1.4

Question 1

why is HRM (human resource management) / staffing important?

Answer 1

The right people, in the right roles, with the right support, with opportunities to succeed

This will lead to higher productivity, more profits and a positive work environment

Question 2

why are staff an asset to businesses

Answer 2

staff:
increase productivity

drive innovation

enhance customer service

build positive reputation for business thru interactions with customers, suppliers, and other stakeholders

Question 3

effect of national minimum wage on staffing costs

Answer 3

If the government introduces (or raises) a national minimum wage it will apply to employees who receive a wage, rather than a salary
Businesses that employ workers on a wage basis will face higher labour costs
Businesses that employ workers on a salary basis are less likely to be affected by the introduction of a minimum wage, as they already pay a fixed amount regardless of the number of hours worked

Question 4

what is flexible working?

Answer 4

the development of a culture where workers are equipped to do different roles or where they work in a range of employment patterns

Question 5

what are some ways to develop a flexible workforce?

Answer 5

multi-skilling
outsourcing
flexible hours / home working

Question 6

what is multi-skilling?

Answer 6

the process of training workers to fulfil multiple job roles within a business

Question 7

advantages of multi skilling?

Answer 7

Business utilise their workforce more efficiently which reduces labour costs and increase productivity

Question 8

disadvantages of multiskilling

Answer 8

May require significant investment in training and development

May not be appropriate for all job roles, especially those that require a high level of expertise

Question 9

advantages of part time/ temporary working

Answer 9

can help businesses to attract and retain talent, especially staff who value work-life balance

may improve productivity, as staff can work during their most productive hours and avoid distractions

Question 10

disadvantages of part time / temporary work

Answer 10

can create challenges in terms of communication and collaboration (especially if staff are working remotely)

Monitoring and managing flexible workers can be more difficult

Question 11

advantages of outsourcing

Answer 11

may allow businesses to access specialised skills that may not be available in-house

May reduce labour costs

Question 12

disadvantages of outsourcing

Answer 12

may lead to a loss of control over quality and delivery, especially if the outsourcing partner is based in another country

may create ethical concerns, especially if the partner is based in a country with lower labour standards or human rights abuses

Question 13

individual approach to employer/employee relationships

Answer 13

Assumes that each employee is unique and has their own goals, motivations, and interests

emphasises the need for tailored compensation packages that cater to each employee’s unique skills and needs

The employment relationship is a voluntary agreement between two parties in which both negotiate their respective roles, responsibilities and benefits

The employer has the power to hire, fire, and set the terms and conditions of employment

Question 14

collective bargaining

Answer 14

a group of employees (represented by a trade union) negotiate with their employer for better wages, working conditions and benefits
Employees have more bargaining power when they negotiate collectively rather than as individuals
The employment relationship is seen as a power struggle between two parties with conflicting interests
The employer wants to maximise profits by keeping labour costs low
The employees want to maximise their wages and benefits
The union acts as the collective voice of the employees and bargains with the employer on behalf of all workers

Question 15

what is recruitment

Answer 15

the process of attracting and identifying potential job candidates who are suitable for a particular role

Question 16

what are some examples of some recruitment activities?

Answer 16

job advertising, job fairs, social media outreach and referrals

Question 17

what is selection?

Answer 17

he process of choosing the best candidate
Selection activities often involve reviewing CVs and conducting interviews or assessment tasks

The goal of selection is to hire the most suitable candidate for the job

Question 18

what are the stages of the recruitment and selection process

Answer 18

1. define the role
   2.determine the best source of candidates (external or internal recruitment)
2. advertise
3. receive applications
4. selection

Question 19

pros of internal recruitment

Answer 19

Cheaper and quicker to recruit
People already familiar with the business and how it operates
Provides opportunities for promotion with in the business – can be motivating
Business already knows the strengths and weaknesses of candidates

Question 20

cons of internal recruitment

Answer 20

Limits the number of potential applicants
No new ideas can be introduced from outside
May cause resentment amongst candidates not appointed
Creates another vacancy which needs to be filled

Question 21

advantages of external recruitment

Answer 21

outside people bring new ideas
larger pool of candidates
might have wider range of experience

Question 22

disadvantages of external recruitment

Answer 22

Longer process
More expensive process due to advertising and interviews required
Selection process may not be effective enough to reveal the best candidate

Question 23

what is induction training?

