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Business Management A0S2 (Human Resource Management) - Coggle Diagram
Business Management A0S2
(Human Resource Management)
2A Human Resource Management
DEFINITION: Is the organisation of employees roles, pay and working conditions. The role of HR manager is to coordinate and direct employees through all stages of their employment and ensure employees are motivated and connected with the business
OBJECTIVES: When managed effectively, employees are likely to feel valued, encouraged and motivated to perform at their best and contribute to higher levels of job satisfaction
2B Maslow's Hierarchy of Needs
SELF ACTUALISATION: desires of ppl to reach their full potential through creativity and personal growth. (creative autonomy to make decisions)
DEFINITION: is a motivational theory that suggests people have 5 fundamental needs and that their sequential attainment of each need acts as a source of motivation. One satisfied the need is no longer a motivator
ESTEEM: individuals desires to feel important, valuable and respected (recognition, awards)
SOCIAL: Are the desires for a sense of belonging and friendship amongst groups (belonging to team)
SAFETY & SECURITY: are the desires for protection from dangerous or threatening environments (OHS and job security)
PHYSIOLOGICAL: Basic requirement for human survival (having paying job)
2C Lawrence and Nohria's four drive theory
drive to ACQUIRE: desire to achieve rewards or high status eg. pay, status
drive to BOND: desire to participate in social interactions and feel a sense of belonging eg. team
drive to LEARN: desire to gain knowledge, skills and experience eg. training
drive to DEFEND: latent drive that is desire to protect personal security as well as the values of the business
2D Locke and Latham's goal setting theory
CLARITY: specific, easy to measure, employee clearly understands what is expected of them
COMMITMENT: employee involves in goal setting and incorporate their personal interests
CHALLENGE: should be difficult enough to encourage employee to improve in order to achieve it
TASK COMPLEXITY: should not overwhelm and should be achievable, adequate training and time to complete
FEEDBACK: provide regular support, adjust goals as needed, monitor progress to help keep on track and clarify mistakes
DEFINE: Is a motivational theory that states that employees are motivated by clearly defined goals that fulfil 5 key principles. Proposes managers should set goals that fulfil 5 criteria to effectively motivate employees
2E&F Motivation strategies
PERFORMANCE RELATED PAY: is a financial reward that employees recivee for reaching or exceeding a set business objective. eg. pay increase, bonus, commissions
CAREER ADVANCEMENT: is the upwards progression of an employee's job position
INVESTMENT IN TRAINING: is allocating resources to improve employee skills and knowledge
SUPPORT: involves providing employees with any assistance that improves their satisfaction at work
SANCTION: involves penalising employees for poor performance or breaching business policies
advantages and disadvantages
effect on short term and long term employee motivation
2G Employee training
ON THE JOB: involves employees improving their knowledge and skills within the workplace
being coached by existing employee
job shadowing experienced employee
employees rotating b/w different jobs
OFF THE JOB: involves employees improving their knowledge and skills in a location external to the business
attending conferences
attaining specific qualifications (higher ed)
online training course or external workshops
know advantages and disadvantages of each
TRAINING: is the process of improving an employee's skills and knowledge so they are able to perform their job more effectively and efficiently
2H Performance management
MANAGEMENT BY OBJECTIVES: involves both managers and employees collaboratively setting individual employee goals that contribute to the achievement of broader business objectives (know how they work)
APPRAISALS: provide managers with consistent methos to evaluate employee performance based on established criteria over set period. Helps managers identify areas for improvement provide support and make decisions about promotions & dismissals
SELF EVALUATION: involves an employee assessing their individual performance against a set of criteria, allowing managers to understand employees self perception and foster discussion on performance
EMPLOYEE OBSERVATION: Involves a range of employees from different levels of authority assessing another employee's performance against a set of criteria (360 feedback)
2I Termination management
RETIREMENT: involves an individual deciding to leave the workforce permanently as they no longer wish to work
REDUNDANCY: involves an employee no longer working for a business because there is insufficient work or their job no longer exists. (voluntary & involuntary)
RESIGNATION: involves an employee voluntarily terminating their own employment, usually to take another job position elsewhere.
DISMISSAL: involves the involuntary termination of an employee who fails to meet required work standards or displays unacceptable or unlawful behaviour.
ENTITLEMENTS = are legal obligations an employer owes to its employees following the termination of their employment contract.
TRANSITION CONSIDERATIONS = are social and ethical practices that a manager might consider implementing when terminating employment (eg improve employability, councelling or financial services)
TERMINATION: is the process whereby a business ends its employment contract with an employee
2J Participants in the workplace
HR MANAGERS: individuals who coordinate the relationship b/w management and employees within business. They deal with employment, dispute resolution and upholding legal requirements (ensure min legal requirements are met)
EMPLOYER ASSOCIATIONS: are advisory bodies that assist employers in understanding and upholding their leegal business obligations. Employers can apply to be apart of associations to improve legal protection and gain assistance in negotiation
UNIONS: are organisations composed of ppl who represent and speak on behalf of employees in an industry to protect and improve their wages and conditions. (represent employees, organise industrial action etc)
FAIR WORK: Australia's independant workplace relations tribunal that has a range of responsibilities outlines by the "fair work act 2009", law created to ensure rights are protected (right to engage in industrial action and protect from unlawful discrimination). They also set the National Employment standards.
EMPLOYEES: is responsible for contributing towards a business's objectives by fulfilling their role in an efficient and safe manner. (follow OHC procedures and report illegal behaviour)
2K Awards and Agreements
advantages and disadvantages
similarities and differences
AWARD: are legal docs that outline the minimum wages and conditions of work for employees across an entire industry. By FWC & include the 10 National Employment Standards
AGREEMENT: are legal docs that outline the wages and conditions of employees and are applicable to a particular business or group of businesses. COLLECTIVE BARGAINING: process of regotiation to reach an agreement regarding employee wages and conditions of employment,
2L Dispute Resolution
MEDIATION: involves an impartial third party facilitating discussions b/w disputing parties to help each side of the conflict reach a resolution themselves
ARBITRATION: involves an independent third party hearing arguments from both disputing parties and making a legally binding decision to resolve the conflict
DISPUTE: is a conflict b/w workplace participants as a result of a disagreement