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Business GCSE > 3.4 Human Resources > Flashcards

3.4 Human Resources Flashcards

1
Q

1 what is an organisational structure

A

how a business is organised in terms of communication and decision making
identifies specific job roles in organisational hierarchy
who reports to who
who is responsible for who

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2
Q

1 what does organisational structure identify

A

relationship between different employees, departments and locations

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3
Q

1 why would you have an organisational strcuture

A

ensure efficiency
clear direct reporting lines
specific job roles
clear respsonsibilities

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4
Q

1 what is a managing director or CEO

A

highest ranking person in an organisation
has ultimate authority
in a PLC, they’re voted in via shareholders

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5
Q

1 what is a director

A

below the CEO
several directors
in charge of functional areas- finance director
form the board of directors
manage company strategicly

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6
Q

1 whats a manager

A

seniors managers report to the directors
responsible for a significant part of the business operation
performance and a number of employees

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7
Q

1 whats a team leader / supervisor

A

one person who is more senior to other employees
reports to managers
team leader ensures an effect, efficient team

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8
Q

1 whats an operative / shop floor worker

A

carry out basic tasks that run the business smoothly
working on a production line
re-stock shelves
photocopying or filing

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9
Q

1 whats a support staff

A

role to provide assistant in any area
specialist knowledge or skills
IT specialist
cleaners
cooks
caretakers

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10
Q

1 what is span of control

A

number of employees a manager is responsible for directly
span of control of 7 is wide
span of control of 3 is narrow

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11
Q

1 whats an ideal span of control

A

no more than 6 people
depends on experience and personality of the manager
type of business
skills and attitude of employees

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12
Q

1 pro of narrow span of control

con of narrow span of control

A

pro
-less mistakes
-increased efficiency
-more promotional opportunity

con
-comms can become difficult due to many layers of control

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13
Q

1 pro of wide span of control

con of wide span of control

A

pro
-less management layers can be motivating
-no of managers can be reduced

con
-increased work load

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14
Q

1 what is a chain of command

A

shows the line of authority in the organisational structure

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15
Q

1 whats delegation

A

when managers or senior employees choose to give some of their workload to a less senior employee
the less senior has authority to do the job but not the responsibility
responsibility stays with the manager

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16
Q

1 what is a tall structure

A

the organisation has many layers
long chains of command
narrow spans of control

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17
Q

1 what is a narrow structure

A

the organisation has few layers
short chains of command
wide spans of control

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18
Q

1 what is delayering

A

when a business grows and has to add in more layers, you’re layering

in reverse when you remove layers form a business, decreasing in size or reducing cots is DELAYERING

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19
Q

1 pros of delayering

A

help speed up communication
decision making is quicker and more flexible
reduces wage costs

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20
Q

1 cons of delayering

A

reduce promotional opportunities
employee motivation may fall
may incur additional costs to train extra staff

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21
Q

1 whats an organisational chart

A

shows the hierarchy of jobs withing a business
clear lines of management shown
responsibilities shown

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22
Q

1 whats a centralised structure

A

decision making is firmly at the top of the hierarchy

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23
Q

1 benefits of centralised structure

A

easier to implement common policies and practices
decisions are taken for the benefit of the whole business
consistency will exist among branches

