Approaches to staffing 1.4.1 Flashcards

1
Q

features of a SOFT HR business

A
  • staff are treated as an asset
  • 2 way communication
  • competitive pay structure (motivating)
  • employees are empowered
  • flat structure
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2
Q

features of a HARD HR business

A
  • staff are treated as a cost
  • minimal communication
  • tall structure
  • minimum wage
  • little empowerment or delegation
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3
Q

positive and negative of a SOFT HR business

A

positive - rewards staff performance so they are more motivated
negative - business may be at a competitive disadvantage if they are spending to much on employee benefits

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4
Q

positive and negative of a HARD HR business

A

positive - more cost effective workforce with quicker decision making
negative - business may suffer from high absences and staff turnover, often leading to unsuccessful future recruitment

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5
Q

what is multi-skilling

A

when staff can carry out a variety of jobs within a job rotation, instead of specialising in 1 area

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6
Q

advantages of multi skilled staff

A
  • staff are more developed and motivated
  • fewer staff needed, so the team can be good quality, motivated employees
  • very useful in specific areas such as retail or service
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7
Q

disadvantages of multi skilled staff

A
  • risk of burnout
  • lack of specialised skills
  • tasks may lack previous standard
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8
Q

advantages of part time working

A
  • lower costs
  • improved productivity
  • reduced stress levels because the business is more flexible
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9
Q

disadvantages of part time working

A
  • staff may be less committed to the company (may put in less effort and have lower standards)
  • potential for inconsistent work
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10
Q

advantages of temporary working

A
  • reduces overall staffing costs
  • useful for big projects which require large teams
  • can be used to cover spikes in demand
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11
Q

disadvantages of temporary working

A
  • hiring staff is competitive
  • leaves unfilled vacancies
  • lack of training time which means that a high standard of work is not guaranteed
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12
Q

what is part time working

A

an employee who works fewer hours than their co-workers, often due to commitments - they are useful in contributing skills and experience to the business when available

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13
Q

what are temporary staff

A

staff who are employed on short-term contracts, often for large projects. their contracts are not renewed if they are no longer needed

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14
Q

how does flexible working function in a soft hr business

A

staff choose when they work, and some of these hours may be at home due to technological advances (zoom, digital messaging etc.)

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15
Q

what is a zero-hours contract

A

a contract that has a minimum of 0 working hours per week - the employee is not guaranteed any work or income

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16
Q

advantages of employees who work flexible hours

A
  • helps to attract more talent
  • improves productivity because there is a lower chance of staff burnout
17
Q

disadvantages of employees who work flexible hours

A
  • lower income
  • harder to track engagement
  • loss of teamwork
18
Q

advantages of zero-hour contracts

A
  • flexible
  • lower costs
  • can manage unpredictable demand
19
Q

disadvantages of zero-hour contracts

A
  • unpredictable
  • limited access to employee benefits (unmotivating)
  • job insecurity
20
Q

what is outsourcing

A

Delegating one or more processes in the business to an external provider

21
Q

advantages of outsourcing

A
  • cuts expenses
  • increased productivity and efficiency
  • gives a competitive edge
  • saves time and money
  • can access specialised skills
22
Q

disadvantages of outsourcing

A
  • loss of control over quality
  • data protection risks
  • less flexible
  • less consistent
  • may be unethical if workers are exploited
23
Q

what is dismissal

A

when an employee is dismissed because their contract has been broken, often due to unacceptable behaviour or performance

24
Q

what is redundancy

A

when an employee loses their job because it is no longer required/the business can not stay afloat. therefore, the employee gets consultation and redundancy pay

25
what 4 things must employers involve employees in as required by the employment law in the UK
1. proposed redundancy programmes 2. when employees are transferred from 1 employee to another (e.g. the sale of a business) 3. changes to pension agreements 4. changes to working times
26
why is it useful to involve employees in a range of decision making processes
- makes their views known to management (strengthens understanding of workplace issues) - creates a trusting and safe environment with improved relations and motivated employees
27
what is collective bargaining
when an employee only deals with one or a few representatives for the whole workforce
28
what is the individual approach regarding employee representation
when employees are treated individually so each view is heard - this also reduces the risk of strikes
29
why is having employee representation in a business an advantage
- workers are more productive due to empowerment - employees are more committed - better decision making
30
why is having employee representation in a business a disadvantage
- time-consuming because decision making is slow - conflicts between employees and employers will reduce efficiency - managers may feel as thought their authority is being undermined
31
what is a trade union
an organised association of workers to protect their rights and interests
32
what is the role of a trade union (4)
- protect and improve worker's incomes - provide job security - protect workers from unfair dismissal - improve working conditions
33
describe the work-to-rule method of industrial action
employees follow the strict conditions of their employment contract and nothing more
34
describe the overtime ban method of industrial action
employees refuse to work overtime, which significantly affects a business during times of peak demand
35
describe the go-slow method of industrial action
employees work at the slowest and least-productive pace that is allowed under their employment contracts
36
what is industrial action
when workers do something with the intention of forcing an employee to agree on a change
37
how does industrial action damage a business
- lost sales and profits - damage to customer satisfaction
38
how does industrial action damage the employee
- lost pay - potential loss of job