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Business > 4. Human Resources > Flashcards

4. Human Resources Flashcards

1
Q

Training

A

The action of teaching an employee a skill or type of behaviour.

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2
Q

Induction training

A
  • happens when an employee starts working for a new business. It may involve training on how to use fire extinguishers, or shown round the building, or introduced to colleagues.
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3
Q

On the job training

A
  • coaching or mentoring while doing the job. Assistance and advice is provided by those more experienced to those less experienced. May include work shadowing or learning to use a specific machine
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4
Q

Off the job training

A

Involves work at home or courses at company training centres/colleges. Learning through demonstrations talks and lectures. May also be practical courses to learn ICT or machinery.

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5
Q

Advantages of off the job training

A
  • less distractions
  • increased motivation as they feel valued - money spent on their improvement
  • well trained teachers at the courses
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6
Q

Disadvantages of off the job training

A
  • more expensive than on the job
  • risky as newly trained employee could leave once traning program is complete
  • could waste money
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7
Q

Advantages of on the job training

A
  • specific training needed for the job
  • cheaper than sending an employee to a training centre
  • learning can be put into use immediately
  • trainees can see relevance to job when skills are taught in the workplace
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8
Q

Disadvantages of on the job training

A
  • reduces efficiency of employee that has to teach new employee
  • bad habits could be passed on by workers
  • the new worker may not pick up skills straight away/misunderstand and not ask for help
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9
Q

Benifits of training

A
  • increased productivity
  • ability to deal with changes in technology
  • increased motivation and retention
  • increased production quality
  • good customer service
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10
Q

A flat organisational structure

A
  • wide spans of control and few levels of hierachy
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11
Q

A tall organisational structure

A

-this has narrow spans of control and larger number of levels of hierachy

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12
Q

Chain of command

A

This is the flow of information, power and authority through the business.
Those at the top can delegate tasks to those subordinate to them in the hierachy

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13
Q

Span of control

A

This is a number.
This is the number of subordinates that they can delegate to. e.g A head of department may have 6 teachers working for them. Their span of control is 6.

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14
Q

Delegation

A

Where a task is given to a subordinate employee in the hierachy
Good managers are good at delegating tasks to the right employees

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15
Q

Delayering

A

Delayering is when one or more of the layers management are removed from the business therefore it saves money since the organisation no longer need to pay the salaries of the workers it has laid off e.g. removing all supervisors

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16
Q

Centralisation

A
  • where a business has its organisation of management and administration at one central head office. The business has one central shared budget
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17
Q

Decentralisation

A
  • where a business divides up the organisation of its business into areas for example: north, south, east, west or UK, Europe, and Africa. The business will have separate budgets for each area
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18
Q

Advantages of a hierarchical structure

A
  • lots of opportunities for promotion
  • Supervisors normally have a small span of control so they can get to know their subordinates really well
  • Knowing subordinates means they can delegate the right tasks and make sure their team is well trained
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19
Q

Disadvantages of a hierarchical structure

A
  • Lots of layers and a long chain of command can mean that the business is very inflexible
  • It can also mean that communications within the organisation are slow
  • This is expensive as there are more managers and supervisors
20
Q

Advanatages of a flat structure

A
  • Fewer layers of hierarchy between the bottom and the top of the organisation may mean that communication is fast
    • Lots of delegation means that staff are given greater responsibility, which might mean more opportunities to use their abilities
21
Q

Disadvantages of a flat structure

A
  • Staff can be overstretched or overworked in a flat structure as there is less supervision, this can cause stress and demotivation
  • Can create a power struggle if the manager is rarely around as subordinates jostle for roles and responsibilities
  • Wide span of control means managers have too many staff to manage and may lose touch with them
22
Q

Why have a structure?

A

A clear structure makes it easier to see what part of the business does what.

Makes communication easier across the business.

23
Q

Recruitment

A
  • The process of finding and hiring the best-qualified candidate for a job opening, in a timely and cost effective manner

24
Q

Internal recruitment

A

Internal recruitment is when an organization looks to fill jobs with their current employees.

25
Q

External recruitment

A

External recruitment is when a company searches for a new person outside the business to hire

26
Q

Methods of internal recruitment

A

Word of mouth
Notice boards
Email

27
Q

Methods of external recruitment

A

Recruitment agency
Social media
Advertising boards

28
Q

Advantages of internal recruitment

A
  • Internal candidates will already fit with company culture
    •Plus there is less chance of the new employee not fitting in – causing them to leave and having to be replaced – therefore less risky and cost effective to recruit
    •Less expensive – no cost of external advertising
29
Q

Advantages of external recruitment

A
  • Fresh candidates bring new ideas and enthusiasm to the business
  • External candidates have not become tired or bored with the business and are enthusiastic so possibly likely to work harder
30
Q

Disadvantages of internal recruitement

A

Leaves a gap in existing workforce

Limits pool of applicants- limiting available skillsets

31
Q

Disadvantages of external recruitment

A

Higher cost

Time consuming

32
Q

The recruitment process

A
  1. Business identifies vacancy
  2. Business writes a job description
  3. Business writes a person specification
  4. Business advertises the job
  5. Shortlists and interviews the candidates
  6. Job offer and contract negotiation
33
Q

Job analysis

A
  • a process to identify and determine in detail the particular job duties and requirements. e.g. qualifications, salary etc
34
Q

Person specification

A 
Outlines the: 
–Personal qualities
–Qualifications
–Work Experience
–Skills
35
Q

Job description

A
  • This describes the duties and responsibilities of the role

* It also describes what the new employee would do on a day-to-day basis

36
Q

Benefits of an effectice recruitment process

A
  • high productivity
  • hugh quality output
  • good customer service
  • increased staff retention
37
Q

Motivation

A

A reason or reasons for acting or behaving in a particular way.

38
Q

Financial methods of motivation

A
  1. Salary/Wage
  2. Commission
  3. Profit sharing
39
Q

Salary/Wage

A
  • To motivate some employees a business may decide to pay them more, to give them a “pay rise”
40
Q

Commission

A
  • Employee receives a reward for every sale made. E.g. 10% of every sale they make
  • Some jobs are advertised with “OTE” which means on target earnings and gives the employee an idea of how much commission they can earn
41
Q

Profit sharing

A
  • Profit share is a benefit paid to employees based on the level of profit made by the business
  • This helps to motivate employees to increase profits for the business and keep costs down
42
Q

Non financial methods of motivation

A
  1. Training
  2. Responsibility
  3. Fringe benefits
43
Q

Training

A

Staff who are well trained and competent at their job will be happier and more motivated as they will be confident in what they are doing
• Many workers join a business hoping to acquire new skills or get quality training

44
Q

Responsibility

A
  • Employees feel more ownership of their own work and so are more motivated
  • Employees able to use their own thinking skills to complete their work at their pace
45
Q

Fringe benefits

A

Items an employee receives in addition to their normal wage or salary
• E.g. company car, private health insurance, free meals

46
Q

Unit cost

A

Output

47
Q

Why does motivation matter in a firm

A
  • helps employee retention

- increases productivity

Business (6 decks)

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