1.4.1 Approaches to staffing

Question 1

staff as asset

Answer 1

business treats employees as most important reseaource in business and as a source of competitive advantage - employees are treated as individuals and their needs are planned accordingly
soft HRM type
e.g. John Lewis, Google, Patagonia

Question 2

staff as cost

Answer 2

treats employees as resource of business
strong link with corporate business planning - what resources do we need, how do we get them, how much will it cost
hard HMV type
McDonald’s, Amazon

Question 3

Benefits/Limitations staff as asset

Answer 3

✅ Advantages:

Lower wages = higher profit margins.
Easier to replace staff if needed.
Can outsource or automate tasks to save money.

❌ Disadvantages:

Low motivation = lower productivity.
High staff turnover = recruitment & training costs.
Poor customer service = damage to reputation.

Question 4

Advantages/ disadvantages staff as asset

Answer 4

✅ Advantages:

Higher motivation = increased productivity.
Lower staff turnover = less recruitment cost.
Better customer service = improved brand loyalty.

❌ Disadvantages:

Higher wages & benefits = increased costs.
Training & development require investment.
Some staff may leave after being trained.

Question 5

key features staff as cost/asset

Answer 5

Staff as a Cost

Minimize wages & benefits.
Focus on efficiency & cost-cutting.
High turnover, low job security.
May use outsourcing & automation.

Staff as an Asset

Invest in training & development.
Focus on motivation & well-being.
Encourages loyalty & productivity.
Long-term benefit to business.

Question 6

Flexible workforce def and examples

Answer 6

Def = adapt to changing business needs through varied working patterns
Multi skilling - increasing skills of employees
Part time/temporary worker - generally work a few hours or a few days/ week –> fewer then fulll time employee
Flexible hours and home working
outsourcing - business contracts external companies to handle tasks or services instead of using in-house staff

Question 7

pros and cons multiskilling

Answer 7

✅ Advantages:

Increases efficiency and productivity.
Reduces reliance on specific employees, improving adaptability.
Enhances job satisfaction by providing variety in work.

❌ Disadvantages:

Training can be costly and time-consuming.
Employees may feel overwhelmed by multiple responsibilities.
Risk of lower-quality work if employees are not specialists.

Question 8

pros cons Part-Time/Temporary Work

Answer 8

✅ Advantages:

Allows businesses to adjust workforce size based on demand.
Saves costs on wages and benefits compared to full-time employees.
Attracts a wider talent pool, including students and parents.

❌ Disadvantages:

Employees may lack commitment or loyalty.
Higher turnover leads to increased recruitment and training costs.
Lack of staffing consistency.

Question 9

pros cons flexible hours & home working

Answer 9

✅ Advantages:

Improves work-life balance, increasing employee satisfaction.
Reduces office space costs.
Attracts and retains employees who need flexibility (e.g., parents, caregivers).

❌ Disadvantages:

Difficult to monitor productivity.
Some employees may struggle with motivation and isolation.
Not suitable for all industries (e.g., hospitality, re

Question 10

pros cons outsourcing

Answer 10

✅ Advantages:

Reduces costs (no need for full-time employees or office space).
Allows businesses to focus on core activities.
Access to expertise and specialized services.

❌ Disadvantages:

Less control over quality and customer service.
Dependence on external providers may cause disruptions.
Confidentiality and security risks.

Question 11

diffrence dismissal/ redundancy

Answer 11

Dismissal

Occurs when an employee is removed due to misconduct, poor performance, or breach of contract.
Can be considered unfair if there is discrimination or lack of due process.
Unfair dismissal often leads to legal claims from employees.
Constructive dismissal happens when an employee resigns due to unfair treatment from their employer.

2. RedundancyHappens when an employee loses their job because their role is no longer required (e.g., cost-cutting, restructuring).
   Not due to employee performance or behavior.
   Requires consultation with employees before termination.
   Employees are entitled to redundancy payments.

Question 12

Employment Relations

Answer 12

Individual Approach

A single employee negotiates pay, working conditions, and benefits directly with management.
Typically found in roles where employees have strong individual bargaining power (e.g., senior management, specialist professionals).
Can lead to more personalized employment agreements.
May create inconsistency across the workforce and lead to inequalities.

2. Collective BargainingNegotiation occurs between employers and workforce representatives (e.g., trade unions).
   Covers pay, working hours, workplace conditions, and employee rights.
   Strengthens the bargaining power of employees, leading to improved wages and conditions.
   Can lead to industrial action (strikes, protests) if negotiations fail.
3. Role of Trade UnionsProtect and improve members’ economic and working conditions.
   Provide legal support and advice.
   Campaign for workers’ rights and fair treatment. e.g. UNISON

Question 13

how to minimise work dispute

Answer 13

Effective Communication – Open dialogue between employees and management.
Clear Employment Contracts – Ensure workers understand their rights and conditions.
Regular Consultation – Involve employees in decision-making.
Grievance Procedures – Establish formal ways to handle complaints.
Training for Managers – Equip them with conflict resolution skills.