HR Flashcards
What are the 7 HR objectives?
Labour productivity
Workforce
Employee Engagement/involvement
Training
Talent development
Diversity
Alignment value
Labour productivity calc
total output/no. of employees
Unit labour costs
labour costs/output
employee costs as % of revenue
employee costs/revenue x100
Labour turnover
staff leaving/average no. of staff x100
2 types of HRM
Hard and Soft
Hard HRM
treats employees as just another resource
Soft HRM
treats employees as most important resource (competitive advantage)
Hard HRM features
- minimal communication
-tall structure
-top down
-financial motivation
autocratic leadership
Soft HRM Features
-two way communication
-performance pay
- flat structure
-non financial motivation
-job design/satisfaction
-democratic style
how to improve labour turnover
-efficient training
-competitive pay
-incentives and rewards
-job enrichment
factors affecting labour turnover
-seasonal/temporary
-competitors
-working conditions
-pay
-economic conditions
why is labour productivity important
-significant part of TC
-linked to profitability
-affects unit cost (competitive?)
link between labour productivity and costs
high productivity
lower costs
improving labour productivity
-training
-motivation
-capital equipment
-streamline production
problems with labour productivity
-reluctant to change
-trade off quality
-employees may demand higher pay
-workload demotivating
delegation
give others authority to do tasks
benefits of delegation
-on job training
-empowerment
-lowers manager stress
drawbacks of delegation
-responsibility not delegated
-increase employee stress
-subordinate quality/experience
centralisation
decisions made at the top of hierarchy
decentralisation
decision making spread out
role of trade unions
-protect income
-job security
-lobby for working conditions
-legal advice
- against unfair dissmisal
trade union employer advantages
-negotiating saves time/money
-communication process
-support big change
-employee morale
centralisation benefits
-coordination
-eos
-quicker decisions
-easier policy implemet
centralisation drawbacks
-bureaucratic
-demotivated
-junior closer to customer needs unutilised
decentralisation benefits
-customer service
-empower
-on job training
-responsive decisions
decentralisation negatives
- dis eos
-less financial control
-less consistency
Motivational theorists
-Taylor
-Maslow
-Herzberg
Taylor
-financial motivation
-work study, identify, train reward
-target based piece rate pay
what leadership style does Taylor suit?
autocratic
(close supervision)
Herzberg 2 factors
Hygiene-demotivate if not present
Motivators- directly motivate
financial motivators
-wages/salaries
-bonuses
-commission
-profit share
-share options
-fringe benefit
non financial motivators
-delegation
-empowerment
-flexibility
-job rotation
-job enrich
-job enlarge
works council
required for +2 EU countries with +1000 employees
employee rep
-makes sure employees views are known
-helps manage relations
benefits of employee rep
-empower/motivate
-efficient decision making
-less industrial disputes
-focus on obj.s
negatives of employee rep
-time consuming
-conflicts
-manager authority undermined
