Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

MR FISH business > HR > Flashcards

HR Flashcards

1
Q

What does the HR department deal with?

A

-training job applicants
-administering employee benefit schemes
-personel
-inclusion/diversity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

What does HR mean?

A

people of a business regarded as a significant asset in terms of skills and abilities

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What is the HR department?

A

department of a business that deals with the hiring, administration and training of staff

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

What is an aim?

A

a long term goal a business sets

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

What is an objective?

A

a short term step the business wants to achieve to get towards the long term aim

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

What are the seven HR objectives?

A

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What are some internal influences on HR objectives?

A

-employee relations
-overall performance of business
-organisational structure
-corporate culture
-financial constraints

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

What are some external influences on HR influences?

A

-legislation
-actions of competitors
-political factors
-economic factors
-structure of the population
-technological factors
-social factors

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

What is the Hard HR strategy?

A

-treats employees as a resource to be monitored and used efficiently in order to achieve strategic objectives

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

What is the Soft HR strategies?

A

-treats employees as valuable assets, major source of competitive advantage which is vital in its importance to achieve strategic objectives

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What are some key features of the Hard HR approach?

A

-minimal communication
-little empowerment
-autocratic
-tall organisational structure
-theory X

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

What are some key features of a Soft HR approach?

A

-competitive pay
-regular 2 way communication
-democratic
-theory Y
-flat organisational structure

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What does labour turnover mean?

A

proportion of employees leaving a business over a period of time - usually a year

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

What is the formula for labour turnover?

A

number of employees leaving over a given period/AVERAGE number employed over the given period
x100

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

What does retention rates mean?

A

proportion of employees with a specific length of service (normally one or more years) as a proportion of the total workforce

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What is the formula for retention rates?

A

number of employees with one or more years service/overall workforce numbers x100

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

What is labour productivity?

A

measure of the output per worker in a given time period

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

What is the formula for labour productivity?

A

output per period / number of employees per period
(measured in output not percentage)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

What does labour costs per unit mean?

A

Measure of the average labour costs involved in producing one unit of output in a given time period

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

What is the formula for labour costs per unit?

A

total labour costs / total units of output
(measured in costs not percentage)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

What does employee costs as a percentage of revenue (turnover) mean?

A

measures the percentage of sales revenue to cover labour costs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

what is the formula for employee costs as a percentage of revenue?

A

employee costs / sales revenue x100

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

What does absenteeism mean?

A

proportion of employees not at work on a given day

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

What is the formula for absenteeism?

A

number of staff absent / number of staff in total x100

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

What are the benefits of high labour turnover?

A

-range of skills/ideas
-increased motivation in new staff
-pay less for unskilled workers

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

What are the drawbacks of high labour turnover?

A

-expensive
-lack of loyal staff
-loss of trained staff often to competitors

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

What are the key influences on job design?

A

-maintaining quality
-operational efficiency
-labour retention
-skills of the workforce

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

What is the hackman and oldham theory?

A

Task itself is key to employee motivation
-five key characteristics

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

What are the 5 characteristics of hackman and oldham model?

A

-skill variety
-task identity
-task significance
-autonomy
-job feedback

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

What is an organisational chart?

A
  • diagrams that show the internal structure of a business
  • making it easy to identify specific roles/ responsibilities of staff
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

What does ‘levels of hierarchy’ mean?

A
  • layers of authority in a business
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

What are the two types of hierarchal structures in a business?

A
  • tall structure
  • flat structure
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

How many levels of hierarchy are there in a tall structure?

A
  • 6+ levels of hierarchy
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

How many levels of hierarchy are there in a flat structure?

A
  • 4 or less levels of hierarchy
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

What does ‘span of control’ mean?

A
  • how many people you directly look after
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

What does ‘chain of command’ mean?

A
  • how many layers are underneath you
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

What does delegation mean?

A
  • passing down of authority to more junior employees
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

What is the type of leadership when having a narrow span of control and a tall chain of command?

A
  • autocratic
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

What is the type of leadership when having a wide span of control and a flat chain of command?

A
  • democratic
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
40
Q

What are the advantages of having a tall organisational structure?

