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rupert > Business - HR > Flashcards

Business - HR Flashcards

1
Q

Labour cost per unit formula

A

total labour costs/ total units of output

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2
Q

retention rates formula

A

number of employees with more than one year of service/overall work force X100

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3
Q

labour turnover formula

A

number of employees leaving/average number employed X 100

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4
Q

what is the formula for labour productivity?

A

output per period /number of employees

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5
Q

what is the formula for absenteeism?

A

number of staff absent /total number of staff X100

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6
Q

Internal influences on HR objectives(6)

A

organizational structure, employee relations, social factors, corporate culture, financial constraints and overall performance

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7
Q

External influences on HR objectives(7)

A

technological factors, social factors, legislation, political factors, structure of the political factors, actions of competitors and economic factors

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8
Q

What are the 7 HR objectives?

A

Labour productivity, employee engagement and involvement, talent development, training, diversity, alignment of values and number skills and location of employees

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9
Q

what is a hard HR strategies?

A

Treating employees as a resource to get things done

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10
Q

What are soft HR strategies?

A

treating employees as the most important resource as a source of competitive advantage.

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11
Q

definition of labour productivity is?

A

how much output employees produce

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12
Q

what is chain of command?

A

Hierarchy of the workforce

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13
Q

What is talent development?

A

investing in highly skilled staff

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14
Q

What is span of control?

A

how many people a manager has direct control over

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15
Q

what is corporate culture?

A

ethics and values of a business

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16
Q

Employee costs as a percentage of revenue

A

Employee costs/sales revenue X100

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17
Q

What is job design?

A

Deciding on the content of the job in terms of duties and responsibilities

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18
Q

What are the influences of job design

A

Maintaining quality, operational efficiency, labour retention and skills of the workforce.

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19
Q

Empowerment is?

A

A series of actions designed to give employees greater control over their working lives

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20
Q

What is employee engagement ?

A

How much the employee pays attention and knows what they are doing.

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21
Q

What are the 5 areas of the Hackman and Oldham model of job design

A

Skill variety, task identity, task significance, autonomy, job feedback.

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22
Q

Why is skill variety important to include in job design?

A

Employees will be unmotivated if the job is monotonous. The job should stretch an employee and develop them

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23
Q

Why is task identity an important part of job design?

A

There should be a defined beginning middle and end. Do they know what they have to do. They will gain satisfaction from completing the specific task

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24
Q

Why is task significance important for job design?

A

Is the job meaningful, if not then that is demotivating

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25
Q

Why is autonomy important for job design?

A

Do they have freedom, is there a good schedule for them to follow

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26
Q

Why is job feedback important for job design?

A

Are they told about their performance, do they know if they are doing good or bad?

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27
Q

What is an organisational structure chart?

A

Diagram that shows the internal structure of a business

28
Q

Advantages of tall organisational structure?

A

Control over employees, lower workload per manager, more productive

29
Q

Disadvantages of tall organisational structure?

A

Slow communication, employees dont feel as free, expensive because the salaries are for higher paying jobs, more opportunities for promotion

30
Q

Advantages of flat organisational structure?

A

Staff have autonomy, faster communication between levels, lower staff costs

31
Q

Disadvantages of flat organisational structure

A

Small chances for promotion, high workload for managers, lazy staff go unnoticed.

32
Q

What is delegation

A

Passing down authority to more junior employees

33
Q

Good and bad things about delegation?

A

Reduces managers workload, staff feel valued, improve employees skill set, tasks done poorly and employees would want pay rise

34
Q

What is a matrix structure?

A

Combining traditional departments from functional structures and mixing it with project teams

35
Q

What is centralisation?

A

Key decisions are made at the top of the hierarchy

36
Q

What is decentralisation?

A

Decisions are made by junior managers

37
Q

Goods and bads about centralisation?

A

More consistent, easier to implement common policies, extra layers= higher costs, junior managers don’t feel trusted and lack of authority

38
Q

Goods and bads about decentralisation

A

Decisions are made closer to customers, improved customer service, good for training and empowerment, less strategic decisions, duplication of roles, less financial control lack of strong leader

39
Q

What is delayering?

A

the removal of one or more levels of the hierarchy from a business’s organizational structure.

40
Q

advantages of delayering ?

A

less expenses, easier communication, increased staff autonomy, motivating for employees because they are trusted with extra responsibilities, less rivalry, encourages innovation

41
Q

disadvantages of delayering?

A

time consuming, might decrease staff moral because they could be afraid loosing their job as well, less promotional opportunities, loss of skilled workers, negative reputation, wider span of control for each managers

42
Q

What is a psychometric test?

A

a set of questions asked as a part of the recruitment process, to assess personality traits

43
Q

what is selection?

A

selection is choosing the right employees from among those who have applied.

44
Q

what is redeployment?

A

employees may be redeployed to another section of the business to meet short term needs

45
Q

what is redundancy?

A

it is the position which is no longer needed, it is not the position which is no longer wanted/needed

46
Q

what are the three types of training?

A

induction, on-the-job training and off-the-job training

47
Q

what is the definition of training?

A

the process of instructing an individual about how to carry out tasks directly related to their current job

48
Q

what will motivate employees?

A

bonuses, fringe benefits, appraisal schemes, pay rise, threat of being made redundant, training, promotion, satisfaction, double pay/overtime and job enrichment

49
Q

who coined the term piece rate pay?

A

Taylor

50
Q

what is financial motivation?

A

motivating employees with money and things associated with money

51
Q

what is a time motion study?

A

finding the quickest way of completing tasks

52
Q

what does one best way mean in Taylorism?

A

one employee will be tasked with one part of the production process to do repeatedly

53
Q

what does piece rate pay mean?

A

payment per item produced

54
Q

what are the advantages of Taylorism?

A

simple, good for efficiency, consistency and standardization and no employees needed

55
Q

what are the disadvantages of Taylorism

A

expensive, unfulfilled employees, potential strikes, less initiative dehumanising, potential decrease in quality

56
Q

what are nonfinancial methods of motivation

A

motivating employees in ways that don’t involve money

57
Q

what are the 5 levels of Maslow’s hierarchy of needs? from bottom to top.

A

physiological needs(basic needs), safety needs(employment health and personal security, love and belonging(sense of connection), esteem(respect, self esteem status, freedom), self actualization(reach full potential)

58
Q

what is Herzberg’s theory of motivation?

A

hygiene and motivation factors

59
Q

what does a hygiene factor mean

A

hygiene factors can reduce job dissatisfaction but cannot motivate on their own

60
Q

what are examples of hygiene factors?

A

fair play, relationships, policies, meaningful work

61
Q

what are motivational factors?

A

growth career advancements and recognition

62
Q

what is Mayo’s theory of motivation?

A

Mayo concluded better communication and relationship between managers and employees

63
Q

what is McGregor’s theory of motivation?

A

Theory X managers- employees need to be confronted constantly and threatened if not and the mangers will make the decisions. Theory Y managers-employees enjoy coming to work because it is a fulfilling environment as they are trusted with responsibility.

64
Q

when do industrial disputes occur?

A

when there is a disagreement between the managers and trade union representatives. which can lead to industrial action.

65
Q

what is industrial action?

A

empoloyees take measures to hault or slow production by ‘‘work to rule’’, strikes or overtime bans

66
Q
A

rupert (19 decks)

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