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A Level Business Theme 1 > 1.4.1 Approaches to staffing > Flashcards

1.4.1 Approaches to staffing Flashcards

1
Q

Staff as an asset:

A

employees = most important resource & source of comp adv (kaizen/TQM) = financial incentives, job enrichment
individuals = needs planned for, quality circles
staff welfare = customer welfare
consultation, long term
greatest inv, 80/85% of the budget
role and task culture
reward employee performance/motivate staff efficiently
“soft” all benefits up cost of work force = comp adv
flat structure
motivated & empowered

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2
Q

Staff as a cost:

A

employees = resource of business
corporate business planning
resources we need, how get them, how much they cost
competitive = downward pressure on costs, profit max (SHs, short term = change in employee no.s recruit/redundant
minimal communication = downward (top down)(autocratic)
pay enough to retain, piece rate(pay per item) , chain of command
cost effective, quick decision making focus on senior managers (suffer from higher absenteeism/staff turnover, less successful recruitment)
power culture
tall structure

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3
Q

flexible working

A

working arrangements, variety of options offered

working time/location and pattern of working

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4
Q

multi skilled

A

staff allowed to carry out variety of task rather than specialise
entrpreneur, customer service, cell production, job rotation, task - matrix, cover absenteeism

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5
Q

temporary staff

A

staff on contract with fixed length

e.g. project work, contractors, sick/maternity leave

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6
Q

outsourcing

A

delegating 1 or more business processes to external provider, who then owns/manages and administers selected processes to an agreed standard

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7
Q

homeworking

A

working away from office, using tech (computer/internet)

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8
Q

dismissal

A

employee dismissed due to break of contract/other acceptable behaviour or performance
“unfair” = subject to legal claims
gross misconduct(drunk), physical/verbal assault (persistent), abuse of power,
poor performance(fraud, security, illegal activity, theft company money/property)
not entitled to payout if dismissed

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9
Q

redundant

A

ending the employment of an individual as business no longer needs any one to fulfil their role

employee loses their job as job no longer required by business, requires consultation/redundancy payments
voluntary, restructure

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10
Q

4 components of a flexible workforce

A
  1. part time & temporary
  2. outsourcing
  3. multi-skilling
  4. flexible hours, home working
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11
Q

part time

A

employee works less than normal working week e.g. 16hours per week

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12
Q

pros and cons of home working

A

pros: save time/money, productivity, sleep = wellbeing, decreased absenteeism, cheaper (offices)
cons: work life balance, interaction, intrapreneurship, team aspect, occupational health (health regarding job-lifestyle)

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13
Q

benefits of flexible working

A
  1. power to make a choice (empowered)
  2. access larger talent = recruitment (wider pool)
  3. practical = ease = lifestyle = decrease travel
  4. reduce stress = productive = turnover/absenteeism reduce
  5. retain staff
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14
Q

against flexible working

A
  1. lose ‘interpersonal’
  2. connection = teamwork, intrapreneurship, morale
  3. chose hours that suit them not business
  4. communication difficulty = dis EOS
  5. commitment/cohesion = others part time & miss training
  6. inability to substitute skills
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15
Q

reasons to return to work place

A
  1. loss of team working
  2. easier support network = communication
  3. support for other businesses
  4. greater focus in decision making
  5. security
  6. lose attention to finer details “granularity”
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16
Q

disciplinary process

A

verbal warning challenging poor behaviour reminder
written warning
appraisal
final written warning

17
Q

individual bargaining vs collective bargaining

A

individual: workers negotiate own pay/conditions with employer
collective: workers allow union to negotiate on their behalf

18
Q

employee participation (methods to increase)

A

where workers are involved in the decision making (industrial democracy)

  1. employee shareholders
  2. autonomous work group (teams = control)
  3. team working (responsible for parts)
  4. quality circles
  5. work’s council
19
Q

trade unions & functions/purpose

A

organisations of workers seek through collective bargaining with employers to

  1. protect/improve real incomes
  2. job security
  3. protect against dismissal/other issues (regarding legislation)
  4. lobby for better working conditions
  5. range of others (services, injury claims)

-represent members & negotiate with employers

20
Q

benefits of trade unions

A
  1. save time & costs
  2. part of communication process
  3. increase morale/motivation
  4. supportive partner undergoing significant change
21
Q

why has trade union membership declined

A
  1. increase flexible working (no need for protection)
  2. improved employee involvement, no need for collective bargaining
  3. decrease manufacturing increase service = unions less established
  4. increase no of small firms = dont recognise/need unions
22
Q

ACAS (advice conciliation arbitration service)

A

independent public body = provide free impartial advice to employees/employers & representatives on…
1. employee rights
2. best practice/policies
3. resolve workplace conflict
services (advice, training, mediation, support) e.g. redundancy, pay/wages, health/wellbeing, flexible working

23
Q

industrial relations fail to be resolved….

A
  1. industrial action = strike/protest/petition/boycott
  2. seek advice = TU/ACAS
  3. lower productivity = turnover/absenteeism/morale
  4. damage reputation (word of mouth/social media)
  5. recruitment harder
24
Q

ways to avoid industrial disputes

A
  1. regular communication/honest discussion
  2. regular consultations with trade unions (before escalate)
  3. staff forum/joint working group = pass on info/ideas = employee participation
  4. works council (employee consultative body, major issues)
  5. team group meetings/feedback session = informal discussions, staff voice, briefing, appraisal, line management
25
Q

methods of industrial action

A
  1. strike (last resort, danger for all, policed by legislation) = notice (voting secret ballot)
  2. work to rule (strict conditions of contract = no voluntary overtime, no participation in supporting activities)
  3. go-slow (slowest/least productive pace, allowable under employment contract)
  4. overtime ban (refuse to work additional, affect production capacity, during peak demand)
26
Q

settling disputes using ACAS

A

TUPE transfers, dismissal, redundancy

  1. mediation (advice, restore/maintain relationship)
  2. conciliation (agreed solution, not legally binding, encourage solution)
  3. arbitration (legally binding, impartial listen = final decision)

A Level Business Theme 1 (24 decks)

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