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Human resource management - Coggle Diagram
Human resource management
KK1 - Relationship between HRM and Business objectives
Human resource management
effective management of the formal relationship between employees and employers
Human resource manager
coordinates all the activities involved in acquiring, maintaining and terminating employees and aims to maintain the relationship between employees and employers
Better relationship = more achievement of business objectives
KK2 - Motivation theories
Motivation
The individual, internal processes that directs, energises and sustains a person's behaviour
Maslows hierarchy of needs
Physiological, Safety, Social, Esteem and Self-actualisation
Locke and Lathams goal setting theory
Goals must be clear, specific, challenging but not overwhelming in order to increase motivation and performance
5 principles: Clarity, Commitment, Feedback, Task complexity and Challenge
Four drive theory
Drive to acquire (materialistic things, money, better house etc)
Drive to bond (maintain and develop relationships
Drive to learn (grow and develop skills)
Drive to defend (protect reputation)
KK3 - Motivation strategies
Performance-related pay
Career advancement
Investment in training
Support
Sanction
KK5 - Training
On-the-job training
Internal at a business
Job shadowing, coaching, mentoring
Off-the-job training
External from a business
Conferences, lectures, simulations
KK6 - Performance management strategies
involves a thorough assessment of an employee's current work performance to determine how this can be directed in the future to better achieve both business and personal objectives
Management by objectives
Appraisals
Self-evaluation
Employee observation (with knowledge, without knowledge)
KK7 - Termination management
Termination - employees time ending with a business
Retirement - voluntary, employee leaves the workplace and the workforce
Resignation - voluntary, employee chooses to leave the workplace, generally to go to another job
Redundancy - position in a business no longer seen as necessary, employee holding that position loses their job
Voluntary (employee informed of situation and nominate themselves for redundancy package)
Involuntary (employee asked to leave as job no longer exists)
Dismissal - against employees will, sacked
Entitlements - annual leave, long service leave, severance pay
Internal services - public acknowledgements, farewell parties, letters of recommendation/references for future
Outplacement services - career counselling, resume writing assistance, financial planning
KK8 - Role of participants in workplace
Workplace relations
interaction and relationship between employers and employees, to achieve a set of working conditions that meets employees needs, and allow business to achieve objectives
Human resource managers - mediator between employees and ers
Employees - follow safety procedures, keep customers happy
Employer associations - employers who unite to promote their interests and share info, advice and support
Unions - organisations formed to represent and protect rights of employees in a particular industry
Fair Work Commission - aus national workplace tribunal that has a number of responsibilities under the Fair Work Act 2009
KK9 - Awards and agreements
Award - legally binding document determined by the FWC that sets out minimum wages and conditions for whole industries
Agreement - sets out wages and conditions specific to a workplace/business
KK10 - Dispute resolution
Negotiation - discussions between parties result in a compromise and a formal or informal agreement about a dispute
Mediation - confidential discussion of issues in a non-threatening environment, in the presence of a neutral, objective third-party, who helps parties work towards an agreement but does not offer solutions or suggestions
Arbitration - used as a last resort, commissioner listens to both sides and makes a decision based on the arguments/evidence on behalf of the parties that is legally binding to both parites