Answer 23

a type of training that new employees receive when they start working for a company

Question 24

advantages of induction training

Answer 24

Helps new employees to understand their job roles and responsibilities

Introduces employees to the company culture, policies, and procedures

Improves employee confidence and motivation

Reduces the time taken for new employees to become productive

Question 25

disadvantages of induction training

Answer 25

Can be time-consuming and expensive to organise

May not cover all aspects of the job role

May not be effective in all cases, leading to employee dissatisfaction and higher turnover rates

Question 26

what is on the job training?

Answer 26

training that takes place while employees are working in their job roles

Question 27

advantages of on the job training

Answer 27

Employees learn new skills and knowledge while performing their job duties

Training is tailored to the employee’s specific job role and responsibilities

Training is often more practical and relevant to the employee’s job duties

Can be cost-effective as it takes place during working hours

Question 28

disadvantages of on the job training

Answer 28

Employees may make mistakes while learning, which can impact productivity and quality

Can be disruptive to the workplace as it requires the trainer to devote time to training the employee

May not be effective in all cases, leading to employee dissatisfaction and higher turnover rates

Question 29

what is off the job training?

Answer 29

A type of training that takes place outside of the workplace

Question 30

advantages of off the job training

Answer 30

Training can be tailored to the employee’s specific needs and interests

Training can be used as a reward or incentive for high-performing employees

Can be cost-effective if training is provided online or through webinars

Question 31

disadvantages to off the job training

Answer 31

Can be expensive to organise, especially if travel and accommodation are required

Employees may miss work while attending training, which can impact productivity

Question 32

advantages of a tall organisational structure

Answer 32

Provides a clear hierarchy of authority and defined roles and responsibilities

Promotes specialisation and expertise within each department or function

Offers opportunities for career advancement and promotion within the organization

All of the above increases efficiency and motivation

Question 33

disadvantages of a tall organisational structure

Answer 33

Can create communication barriers between the upper and lower levels of the hierarchy

Decision-making can be slow as information must pass through multiple layers of management

This can lead to bureaucracy and excessive levels of management

All of the above reduce efficiency and motivation

Question 34

disadvantages of a flat organisational structure

Answer 34

can lead to role ambiguity and a lack of a clear hierarchy

May not provide clear opportunities for career advancement or promotion

This may require employees to take on multiple roles and responsibilities leading to burnout and overwhelm

All of the above reduce efficiency and motivation

Question 34

advantages of a flat organisational structure

Answer 34

Promotes a culture of collaboration and open communication

Decision-making can be faster and more efficient

Encourages creativity and innovation, as employees have more autonomy and flexibility

All of the above increases efficiency and motivation

Question 35

what is a matrix organisational structure

Answer 35

company structure where teams report to multiple leaders.

Question 36

advantages of a matrix structure

Answer 36

Allows for specialisation and expertise within each functional area

Enables efficient allocation of resources and coordination of multiple projects

All of the above increases efficiency and motivation

Question 37

what is a disadvantage of the matrix structure

Answer 37

can lead to conflicts over priorities and resources

This can create confusion over roles and responsibilities particularly when multiple managers are involved

Requires a high degree of communication and coordination, which can be challenging

Question 38

why is motivation important?

Answer 38

Motivated employees are more likely to be reliable and dependable

Motivated employees are more productive and efficient as they are more likely to be engaged in their work and take initiative to meet or exceed their goals

They will generate higher levels of output and quality
Increased productivity results in higher profits for the business

Motivated employees are more likely to stay with the company long-term which reduces the turnover rate
Lower turnover rates reduce the need for costly recruitment and training

Question 39

what is taylors scientific management?

