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3.6.3 Flashcards

managing human resources decisions

1
Q

what does job design mean?

A

the contents of a job in terms of responsibilities and duties

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2
Q

what is job design influenced by?

A
  • corporate objectives
  • satisfying customers
  • motivation levels of employees
  • new technology impacting ways of working
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3
Q

what does delegation mean?

A

when a line manager (someone more senior) passes down some form of responsibility to a subordinate

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4
Q

what are the pros of job design?

A
  • creates increased morale as individuals feel potentially valued and respected by the increased responsibility and autonomy
  • leads to higher retention rates, utilises underused resources
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5
Q

what are the cons of job design?

A
  • if job grows beyond scope believed sustainable, individuals may become demotivated and dissatisfied at work
  • lead to high levels of labour turnover
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6
Q

what does autonomy mean?

A

being given responsibility to make decisions above your usual responsibilities or being given ownership over something - increased staff morale

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7
Q

what does empowerment mean?

A

modernised term for delegation - an empowered employee had been delegated to, but also has authority to manage and decide what the task should be

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8
Q

what does job enlargement mean?

A

general term used for anything that increases the scope (size of the job) of a job

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9
Q

what are the 2 forms of job enlargement?

A
  • job enrichment
  • job rotation
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10
Q

what does job rotation mean?

A

involves the movement of employees through a range of jobs in order to increase interest and motivation by continually changing tasks to decrease boredom

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11
Q

what are the pros of job rotation?

A

increased flexibility of staff
- respond to increased demand quicker
- cover staff turnover or absence easily
- decrease costs due to efficiencies from multi-skilled staff

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12
Q

what is a con of job rotation?

A

lack of specialisation
- decrease in quality
- increase time required due to lack of experience

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13
Q

what does job enrichment mean?

A

attempts to give employees greater responsibility by increasing the range and complexity of tasks giving them autonomy
- herzberg thought this fundamental in motivating

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14
Q

what are the pros of job enrichment?

A
  • increased motivation
  • increased involvement in decision making
  • increased creativity
  • increased empowerment/autonomy
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15
Q

what are the cons to job enrichment?

A
  • increased time and cost
  • increased training requirements
  • some roles require specialisation
  • increased salaries due to increased skill and responsibility
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16
Q

what does organisational design/organisational structure mean?

A

creating the formal hierarchy that establishes who is answerable to whom throughout the organisation

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17
Q

why do businesses need an organisational structure/design?

A

to ensure everyone is clear on:
- what their roles and responsibilities are
- the person or people they report to
- the person or people that report ti them (if any)

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18
Q

what is a line manager?

A

manages individuals below them in the hierarchy - responsible for monitoring employee performance and progress

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19
Q

what is a subordinate?

A

individual below the line manager (less authority)

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20
Q

what does the levels of hierarchy mean?

A

the number if different supervisory and management levels between the bottom of the chart and the top of the hierarchy

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21
Q

what does span of control mean?

A

the number of subordinates for whom a manager is directly responsible for

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22
Q

what does narrow span of control mean?

A

less people reporting to one person whereas a wide span of control will have more subordinates

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23
Q

what does a chain of command mean?

A

the order of authority and delegation within a business

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24
Q

what does a long chain of command mean?

A

lots of layers within a business (hierarchal)
-> delayed communication -> mixed messages, however, positive can be: greater opportunity for delegation and promotion

