6. HR Flashcards
Human resource objectives
Diversity
Training
Alignment of values
Employee engagement
Labour productivity
Number, skills and location of employees
Talent development
Hard HRM
Staff treated as resource to be managed
Soft HRM
Staff treated as asset to help business
Human resource data
Quantifiable information that measures workforce performance
Labour turnover
Rate of change in firm’s workforce
Retention rates
Ability to keep workforce within business for over a year
Labour productivity
Measures workforce performance - output per worker
Labour cost per unit
Measures average employee cost per unit of output
HR planning
Identifies current staffing levels and needs and future staffing levels , needs to be able to take action
Job design
Way in which jobs are managed to reduce employee dissatisfaction
Job enrichment
Increase in level of responsibility that employee has to increase motivation
Job enlargement
Increase in number of responsibilities that employee has to increase motovation
Job rotation
Varying tasks employees complete to decrease boredom and increase range of skills
Hackman and Oldham’s model definition
Belief that task undertaken by employee is the key to motivation
Hackman and Oldham’s 5 job characteristics
Skill variety
Task identity
Task significance
Autonomy
Feedback
Hackman and Oldham’s 3 critical psychological states
Experienced meaningfulness of work
Experienced responsibility for work outcomes
Knowledge of actual results
Organisational design
Framework that provides business with structure to achieve its objectives
Organisational structure
Way a workforce within a firm is organised, including job roles
Organisational charts
Provides a visual representation of organisational structure, making it easier to see who does what
Delegation
Passing down authority down the hierarchy
Centralisation
Responsibility for decision making is maintained by limited amount of managers at top of hierarchy
Decentralisation
Responsibility for decision making is delegated to number of middle managers throughout hierarchy
HR inflow
Recruitment
Selections
HR outflow
Resignations
Redundancies
HR internal flow
Training
Redeployment
Taylor’s theory
Workers should be monitored closely an paid piece rate
Maslow’s theory
Physiological needs
Safety needs
Love needs
Self-esteem needs
Self-acualisation needs
Herzberg’s theory
Job satisfaction is key factor to motivation
If motivation factor present then it leads to job satisfaction and hygiene factors present don’t lead to job satisfaction but if absent lead to dissatisfaction
Financial methods of motivation
Piece rate
Commission - paid by units sold
Bonus
Salary’s
Profit sharing
Share ownership
Non-financial methods of motivation
Job enrichment
Job enlargement
Job rotation
Empowering
Team working
Fringe benefits
Work councils
Group of managers and employees who meet regularly to discuss issues regarding business and issues affecting the workforce
Trade unions
National organisation with a remit to protect its members and improve their economic and working conditions
Good employer-employee relation
Employee loyalty
Conflict reduction
Increased revenue
