Business U2 AOS 3 Revision flashcards

Phases of staffing

Establishment phase, maintenance phase, termination phase

Termination phase

staffing needs when a staff member’s employment needs to be terminated. This involves management of voluntary and involuntary management, as well as entitlement and transition issues

Establishment phase

staffing needs when a staff member is just employed. Involves planning that is in lone with the business strategy, job analysis and design, recruitment and selection and employment arrangement payment

Maintenance phase

Staffing needs while a staff member is employed in a business. involves induction, training and development and performance management

Desirable staff qualities

prior knowledge/experience, qualifications, language skills, people skills, lack of criminal record, creativity, promotion/advertising skills and passion for job.

how can a business identify staffing needs?

consider business direction and goods and services they produce

why identify staffing needs?

determines number of employees required, qualifications needed and when and where they will be needed

affects of tech on staffing

• makes new jobs

• helps employee mobility

issues of new tech on staffing

• reduction in staffing requirements

• adjusting of pay to account for new skills

• tech can blur work and personal lives

Human resource planning

planning for staffing which involves picking qualities in potential staff and matching them to achieving business objectives

Job analysis

a study of each existing employees duties, tasks, and work environment. Examines actual job activities, equipment used on the job, specific work behaviours required, working conditions, degree of supervision necessary

Job design

details (for new employees the number, kind and variety of tasks that the individual employees perform in their job

Job specification

specific skills you need before applying for an employee position.

Recruitment

the process of attracting qualified job applicants by using advertisements, websites, employment agencies and word of mouth, from which to select the most appropriate person for a specific job

Internal recruitment

filling job vacancies with employees, rather than looking outside the business

External recruitment

used to find suitable applicants from outside the business

Internal recruitment methods

intranet posting, promotion, consider external records, word of mouth recommendation , staff noticeboard, or email

Methods of external recruitment

online recruitment agencies, company websites, temporary or casual recruitment agencies (schools or tafe), jobactive (gov recruitment service), social media, private employment agencies, referrals, and advertisements in media

Internal recruitment advantages

• employee is already known, reducing risk

• applicants are familiar with business culture, objectives and processes

• creates a career path within the business to reward employees

• low cost of advertising the position

Internal recruitment disadvantages

• may be no one suitable within the business

• more than one applicant can lead to conflict

• applicants may not be open to new ideas

• successful applicants original position will then need to be filled

External recruitment advantages

• wider range of applicants

• bring new ideas and fresh approaches

• different and new qualifications

• rapid growths in the business

External recruitment disadvantages

• choice may be difficult due to unknown applicants

• costs associated with advertising the position

• more applicants, more time consuming selection

• qualified employees may reject new applicants

Selection

the process of choosing the best candidate who best matches the business’ requirements

selection process

• applications received

• screen applicants

• shortlist candidates

• interviews

• reference checks

• offer job to candidate

Selection methods

• interview

• psychological testing

• work testing

• online selection

Interview

a one-on-one meeting with the employer and each candidate

psychological testing

a questionnaire which determines characteristics of the applicant

Work testing

Trialing an applicant in the working environment to test their skills

Online selection

selecting applicants without meeting them face to face

Advantages of an interview

• employer can meet candidate and assess their appropriateness for the job

• provides the applicant with an opportunity to ask questions

Disadvantages of an interview

• applicant may not be honest

• doesnt assess actual job skills

Advantages of psychological testing

• insight into applicant personality

• can assess skills such as teamwork, leadership and decision making

Disadvantages of psychological testing

• relies on honest answers

• not all tests are reliable

advantages of work testing

• Assesses actual job skills

• can test these skills in action

disadvantages of work testing

• tests technical but no broader skills

• applicants may be nervous

• could be in an artificial environment

Advantages of online selection

• convenient for both parties

• can be used of a wide variety of different types of tasks and responses

Disadvantages of online selection

• impersonal, no indication of the actual person

• may be many applicants who are difficult to sort

Employer expectations

• committed to job

• work coorperatively in teams

• demonsrate loyalty

• punctual

• excellent customer service

• provide notice when quitting

• follow reasonable requests

• complete projects on time

Conditions of employment

what an employer has agreed to give the employee in return for their work. this could include expected hours, leave entitlement and public holiday pay. Businesses can go above and beyond here.

Remuneration

the financial payment an employee receives in return for working for an employer

Wage

a from of remuneration which is an hourly or weekly rate of pay

salary

a method of remuneration which is a fixed yearly amount paid in increments.

Salary sacrifice

giving a portion of ones salary for a benefit, like a car

flexible working conditions

patterns of work that allow businesses to work more efficiently or allow employees to balance work and life

work-life balance

a healthy amount of work and personal life in ones day

job security

refers to whether an employee believes they are likely to lose their job either through being maderedundant or being dismissed.

benefits of a business which provides a good work-life balance

• reduced employee stress

• improved attendance rates and sick leave costs

• enhanced corporate image

• enhancements of workplace skills

• motivated and enthusiastic workplace

• compliance with certain legislation

• increased employee productivity

• lower employment costs due to employment retention

Induction

the process of acquainting new employees with a business and the jobs they will perform

Common methods of induction

• audiovisual presentations

• tours

• buuddy systems

• handbooks or manuals

• presentations form representatives

• quizzing

benefits of a good induction

• reduce employee stress

• builds employee confidence

• helps them feel pat of the business

• establishes good working relations

• ensures awareness of policies and procedures

CSR in staffing

• employees are treated fairly

• pay fair wages

• safe working conditions

• reward effort

• promotion processes

• dismiss staff respectfully

Job description

duties to perform on the job