A Thread For Questions. :)

[mtwtfss]

Manufacturers are always good such as Nike.
Managed in the US
Raw materials from 'x'
Processed in Indonesia (?)
Sold everywhere

[nbalakers24]

Whats an advantage for AWAs and enterprise bargaining agreements?

cheers

[techhatesme]

flexibility. contracts can be tailored to the individual business's needs.

easy to negotiate and find an outcome that benefits both parties.

[olly_s15]

What are they asking for when they say suggest a "human resource strategy" that could be implemented?
Can someone give me a list of examples of these?

[mypurpleundercracka]

What are they asking for when they say suggest a "human resource strategy" that could be implemented?
Can someone give me a list of examples of these?

-Training and Development
-Performance Management and Reviews
-Reward Management

basically stuff under the maintenance phase of the employment cycle

[olly_s15]

Hmm i think in the VCAA 2007 exam, it asked to suggest two human resource strategies and the assessor's report had job description and job analysis in the "very good student response" example. Also, in the 2008 VCAA, the two example strategies were retrenchment and relocatement.

This is kind of confusing me.

[mypurpleundercracka]

Hmm i think in the VCAA 2007 exam, it asked to suggest two human resource strategies and the assessor's report had job description and job analysis in the "very good student response" example. Also, in the 2008 VCAA, the two example strategies were retrenchment and relocatement.

This is kind of confusing me.

maybe because it was to do with the termination or closure of a plant or something, hence retrenchment would make sense

[olly_s15]

So on the exam, a human resource strategy is basically like a process or technique concerned with HR you could employ relevant to the case study?

[ngRISING]

Hmm i think in the VCAA 2007 exam, it asked to suggest two human resource strategies and the assessor's report had job description and job analysis in the "very good student response" example. Also, in the 2008 VCAA, the two example strategies were retrenchment and relocatement.

This is kind of confusing me.

HR Strategies, theres 3 main catergories correct
establishment, maintainence and termination
establishment ->selection by conducting a job analysis and job specifications, or induction programs to introduce the new employee to the corporate culture of the lso
maintainence -> training, performance appraisal, reward/management system to reward those who do good,
termination -> programs to help those who've resigned find a job or assist retirement, exit interviews

now choose the ones that are most relevant to the case study. those are a few , i have not studied this AOS1 Unit4 in depth yet!. will start tomorrow/sunday.


finish aos 2

[ngRISING]

So on the exam, a human resource strategy is basically like a process or technique concerned with HR you could employ relevant to the case study?

yeah pretty much, something you could do is identify which phase of the employment cycle they're in, then point out 2 strategies and expand on those .

[olly_s15]

Yeah i thought so, but it's clearer now. Thanks

[dmx_gmp]

So on the exam, a human resource strategy is basically like a process or technique concerned with HR you could employ relevant to the case study?

When we understand why HR utilize such strategies it makes things clearer.

Each function (HR, Operations etc...) is an area of key responsibility, and only through effective management of each function can strategic/long-term goals of the organisation be achieved.
HR Management develop these strategies to promote efficiency and effectiveness and to allow employees to achieve organisational objectives.

HR strategies/tactics are necessary for effective management of the human resource function and different strategies are used depending upon context. So for instance, a problem at an organisation may be high levels of absenteeism and staff turnover. In order to rectify this problem, strategies which could be used include:

Training and development of employees- problems could be traced back to an unenthusiastic, unmotivated corporate culture, which may stem from staff lacking the competency to cope with responsibilities of the job. Training and development builds a efficient and an effective workforce capable of fulfilling organisational objectives. It also acts as a motivator for employees as development enriches future job opportunities within the organisation

Adopt an employee centred management style- Through use of a consultative or participative management style, employee involvement in decision making is emphasised. This promotes the notion that staff input is valued will thus help to alleviate negativity in the corporate culture.

I'm sure you could think of several other strategies, but what I'm trying to show you here is that:

Problem => Use strategies => Fix problem => So that function (eg.HR or Operations) can achieve goals => So that strategic goals can be fulfilled.

They could also ask you about "Operations strategies" (eg. Facilities design and layout, Technology)

[ngRISING]

taken from compak 05, 2nd prac exam paper.

Q 3B, outline 2 HRM strategies that could be used in support or encourage ethical and socially responsible behaviour in LSO's.

1- implement recruitment policies that offer equal employment opportunities.

i need a few more ^^. appropriate answers are all welcomed. !

[dmx_gmp]

taken from compak 05, 2nd prac exam paper.

Q 3B, outline 2 HRM strategies that could be used in support or encourage ethical and socially responsible behaviour in LSO's.

1- implement recruitment policies that offer equal employment opportunities.

i need a few more ^^. appropriate answers are all welcomed. !

=> Cultivate the corporate culture which is ethical. This is done through effective communication of a vision.
=> Reward, provide incentives for "whistle-blowing"

[ngRISING]

whistle blowing? lol . expand pl0x.