Business Unit 3 AOS2 - Human Resource Management

Human resource management

the responsibility of maintaining an effective relationship between employees and the business

establishment phase

planning staffing needs, recruitment and selection of staff, determining employee remuneration

maintenance phase

induction and training, employee works for the business

termination phase

when employee leaves the business, dealing with entitlement and transition considerations

motivation

what drives a person to apply individual effort over a period of time

maslow’s hierarchy of needs

physiological, safety, social, esteem, self-actualisation

lawrence and nohrias - four drive theory

acquire, bond, learn, defend

locke and lathams - goal setting theory

clarity, committment, challenge, task complexity, feedback

extrinsic rewards

tanglible/physical rewards given to someone for achieving something

intrinsic rewards

sense of satisfaction or fulfilment that someone feels when they have accomplished something

performance related pay

employees rewarded through financial compensation such as commissions, bonuses or pay increase when they exceed goals

career advancement

employees promoted to a position with greater responsibilities, higher status and increased wages when they have exceeded goals.

investment in training

the business allocates resources such as time and money into developing their employees skills

support

business provides services such as counselling/mentoring to help employees cope with difficulties

sanction

a penalty or punishment imposed on employees for poor performance or behaviour eg. demotion or reduction in salary

on the job training

employee learns a particular set of skills at the workplace

off the job training

employee learns a particular set of skills away from the workplace

management by objectives

managers and employees agree on a set of goals for each employee that contribute to the businesses objectives, based on set criteria

self-evalutation

employee assesses their own skills and ability to meet goals using a set criteria

employee observation

employees are assessed and given feedback from colleagues and superiors using a set criteria

appraisal

a formal assessment of employees skills and ability to meet goals using a set critera, usually happens anually/six monthly cyles

employers

responsible for workplace relation issues in small/medium businesses

HR manager

negotiating employment agreements, training other manager/supervisors, dealing with disputes and conflict

Unions

organisations formed by employees in a specific industry to represent them to help improve wages, working conditions and resolve disputes

peak union bodies

affiliated with unions, forms and coordinates union policies, represents union movement in court, campaigns politically on behalf of unions

peak employer bodies

represent employer associatuons

employer associations

groups that represent and assist employers

fair work commission

australia’s national workplace tribunal that has the power to carry out a range of functions under the fair work act 2009.

awards

determined by the fwc, reviewed every four years, provide a minimum working conditions in a specific industry

collective enterprise agreement

employees negotiate their working conditions with employer, must be approved by the fwc and be better than the award

individual agreements

negotiated between single employee and employer, better than relevant award

retirement

employee voluntarily leaves workplace and workforce altogether, no mandatory age in australia, based on if an employee can afford to, age and health

redundancy

employee asks to leave workplace as the job no longer exists, voluntary when employee is given opportunity to nominate themselves, involuntary when against employees will

resignation

voluntary ending or quitting of employment relationship, can be for promotion at another job, boredom, to start own business

dismissal

business terminates employment contract due to unacceptable behaviour, usually given warnings prior, notice is given unless a summary dismissal. unfair dismissal when fired for discriminatory reasons - lodge claim with fwc

entitlement considerations

rights required by law that employee has when leaving the business provided by the hr manager, eg. owing wages, notice period, redundancy payment

transition considerations

support provided by business that goes above and beyond the law and maintains positive CC, eg. gradual reduction in days work, financial advisor, exit interview, reference

DR process

listening to staff, negotiation, mediation, conciliation, arbitration

negotiation

direct discussions between parties

mediation

an independent third party facilitates a discussion, does not offer any advice or decisions, encourages party to examine all issues and come to decision themselves, not legally binding

arbitration

formal process in a court like setting. arbitrator hears from both parties who present their evidence and makes a legally binding decision, time consuming and expensive