Answer 39

focuses on breaking down complex tasks into simpler ones, standardising work processes, and providing workers with clear instructions and training to achieve maximum efficiency

Question 40

advantages of taylors scientific management

Answer 40

Standardised procedures for work processes that everyone follows can help reduce errors and inconsistencies

Specialisation of labour leads to greater efficiency and productivity

Clear hierarchy and lines of authority can lead to more efficient decision-making and communication

Question 41

disadvantages of taylors scientific management

Answer 41

Workers may disengage from work if they are reduced to working in a machine-like system

Limited applicability as this approach may not work for roles that require high levels of creativity, problem-solving, or interpersonal skills

Potential for exploitation as this approach may be used to extract more work from workers without compensating them fairly
e.g many ‘sweat shop’ labourers get paid using this method

Question 42

what is mayo’s human relations theory?

Answer 42

focuses on the importance of social factors in the workplace
These include factors such as communication, motivation, and job satisfaction

Question 43

advantages of mayo’s human relation theory

Answer 43

Increased productivity as workers feel valued and supported

Better communication as workers value open and honest communication which reduces misunderstandings and conflicts

Question 44

disadvantages of mayo’s human relations theory

Answer 44

Time-consuming as building positive relationships requires time and effort

Lack of control as workers take more decisions

Potential for conflict as attempts to build stronger relationships can also lead to conflicts and disagreements

Question 45

what is maslows heirarchy of needs?

Answer 45

a theory of human motivation that outlines five teirs of human needs that must be met for a person to reach their full potential

Question 46

what are the teirs? (top to bottom)

Answer 46

physiological (breathing, food, water, sleep)

safety (job security, fair pay, safe working conditions)

love and belonging (teamwork and good employee relationships)

esteem (businesses give people recognition)

self-actualisation (offering opportunities )

Question 47

advantages of maslows theory

Answer 47

Higher employee satisfaction: By meeting the needs of employees, businesses can create a more satisfying work environment which can lead to increased productivity and lower turnover rates

Improved employee performance: Employees who feel valued and supported by their employers are more likely to perform at a higher level

Question 48

disadvantages of maslows theory

Answer 48

Expensive: Meeting many individual needs can be costly, especially when offering perks such as the use of a company car

Time-consuming: Requires significant effort from management to connect individually to understand which opportunities for personal growth are desired

Question 49

what is herzbergs theory

Answer 49

Herzberg’s theory suggests that there are two types of factors that affect employee motivation and job satisfaction - hygiene factors and motivators

Question 50

what is a hygiene factor?

Answer 50

elements that do not necessarily lead to job satisfaction, but their absence can cause dissatisfaction which decreases motivation

Question 51

what is a motivator?

Answer 51

elements that lead to job satisfaction and motivation

Question 52

advantages of a paternalistic leadership style

Answer 52

no employee involvement in decision making, so decisions can be made more quickly.

Because the business considers the welfare of the employees, they are more likely to be loyal to the business

The business also takes into account the employees best interests which can make the employees feel more recognised by the business, further incresing their loyalty to the business.

Question 53

disadvantages to paternalistic style

Answer 53

no employee involvement in decision making which can lead to dissatisfaction in employees if bad decisions are made.

There is low motivation amongst staff as they are still being ordered around strictly and don’t have much creativity.

Employees are too dependant on supervisors which can cause the business to be slower as they cannot be independant

Question 54

advantages to laissez-faire

Answer 54

encourages creativity
high morale (dont feel talked down to)
flexibility
quick decision making

Question 55

disadvantages of laissez-faire

Answer 55

Limited control over quality

Risk of inconsistent

performance

Reduced productivity in

team members who lack self-motivation

Conflict from different interpretations of roles and responsibilities.