Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Business IB > 2.1 Functions and evolution of human resource management > Flashcards

2.1 Functions and evolution of human resource management Flashcards

1
Q

Human resource management

A

the management function of using and developing people within a business to meet its organisational objectives

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Roles of HRM

A 
workforce planning
recruitment, selection and induction
training and development of staff
reviewing pay and remuneration packages
disciplinary and grievance procedures
looking after the welfare of employees
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

How can HR add value to the output?

A

increase productivity
improve quality
come up with new ideas
provide better customer service

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Human resource/workforce planning

A

the management process of anticipating and meeting an organisation’s current and future staffing needs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Short-term workforce planning

A

deals with the upcoming and existing demands of an organisation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Long-term workforce planning

A

looks at the human resources needs of the business in the foreseeable future

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What does workforce planning look at?

A 
historical data and trends
sales and income levels
labour turnover rates
flexibility and workload of staff
demographic changes
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Labour turnover

A

measures the percentage of the workforce that leaves the organisation in a given time period, usually one year

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Labour turnover formula

A

number of staff leaving / total number of staff

x 100

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What are the main reasons some people leave their jobs? [CLAMPS]

A 
Challenge
Location 
Advancement 
Money 
Pride (Prestige) 
(Job) Security
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What are some internal and external factors that influence human resource planning?

A

demographic changes
changes in labour mobility
new communication technologies

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Why do businesses need to recruit people?

A

labour is an essential factor of production needed for the provision of any good or service
–> hiring the right people helps to ensure that businesses can function effectively.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Differentiate between internal recruitment and external recruitment.

A

Internal recruitment involves hiring people who have already been in the organisation to fill out a position, whereas external recruitment hires new employees from outside of the organisation to fill out vacant posts.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Advantages of high labour turnover

A

Low skilled and productive staff leave and replaced with better workers
New ideas and practices are brought to the company
Business planning to reduce staff

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Disadvantages of labour turnover

A

costs of recruiting, selecting and training
Poor output levels and customer service due to staff vacancies
Difficult to establish team spirit and stable work groups.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Examples of demographic changes that can affect the supply of labour.

A

Population growth
Net migration
Ageing population

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Factors affecting workforce plan

A 
Supply of labour
Government
Finances
Structure of business
Effectiveness of communication
Morale of workforce
Leadership style of managers
Need for change/reaction to change
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

Advantages of internal recruitment

A

Cost effective
Less time needed to acclimate to company culture
Less risk
Motivational

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Disadvantages of internal recruitment

A

Fewer applicants
Time consuming
No new ideas
Internal politics

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Advantages of external recruitment

A 
New blood (wide range of experiences)
Larger pool of applicants
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Disadvantages of external recruitment

A

Even more time consuming
Expensive
Uncertainty

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Training

A

Process of providing opportunities for workers to acquire skills and knowledge

Training is the improvement of task-specific skills

Development involves enhancing personal skills that improve workforce flexibility

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Advantages of training

A 
Improve efficiency and effectivity
Less wastage
Higher morale
Adapt to change easily
Flexible workforce
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

Disadvantages of training

A

Cost

Employees may leave since they are qualified for better jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

Induction

A

Introduction to company policies, general info

May involve meeting other personnel, touring the premises, etc.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Advantages of induction

A

Establishes expectations
Understand company culture
Morale booster

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

Disadvantages of induction

A

Time consuming
Personnel have to be freed to work on the induction
Info overload

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

On the job

A

Learn from coworkers by experience

May involve being mentored by or shadowing senior managers

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

Advantages of on the job

A

Relatively cheap
Relevant job-specific skills are learned
Fewer disruptions to work
Establish team relationships

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

Disadvantages of on the job

A

Possibility of learning bad working habits
Trainers may lack the best training skills
Trainers may not be able to work properly

31
Q

Off the job

A

Learn from specialists from third party (e.g. university, speakers)

32
Q

Advantages of off the job

A

Expert expertise
Wide range of training
No distractions
Networking

33
Q

Disadvantages

A

Expensive
Loss of output
Skills may be irrelevant

34
Q

Cognitive

A

Theoretical training in the hopes of improving overall intelligence

35
Q

Advantages of cognitive

A

Improves brain function (memory, reasoning, etc.)