A
  • more control over employees
  • wide range of opinions
  • more promotion opportunities
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
41
Q

What are the disadvantages of having a tall organisational structure?

A
  • higher staff costs
  • decision making would take longer
  • communicating would be harder
  • can be demotivating as employees have less autonomy (autocratic)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
42
Q

What are the advantages of having a flat organisational structure?

A
  • decision making would be quicker
  • staff costs are lower
  • more freedom for employees (less tightly controlled - democratic)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
43
Q

What are the disadvantages of having a flat organisational structure?

A
  • few opportunities for promotion
  • managers have less control
  • productivity may decrease due to more freedom
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
44
Q

What are the advantages of delegation?

A
  • wide variety of opinions
  • easier decision making
  • motivates employees as they gain experience and responsibilities
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
45
Q

What are the disadvantages of delegation?

A
  • less control for managers
  • less experienced (quality of work could decrease)
  • stressful as lots of work
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
46
Q

What is a matrix structure?

A
  • combines the traditional departments seen with functional structures with project teams
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
47
Q

What is are advantages of matrix structures?

A
  • motivating
  • easier, more efficient communication
  • encourages collaboration and teamwork
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
48
Q

What is a disadvantage of matrix structures?

A
  • nobody has overriding control/ authority
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
49
Q

What is centralisation and give an example?

A
  • decision making is made firmly at the top of the hierarchy
  • i.e. fast food franchises such as McDonalds
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
50
Q

What is decentralisation and give an example?

A
  • decision making is delegated down the hierarchy, away from the centre
  • e.g. hotel chains such as Premier Inns
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
51
Q

What are the advantages of centralisation?

A
  • ensures consistency
  • only one department (no duplication of roles)
  • quicker to make decisions
  • easier to implement common practice
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
52
Q

What are the disadvantages of centralisation?

A
  • less motivation for employees
  • decrease in customer service
  • less relevance to individual location’s needs
53
Q

What are the advantages of decentralisation?

A
  • more empowered/ motivated employees
  • better customer service
  • tailored to individual location’s needs
54
Q

What are the disadvantages of decentralisation?

A
  • duplication of roles in departments
  • less consistency
  • longer to make decisions
55
Q

What is delayering?

A
  • removal of one+ levels of hierarchy from a businesses organisational structure
56
Q

What are the advantages of delayering?

A
  • more opportunities for delegation
  • improve communication
  • removes departmental rivalry
  • encourages innovation
  • cut staff costs
57
Q

What are the disadvantages of delayering?

A
  • may not suit all organisations
  • negative impact on motivation
  • wider span of control so less communication
  • period of disruption
58
Q

What is job analysis?

A
  • process of grouping tasks and responsibilities into job roles based on the needs of a business and the skills of a workforce
59
Q

What is person specification?

A
  • list of skills/ characteristics an employer seeks from an employee
60
Q

What is job description?

A
  • outline of a list of tasks/ responsibilities involved on a day-to-day job
61
Q

What is an application form?

A
  • document made by business to assess candidate suitability
  • tailored to the needs of a business
62
Q

What is a CV?

A
  • document created by an employee outlining qualifications and experiences
63
Q

What are interviews?

A
  • candidate is selected after a one-to-one conversation
64
Q

What are psychometric tests?

A
  • a questionnaire designed to assess personality traits
65
Q

What are assessment centres?

A
  • candidate is assessed in a group scenario
66
Q

What is recruitment?

A
  • process of deciding who will fulfil a specific job role, which is essential to ensure that a business employees people with the right skills/ experiences
67
Q

Why do businesses need to recruit employees?

A
  • diversification
  • delegation
  • to replace other employees
  • seasonal events
  • expansion
  • to cope with a sudden increase in demand
  • to fulfil strategic objectives
  • customer service
  • for new technology
68
Q

What are the two types of recruitment?

A
  • internal
  • external
69
Q

What are the pros of internal recruitment?

A
  • candidates already have experience in the business and will be familiar with it
  • opportunities for promotion (motivates current employees)
  • cheaper
70
Q

What are the cons of internal recruitment?

