6 Decision making to improve human resource performance Flashcards
common human resource objectives include: (5)
diversity
training
talent development
soft HRM
improve employee/employer relations
Internal influences on HR objectives and decisions
- Corporate or overall objectives
- Attitudes and beliefs of the senior managers
- Type of product
what is soft vs hard hrm
soft- employees are seen as strategic assets to business
hard- employees are seen as tactical assets to business
5 parts to hackman and oldham’s job model are
- skill variety
- task significance
- task identity
- autonomy
- job feedback
influences on organisational design (5)
- managers/leadership style
-owners - size of business
- industry/market
-culture
labour productivity formula
total output / number of employees at work
span of control
amount of subordinates a manager has
a hierarchy in terms of business structure is
number of layers a business has
chain of command
how many people between the top of management and the bottom
centralisation
- decisions made by senior managers then communicated down
decentralisation
- authority to make decisions is delegated
pros and cons of centralisation
- quick
- consistency in the business
- needed for control
- miscommunication esp if the business has a tall hierarchy
- lack of motivation
- managers may not understand customers well
pros and cons of decentralisation
- motivation
- employees understand customers better
- lack of miscommunication
- inconsistency in the business
- loss of control
what is the hr flow
how staff join, develop themselves within and leave a business
how do staff join and the two types
recruitment
internal/external
how do staff become developed
training
-induction
-on/off the job
how do staff leave a business
redeployment and redundancy
benefits of highly motivated staff
- labour productivity
- good reputation
- reduced absenteeism and labour turnover
-improvements in quality
maslow’s hierarchy of needs
- physiological
- safety
- social
- self esteem
- self actualisation
herzberg two factor theory
motivating factors are additional to hygiene factors
-promotion
-responsibility
hygiene factors are needed otherwise would cause dissatisfaction
- pay
-job security
Financial methods of motivation include
piece rate
commission
salary schemes
performance-related pay
performance related pay is
paying employees based on the completion of a pre-agreed objective
non-financial methods of motivating employees
job rotation
job enrichment
teamwork
autonomy
feedback
promotion
training
Employee Relations
extent to which there is a positive working relationship between the management of a business and its employees.
Trade Unions are
they;
organisations whose role is to represent the interests of employees in a particular industry.
they;
Advise
Represent
Negotiate
Works Councils are
group of employee and management representatives who meet regularly to discuss the day to day running of a business
implications of high labour turnover
- recruitment and training costs
- low worker satisfaction