Knowledge may apply to a wide variety of situations

36
Q

Disadvantages of cognitive

A

Costly

May not be immediately practical/applicable

37
Q

Behavioural

A

Practical training in order to improve employee attitudes/behaviours

38
Q

Advantages of behavioural

A

May make for more competent and assertive employees

Improves customer and intra-company relations

39
Q

Disadvantages of behavioural

A

Costly

Difficult to track progress

40
Q

Poor morale is a reason for labour turnover, which is seen in:

A

Militant workforce
Frequent union representation to management
Low suggestion rates
Widespread rumours

41
Q

Recruitment process

A

Establishing the exact nature of the job vacancy and draw up a job description

Draw up a person specification

Prepare a job advertisement reflecting the requirement of the job and the personal qualities looked for

Draw up a shortlist of applicants

Conduct interviews

42
Q

Employee appraisal

A

The process of assessing the effectiveness of an employee judged against preset objectives

43
Q

Reasons for appraisals

A

Assess performance in line with job description and targets

Identify hindrances

Identify training needed

Reflect on performance (areas for improvement)

Praise good performance

Set new goals/targets

44
Q

Why are appraisals not done often?

A

May be costly and time consuming (thus isn’t done often), subjective, offensive, and biased (especially when appraising someone higher up)

45
Q

Appraisal methods

A

Formative

Summative

360 degree feedback

Self appraisal

46
Q

Formative

A

Qualitative feedback

Gather feedback that can be used by the supervisors to guide improvements in the ongoing work being undertaken

47
Q

Summative

A

Goal is to measure the level of an employee’s success or proficiency in meeting predetermined benchmarks.

Used to influence an employee’s pay grade, annual bonus or promotion

48
Q

360 degree feedback

A

Collected from ‘all around ‘ an employee/

Does not use supervisor as the sole mean

Assess training and development needs

49
Q

Self appraisal

A

Employee to self evaluate his performance

Need for employees to set targets for improvement

50
Q

Dismissal

A

Being removed from a job due to incompetence or breach of discipline

51
Q

Unfair dismissal

A

Ending a works employment contract for a reason that the law regards as being unfair

52
Q

What does HR have to do before dismissal?

A

Must be seen to have done all that it can to help the employee reach the required standard

53
Q

Redundancy

A

When a job is not longer required so the employee doing this job becomes redundant through no fault of his or her own

54
Q

Changing employment patterns and practices factors

A

Employment sector (primary, secondary, tertiary)
Aging population
Labor supply

55
Q

Flexible work structures

A

teleworking/home working
Portfolio/Project based/Contractual working
Part time employment
Flexitime

56
Q

Advantages of Flexible work structures

A

Increased flexibility for both
Company needs only to train core employees
Employees exercise more autonomy
Less office overhead expense

57
Q

Disadvantages of Flexible work structures

A

Requires investment in ICT, which may be unreliable
Employees are harder to control
Less job security for employees

58
Q

Outsourcing/subcontracting

A

Transferring the internal business activities to an external firm

e.g. business outsources bookkeeping duties to accounting firms

59
Q

Reasons for outsourcing

A

Activities are not the core function of the business
Business lacks the specific skills
Cost reduction

60
Q

Advantages of outsourcing

A

Better focus on core activities
Helps reduce production and labor costs
Ensures high quality standards

61
Q

Disadvantages of outsourcing

A

Requires effective two-way communication, coordination and mutual trust
Subcontractors need to be monitored and managed properly
Quality inconsistency
Possibility of unethical practices

62
Q

Offshoring

A

Transferring of internal business activities overseas

Usually done in countries with low minimum wage

63
Q

Reasons for offshoring

A

Cut down labor costs
Enter new markets in growing countries
Overcome political limitations and regulations

64
Q

Advantages of offshoring

A

Reduce labor cost
Help the business expand and gain exposure
Business has access to large talent pool
Stimulate host country’s economy (job opportunities, trade, etc.)

65
Q

Disadvantages of offshoring

A

Language and cultural barrier
Time difference
Communication

66
Q

Reshoring

A

Bringing back offshore/outsourced personnel and services back to the original location

67
Q

Reasons for reshoring

A

Foreign labor costs are increasing

Problems with delivery/logistics

68
Q

Advantages of reshoring

A

Greater control
Increased proximity to customers/shorter supply chain
Product quality may increase

69
Q

Disadvantages of reshoring

A

May still be more costly

Local country may lack the labor supply

70
Q

Hard HRM

A

An approach to managing staff that focuses on cutting cost

71
Q

Examples of Hard HRM

A

Using temporary and part-time employment contracts

Offering maximum flexibility but with minimum training costs

72
Q

Soft HRM

A

An approach to managing staff that focuses on developing staff so that they reach self fulfilment and are motivated to work hard and stay with the business

73
Q

Limitations of soft HRM

A

Global competition leads to low prices being the most important

Business IB (39 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2025 Bold Learning Solutions. Terms and Conditions