A
  • only choose from a limited number of people
  • no fresh ideas
71
Q

What are the pros of external recruitment?

A
  • new set of skills coming into the business
  • mangers have a much wider choice of candidates
  • fresh ideas coming into the business
72
Q

What are the cons of external recruitment?

A
  • expensive (marketing)
  • candidate won’t know how the business operates
  • more training costs
73
Q

How many hours do employees have to work a week to be considered full time?

A

37.5 + hours

74
Q

How many hours do employees have to work a week to be considered part time?

A

less than 37.5 hours

75
Q

What are contracts of employment?

A
  • legal documents stating hours of work, rates of pay, duties and other conditions under which a person is employed.
76
Q

What are the benefits to the employer having full time employees?

A
  • increased output
  • more reliable
  • easier to manage rota
  • better quality service
77
Q

What are the benefits to the employee working full time?

A
  • clear expectations
  • more likely to be promoted
  • higher wage/ salary
78
Q

What are the benefits to the employer having part time employees?

A
  • don’t pay for employee if don’t need them all the time
  • flexible
  • wider variety of skills/ ideas
79
Q

What are the benefits to the employee working part time?

A
  • flexible working hours
  • work-life balance
  • may be paid premium if working on holidays/ overtime
80
Q

What is selection?

A
  • choosing right employees from among those who have applied for a job
81
Q

What are the benefits of having an effective selection process?

A
  • choose right candidate
  • good retention rates
  • higher productivity
  • values align with business
  • saves costs/ time
  • better customer service
  • better quality products
82
Q

What is redeployment?

A
  • use of employees in any aspect to achieve a specific effect
  • short term
83
Q

What is redundancy?

A
  • business dismisses an employee because it no longer needs anyone to do the job
  • position is no longer needed, not person
84
Q

Why do businesses avoid redundancy?

A
  • have to pay employees year salary
  • time consuming
  • affect reputation/ bad media
  • lose skilled workers
  • lower morale of existing staff
85
Q

What are the three types of training?

A
  • induction
  • on-the-job
  • off-the-job
86
Q

What is training?

A
  • process of instructing an individual about how to carry out tasks directly related to his/ her current job
87
Q

What is induction training?

A
  • first day training
88
Q

What is on-the-job training?

A
  • instructing employees at their workplace
  • placed with another employee for one day a week
89
Q

What off-the-job training?

A
  • training at a training centre or going on a course
90
Q

What is the importance of training?

A
  • improves productivity
  • motivates employees
  • improves retention rates
  • improves quality of output
91
Q

What is motivation?

A
  • desire to complete a task and to do a good job
92
Q

What is financial motivation?

A
  • motivating employees with money and things associated with money
93
Q

What are the main methods of financial motivation?

A
  • remuneration
  • bonuses
  • commission
  • promotion
  • fringe benefits
94
Q

What is remuneration?

A
  • payment by wages or salaries
95
Q

What are bonuses?

A
  • paid at set intervals depending on the performance of a business
96
Q

What is commission?

A
  • getting paid per product you sell
  • extra % on top of reuneration
97
Q

What is promotion?

A
  • moving up the hierarchy of a job
98
Q

What are fringe benefits?

A
  • extra incentives such as a company car or private healthcare
99
Q

What are the key concepts of Taylorism (Taylor’s Theory of Motivation)?

A
  • main motivator is pay
  • workers given one task to master
  • time and motion study (find quickest way of completing a task by breaking it down)
  • piece rate pay
100
Q

What systems have McDonalds put in place to increase efficiency (Taylorism)?

A
  • speedee system
  • standardisation
  • “one best way”
101
Q

What are the advantages of Taylorism and McDonalds speedee system?

A
  • increases productivity
  • fewer employees needed
  • consistency
  • don’t pay premium for skilled workers
102
Q

What are the disadvantages of Taylorism and McDonalds speedee system?

A
  • unfulfilled employees
  • creates unemployment and strike action
  • loss of individual initiatives
  • dehumanised workers
  • high absenteeism
  • hostile working environment
103
Q

What is Maslow’s method of motivation?

