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BM HRM
| Term | Definition |
|---|---|
| HRM important | plays key role in organ to meet its objectives employees greatest asset- drives organ forward actively involved implementing procedures, targets + goals |
| facilitator role | provision + delivery of management training + guidance done by HRMK |
| Auditior role | HRM policies + procedures must b followed by all in organ. + HRM dept monitor + report on this |
| Consultancy role | specialist info. + guidance given by HRM dept. to managers on handling different matters + situations |
| Executive role | HRM dept. experts on employment + HR matters |
| service role | HRM dept. ensure all employees + management kept up to date w changes in HR info, procedures + law |
| Acticities of HRM Dept | recruit, train, develop members of staff promtoe+manage positive employee relations provide safe working cons Create/implement appraisal system develop polices/procedures comply w legislation promtote continual prof development carry out HR planning |
| temporary contracts | people employed on casual basis only 4 short period of time - supplement core no. of staff. fluctuations: christmas |
| part time contracts | less hoyrs than full day / couple days per week |
| homeworking | work away from office/ communicate w ICT |
| Working practices benefits for employee | balance personal + work commitments easily = better balance own start/ finish time chosen travel/cost reduced less stressful |
| Working practices benefits organ. | staff more motivated = more productive reduced absence + late coming space + money saved in office if employees out office staff recruitment easier if flexible |
| Identifying a jod vacancy | identify jod actually exists. replacement/ increase in demand caused increased workload that needs to be adressed |
| Job analysis | look carefully at vacancy, decide tasks carried out, responsibilities / skills needed. |
| job description | document of job entails drawn up. info on job title, purpose, tasks + responsibilities. info on pay, work hours, number of days, benefits( eg company car) location. |
| person specification | type of person most suitable. skills , qualifications, personal attributs + experiences. used as tool in selection process |
| advertising | aware job exists. advertise internally / externally |
| internal recruitment | job vacancy advertised in organ. + knowledge of existing employees +employee promotion = :) +money saved on advertising/ selecting/ training +employees familiar - no fresh new outlook - may not be existing employee suitable |
| external recruitment | + new ideas +lots of applicants -existing employees unvalued lost motivation to work hard - expensive 2 advertise eg. newspaper - wrong person could be selected |
| short listing | application forms- issued on request. specific pieces of info. applicant fills in Curriculum Vitae - by applicant - only info applicant wants to disclose references- report by other organ. or individual.key comments, attitude |
| interviews | one to one - not uncommon - disadvantage - interviewer many not like particular applicant succesive interview - several interviewers - interview each candidate seperate. applicant no. of interviews to attend. panel intervies- several ppl at one time. |
| psychometric tests | Q's on personality. type of personn/ suit requirements 4 job. no correct answer, should be truthful. sometimes given 1 organ. wants to hear |
| aptitude tests | natural abilities on skills required for job - literacy + numeracy skills |
| intelligence tests | IQ tests - mental capability. problem solving / thinking skill, numeracy, literacy. score at end compared |
| medical tests | doctor/nurse examines each applicant 4 medical issues eg emergancy services / army - strict medical conditions |
| induction training | provides new employees with an introduction to organisation. info bout organ., job role + responsibilities. fire exits. adapt to environment. |
| on the job training | training in workplace with equipment, less expensive than off the job |
| off- the job training | provided out with organ. taken out of working environment trained by specialist trainers |
| training costs/benefits | +highly motivated +more productive +improved quality -expensive working time lost - productivity fail -employee reluctance |
| appraisals | ensure working 2 best possible standard. strengths + development identified +promtions identified +recieve ffedback +opportunity for development - demotivated if negative - time consuming -stress |
| emplyees motivated by | flexible working practices praise and constructive feedback opportunities for own initiative and responsibility for own work |
| trade unions | represent employees. include pay, working conditions, dismissal + any other work related issue. |
Created by:
studypoo
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