4. Human Resoucrses Flashcards
HR objectives
Specific Goal/target of relating to the management and performance of human resources in a business
What is human resource manage?
With design, implementation and maintenance of strategies to manage people for optimum business performance
Aspects of human resource management
Workforce planning
Recruitment and selection
Training
Talent development
Engagement and involvement of employees
Managing diversity
Common HR objectives
Ensure human resources are employed cost effectively
Make effective use of workforce potential
Operate, effective talent development
Maintain good employer and employee relations
Internal influences on HR objectives
Corporate objectives
Operational strategies
Marketing strategies
Financial strategies
External influences on HR objectives
Market changes
Economic changes
Technological changes
Social changes
Political and legal changes
Soft, HRM
Treats employees as the most important resource in the business and a source of competitive advantage
Flatter organisational structure
Democratically the ship
Two-way, strong communication
Employees are empowered and encouraged to seek delegation
Hard, HRM
Treat employees simply as a resource of the business
Minimal communication from top down
Little empowerment or delegation
Taller, organisational structures
Autocratic leadership
Labour turnover
Percentage of the workforce employees that leave a business within a given period usually a year
Key measures of HR performance
Labour turnover, and staff retention
Labour productivity
Absenteeism
Labour turnover formula
Number employees, leaving during period/average number employee period. X 100.
Problems of high staff turnover
Higher costs
Increased pressure on remaining staff
Disruption to production
Factors that affect staff turnover
Type of business
Paying rewards
Working conditions
Competitive to actions
Opportunities for promotion
Economic conditions
How to improve staff turnover
Effective recruitment and training
Provide competitive paying of incentives
Job enrichment and reward staff loyalty
Labour productivity formula
Output per period in units/number of employees at Work
Key factors influencing labour productivity
Quality of fixed assets
Skills, ability of motivation of workforce for
Methods of production
External factors
Ways to improve labour productivity
Measure performance and set targets
Streamline production processes
Invest in capital equipment
Invest in employee training and improve working conditions
Absenteeism formula
Number of staff absent during period/number employed during period. X100
Span of control
Number of employees for whom a managers responsible
Narrow span of control
All allows for close supervision of employees
More lays in the hierarchy required
More effective communication
Wide span of control
Give subordinates for transform more independence
More appropriate, if labour cost us significant reduces number of managers
Chain of command
Describe the lines of afford with a business
Span of control depends
Personalities and skill
Size and complexity of business
Centralised or decentralised structure
Delegation
The assignment to others of the authority for particular, functions, tasks and decisions
Advantages of delegation
Reduces management, stress and workload
Decisions or use of resources
Subordinates are empowered and motivated
Disadvantages of delegation
Cannot or should not delegate responsibility
Depends on quality and experience of subordinates
How are they in a smaller firm?
May increase workload and stress of subordinates
Employee empowerment
Giving employees the power to do their job
Centralised decision-making
Businesses with a centralised structure. Keep decision making at the top of the hierarchy.
Advantages of centralised
Either to implement common policies
Easier to coordinate and control from the centre
Economies of scale and overhead savings, easier to achieve
Disadvantages of centralised
More bureaucratic often extra layers
Local or junior manager are likely to be much close to my needs
Lack of authority down the higher mood juice, manager, motivation
Decentralised structure
Decision making a spread out to include more junior managers in the hierarchy, as well as individual, business units or trading locations
Disadvantages of decentralised
How to ensure consistent practice
Some economies of scale
Horror to achieve type financial control
Job design
Job design is about the tasks and responsibilities that are grouped into specific job
Significant influence on labour productivity through link of motivation
Advantages and disadvantages of part-time and flexible working
Advantages
Cheaper to employee
More flexible workforce for
Wide range of potential
Disadvantages
Employees, feel less loyal to the business so less motivated
Harder for managers to control and coordinate
Method of on the job training
Demonstration/instruction
Coach
Job rotation
Project 
Advantages and disadvantages of on job training
Advantages
Generally, most cost-effective
Employees are actually productive
Training alongside real colleagues
Disadvantages
Quality depends on ability of trainer and time available
Learning environment may not be conductive
Potential disruption to production
Benefits and drawbacks of of the job training
Advantages
Wide range of skills are qualifications can be obtained
Can learn from outside specialist experts
Employees can be more confident and starting
Disadvantages
More expensive
Love working time
New skills and qualifications designed and may leave for better jobs
Non-financial incentives
Empowerment
Praise and promotion
Job enrichment and enlargement
Fringe benefits
Known as perks
Taylors theory of motivation
Managers should maintain close control supervision over the employees autocratic style management
Theory X approach to workers, believe workers are lazy and motivated by money
Motivate workers using piece rate payments
Taylors approach to management
Work study-identify most efficient method of production
Identify -spot the most efficient workers and see what they are good
Train -train remaining workers to work like the best
Pay workers based on productivity reward
Five levels of Maslow’s hierarchy of needs
- Psychological. Food shelter
- Safety safe, working environment and job security.
- social feeling wanted sense of belonging and part of a team
- Esteem. Self-respect level of status.
- self actualisation intellectual needs fulfilling, potential and achieving target
Herbergs theory of motivation motivators
which is responsibility at work
Meaningful fulfilling work and achievement and recognition
Factors that directly motivate people to Arcado by giving responsibility recognition for good work
Herbergs hygiene
Pay our financial rewards
Working conditions
Appropriate supervision and policies
Factors that can demotivate if not present, but do not actually motivated in proceed the hard work
Uses enrichment and empowerment
