in NZ from discrimination in a number of areas of life. Discrimination occurs when a person is treated unfairly or less favourably than another person in the same or similar situation.
- age, colour, race, gender, disability, belief, origin, sex, marital/family status, sexual orientation |
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What are the 3 main areas involved in the acquisition of effective human resources?
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- Human resource planning (HR)
- Recruitment - Selection |
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Human Resource Planning (HR)
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The forecasting of human resource needs and the projected matching of individuals with expected job vacancies
- involves looking forward, thinking about future needs and relating to business objectives |
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What are some common HR questions?
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- Labour demand
- Supply - Skill-set - Changes in technology - short term workload fluctuation |
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Job Analysis
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The systematic process of collecting information on a job's task functions and identifying employee specifications for job success
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Job Description
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Concise summary of specific tasks and responsibilities of a particular job - legal obligation
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Job Specification
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An outline of the knowledge, skills, education and physical abilities needed to adequately perform a job
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Recruitment
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The process of finding and attracting job candidates capable of effectively filling job vacancies
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What is internal recruitment and the advantages/disadvantages?
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Internal promotion - employees move up in ranks
GOOD: - Staff are motivated - Cost effective - Organisational knowledge and culture maintained BAD: - Closed group - Fighting for promotion, Nepotism (favouring relatives) |
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What is external recruitment and the advantages/disadvantages?
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New outsiders employed
GOOD: - new knowledge and experience - Gain competitive insights - New ideas BAD: - More adjustment to new culture and company required - Costly - Lower morale in internal applicants |
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What are some ways to recruit?
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- Advertise (online, newspaper, magazine)
- employee referrals - Employment agencies (outsourcing) - Graduate recruitment - E-cruiting - Headhunter |
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Selection
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The process of determining the skills, abilities and other attributes a person needs to perform a particular job
The decision-making system used to identify which job applicants are best suited to the vacant position |
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What must selection methods be?
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Valid and Reliable
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What are some methods of selection?
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- Application Form
- CV - Employment tests - Aptitude/ability - Personality - Work-related - Interviews |
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What is the halo (horns) effect?
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One good aspect makes a candidate look good across all other areas
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What are some can't ask questions in an interview?
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-What is your age/when did you graduate?
- Do you have any physical or mental defects? - Have you ever claimed compensation for a disability? - What is your marital status? - Where are you originally from? - Are you a citizen of another country? - What is your race? - What are your religious beliefs? - Have you ever been arrested? |
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What are some can ask questions in an interview?
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- Are you over 18?
- Do you have any disabilities that will prohibit performance? - Are you prepared to relocate? - Are you legally allowed to work in NZ? - What is your prior experience? - Do you have any criminal convictions for something related to the job? |
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What do you do after selecting?
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Orientate/ Induct
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Decruitment/Termination
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The voluntary and involuntary permanent withdrawal from an organisation.
The process of employees leaving an organisation and having to be replaced |
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What are some examples of involuntary decruitment?
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- dismissal for poor performance
- Downsizing company - mergers, cutbacks |
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What are some examples of voluntary decruitment?
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- Family
- Travel - New job - retirement |
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What are some ways to downsize a company?
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- Attrition
- Transfers - Reduced workweeks - Early retirement - Job sharing |
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What are the three aspects of Maintaining?
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- Rewards
- Training and Development - Performance Appraisal |
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Rewards
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Anything tangible or intangible that an organisation provides to employees in exchange for employee's potential or actual work contribution
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Extrinsic rewards
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- from the company e.g. money, training, promotions
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Intrinsic rewards
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Psychological rewards from doing the work itself
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What do rewards depend on?
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- Skill set
- Type of Job - Geographical location - hierarchical structure |
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External Equality
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Firm's pay compared to other similar firms pay
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Internal Equality
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Relative pay difference of employees within a firm
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What are the two types of Internal Equality systems?
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- Job rankings
- Points-based |
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Training and development
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Represent a planned effort by an organisation to facilitate employees' learning of a job-related skills and behaviours
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What are four main types of training and development?
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- On-the-job
- Mentoring - Simulation - Classroom training |
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On-the-job training
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Experienced employee adopts and cares for a new employee, in order to teach them how to perform job duties
- cost effective - fast |
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Simulated Instruction
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- Simulation of an environment in order to train people
E.g. pilot |
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Classroom training
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Training within a classroom type setting involving lectures, audiovisual techniques and simulations
- 70% of all formal corporate training |
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Mentoring
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An experienced employee guiding and supporting a newcomer or less experienced employee
Develop skills but also help learn about network of company and how to advance |
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Performance Appraisal
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The process of observing and evaluating an employees performance, recording the assessment and providing feedback to the employee
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What are to ways to do PR?
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- Graphic Rating Scale (broad rating of performance factors)
- Behaviourally Anchored Rating Scale (BARS): Examples of explicit and actual behaviour given |
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What is a recent PR trend?
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360-degree feedback; A process that uses multiple raters (self-rating, co-workers, customers, supervisors) to appraise employee performance and guide development
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