This preview has intentionally blurred sections. Sign up to view the full version.View Full Document
Unformatted text preview: Redundancy When an employee’s job no longer needs to be preformed 1. The role of employment relations 2. The human resource cycle (a) acquisition — identifying staffing needs, recruitment, selection (b) development — training, development and maintenance of databases (c) maintenance — monetary/non monetary benefits (d) separation — voluntary/involuntary 3. Rights and responsibilities (a) labour contract (b) Equal Employment Opportunity (EEO) (c) Anti-Discrimination (d) Affirmative Action (e) Occupational Health and Safety (OH&S) Topic 2 – Key Business Functions Employment Relations 1. The role of employment relations The role of employment relation Employment relations is the function that deal with the relationship between the employer and the employees of a business employment relations is a much boarder concept than that of industrial relations. (This refers to the relationship between management and labour and the process of negotiating employment conditions.) Industrial relations is the result to employment contracts detailing legally enforceable employment conditions such as work conditions, hours and leave. IR also includes disputes over the matter above. Human resources refers to the employees of the business, including their skills and experience. Human resource management refers to the management of staff or employees of a business. The function of managing employees can also be known as employment relations. This includes all issues relating to staffing needs of a business, from hiring to education and training, to the eventual departure of staff. Management of employees usually begins even before they are officially employed by a firm. Larger businesses commonly have a department dedicated to HRM (human resource management). In smaller business, the function of managing employees is often carried out by the business owner or manager. Small businesses can sometimes encounter problems, as managers often do not recognise the importance of HRM to the success of the business and do not think about effective human resource management until problems arise. Why is employment relations important • Employees with high levels of job satisfaction contribute more to a business • To ensure you hire (acquire) staff with the right skills needed for the job • To make sure you have the right number of employees to undertake the tasks in a business (planning) • Training staff so they have the skills necessary for their job (developing) • Rewarding valued staff members appropriately so they continue to be good employees (maintenance) Large businesses may employ a human resources manager or a whole human resources department, however; small businesses may use the owner or another employee to undertake the tasks of human resources....
View Full Document
- Spring '09
- Human Resource Management