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U4 BM - Outcome One - SAC Part A - Revision
U4 BM - Outcome One - SAC Part A - Revision
U4 BM - Outcome One - SAC Part A - Revision
U4 BM - Outcome One - SAC Part A - Revision
U4 BM - Outcome One - SAC Part A - Revision
U4 BM - Outcome One - SAC Part A - Revision
U4 BM - Outcome One - SAC Part A - Revision
U4 BM - Outcome One - SAC Part A - Revision
U4 BM - Outcome One - SAC Part A - Revision
U4 BM - Outcome One - SAC Part A - Revision
U4 BM - Outcome One - SAC Part A - Revision
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U4 BM - Outcome One - SAC Part A - Revision

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  • 1. Unit Four Business Management Outcome One – On completion of this unit the student should be able to identify and evaluate practices and processes related to human resource management .
  • 2. S.A.C. One <ul><li>Criteria to be Assessed </li></ul><ul><li>Factors involved in managing human resources, including: </li></ul><ul><li>relationship of human resource function to business objectives and strategy (4.1) </li></ul><ul><li>employee expectations of people working for large-scale organisations, including conditions of employment, occupational health and safety and job security (4.2) </li></ul><ul><li>theories of motivation (4.2) </li></ul><ul><li>ethical and socially responsible management (all) </li></ul>
  • 3. S.A.C. One Term Definition The rate at which employees leave an organisation. Departures can be voluntary (resignation) or involuntary (retirement, retrenchment, dismissal or death) A law that comes into existence by way of an Act of Parliament (enacted by federal or state governments) The management of the employment relationship. It covers establishing, maintaining and terminating employment. Involves POLC. The process for familiarising a new member of staff with the organisation and its environment. Can be informal or highly structured. Should include physical layout, key personnel, rules, procedures and culture and an evaluation of the program itself. How pleased a member of staff is with their role and work situation. Can be affected by nature of work, pay level. Supervision, relationships and career paths available. The personal drive to put effort into work and to achieve goals Equipment or machinery that assists or replaces human effort. The process of attracting a pool of potential employees from which to select those that match the organisation’s human resources needs.
  • 4. S.A.C. One Term Definition An approach to motivating staff based on a view that all workers have identifiable human needs. According to these theories, managers who consider employee needs carefully are likely to have more success motivating employees. A psychological theory, originally developed by Abraham Maslow, that sees people as having ascending sets of needs, starting with the most basic (for example, food) and going up to higher-order needs (for example, personal fulfilment). The personal benefits (or positives) an employee anticipates from working with an organisation. These vary from individual to individual, but include fair wages and conditions, and a safe workplace. Staff working from home or mobile while electronically connected to a central workplace. Management strategies that aim to maximise the contributions of all staff to the objectives of the organisation.
  • 5. S.A.C. One Changes to HR Function Previous role of ‘personnel management’ * * Modern importance of HR to an organisation – INCLUDING importance in the management of change * * * * *
  • 6. S.A.C. One Function of HRM In relation to objectives In achieving productivity At strategic planning level
  • 7. S.A.C. One Contexts of HR HR is affected by changes and new initiatives in four main areas (contexts) from the external environment of the organisation. Context Examples Workplace Attitudes Developments in Technology Legislation Ethical and Socially Responsible Management.
  • 8. S.A.C. One Stages of Employment Cycle HR is the management of the employment relationship – the relationship between the organisation and the employee. Stage Examples of Tasks Establishment Maintenance Termination
  • 9. S.A.C. One Diversity Management Diversity refers to the workplace mix of people in terms of gender, age, race etc. It is defined as ‘all the ways people differ’. It can include ‘personal- primary’, personal-secondary’ and ‘organisational’ Advantages of effective diversity management Examples of effective diversity management Relationship to multiculturalism? Relationship to globalisation?
  • 10. S.A.C. One Family Friendly Workplaces What? Why? Benefit to organisation? Benefit to employee? How?
  • 11. S.A.C. One Motivation and Expectations Definition Examples Expectations are? Satisfaction is? Motivation is? Explain relationship between motivation and objectives/productivity:

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