Approaches to Staffing

Question 1

Define a HARD APPROACH TO STAFFING

Answer 1

A hard approach to staffing is where the company treats the employee as a cost to the business.

Question 2

Define a SOFT APPROACH TO STAFFING

Answer 2

A soft approach to staffing is where the company treats the employee as an asset and sees them as a source of competitive advantage.

Question 3

What are the characteristics of a hard staffing approach?

Answer 3

• Employees are likely to earn a minimum wage
• Financial incentives
• Little job security
• Temporary contracts
• Minimum investment in training
• Few additional benefits
• Penalties imposed on employees who do not meet targets
• Communication is top down

Question 4

What are the characteristics of a soft staffing approach?

Answer 4

• Competitive pay structure and benefits
• Non financial incentives
• Good job security
• Long term contracts
• Effective recruitment and selection
• Investment made into training
• Effective two way communication
• Employees are given responsibility.

Question 5

What are the advantages of treating staff as a cost?

Answer 5

• Tight control can be kept over the workforce, allowinf for changes in demand to be responded to
• Can result in lower costs
• Easy to adapt the size and composition of the workforce

Question 6

What are the advantages of treating staff as an asset?

Answer 6

• More skilled, adaptable employees
• Higher levels of staff retention
• Reputation for being a good employer
• More motivated workforce

Question 7

What does the approach to staffing depend on?

Answer 7

Overall objectives, competitive advantages and the nature of the work

Question 8

In what ways can the business create flexibility within their workforce?

Answer 8

• Multi-skilling - employees can carry out a range of different jobs
• Outsourcing - employing an outside company to carry out tasks on your behalf
• Part time workers - reduces costs as they only work part time. Can be asked to come in for extra days in busy periods.
• Temporary workers
• 0 hour contacts
• Mobile/home working

Question 9

What are the two different types of workers?

Answer 9

1. Core workers - have specific skill set and experience that is valuable to the organisation. Usually full time and difficult to replace.
2. Peripheral workers - only used during peak periods of demand, they work part time, are temporary or self employed. They are easy to hire and replace.

Question 10

What are the advantages to employers of flexible working?

Answer 10

• Can reduce costs as staff are only hired when needed
• Helps businesses cope with demand change
• Helps recruitment and staff retention

Question 11

What are the disadvantages to employers of flexible working?

Answer 11

• Could increase costs (hiring specialists)
• May reduce productivity
• Quality may fall
• Communication may deteriorate

Question 12

What are the advantages to employees of flexible working?

Answer 12

• Able to manage work and other responsibilities
• Can avoid commuting
• Can be less stressful

Question 13

What are the disadvantages to employees of flexible working?

Answer 13

• Lack of job security
• Potential feelings of isolation
• No opportunity to ‘switch off’

Question 14

What are the potential sources of conflict between employees and employers?

Answer 14

• Amount of pay
• Working hours
• Working conditions
• Increased automation

Question 15

Define REDUNDANCY

Answer 15

Redundancy occurs when an employee is asked to leave because there is an insufficent amount of work for them to do. If this happens, the employess is entitled to a redundancy package by law.

Question 16

Define DISMISSAL

Answer 16

Dismissal occurs when an employee’s contract is terminated because they breach the terms of that contract.

Question 17

Explain the individual approach to resolving issues.

Answer 17

A single employee negotiates with the employers about their pay and working conditions. The agreement would only occur to that single employee, not the entire workforce.

Question 18

Explain the collective approach to resolving issues.

Answer 18

Management negotiate with employees through their representatives (such as a work council or trade union) In this case, the decision would apply to all workers involved, not just a single employee.

Question 19

Define a TRADE UNION

Answer 19

Trade unions are national organisations whose job it is to protect their members and their interests and improve their terms and conditions at work. Their key objectives are: securing jobs, maximising pay, ensuring safe working conditions, fair treatment of members.

Question 20

Define COLLECTIVE BARGAINING

Answer 20

Collectve bargaining is a method of determining conditions of work and terms of employment through negotiations between employers and employee representatives.

Question 21

What are the advantages of collective bargaining?

Answer 21

• Fairer negotiations - unions can balance the power of large employers
• Rules are more likely to be obeyed by both parties
• May reduce favouritism in employees
• Cheaper to negotiate collectively

Question 22

What are the disadvantages of collective bargaining?

Answer 22

• Negotiations can be lengthy and expensive
• Unions may not represent the views of all members
• Failure to reach a decision may lead to industrial action

Question 23

Define MULTI-SKILLING

Answer 23

Multiskilling is a working practice that involves equipping workers with the skills and knowledge necessary to complete a range of tasks.