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Business > 3.6.3- Making human resource decisions: improving organisational design and managing the human resource flow > Flashcards

3.6.3- Making human resource decisions: improving organisational design and managing the human resource flow Flashcards

3.6 Human resource management

1
Q

What are the 4 organisational structures?

A
  • Functional
  • Product-based
  • Regional
  • Matrix structure
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2
Q

What is a functional organisational structure?

A

Its a team structure that groups employees into different departments based on areas of expertise. This structuer is very common..

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3
Q

What are the advantages of a functional organisational structure?

A
  • Coordination is estabilished: All employees work withing a department are specialists, coordination is straightforeward
  • Training is easier: It facilitates the training of employees as it focuses on a limted set of skills. E.g. marketing department are trained in marketing issues
  • Specialisation: It allows employees to develop their skills rapidly as they repeat the same tasks
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4
Q

What are the disadvantages of a functional organisational structure?

A
  • Decreased morale: Employees tend to feel bored when work is monotonous
  • Narrow scope: Employees from individual departments may possess little knowledge of how their roles ralte to the business’s objectives.
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5
Q

What is a product-based structure?

A

The business organises based on what they sell, each product will be under a different division. They all have there indivisdual functions like marketing, finance, etc.

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6
Q

What are the advantages of a product-based organisational structure?

A
  • It allows each division to focus on its own customers
  • Can monitor product performance- monitor performance and profits for each product unit
  • Allows businesses to adapt different products to customers needs
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7
Q

What are the disadvantages of a product-based organisational structure?

A
  • There can be competition for custoemrs between different product divisions
  • Poor communication between product units may result in the business missing market opportunities
  • There can be wasteful duplication of management functions for each product division.
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8
Q

What is a regional organisational structure?

A

When a business structures itself around a region, so staff from function working in a team is assigned to each region.

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9
Q

What are the advantages of regional organisational structures?

A
  • Close communication with local customers
  • Strong collaborative teams at each location
  • The ability to better sevre local needs and tailer to the local market
  • The ability to encouragr positive competition between differemt departments
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10
Q

What are the disadvantages of a regional organisational structure?

A
  • Potential duplication of jobs, resources and functions, which is costly
  • Some economies of scale may be lost
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11
Q

What is a matrix organisational structure?

A

Its a combination of two or more organisational structures.

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12
Q

What are the advantages of a matrix organisational structure?

A
  • Improve decision-making, since there are two chains of command
  • Improves communication across the business
  • Help share best practice and ideas acrros teams
  • Increases efficiencies due to sharing resources across deppartments
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13
Q

What are the disadvantages of a matrix organisational structure?

A
  • Difficulties in coordinating tasks or functions
  • Power struggles between the project managaer and functional managaer
  • Large overhead costs, on account of having multiple manager
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14
Q

How is an organisation divided?

A
  • Board of directors
  • Managers
  • Team leaderr
  • Supervisors
  • Shop-floor workers
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15
Q

What is a tall structure?

A

An organisation with lots of levels in their hierachy. They have long chains of command which is the path for communication and authority.

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16
Q

What are the advantages of a tall structure?

A
  • Role are transparent, objectives are clearer and costs are easier to control
  • Ecah levels managers have their own clear and seperate responsibilies
  • Each manager has a small number of employees, therfore they’re closely supervised
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17
Q

What are the disadvantages of a tall structure?

A
  • Decisions take a long time to make as long chain of command
  • Employees have less freedom/ responsibilites and must rely on direct managers
  • The company isnt as flexible and responsive to change
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18
Q

What is a flat structure?

A

They only have a few levels of hierachy in the organisation. People are given more responsibilites and freedom.

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19
Q

What are the advantages of a flat structre?

A
  • Employees are more motivated to give their best and are more productive
  • Communication chain is shorter so theres greater clarity
  • Employees and managers are morelikely to share their ideas and opinions
  • More cost effect, fewer management levels means fewer people to pay to get the same amount of work done
20
Q

What are the disadvantages of flat structure?