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25
what does a short chain of command mean?
fewer layers of hierarchy. reverse of long chain of command happens
26
what does delayering mean?
when you remove layers/levels within an organisation in order to reduce cost potentially by reducing the number if staff
27
what are the pros of delayering?
- reduces cost - reduced decision making
28
what are the cons of delayering?
- demotivates staff - lack of job security
29
what does centralised mean?
when decision making is made centrally from the top of the organisation only
30
what are the pros of centralised?
- easier to implement common policies for the business as a whole - prevents parts of the business becoming too independent - easier to coordinate and control - greater use of specialism
31
what are the cons of centralised?
- lower levels may be closer to customers needs and therefore in a better position to influence appropriate change - lack of autonomy down the hierarchy, can lead to demotivation -> increased staff turnover
32
what does decentralised mean?
when decision making is delegated further down the structure and made at the appropriate respective level
33
what does a hierarchal structure mean?
shows a hierarchy of responsibility and authority showing who is responsible for what and who has authority to make decisions
34
what are the pros of a hierarchal structure?
- greater promotion opportunities as more top spots -> increased staff motivation and productivity - clearer roles and responsibilities - narrow span of control
35
what are the cons of a hierarchal structure?
- long chain of command -> over communicating not feeling involved in decision making as too far removed from the top
36
what does a flat structure mean?
has less layers than a hierarchal structure - usually one person with overall responsibilities and authority
37
what are the pros of a flat structure?
- quick decision making - greater opportunity for delegation - short chain of command
38
what are the cons of a flat structure?
- less promotion opportunities due to fewer roles -> decrease in staff motivation and increase in staff turnover - wide span of control - leader reluctant to change
39
what is a functional organisational structure?
- the business is divided into smaller teams based on specialised functional areas such as IT, finance or marketing - allows for greater operational efficient=cy as employees with shared skills and knowledge are grouped together by function
40
what is a product based organisational structure?
- business would assign employees into divisions based on the product - may have several layers of managers and employees - each layer can have it's own marketing team, sales team etc. - manager reports to the CEO by product type e.g. virgin
41
what is a regional organisational structure?
- for companies that cover a span of geographic regions, makes sense to separate by regions - done to better support logistical demand, and differences in geographic customer needs - reports to a central manager - common in national and international companies e.g. mcdonalds, starbucks
42
what is a matrix organisational structure?
- provides for reporting levels both horizontally as well as vertically - employees may be part of a functional group for example an engineer, but may serve on a team that supports new product development - may have members of different groups working together to develop a new product line
43
what is the value to changing the organisational structure/design?
- business growth ->organic or inorganic - change in ownership through: change in CEO, merger or takeover - change in leadership style - potential business failure - change in ownership structure - responding to market changes
44
what does human resource flow mean?
used to describe the process by which employees pass through a business (people in vs people out)
45
what does human resource flow include?
- human resource plan - recruitment and selection - training - redeployment - redundancy
46
what is a human resource plan?
- aims to have the right number of employees in the right job roles so a business can achieve it's objectives - will examine current workforce, look for any gaps, look at sales forecasts and make sure new or skilled employees are recruited in the time so there is no loss of productivity
47
what is included in the human resource plan?
- objectives - managing headcount - appraisal process - KPI (key performance indicators)
48
what are human resource objectives?
increase motivation of staff, decrease staff turnover, increased output of staff
49
what is managing the headcount of a human resource plan?
monitoring staff in: - recruitment - redundancy - dismissal
50
what is internal recruitment?
recruitment carried out within the business or organisation - The business already knows the employee and their capability and its motivating for other employees to see that there are internal promotional opportunities
51
what are the pros of internal recruitment?
- could reduce cost - understand culture of the business - recruitment may be quicker as it's easier to access applicants
52
what are the cons of internal recruitment?
- skills gap in the layers below - makes a space within the organisation that must be filled, leading to further recruitment problems
53
what is external recruitment ?
the selection and hiring of staff from outside of the business
54
what are the pros of external recruitment?
- will attract a wider variety of people with different skills - recruitment agencies can be specialised and experienced in finding and auditioning certain people
55
what are cons of external recruitment?
- agencies can be expensive and may not find the right employee for the job - can be time consuming and costly
56
what are the three types of training?
- induction - on-the-job - off-the-job
57
what is induction training?
- new employees first: start a job to learn key information about a business: learn about procedures, meeting colleagues, health and safety - includes: a tour a company video, issuing uniform and lanyards
58
what are the pros of induction training?
- helps employees learn more about the workplace -> employees will be more productive
59
what are the cons of induction training?
- takes time therefore reducing output - cost of employee not working
60
what is on-the-job training?
- any kind of instruction carried out in workplace - coaching or mentoring to advise or assist those new to role - help mew workers get familiar with the role - helps prevent injury and improves motivation
61
what are the pros of on-the-job training?
- good if specific training is needed for the job - less expensive than off-the-job training
62
what are the cons of on-the-job training?
- takes time away form employees - reduce efficiency of both teaching worker and new employee
63
what is off-the-job training?
- employees learn through demonstration tasks and lectures - work at home or courses at company training centres
64
what are the pros of off-the-job training?
- more focused environment with less distractions - no efficiency lost
65
what are the cons of off-the-job training?
- - more expensive than on-the-job training - business productivity lost for that day
66
what is redeployment?
- a business is transferring a member of staff from one branch or area to another -> may be done to reduce redundancy
67
what are the pros of redeployment?
- reduces redundancy -> therefore reduces cost for the business as they don't have to pay redundancy pay -> may increase motivation of staff as they feel safer (maslow)
68
what are the cons of redeployment?
- can increase staff turnover as some staff may not want to redeploy
69
what is redundancy?
- occurs when a job no longer exists due to lack of business or restructuring - depends on contract if business has to pay redundancy pay
70
what are the two types of redundancy?
- voluntary - compulsory
71
what does voluntary redundancy mean?
a business needs to cut back on staff, some due to retire or leave anyways
72
what does compulsory redundancy mean?
member of staff must leave, not a choice

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