CS Foundation Level
Human Resources Management flashcards
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Complete Flashcard Reference
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How does personnel management differ from human resource management?
Personnel management: administrative and reactive, sees employees as a cost to be controlled, sits largely apart from business strategy, and is the personnel department's job alone. HRM: strategic and proactive, sees employees as an asset to be developed, is integrated with business strategy, and is shared with line managers.
What are Herzberg's two factors, and what does each do?
Hygiene factors (pay, working conditions, supervision, company policy, job security): cause dissatisfaction when inadequate, but improving them only removes the dissatisfaction. Motivators (achievement, recognition, the work itself, responsibility, advancement): produce satisfaction and effort. So a pay rise solves a pay grievance and nothing more.
What is the difference between a job description and a person specification?
Both come out of job analysis. Job description: describes the job, its purpose, duties, responsibilities, reporting lines and working conditions. Person specification: describes the person who could do it, the qualifications, experience, skills and attributes required, usually split into essential and desirable.
What are the halo effect and the horns effect in appraisal?
Halo effect: one strong impression colours every rating upwards. Horns effect: one weakness colours every rating downwards. Training appraisers, keeping records through the year and moderating ratings across managers are the standard counters.
What is broadbanding, and how does it differ from a grade/step structure?
Grade/step structure: roles are grouped into grades, each with a pay range, and progression happens within and between grades. Broadbanding: fewer, wider pay bands than a traditional grade structure, giving more flexibility in setting individual pay.
What are Kirkpatrick's four levels of training evaluation?
1. Reaction: did participants find it worthwhile? 2. Learning: did they acquire the knowledge or skill? 3. Behaviour: do they apply it on the job? 4. Results: did the organisation's performance improve? The levels are cumulative. Most organisations evaluate only reaction, which shows whether training was enjoyable, not whether it worked.
Which statutory deductions pass through a Kenyan payroll, and what is the employer's duty over them?
PAYE income tax, NSSF and NHIF/SHIF. The deductions are held on trust for the relevant authority. Failing to remit them on time is a liability of the employer, not merely an administrative lapse. The amounts change with each Finance Act, so payroll must work from the current rates.
How does a grievance differ from a trade dispute?
Grievance: a complaint raised by an individual employee about their treatment, handled through an internal grievance procedure. Trade dispute: a disagreement between employer and employees, often collectively through a union, over terms and conditions. The Labour Relations Act, 2007 provides conciliation and, ultimately, the Employment and Labour Relations Court to resolve it.
What does Kenyan law require before an employer declares a redundancy?
A genuine business reason, fair selection criteria, consultation, and severance pay calculated under the Employment Act, 2007. If these are not followed, they are enforceable through the Employment and Labour Relations Court.
What are the ethnocentric, polycentric and geocentric approaches to global HRM?
Ethnocentric: staff key posts from the home country and export head office practice; control at the cost of local knowledge. Polycentric: adapt to each country and staff subsidiaries locally; responsiveness at the cost of coherence. Geocentric: recruit the best person for each post regardless of nationality and develop practices that work across the group.
What is human resource management, and why does it matter?
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What are the four features of HRM?
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What is HR business partnering?
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What part do line managers play in HRM, and why does it matter?
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What does Krystalline Salt Limited v Mwakele (Court of Appeal, 2017) teach about employment law?
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What does the ability, motivation and opportunity (AMO) model hold?
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How do the Harvard and Michigan models of HRM differ?
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How do the best practice and best fit schools differ, and how does the resource-based view reconcile them?
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What is Maslow's hierarchy of needs, and what is its main weakness?
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What are McClelland's three acquired needs, and how does each show at work?
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What are the three beliefs in Vroom's expectancy theory, and how do they combine?
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What does Adams' equity theory hold, and what is its HR lesson?
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What does goal-setting theory hold?
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What is the sequence of the resourcing process?
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How well do the main selection methods predict job performance?
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Why is onboarding said to be where retention is often decided?
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What are the three performance management models?
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What are central tendency, leniency and strictness, recency and similar-to-me bias?
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Why is 360-degree feedback risky for pay decisions?
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What is performance contracting in the Kenyan public service?
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What are the five characteristics of a good reward strategy?
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What are the non-analytical and analytical methods of job evaluation?
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What is performance-related pay, and why does it fail?
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At which three levels are training needs identified?
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How does on-the-job training differ from off-the-job training?
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What are talent management, knowledge management and a learning organisation?
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What does an employment contract set out, and what does the law require of it?
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Which Kenyan statute governs occupational health and safety, and what duty does it place on the employer?
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What process must discipline follow before a sanction is imposed?
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What are the stages of the collective bargaining process?
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How do substantive terms differ from procedural terms in a collective agreement?
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How does employee participation differ from empowerment?
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What are the forms of employee separation?
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What are terminal benefits?
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What did Kenya Airways Ltd v Aviation & Allied Workers Union (Court of Appeal, 2014) decide on redundancy?
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What are exit interviews and outplacement for?
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What is expatriate failure, and what most often causes it?
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How does equality differ from diversity?
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How should an HRM case study be answered?
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How to revise with these cards
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