A
  • New employees may find the lack of leadership demotivating
  • Due to the collaborative approach, decision making might take longer, due to votes or consensus
  • Generally more suited to smaller operations
21
Q

What is delayering?

A

The action of reducing the number of levels in hierachy of employees

22
Q

Give a advantage and disadvantage

What are the impacts of delayering?

A
  • Delayering can lower costs, saving money in salaries
  • In the short term it can be costly due to employeers being retrained in new roles which can lead to stressed and overworked employees
23
Q

What is delegation?

A

Shifting responsibility and authority for certain tasks from one person to another

24
Q

Give a advantage and disadvantage

What are the impacts of delegation?

A
  • It boost the motivation and morale of juniors, as they’re given responsibilities and duties
  • If employees fail to complete tasks, they can feel overwhelmed and stuggle
25
Q

What is centralisation?

A

It keeps authority for decisions at the top.

26
Q

What are the advantages of a centralised stucture?

A
  • Business leaders have lots of experience of making business decisions
  • Senior managers can make big decisions quickly without consulting anyone
  • Senior managers arent baiased towards one department
27
Q

What are the disadvantages of a centralised structure?

A
  • Not many people are expert enough to make decisions about all aspects of a business
  • Excluding employees from decision making can be demotivating
  • If the organisation reacts slowly to change, competition can rise
28
Q

What is decentralisation?

A

They share out the authority to make decisions

29
Q

What are the advantages of a decentralised structure?

A
  • Involvement in decision-making motivates employees
  • Employees can use expert knowledge of their sector
  • Day-to-day decisions can be made quickly
30
Q

What are the disadvantages of a decentralised structure?

A
  • Junior employees may not have enough experience to make decisions
  • Inconsisttencies may develop between divisions in a business
  • Junior employees may not be able to see the overall situation
31
Q

What is the purpose of HR planning?

A

To make sure that the business always has the right number of staff with the right skills to meet its needs

32
Q

What is HR planning?

A
  • It helps prevent a weak workforce that will dry up the income go out of business
  • It allows companies to plan ahead so they can maintain a steady supply of skilled employees
33
Q

What is recruitment?

A

The process of finding, screening, hiriing and onboarding qualified job candidates

34
Q

What are the advnatages of internal recruitment?

A
  • Canididtaes already know the business
  • Short and cheap process
  • Motivates workers to go for a promtion
35
Q

What are the disadvantages of internal receruitment?

A
  • Leaves vacancy in another department
  • Can cause resentment among colleagues
36
Q

What are the advantages of external recruitment?

A
  • Brings in fresh new ideas
  • Brings in experience from other organisations
  • Larger number of applicants
37
Q

What are the disadvantages of external recruitment?

A
  • Long and expensive process
  • Longer induction process for candidates
38
Q

What are the advantages of on-the-job training?

A
  • Easy to organise
  • Lower costs of training
  • Training is job specific
39
Q

What are the disadvantages of on-the-job training?

A
  • Training and trainee are not productive during training
  • Bad practices are passed on
  • No new ideas are brought into the business
40
Q

What are the advantages of off-the-job training?

A
  • Trainers are specialists
  • New ideas are brought o the business
  • No job distractions during training
41
Q

What are the disadvantages of off-the-job training?

A
  • Can be expensive
  • No benefir to the business while training
  • Training might not be specific to their day-to-day job
42
Q

What is redeployment?

A

When an employer moves and employee from one role to another, often to avoide redundancies.

43
Q

What is redundancy?

A

A dismissal from your job

44
Q

What are the internal factors that influence HR plans?

A
  • Corporate, marketing and production plans
  • Changing in production style may lead to retraining, recruitment or redeployment of staff
45
Q

What are external factors that influence HR plans?

A
  • Employment legislation protects emplyees rights and resticts companies to dismiss workers
  • New technology might change the number os staff and the skills needed
  • Labour market trends like migration and the ageing population have an effect on the supply

Business (29 decks)

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