Approaches to staffing 1.4.1 Flashcards
features of a SOFT HR business
- staff are treated as an asset
- 2 way communication
- competitive pay structure (motivating)
- employees are empowered
- flat structure
features of a HARD HR business
- staff are treated as a cost
- minimal communication
- tall structure
- minimum wage
- little empowerment or delegation
positive and negative of a SOFT HR business
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
positive and negative of a HARD HR business
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
what is multi-skilling
when staff can carry out a variety of jobs within a job rotation, instead of specialising in 1 area
advantages of multi skilled staff
- 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
disadvantages of multi skilled staff
- risk of burnout
- lack of specialised skills
- tasks may lack previous standard
advantages of part time working
- lower costs
- improved productivity
- reduced stress levels because the business is more flexible
disadvantages of part time working
- staff may be less committed to the company (may put in less effort and have lower standards)
- potential for inconsistent work
advantages of temporary working
- reduces overall staffing costs
- useful for big projects which require large teams
- can be used to cover spikes in demand
disadvantages of temporary working
- hiring staff is competitive
- leaves unfilled vacancies
- lack of training time which means that a high standard of work is not guaranteed
what is part time working
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
what are temporary staff
staff who are employed on short-term contracts, often for large projects. their contracts are not renewed if they are no longer needed
how does flexible working function in a soft hr business
staff choose when they work, and some of these hours may be at home due to technological advances (zoom, digital messaging etc.)
what is a zero-hours contract
a contract that has a minimum of 0 working hours per week - the employee is not guaranteed any work or income
advantages of employees who work flexible hours
- helps to attract more talent
- improves productivity because there is a lower chance of staff burnout
disadvantages of employees who work flexible hours
- lower income
- harder to track engagement
- loss of teamwork
advantages of zero-hour contracts
- flexible
- lower costs
- can manage unpredictable demand
disadvantages of zero-hour contracts
- unpredictable
- limited access to employee benefits (unmotivating)
- job insecurity
what is outsourcing
Delegating one or more processes in the business to an external provider
advantages of outsourcing
- cuts expenses
- increased productivity and efficiency
- gives a competitive edge
- saves time and money
- can access specialised skills
disadvantages of outsourcing
- loss of control over quality
- data protection risks
- less flexible
- less consistent
- may be unethical if workers are exploited
what is dismissal
when an employee is dismissed because their contract has been broken, often due to unacceptable behaviour or performance
what is redundancy
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
what 4 things must employers involve employees in as required by the employment law in the UK
- proposed redundancy programmes
- when employees are transferred from 1 employee to another (e.g. the sale of a business)
- changes to pension agreements
- changes to working times
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
what is collective bargaining
when an employee only deals with one or a few representatives for the whole workforce
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
why is having employee representation in a business an advantage
- workers are more productive due to empowerment
- employees are more committed
- better decision making
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
what is a trade union
an organised association of workers to protect their rights and interests
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
describe the work-to-rule method of industrial action
employees follow the strict conditions of their employment contract and nothing more
describe the overtime ban method of industrial action
employees refuse to work overtime, which significantly affects a business during times of peak demand
describe the go-slow method of industrial action
employees work at the slowest and least-productive pace that is allowed under their employment contracts
what is industrial action
when workers do something with the intention of forcing an employee to agree on a change
how does industrial action damage a business
- lost sales and profits
- damage to customer satisfaction
how does industrial action damage the employee
- lost pay
- potential loss of job
