6 human resources

Question 1

human resources objectives

Answer 1

• employee engagement
• talent development
• training
• diversity
• alignment in values
• number, skills ,location of employees

Question 2

internal and external influences on human resources objectives

Question 3

soft HR approach

Answer 3

Focus on employees communication and empowerment.

-democratic
-flat org structure
-prefer non-financial motivations
-encourage delegation
-higher employee cost

Question 4

hard HR approach

Answer 4

Focus on efficiency and productivity, treats employees as resource.

-autocratic
-tall org structure
-financial motivations
-little delegation
-potential reputation damage

Question 5

labour productivity and labour cost per unit

Question 6

retention rate and labour turnover

Answer 6

retention: the percentage staying
turnover: the percentage of leaving

Question 7

employee cost as percentage turnover

Answer 7

the employee cost to the total sales revenue

Question 8

absenteeism

Question 9

organisation design

Answer 9

purpose: meeting HR objectives

consider:
-level of hierarchy
-span of control
-chain of commands

Question 10

level of hierarchy

Answer 10

tall: low-skilled workforce
flat: more skilled workforce

Question 11

span of control

Answer 11

The number of employees for who a manger is responsible

tall: narrow
flat: wide

Question 12

chain of command

Answer 12

communication and accountability of subordinates

tall: long
flat: short

Question 13

line management

Question 14

influences on organisation structure

Answer 14

Type
Size
Management and leadership
Competitors: the market

Question 15

delayering

Answer 15

Removing layers of management from the hierarchy of the organisation
->tall org structure

Question 16

delegation

Answer 16

Assignment to other of the authority for particular function, task and decision

Question 17

influence on changing organisation structure

Answer 17

Growth
Reduce cost and complexity
Boost motivation
Quality improvements

Question 18

result of changed organisation structure

Answer 18

Internal resistance
Redundant cost
Disruption and de-motivation
Impact on quality of services

Question 19

centralised vs decentralised decision making

Answer 19

• centralised → tall structure
• decentralised → flat structure (authority is delegated)

Question 20

human resource plan

Answer 20

-recruit
-train
-redeployment
-redundancy

Question 21

(Hackman and Oldham’s model)

Answer 21

-> job design : identify importance of job design and impact of motivation

task variety , identity, significance-> high motivation
autonomy->higher quality work performance
feedback-> high satisfaction

Question 22

Taylor’s

Answer 22

(motivational theory)

financial motivator: piece rate

Question 23

Herzberg’s

Answer 23

(motivational theory)

hygiene factor
motivator

encourage job enrichment

Question 24

Maslow’s

Answer 24

(motivational theory)

self actualisation
self esteem
social
security
psychological

Question 25

flat rate

Answer 25

time based

Question 26

piece rate

Answer 26

output-based

Question 27

commission

Answer 27

% of value sold

Question 28

salary schemes

Answer 28

the benefits that come with the salary (e.g. bonus and assets, like computers)

Question 29

performance-related pay

Answer 29

performance based

cash bonus / increase in wage rate or salary

Question 30

empowerment

Answer 30

(non-financial motivation)
POWER to do their job

Question 31

team working

Answer 31

(non-financial motivation)

Question 32

flexible working

Answer 32

(non-financial motivation)
work life balance

Question 33

job enrichment

Answer 33

(non-financial motivation, Herzberg)
different range and difficulty of (unrelated) tasks ->opportunity in job +feedback

Question 34

job retention

Answer 34

amount of staff staying

Question 35

(job enlargement and job rotation)

Answer 35

• job enlargement :more related task/ similar nature
• job rotation : rotating employees through different jobs (multi-tasking training)

Question 36

Mayo’s

Answer 36

employee-employer relation

• social needs of employees
• teamwork with team
• communications and feedback with employers

Question 37

McGreg’s

Answer 37

employee-employer relation

x:
y:

Question 38

Trade Unions

Answer 38

Organisation of workers that seek collective bargaining.
Individual trade unions is associated with specific industries, trades and professions.

benefits for business:
-saves negotiating time
-improve morale and motivation
-receive help when facing significant change