Key Concepts in Human Resource Management

Human Resource Management

The area of a business that is responsible for managing the relationship between the employees and the business, in order to achieve objectives.

Motivation

The drive a person has to work hard towards the achievement of business or personal goals.

Locke and Latham Goal setting theory

A theory of motivation that focuses on the process of setting and attaining goals.

Lawrence and Nohria's Four drive theory

Theory has identified four basic motivational drives (drive to acquire, bond, defend and learn).

Remuneration

The amount a person is paid for performing work tasks; can be a salary (annual figure paid fortnightly) or wage (worked out on hourly basis).

Job Experience

The employee will be motivated by a more challenging experience.

Ambition and Status

When an employee seeks independence, authority, management skills and competencies.

Training

The process of improving an employee's skills and knowledge so that they are able to perform their job more efficiently and effectively.

Training needs analysis

A training needs analysis diagnoses the current shortcomings and future challenges that need to be overcome through use of a training program.

On the Job training

Training that occurs at the workplace and often involves completing a task.

Off the job training

Training that occurs away from the workplace in a more formal environment.

Performance management

The process used to evaluate and improve individual and business performance.

Management by objectives

A performance management strategy where managers and employees establish, measure and monitor goals together for a specific period.

Self Evaluation

An employee self-assesses both their performance related to criteria and their contribution to the team.

Entitlements

Benefits a business must 'legally provide' an employee upon termination.

Transition considerations

Benefits which are not legally enforceable but may (and arguably should) be provided to employees upon termination, as a form of CSR.

Resignation

Voluntary termination that occurs when an employee leaves the workplace, usually to go to another job.

Retirement

Voluntary termination where an employee decides to leave the paid workforce.

Redundancy

Voluntary or involuntary termination of employment by an employer because it no longer needs a particular job to be done by anyone or needs fewer people to do a particular type of job.

Dismissal

Involuntary termination of an employment contract due to an unacceptable behaviour or performance.

Workplace relations

The relationship between employers and employees in determining wages, conditions and methods of resolving disputes should they arise.

Employees

A person working for another person or business for wages or salary.

Union

Organisation formed to represent and protect the rights of workers in a particular industry.

Employee association

Organisation that provides a range of advice to businesses and represent their interests in workplace relations issues.

Human Resource (HR) manager

Manages the overall relationship the business has with employees in order to increase the efficiency of both employees and the business.

Fair work commission

Australia's national workplace relations tribunal. Its role is to assist employees and employers to maintain fair and productive workplaces.

Awards

Sets out the minimum pay rates and conditions for those in a particular industry.

Dispute

A workplace disagreement between employees or between employees and employer.

Dispute resolution process

A formal systematic procedure that permits employees to complain about matters that affect them and their work.

Strike

Employees withdraw from work for a period of time.

Work to rule

Workers only perform bare minimum required.

Stop-work meeting

Employees stop work to hold a meeting during work hours.

Picket Line

Employees physically demonstrate outside premises and prevent labour and deliveries entering.

Lockout

Employer doesn't let employees into the workplace.

Mediation

An independent third party facilitates discussion between two parties to help them reach their own agreement.

Arbitration

Both parties put their case forward to an independent third party who then makes the final decision which is binding.

Performance Related Pay

A financial reward to employees whose work has reached or exceeded a set standard.

Career Advancement

Promoting employees to positions that include more responsibility and more pay

Investment in training

The process of enhancing employee's knowledge and skills to help them perform better in their job

Support

Designed to show care, encouragement and acknowledgement for employees' work

Sanctions

Penalties for poor performance or disobeying a policy

Employee observation

Feedback is received from a variety of sources that witness an employee during their daily work. One form is 360-degree feedback, where feedback is collected from a variety of people the employee deals with

Maslows Heirarchy

Physiological, safety, social, Self-esteem, Self actualisation

Goal setting principles

Clarity, Challenge, Commitment, Feedback, Task Complexity

Enterprise Agreement

Results from negotiations between an employer and union and is ratified by the Fair Work Commission, setting out the terms and conditions of employment at a workplace.

Individual Contract

Sets out wages and conditions agreed between a single employee and a business.