Flashcards in Operational Resources Deck (34)
What are the key functions of human resources?
- Recruitment of personnel
- Placement of personnel into proper positions within the structure
- Training and development of personnel to suit the needs of the organisation
- Service activities directly related to the welfare of staff
Management can be broken down into four basic functions, what are those functions?
Managers are responsible for designing the structure of an organisation- This includes determining what tasks are to be done, who is to do them, who reports to whom , etc. Name the tasks in a loss adjusting organisation?
- Loss adjusting operations
- Marketing activities
- Financial activities
- Administration activities
- Personnel- recruiting, training, dismissal, etc
What are the main types of organisational structure used by loss adjusting organisations?
- Mechanistic organisations
- Organic organisations
Discuss mechanistic organisations?
Mechanistic organisations are also described as bureaucracy. They have a formal hierarchy of authority and clear rules and regulations to determine tasks and authority.
Discuss organic organisations?
Organic organisations are sometimes called ‘adhocrocies’ because of the ‘ad hoc’ way they undertake tasks. They are low in complexity, low in formalisation and decentralised.
Define a job?
A job is a collection of tasks. Those tasks may be repetitive, routine and low-skilled or highly-skilled, non-routine and requiring substantial independent judgement.
Describe the job characteristics model?
The job characteristics model identifies five primary job characteristics, their inter-relationships and their impact on employee productivity, motivation and satisfaction.
What are the five core job dimensions, identified in the job characteristics model?
- Skill variety
- Task identity
- Task significance
With regard to the job characteristics model, describe ‘skill variety’ and ways it can be improved?
This is the degree to which a job requires a variety of activities- Managers should put existing fractionalised tasks back together to form a new, larger module of work.
With regard to the job characteristics model, describe ‘task identity’ and ways it can be improved?
This is the degree to which a job requires completion of a whole piece of work- Managers should design tasks that form an identifiable and meaningful whole, which increases employee ownership of the work.
With regard to the job characteristics model, describe ‘task significance’ and ways it can be improved?
This is the degree to which a job has substantial impact on the lives or work of other people- Where possible, managers should establish direct relationships between workers and their clients.
With regard to the job characteristics model, describe ‘autonomy’ and ways it can be improved?
This is the degree to which a job provides substantial freedom, independence and discretion to the individual in determining the procedures to be used in carrying out the work- Vertical expansion gives employees responsibilities and controls that were formally reserved for management, and increases employee autonomy.
With regard to the job characteristics model, describe ‘feedback’ and ways it can be improved?
The degree to which carrying out the work activities results in the individual obtaining direct information about the effectiveness of their performance- By increasing feedback, employees not only learn how well they are doing their jobs, but also whether their performance is improving, deteriorating or remaining at a constant level.
What type of information would a job description typically include?
- Job title, supervisor in jobs supervised
- Job classification and salary range
- Major functions
- Duties and responsibilities
- Job characteristics
- Knowledge and qualifications
- Physical/health requirements
- Skills and abilities
- Previous work experience
- Any other expectations
Outline the steps in the recruitment process?
- Choose your preferred method of recruitment
- Process applications
- Conduct interviews
- Select the person for the position
- Induct the new employee
When looking to recruit from an external source, what are some of the preferred methods of recruitment?
- Publicising the vacancy through newspapers , Internet or other publications
- Arranging for an employment agency to handle the screening of applicants
- Approaching the relevant government employment agency, local schools or business colleges etc
- Asking for referrals from existing employees
- Asking an appropriate candidate directly
What Parliamentary acts are recruitment processes required to abide by?
- Human Rights Act 1993
- Fair Trading Act 1986
The human rights act makes it unlawful to publish or display any advertisement or notice that could breach the act, with specific reference to what types of information?
- Ethnic or national origin’s
- Marital status
- Religious or ethical beliefs
- Political opinion
- Employment status
- Family status
- Sexual orientation
When using a professional recruitment company, what are some of the various recruitment techniques used?
- Headhunting of people with existing employment
- Database of persons who have indicated a desire to change employment
In New Zealand, when can an employer ask a job candidate about past criminal convictions?
An employer may ask a job candidate about their criminal history if the question relates specifically to the job or role they are applying for. Information can only be obtained from a third party with the individuals prior consent.
Is it legal to ask a job candidate to obtain a medical?
It is legitimate to ask for a medical to determine an applicants suitability for a job. However the assessment must focus on the current ability to perform the job, and the practitioner must be given sufficient detail about the job requirements.
A good induction of a new employee should include what elements?
- The organisations history, objectives, philosophy, mission statement, etc
- Information regarding the general working conditions, rules and procedures
- Tour of the work environment including the location of staff amenities in the introduction to key personnel
- Business protocols, practices and procedures
- Information about the employee specific duties and responsibilities
- Formal introduction to relevant clients
- Handover of the position of the new employee is replacing
- Provision of logins, passes and other necessary items
Induction training follows the initial induction into the organisation, what does proper training and development ensure?
- An organisation that is able to provide a high quality of service
- An employee that updates and maintains their knowledge and skills, and can develop along a career path
What are the two types of training carried out in the field of loss adjusting?
- Practical training- Practical training is gained on the job, either by structured activities where new recruits are guided by a mentor through increasingly complex assignments, or through unstructured learning undertaken without mentor supervision as their experience extends into new and more complex areas.
- Theoretical training- Serious training for loss adjusters maybe through formal study courses, such as those provided by ANZIIF or AICLA.
What legal act in New Zealand controls the probationary period between an employee and an employer?
The Employment Relations Act 2000.
What is meant by job performance, and how can it be easily depicted?
Ability + Effort + Opportunity = Job Performance
Job performance is a combination of the following-
- The employees personal skills and and knowledge
- How the skills and knowledge are applied
- On the job behaviour
- The chances and resources provided to the employee in the work situation
What are the main stages of performance appraisal?
- Observation and identification of employees work behaviour, the outcomes and achievements based on facts and supported by examples
- Evaluation of job performance and the employees potential, by the use of a performance appraisal method
- Analysing the appraisal results for the use of both the employee and the organisation
Name several reasons for the dismissal of an employee?
- Poor performance
- Redundancy due to a lack of appropriate work for the job incumbent