Human Resources Management


Terms in this set (...)

the formal relationship between the employer and the employees
Elements of HRM
Training and Development
Separation of employment
Purpose of HRM
attracting, motivating, training and retaining the appropriate mix of employees
Factors driving change in HRM
Different working arrangements e.g working from home, family friendly workplaces, Economic need, change in demand
Resistance to change and implementation of HRM
High initial costs, unknown effects, currently advantageous position
when a person is treated less favourably (worse) than other people because they have a particular characteristic, such as their age, race, sex or disability
Legislation surrounding discrimination
Anti-Discrimination Act 1998
Anti-discrimination officer
Robin Banks, works to administer the Anti-Discrimination Act 1998
Forms of discrimination
- Conduct that offends, insults, intimidates, humiliates or ridicules
- Sexual Harassment
- Incitement to hatred
- Publishing discriminatory materials
- Aiding, causing or inciting a breach of the Act
- Victimisation
Attributes that may be discriminated against
- Age
- Race
- Disability
- Sexual orientation
- Lawful sexual activity
- Gender
- Intersex
- Gender identity
- Pregnancy
- Breastfeeding
- Marital status
- Relationship status
- Family responsibilities
- Parental status
Exception- Equal Opportunity Tas
- An exception is a defence in an act, not taken on by an individual business or organisation but is applicable to defend a business, individual or organisation if a report has been made against them
Exemption- equal opportunity TAS
- An exemption is pre-determined and approved by Equal Opportunity in allowing a business or organisation to take action that could be considered discriminatory
The inclusion of individuals that are made up of a variety of physical and intangible characteristics such as race, Age, religion, sexual orientation
Key diversity in business statistics
Diverse employees: revenues rise by 9% and are 70% more likely to capture a new market A 1% rise in gender diversity also produces 3% more sales. LGBT staff are 10% more productive when they can "be themselves" in the workplace.
Employee contract
A legally binding, formal agreement between an employer and an employee
Modern Awards:
Industry or occupation based minimum employment standards which as applicable in addition to NES
Enterprise Agreements:
Set out conditions of employment for a group of employees at one or more work phases
Set out wages and conditions for employees who aren't covered by an award or agreement, or to provide conditions in excess of minimum entitlements
elements covered by Employee Contracts
-Minimum wages
- Arrangements
- Overtime rates
- Penalty rates
- Annualised wages and salaries
- Types of employment
- Allowances
- Details of lease, lease loading
- Superannuation arrangements
- Procedures for consultation
Types of Employee contracts
Enterprise Agreement, Modern Award, Contract
National employment standards
- Establishes employment standards alongside Fair Work Act 2009
Entitlements under NES
- Maximum weekly hours of work - 38 hours
- Requests for flexible working arrangements
- Parental leave and related entitlements
- Annual leave
- Personal/carer's leave and compassionate leave
- Community service leave - unpaid leave for voluntary emergency activities
- Long service leave
- Public holidays
- Notice of termination and redundancy pay
- Fair Work Information
Fair Work Act 2009 protected rights
- Workplace rights
- The right to engage in industrial activities
- The right to be free from unlawful discrimination
- The right to be free from undue influence or pressure in negotiating individual arrangements
Fair Work ACt 2009 protection against unlawful actions
- Adverse action
- Coercion
- Misrepresentation
- Undue influence or pressure in relation to agreements under awards
Work Health and Safety: Act, PCBU and key sections
The Work Health and Safety Act 2012 outlines in Section 19 the Primary Duties of care
Employment Cycle
Acquisition, Development, Maintenance and Separation
Process of attracting and recruiting the right staff for roles in a business
Human resource planning
the development of strategies to meet the businesses future staffing needs
Job analysis
the systematic study of each employees duties task and work environment.
Job description
A written statement describing the employee's duties, tasks and responsibilities associated with the job
Job specification
A list of key qualifications needed to perform a particular job in terms of education, skills and experience.
The recruitment of employees is the process of finding and attracting the right quantity and quality of staff to apply for employment vacancies or anticipated vacancies
Methods in which employees can be selected
- written application
- testing
- interviews
- background checks
This refers to the activities taken to prepare staff to take greater responsibility in the future.
This refers to the process of teaching staff how to perform their jobs more effectively and efficiently by boosting knowledge and skills.
Forms of training and development
Formal off-the-job training
Informal on-the-job training
Action learning: learning by experience solving real workplace problems
Competency-based training: identifies skill strengths and areas where further training is required
Corporate universities: businesses can also form partnerships with academic institutions to develop training
Training technologies — for example, computer-based training
Benefits to the employee of training and development
Opportunity for promotion and self-improvement
Improved job satisfaction through better job performance
A challenge — the chance to learn new things
Adaptability — greater ability to adapt to and cope with changes
Improved chances of future employability
Benefits to the employer of training and development
Higher productivity
Goals and objectives more effectively met
Reduced costs
A more capable workforce
Staff more easily retained
Less disruption in the event of staff turnover
employees are able to cope better with business 'crises'
The provision of working conditions and remunerations in order to withhold motivated employees
the payments/benefits or both that employees receive in exchange for labor.
Remunerations package
combination of non-monetary and monetary benefits used in payment of employees.
Monetary benefits examples
Direct(cash): Base Pay, incentive pay, allowances
Indirect(benefits): insurance, superannuation, childcare and holidays
Non-monetary benefit examples
Job: interesting work, challenge, responsibility, recognition
Environment: Competent supervision, safe and healthy work environment, career security
The ending of the employment relationship
Voluntary separation
Employee leaves as of their own free will
examples of voluntary separation and definitions
Retirement: employee decides to give up full-time or part time work
Resignation: quitting, notice given
Voluntary redundancy: can volunteer for redundancy, package given
Involuntary separation
Employee is asked to leave a business against his or her will
Examples of involuntary separation and definitions
Retrenchment: not enough work and the employee is dismissed
Dismissal: termination of contract due to behavior
Involuntary redundancy: employer decides who will be made redundant
Unfair dismissal
this is when an employee is dismissed for discriminatory reasons. To avoid claims of unfair dismissal a business should:
Three methods of avoiding unfair dismissal
Keep a written record of warnings, give notice and comply with Fair Work Act 2009
Social, environmental and ethical issues
Child Labour, Labour exploitation, rights of employees and Business closure/restructuring