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24
Q

1 drawbacks of centralised structure

A

reduce staff motivation
increase costs
cannot respond to local needs

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25
1 what is decentralised structure
decision making is spread out to include junior managers too
26
1 benefits of decentralised structure
decisions are made closer to customer needs and wants training and developing junior management roles improve staff motivation
27
1 drawback of decentralised structure
decision making is not necessarily looking to long term future more difficult to ensure consistent policies and practices harder to control costs
28
2 what information is on a job advert
title of job info about business location pay hours brief info how to apply closing date
29
2 why would you need to recruit more employees
business expansion maternity leave promotion dismissal assistance
30
2 what is job analysis
a vacancy arises in the organisation, keen to decide on whether the job is really required if a vacant position is needed, a person and job specification will be written up
31
2 what is recruitment and selection
the process of identifying, advertising and employing the most appropriate candidate for a job role
32
2 what is the recruitment process
job analysis job description person description job advertisement applications long/short list interviews selection and references offer letters contract of employment
33
2 what is a job description
document detailing the roles and responsibilities of the vacant position
34
2 what is a person specification
the type of person a business is looking for to fill the position qualifications skills experience personal attributes
35
2 why are job and person specifications important
closely referred to by applicants must be accurate and sufficiently detailed
36
2 what is a job advertisement
the type of job internal or external filling of job how far applicants will consider applying budget available
37
2 what is internal recruitment
when a business fills a job vacancy with an existing employee used for promotions horizontal shifts too noticeboards, emails etc
38
2 what is external recruitment
when a business fills a job vacancy with new candidates form outside the employee basis job centres advertising
39
2 benefit of internal recruitment
workers strengths and weaknesses are known higher staff retention rate usually cheaper and quicker less induction training needed
40
2 drawbacks of internal recruitment
more training needed creates another vacancy that needs filling cause jealousy amongst other employees
41
2 benefit of external recruitment
new ideas and skills are introduced larger choice of applicants increase calibre of workforce
42
2 drawback of external recruitment
more expensive takes longer
43
2 how do you actually apply for a job
send a CV cover letter application form
44
2 what is a CV
curriculum vitae shows experience, qualifications, skills brief fact sheet on you
45
2 advantages of CV
less time consuming to complete more informal so more personality business doesn't waste time on making a form
46
2 advantages of application form
can ask specific questions forms standardised- easy comparisons can be off putting so cuts down to only willing candidates
47
2 what is full time employment
employee works number of hours equivalent to a working week usually 35-40 hours
48
2 what is part time employment
relates to any number of hours under full time working week
49
2 benefits of full time employment
security and motivation fewer staff develop better skills loyalty and commitment staff customer relationship is better lower recruitment costs
50
2 benefits of part time employment
more flexibility better work life balance rota staff
51
2 what is a job share
when two or more people agree to share one full time position split pay and hours
52
2 benefits of job shares
experience of two people cover absences or holiday easier enjoy better work life balance
53
2 drawbacks of job shares
communication can be difficult information always need to be shared may require more pay span of control is wider
54
2 what is a zero hour contract
employees are not guaranteed a set number of hours to work each week
55
2 pros of zero hour contract
employee flexibility over life cuts wages and costs of business business has flexibility in staffing
56
2 cons of zero hour contract
may feel pressured to work hours when offered struggle to pay bills experience low staff rate
57
2 why is having an effective recruitment and selection process important for a business
increase outputs and productivity different ideas improve quality and customer satisfaction increase staff retention rate
58
3 what is motivation
the commitment to do something the will to work motivated workforces can create more successful businesses
59
3 when do you pay a salary
paid the same amount regardless of how hard or how many hours is worked
60
3 when do you pay a wage
when full time hours have been worked, you add on a higher hourly rate
61
3 when do you pay commission
when an individual employee sells as many units as possible results in staff competitions and high motivations
62
3 when do you pay profit share
employees who work harder to ensure the whole business benefits payment that's low due to external factors on the market
63
3 what is hourly pay what is salary
a fixed wage paid per hour for a set number of hours paid a set amount for a year, received in monthly installments
64
3 what is overtime what is piece rate
extra payment made for extra hours worked payment according to how many products are produced
65
3 what is profit sharing what is commission
additional payment depending on how well the business is doing paid a percentage value of the products they sell
66
3 benefits of having a highly motivated workforce?
increase productivity levels low levels of absenteeism high levels of staff retention good reputation as an employer high quality work and customer service levels
67
3 two methods of motivation
financial non financial
68
3 what is a non-financial method of motivation
doesn't involve money job enrichment -more interesting and challenging tasks training up to a new role fringe benefits
69
3 what are fringe benefits
additional benefits to supplement pay health insurance company car staff discounts
70
3 what are financial methods of motivation
increased salary wages commission piece work profit sharing
71
3 why is important that employees are motivated
increased efficiency high quality less supervision lowers costs retain skill base flexible pricing high profit margins
72
3 what are some non financial methods of motivation
training fringe benefits greater responsibility style of management change job enlargement
73
3 what is autocratic management
employees told what to do and say when and how to do it
74
3 what is democratic management style
more freedom to workers and say in decision making
75
3 why are fringe benefits half good half bad
expensive on the company help retain staff
76
4 what is training
the process of increasing the knowledge and skills of the work force to enable them to perform their jobs effectively
77
4 what are different methods of training
induction training on the job training off the job training
78
4 what is induction training
received by employees when they start a new job also needed when employees get promoted length depends on -complexity -size -level of position
79
4 benefits of induction training
new employees become productive quickly avoid costly mistakes improve motivation employee retention increases future recruitment and selection costs are reduced
80
4 what is off the job training
when employees are taken away from their usual place of work to be trained
81
4 benefits of off the job training
wider range of skills learnt learn from specialists more confidence improve motivation no interruptions
82
4 drawbacks of off the job training
can be expensive lost working time employees have training and may leave for a better job
83
4 what is on the job training
e-learning or computer based training that are custom to a business participate in training at anytime cost effectively
84
4 benefits of on the job training
cost effective often productive opportunity to learn through work train along side colleagues first hand experience
85
4 drawbacks of on the job training
quality is dependant of availability of trainer bad habits passed on learning environment may not be productive potential disruption causes quality to lower
86
4 why is training important
more committed staff higher satisfaction and motivation confidence in jobs
87
4 4 benefits of training
higher quality work increased motivation better customer service increased productivity less supervision required adapt to change more easily
88
4 factors affecting training
technological changes updates to business policies
89
4 training in new technology
off the job- get up to date knowledge of new ICT on the job- business specialised knowledge of programs, not necessarily up to date though costs- can be very expensive to continue training with all tech changes can increase employee productivity though

Business GCSE (7 decks)

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