A
  • hierarchy of needs
104
Q

What is the hierarchy of needs (Maslow)?

A

Top: Self-actualisation
——– Esteem
——– Love and belonging
——– Safety needs
Bottom: Physiological needs

105
Q

What are the two basic needs of Maslow’s hierarchy of needs?

A
  • physiological
  • safety
106
Q

What is included in physiological needs (Maslow)?

A
  • basic needs for survival
  • food, water, shelter
107
Q

What is included in safety needs (Maslow)?

A
  • health and wealth
  • security
108
Q

What is included in love and belonging needs, AKA social needs, (Maslow)?

A
  • natural desire to feel accepted/ loved
  • wanted
109
Q

What is included in esteem needs, AKA ego needs, (Maslow)?

A
  • appreciated/ valued
  • self worth and pride
110
Q

What is included in self-actualisation needs (Maslow)?

A
  • full potential
  • rare to stay in this level due to growth and discovery
111
Q

What are the key concepts of Herzburg’s method of motivation?

A
  • two factor theory that affects job satisfaction and job dissatisfaction
  • motivators = increase motivation/ satisfaction
  • hygiene = reduce job satisfaction but cannot motivate on their own
112
Q

What are some example of hygiene factors (Herzburg)?

A
  • fair pay
  • relationships
  • policies
113
Q

What are some examples of Motivational factors (Herzburg)?

A
  • growth
  • career advancement
  • meaningful work
  • recognition
114
Q

What are the key concepts of Mayo’s method of motivation?

A
  • paternalistic leadership type
  • managers take an interest in workers, treating them as people with worthwhile opinions
  • workers are best motivated by:
    a) better communication between workers and managers
    b) greater manager involvement in employees working lives
    c) working in groups or teams
115
Q

What are the key concepts of McGregor’s theory of motivation?

A
  • 2 types of managers: Theory X and Theory Y
    Theory X = autocratic/ more like Taylorism
    Theory Y = empowering employees/ democratic
116
Q

What are Theory X managers (McGregor)?

A
  • employees only desire money
  • drive themselves to perform
  • employees avoid responsibilities
  • close supervision
117
Q

What are Theory Y managers (McGregor)?

A
  • employees motivated by self-fulfilment
  • employees seek responsibilities
  • employees must be pushed to perform
  • independence
  • employees naturally want to work
118
Q

What are trade unions?

A
  • organisation with members who are usually workers or employees
  • looks after their interests at work by improving employer-employee relations
119
Q

How do trade unions look after employees interests at work?

A
  • negotiate agreements with employers on pay and conditions
  • discuss large changes e.g. large scale redundancy
  • discuss member’s concerns with employers
  • going with members to disciplinary and grievance mettings
120
Q

What are two methods of improving employer-employee relations?

A
  • trade unions
  • work councils
121
Q

What is a works council?

A
  • forum within a business where workers and management meet to discuss pay, working conditions and training
  • employee representatives to works council are elected by the workforce
  • common when no trade unions exist and are more common in Europe
122
Q

What are industrial disputes?

A
  • occurs when there is a serious disagreement between trade union representatives.
123
Q

What are types of industrial actions?

A
  • strikes
  • halting production
  • overtime ban
  • ‘go slow’ methods
  • ‘work to rule’
  • sit-ins
124
Q

What is ‘work to rule’ (industrial action)?

A
  • employees do exactly what job entails and nothing more
  • bare minimum and no favours
125
Q

What is ‘go slow’ (industrial action)?

A
  • workers take time doing tasks and duties
  • slows down production
  • affecting firm’s ability to meet customer orders
126
Q

What is the overtime ban (industrial action)?

A
  • workers decide not to work over regular hours
  • loss in production for firm
  • lose customer contracts as orders cannot be met in time
127
Q

What are ‘sit-ins’ (industrial action)?

A
  • workers occupy workplace and refuse to carry out their work
  • usually occurs when a firm is in danger of closing
128
Q

What are strikes (industrial action)?

A
  • extreme case
  • employees withdraw labour altogether
  • e.g. unsuccessful coal miners strike of 1984

MR FISH business (1 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions