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The movement of staff into, through and out of an organisation (the employment cycle) is generally managed by the Human Resource Manager - VCE - SSCE Business Management - Question 6 - 2013 - Paper 1
Question 6
The movement of staff into, through and out of an organisation (the employment cycle) is generally managed by the Human Resource Manager. With reference to manageme... show full transcript
Worked Solution & Example Answer:The movement of staff into, through and out of an organisation (the employment cycle) is generally managed by the Human Resource Manager - VCE - SSCE Business Management - Question 6 - 2013 - Paper 1
Step 1
how the management role of planning could be used in the establishment phase
Answer
In the establishment phase, planning is crucial as it involves attracting and selecting suitable candidates. HR managers can use strategic workforce planning to anticipate future staffing needs and align them with the organization’s objectives.
This includes defining job requirements, implementing recruitment strategies, and ensuring compliance with legal standards. Moreover, a clear plan aids in efficient resource allocation and helps establish criteria for evaluating candidates.
Step 2
how performance indicators could be used in the maintenance phase
Answer
During the maintenance phase, performance indicators can be employed to assess staff performance and align with organizational goals. One common indicator is the performance appraisal process, which evaluates employee contributions and identifies areas for improvement.
Additionally, other metrics such as employee engagement scores, productivity rates, and retention rates can offer insights into employee satisfaction and operational efficiency.
Step 3
how the choice of management style could impact on the termination phase
Answer
The choice of management style significantly influences the termination phase. For instance, an authoritative management style may lead to a swift and unempathetic termination process, potentially resulting in employee dissatisfaction.
Conversely, a participative style encourages open communication and employee input, which can mitigate tension and foster a smoother transition. This not only aids in maintaining the organization’s reputation but may also lead to constructive feedback that benefits future HR practices.