1.4 - Managing People Flashcards
Costs associated with staff
Hiring and training workers, paying salaries of full time workers, paying wages of hourly staff, redundancy payments.
Redundancy payments
Where a job role is no longer needed and a worker is dismissed, usually with compensation.
Multi-skilling
Process of training workers to fufill multiple job roles within a business.
Outsourcing
When a business operation is contracted out to another business, e.g. one company hires another company to manufacture products.
Dismissal
Termination of employment by an employer against the will of the employee.
Redundancy
Employees are made redundant when the job is no longer available and the business reduces the size of its workforce.
Recruitment
The process of attracting and identifying potential job candidates.
Selection
Process of choosing the best candidate.
3 types of training
Off the job training
On the job training
Induction training
Induction training
When new employees start working for the company, introducing them to the companies culture, policies, responsibilities, etc.
On-the-job training
Takes place while employees are working in their job roles, allows learning of new skills and knowledge from colleagues while performing their job duties.
Off-the-job training
Type of training that takes place outside of the workplace.
Can be in the form of workshops, seminars, conferences or online courses.
Centralised structure
Decision-making authority is concentrated at the top of the organisation, with senior management making most of the decisions.
Decentralised structure
Decision-making authority is distributed throughout the organisation, with lower-level employees having more decision-making power.
3 organisational structures
Tall, flat and matrix.
Tall organisational structure
Multiple levels of management and a more centralised decision-making process.
Long chain of command.
Common in large organisations.
Chain of command
Formal line of authority that flows down from the top management to lower-level employees.
Span of control
The number of employees that a manager or supervisor can effectively manage.
Flat organisational structure
Fewer levels of management and a more decentralised decision-making process.
Short chain of command
Common in smaller organisations.
Matrix organisational structure
Built around specific products or projects.
Combine functional areas of a business (HR, finance, marketing and sales) with a specialist team.
Promotes cross-functional collaboration.
Motivation
Inner desire to take action and achieve a specific goal/outcome.
3 benefits of motivated employees
Increased productivity
Reliability of workers
Reduced turnover rate
Turnover rate
A measure of the number of staff leaving over a given period of time.
Financial incentives to improve motivation
Performance related pay, commission, bonus, profit share
Non-financial incentives to improve motivation
Delegation of responsibility, consultation/communication, empowerment, team working, flexible working, job enrichment, job enlargement, job rotation
Leadership
Having a vision and sharing that vision with others and providing direction.
Management
The day-to-day organisation of the business, its resources and its staffing.
Autocratic leadership
Leader has complete control over decision-making, with little or no input from others.
Laissez-faire leadership
Leader takes a hands-off approach and allows their team to manage their own work.
Democratic leadership
Leader involved their team in the decision-making process.
Paternalistic leadership
Leader takes on a parental role, making decisions in the best interest of their staff.
When should autocratic leadership be used
Need for quick decision-making, such as during a crisis.
When should democratic leadership be used
When the business needs to encourage creativity, innovation and employee engagement.
When should paternalistic leadership be used
Where the staff are uneducated or inexperienced. Require guidance and support from their leader.
Leader needs to build a strong sense of loyalty from their employees.
When should laissez-faire leadership be used
When the staff are very experienced and require minimal supervision.
Develop independence and self-motivation.
