Chapter 7 - HRM on performance

Question 1

Purpose of HRM

Answer 1

Management decisions and practices associated with people.

Question 2

Levels of management control

Answer 2

Strategic (BoD level):

• planning
• BoD procedures (appointments, SoD)
• Setting & reviewing org structure
• Establishing policies (on conduct, performance, risk assessment, etc)
• Monitor achievements vs plans and policies

Tactical (mid mgmt)

• production requirements
• production budget
• procedures (hiring, training, risk management)
• monitor achievement vs plan

Operational (lower org levels)
- controls to overlook repetitive activities

Question 3

Health and Safety

Answer 3

• employee benefits from entitlements
• cost savings (accidents)
• company image (hiring, stakeholder image)
• preserve well-being

Question 4

Discipline

Meaning, situations and stages

Answer 4

Not just punishment: discipline means learning

Aim to achieve change in behavior

Situations:

• absenteeism
• work performance
• breaking rules or procedures
• refuse work assignments
• poor attitude

Stages:

• informal talk
• oral warning
• official warning (1st and 2nd)
• suspension
• demotion
• dismissal

Question 5

UK Statutory process and code of practice for dismissing employees

Answer 5

A. statement in writing on employee actions
B. meeting to discuss
C. right to appeal

Employer has to show the reason for dismissal

Question 6

Handling discipline

Answer 6

Encourage improvement
Act promptly
Gather facts
stay calm
be consistent
consider each case on its merits
follow procedure
Consider suspension with pay during investigation (where there are risk factors)

Self-discipline: most people accept the idea once instructions and rules are clear.

Question 7

Douglas McGregor’s: hot stove

Answer 7

Immediacy: supervisor has to take corrective action right away

Question 8

Grievance process

Answer 8

Procedure:

• discuss with colleague, staff or union member
• if warranted: take to superior
• if the superior cannot help take it to the managers superior and involve HR
• distinct between individual and collective grievance
• permit colleague, staff or union rep to be involved
• state timelines, -frames to resolve

A company may have tribunals to hear and resolve issues internally if the grievance process is not satisfactory to the employee. Instead of tribunals arbitration (decision) or conciliation (settlement)

Question 9

Dismissal and redundancy

Answer 9

Fairy if due to:
employees conduct
employees capabilities
statutory reasons
other substantial reasons
redundant

Question 10

Redundancy definition

Answer 10

cessation of business
cessation of business in the location of employment
cessation of business of the type of work

> =20 employees within 90 days means dismissal for a reason no related to an individual

Question 11

Fairness and equality

Answer 11

Job for life is gone
employees effort in relation to company reward
employees are willing to look outside

Question 12

Rosseau and Greller on psychological contract

Answer 12

Coercive: forced to contribute, inadequate rewards
Calculative: voluntary, in exchange of rewards
Cooperative: more than expected contributing, seek to contribute to the company goals

Question 13

Adam’s equity theory

Answer 13

receive vs what they contribute

own situation compared to others

Question 14

Solomon

Answer 14

Many factors create equity. They are:

living wage vs personal expense
rate for the job
output reward
responsibility
differentials 
comparability
status
contribution
supply and demand

Question 15

Equality and Diversity (Act from 2010, factors, outcome)

Answer 15

age
disability
gender
partnership (civil)
maternity
race
religion
sex
sexual orientation

unlawful to discriminate based on the above factors

should result in:
best recruits from the wides talent pool
best use of skills
built professionalism and image of the business

Question 16

Equal Opportunities vs. Diversity

Answer 16

Equal-Divers
remove discrimination - maximizing potential
issue for disadvantaged groups - relevant to all employees
human resource task - manager’s task
requires proactive action - does not require proactive action