human resources processes

Question 1

what falls under HR processes

Answer 1

ADMS

Aquisition
Development
Maintanece
Seperation

Question 2

Aquisition

Answer 2

Identifying labour requirements
Recruitment
Selection
Orientation

Question 3

identifying labour requirements (acquisition)

Answer 3

performing a business analysis of the roles, tasks and responsibilities that need to be performed

This will from the job design

Question 4

Recruitment (aquisition)

Answer 4

locating and attracting the right quality and quantity of staff to fill existing or future vacancies for the right price done through

• internal recruitment
• external recruitment (usually outsoruced)

Question 5

selection (acquisition)

Answer 5

gathering applicant information eg resume and then selecting the most appropriate for job design

• Around 6-12 applicants are selected for pa reliminary interview with HR managers or an employment agency
• Two or three candidates are then selected for a final interview

Question 6

orientation (acquisition)

Answer 6

integrates staff into the company by providing information about history, culture and procedures

Question 7

Development

Answer 7

refers to the training of staff so they are equipped and suitable for the job

Question 8

How does development enhance employee skills?

Answer 8

• further professional training
• mentoring and coaching
• performance appraisal and management to encourage opportunities and build a career within the business

Question 9

role of HR manager

Answer 9

• establish effective training and development programs
• train managers to implement
• evaluate the effectiveness of training programs by viewing staff performance prior

Question 10

Establish effective training and development programs

Answer 10

Introduction to the job:
- introduce job, coworkers and business culture

• build employee confidence and understanding
• establish safety policies and procedures

Question 11

training

Answer 11

Training aims to seek a long-term change in employees skills, knowledge, attitudes and behaviour improving work performance

• helps overcome business weaknesses and maintains staff comittment
• benefits the staff as they are upskilling themselves making them more employable and valuable - higher retention rates

Question 12

benefits of training for the employer

Answer 12

• more skilled

Question 13

steps of training

Answer 13

1. Assess the needs of the business and develop objectives
2. Consider the internal (employee attitudes) and external influences (government support)
3. Determine what is to be taught
4. Evaluate the training program

Question 14

different aspects of development

Answer 14

Organisational development
- less hierarchical and flatter in structure
- shared ideas and solutions
- better collaboration and efficiency

Mentoring and coaching
- where a leader or more experienced member of staff provides advice developing skills in the area

Performance appraisal - common methods of appraisal

• systematic process of evaluating employee strengths, weaknesses and opportunities for development

Question 15

methods of performance apprisal (development)

Answer 15

Essay method
- The manager keeps a journal and keeps track of employee performance in areas of job design

critical incident method
- similar to essay except only exceptionally good or bad performance is recoded

comparison method
- Each employee is ranked according to a list of predetermined performance criteria

Question 16

maintanence

Answer 16

involves retraining employees and providing benefits to retain them

Question 17

7 strategies of maintenance

Answer 17

1. Monetary and non-monetary rewards + Benefits
2. Effective training and development
3. Effective two-way communication systems
4. Employee participation = employees, delegation
5. Effective dispute resolution processes
6. Effective performance management
7. Flexibility and family friendly work arrangements

Question 18

monetary and non-monetary rewards

Answer 18

Non-monetary rewards:
- flexible work arrangements
- additional time off
- mentorship

Monetary rewards:
- company car
- paid training opportunities
- health insurance
- travel allowance

benefits staff and workplace culture

Question 19

Legal compliance and corporate social responsibility (maintenance)

Answer 19

HR managers job to ensure that the workplace complies with anti-discrimination legislation and WHS

• health and safety
• anti-discrimination
• conflict resolution

Question 20

sepearation

Answer 20

Refers to the end of the employment relationship can be from the employer or employee

• involuntary or voluntary

Question 21

voluntary separation

Answer 21

When the employee chooses to leave the business willingly (3 r’s)

• retirement (giving up full-time or part-time work)
• resignation (when the employee decides to leave their job for personal reasons)
• voluntary redundancy (when an existing job is no longer required by the firm and then the employee is offered a redundancy package)

Question 22

involuntary separation

Answer 22

where management decide which employees will no longer be required IRD

**Involuntary redundancy **
When a job no longer exists due ot technological advancements, an organisational restructuring of merger and acquisition

Retrenchment
When a business dismisses an employee because there is not enough work to justify paying him or her

dismissal
when the employee demonstrates unacceptable conduct or misbehaviour

instant dismissal - the immediate termination of the employee contract without notice (drugs or theft)

dismissal after a series of warnings - eg continual lateness or failing to perform

Question 23

unfair dismissal (separation)

Answer 23

occurs when an employee is dismissed by their employer and they believe the action is harsh, unreasonable, or unjust

• Documentation of dismissal is recorded to avoid false claims

Fair Work Commission:
- provides grounds for unfair dismissal
- employees can make claims to Fair Work Commission

To avoid unfair dismissal claims:
- set probation periods
- measurable targets to allow for dismissal of staff if required