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Flashcards in SAC2B Deck (47)
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1
Q

Training

A

The process of increasing and improving knowledge and skills of an employee. This helps them perform more effectively and efficiently in their role.

2
Q

On the job training

A

I where the employee undertakes training while they are at their place of work and often still performing their jobs.
Eg; googles interns learn form current employees and being on the premises

3
Q

On the job training - coaching

A

Being taught by an existing employee how to perform the job

4
Q

On the job training - mentoring

A

Watching an existing employee perform the job and learn from their advice and experience

5
Q

On the job training - job rotation

A

Completing a number of jobs in a field of the business to see how they all interconnect

6
Q

On the job training -Job shadowing

A

Following an experienced worker for a few days, watching what they do and how they do it

7
Q

On the job training - demonstration

A

Having someone show and demonstrate to you how to do it,

8
Q

On the job training - advantages

A

. Reduced cost
. Learn specific skills and knowledge directly related to the job
. Learn the tricks of the trade from years of first hand experience
. Motivation for coach and mentor to be valued
. Producing goods and services whilst learning which add to the business production

9
Q

On the job training - disadvantages

A

. May produce sub standard production in the short term
. May learn bad tricks or short cuts from existing employees which are against the business policies
. Unlikely to learn broader skills / knowledge
. Unlikely to develop networks with other businesses

10
Q

Off the job training

A

Is where the employee undertakes training away from their workplace which may involve being in a classroom setting
EG; Qantas trains their air crew in simulations off site they reenact a plane crash to know how to respond in an efficient and effective way

11
Q

Examples of Off the job training

A
. Conferences 
. Lectures 
. Simulations 
. Role plays 
. Tutorials 
. TAFE or university 
. Qualifications/ workshops
12
Q

Off the job training - advantages

A

. Less likely to be distracted by work environment and colleagues
. Develops employee morale to be selected for off site training
. May develop broader social networks
. May learn additional broader knowledge
. May return with accredited skills or qualifications

13
Q

Off the job training - disadvantages

A

. Increased cost/expense of training program
. Cost in terms of employee absence from work
. When return to work may be difficult to integrate skills
. Team employees may continue old practises in defiance of new approaches

14
Q

Performance management

A

Is an assessment of employees present work performance and how this can be directed in the future to achieve both business and employee objectives

15
Q

Performance management - business objectives and employee objectives

A

BUSINESS OBJECTIVES EMPLOYEE OBJECTIVES
. Make a profit. . Earn an income
. Increase market share. . Ts and cs of employment
. Fulfil a market or social need. . Job security
. Meet shareholder expectations . Develop skills and knowledge
. Career advancement

16
Q

Performance management strategies - Management by objectives

A

Is a strategy that aims to improve performance of a business by clearly defining objectives that are agreed to by both management and employees

17
Q

Performance management strategies - appraisals

A

A performance appraisal also referred to as a performance review or a performance evaluation, is a method by which the job performance of an employee is documented and evaluated against pre-determined standards

18
Q

Termination

A

Where the working relationship ends, due to employee leaving the business. This can be done either voluntarily or involuntarily. How businesses manage termination is important as it can have a negative impact on culture if managed poorly

19
Q

Termination management - retirement

A

Occurs when an employee decides permanently leave the paid workforce. People who retire include people who can no longer work, due to age, of people who which to no longer work, or need to work.

Factors include
The age that you can access your superannuation
The qualifying age for the age pension presently 65.5

20
Q

Termination management - Redundancy

A

Happens when an employer either doesn’t, need an employees job to be done by anyone, or when the business is about to go bankrupt and the business is trying to save money

21
Q

Termination management - Resignation

A

Resignation is voluntary termination that occurs when an employee chooses to the leave the business, usually to go to another job.

22
Q

Termination management - dismissal

A

Is the termination of employment by an employer against the will of the employee. Termination of the contract of employment of an employee by his or her employer needs to be done in a correct, fair, and lawful manner.

23
Q

Roles of participants in the workplace: human resource managers

A

Human resource managers are involved with the ongoing management of the employee - employer relationship. Their roles include negotiating, mediating, and maintaining positive working conditions.

24
Q

Roles of participants in the workplace: employer associations

A

Employer associations are groups of employers who unite to promote their common interests as well as to share information, advice, and support for each other.

