HRE7XA1 Human Resource Management Exam Preparation Flashcards

Comprehensive vocabulary flashcards covering Human Resource Management definitions, South African labour legislation, motivation theories, and performance management concepts based on the course materials.

Human Resource Management (HRM)

A strategic approach to managing people within an organisation to help gain a competitive advantage through effective recruitment, development, and retention.

Recruitment

The process of attracting a pool of suitable applicants and encouraging them to apply for vacant positions to create a sufficient number of qualified candidates.

Selection

The process of screening and hiring the best-qualified applicants with the greatest performance potential using various tools to predict future job performance.

Workforce Planning

The practice of ensuring the right number of people with the right skills are in the right place at the right time to deliver short- and long-term goals.

Talent Management

A strategy involving job profiling, skills audits, and development plans to ensure the right people are in the right jobs to achieve expected results.

Succession Planning

The systematic identification and development of potential successors for leadership and key roles to ensure adequate bench strength.

Performance Management

An ongoing, future-oriented process of aligning employee goals with organisational goals through continuous communication and monitoring.

Motivation

The intensity of a person's desire to take up a task and persevere until it is successfully accomplished, involving personal choice and persistence.

Employment Contract

A voluntary agreement between legal persons where the employee provides services to an employer for a fixed or ascertainable wage.

Protective Labour Legislation

Legislation that protects employees against exploitation and discrimination while allowing organisations to operate without destructive industrial unrest.

Transformative Labour Legislation

Legislation designed to address historical imbalances and divisions of the past by installing values such as democracy and social justice.

Basic Conditions of Employment Act (BCEA)

An act that governs minimum standards for working time, leave, pay, and maternity benefits in South Africa.

Employment Equity Act (EEA)

An act aimed at achieving workplace equity, prohibiting unfair discrimination, and requiring affirmative action measures.

Labour Relations Act (LRA)

An act that aims to promote collective bargaining, employee participation, dispute resolution, and labour peace.

Skills Development Act (SDA)

An act intended to develop the skills of the South African workforce and increase investment in education and training.

SETAs (Sector Education and Training Authorities)

Entities that develop Sector Skills Plans, handle learnerships and skills programmes, and approve Workplace Skills Plans.

Learnerships

Mechanisms linking structured learning and workplace experience resulting in a SAQA registered qualification with $120\,\text{credits}$.

Workplace Skills Plan (WSP)

A document compiled by employers with more than $50$ employees outlining training and development requirements for the year.

Quantitative Forecasting Methods

Forecasting techniques that use statistical information, figures, and metrics to estimate labour demand and supply.

Qualitative Forecasting Methods

Forecasting techniques that rely on expert judgements or subjective assessments from top managers.

Management Information Systems (MIS)

Information systems that process personal data, service records, and performance results to help managers organize and evaluate departments.

Structured Interviews

Also called situational interviews, these involve predetermined questions aimed at specific life history events.

Competency Interviews

Interviews that reveal specific choices applicants made in the past by asking them to describe a situation, action, and result (STAR).

STAR Method

A technique for answering interview questions by describing a Situation, Task, Action, and Result.

Blind Hiring

A hiring process focused on a candidate's skills and abilities where personal information is not provided to the assessors.

Maslow's Hierarchy of Needs

A theory proposing five levels of human needs: physiological, safety, social, esteem, and self-actualisation.

Hygiene Factors

Herzberg's factors related to the work environment (e.g., salary, conditions) that prevent dissatisfaction but do not motivate.

Motivating Factors

Herzberg's factors related to work content (e.g., achievement, growth) that encourage employees to exert greater effort.

McClelland's Acquired Needs

The three needs that drive motivation: the need for affiliation, the need for power, and the need for achievement.

Motivating Potential Score (MPS)

A calculated value using the formula: $\text{MPS} = \frac{\text{skill variety} + \text{task identity} + \text{task significance}}{3} \times \text{autonomy} \times \text{feedback}$

Vroom's Expectancy Theory Variables

Motivation is determined by expectancy (effort to performance), instrumentality (performance to rewards), and valance (value of rewards).

Intrinsic Rewards

Self-granted, intangible rewards such as a sense of accomplishment and achievement derived from the complexity of tasks.

Extrinsic Rewards

Tangible rewards provided by the organisation, including bonuses, public recognition, and awards.

Employee Engagement

A holistic approach involving emotional commitment to the organisation and a willingness to go above and beyond.

Knowledge Management

An activity that optimises scientific resources through creating, capturing, storing, and sharing knowledge within a company.

Leniency Error

A rater error where managers consistently rate employees too high, even if they do not deserve the rating.

Halo Effect

A rater error occurring when one positive trait influences the rater's assessment of all other traits.

Recency Error

A rater error where the evaluator is heavily influenced by events occurring just before the review rather than the whole period.

Central Tendency

A rater error where everyone is rated as average to avoid the difficulty of extreme ratings.

V2PIR

Memory aid for employment contracts: Voluntary, 2 legal persons, Period, Implied duties, Remuneration, and Right to command.