25
Q

Roles of participants in the workplace: employers

A

Employers roles are to ensure:

  • employees pay and working conditions meet national minimum standards
  • provide a safe and healthy workplace
  • comply with legal regulations
  • provide appropriate training for employees.
26
Q

Roles of participants in the workplace: unions

A

is an organisation formed to represent and protect the rights of employees in a particular industry. Union is industry wide not business specific.

27
Q

Roles of participants in the workplace: unions shop stewards

A

Locally elected union official who represents the union at the workplace as first point of contract for employees for:

  • representation
  • advice
  • contract bargaining
  • united action
28
Q

Roles of participants in the workplace: employees

A
  • perform duties with proper care and diligence
  • follow safety procedures
  • obey a lawful, reasonable, order within the terms of the contract of employment.
  • serve faithfully
  • account for all money or property received (eg.money)
  • not to misuse the confidential information acquired while at work.
29
Q

Performance management: self evaluation

A

The purpose of self evaluation is to get the individual to reflect on their own performance prior to a manager employee discussion

30
Q

Performance management: employee observation

A

In order to pre-empt the discussion between the manager and the employee about the employees present performance and how this could be developed, the employee could be observed and recorded either.

31
Q

Termination - entitlements

A

Those that face redundancy are entitled to a “redundancy package”. Which is a financial payment based on how long you have worked at a business. This will be outlined in their employee agreement. Employees are also entitled to time off work to attend job interviews.

32
Q

Termination - transition issues

A

Counselling, career counselling, assistance with resume writing, training, out placement services

33
Q

Permanent employment

A

Employees that work on on ongoing basis, in addition to their wages, they receive benefits like subsidised health care, paid vacations, sick time, annual leave etc. Permanent employment includes both part-time and full-time employees.

34
Q

Fixed term employment

A

Contract employees are employed for a specific period of time or task. Wages and conditions of fixed-term employment are similar to permanent employment part-time or full-time, but the employment ends as soon as the contract does

35
Q

Casual employment

A

Has no guaranteed hours of work, usually works irregular hours and does not get paid sick or annual leave, because of this, casual employees usually have a higher hourly rate. They can end employment without notice, unless required by a registered agreement.

36
Q

Awards

A

Is the bare-minimum, industry based, legal documents that outline pay rates and conditions of employment for a particular industry. There are currently 122 modern awards of general application

37
Q

Awards - advantages

A
  • wage equality and transparency across industry
  • stability and predictability in negotiation process
  • employees can be represented by people skilled in negotiating, including unions
38
Q

Awards - disadvantages

A
  • less flexible to needs of individualised business
  • hard to build in individualised productivity incentives
  • some strong unions can exert enormous influence
  • no incentive for local employee - employer relations
39
Q

Enterprise agreement

A

Are collective agreements made at an business/enterprise level between employers and employees about terms and conditions of employment. The enterprise agreement sets out payments and conditions above those set out by the industry award

40
Q

Enterprise agreement - advantages

A
  • more flexible to needs of individual businesses
  • easier to build in individualised productivity incentives
  • large incentive for good employee to employer relations
41
Q

Enterprise agreements- disadvantages

A
  • less wage equality and transparency across industry

- less collective employee strength in bargaining

42
Q

National employment standards

A

Are the 10 minimum employment entitlements that have to be provided to all employees. Works as a safety net, so no employer is able to offer anything below those standards.

43
Q

Grievance procedures

A

Are a formal systematic process.

  1. Employee and/ or representative ( shop steward) present complaint to employer.
  2. Employee and/ or representative ( shop steward) present complaint to employer.
  3. Matter is discussed with human resource manager as a mediator between parties.
  4. Matter is referred to fair work commission for dispute resolution
  5. Matter is referred for arbitration
44
Q

Mediation

A

Is where an independent third party ( the mediator ) will help the parties talk about the issues and arrive at their own agreement/ resolution

45
Q

Conciliation

A

Is where an independent third party ( mediator) will help the parties talk about the issues and makes suggestions about how it can be resolved

46
Q

Arbitration

A

Is a method of industrial dispute resolution where an independent third parties listens to both sides of dispute and then makes a decision based on the arguments which is legally binding

47
Q

Roles of participants in the workplace: fair work commission

A

The fair work commission is Australian national workplace relations tribunal. It is an independent body with power to carry out a range of functions.