Brainscape's Knowledge GenomeTM


Top Flashcards (Certified)
All Flashcards

Business > HR > Flashcards

HR Flashcards

1
Q

explain the costs of industrial action on the employees

A

employer relation may not be as good as possible

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

what is meant by a no strike deal

A

employees agree to not go on strike

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

what is meant by a go slow

A

employees work slow and a lack of productivity

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

what is meant by a work to rule

A

employees have to work to the standard that employees set for them

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

what is meant by a strike

A

employers refuse to come into work

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

what are some of the decisions an employee may take part in if they are empowered
4

A

advertising
operations
sales
recruitment/training

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

explain the disadvantages to a PLC in a price competitive industry of having 90% of its employees represent by a trade union

A

employees may demand more pay and the business may have to raise prices to make up for the extra cost of increased pay for workforce

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

how does negative employee and employee relations and industrial action impact the brand image of the business
2

A

customers-loss of trust + loyalty
investors and shareholders- financial concerns, negative media coverage,high labour costs and lost productivity so less dividends
-employees- lower moral and productivity, creates a toxic work environment.

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

draw the model of communication and define each stage

A

1) sender- the person or group who initiates the communication
2)message-the info or idea being conveyed
3)medium- the most his uses to send the message eg- speech or email
4)receiver- the person or group who receives and interprets the message
5)feedback-the response from the receiver which helps the sender know if the message was understood

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

name 4 factors that affect the extent of employee representation in a business

A

-leadership and management (hard or soft)
- employment
-financial position of the business
-the nature of the workforce

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

how does a trade union help employees

A

it’s a group that workers can join to improve their employee conditions
(they negotiate with employers on behalf of the member)

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

how does a work council help an employee

A

a group of employees representing a workforce in a discussion with their employees
(the voice for employees concerns)

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

state the costs that industrial action can have on employers
4

A

-loss of productivity
-revenue loss
-increased costs
-investor concerns

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

how can having a strong relationship between employees and employer can patient impact a business 3

A

it creates a positive work environment that benefits the businesses- productivity, absenteeism, employee engagement

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

what happens in this situation of employee representation conciliation

A

neutral third party helps resolve disputes between employees and employers by facilitating discussion but doesn’t impose a decision

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

what happens in this situation of employee representation arbitration

A

neutral 3rd party listen to both sides of a dispute and makes a binding or non binding decision to resolve the issues

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

what happens in this situation of employee representation collective bargaining

A

representative of employees (usually a union) negotiating with employees to establish wages, working conditions and other employment terms

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

what happens in this situation of employee representation (works council)

A

a group of employees representatives within a company collaborates with management on workplace decisions ensuring workers interest are considered

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

what is a corporate objective

A

goals for the entire organisation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q
A
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

what is a human resource objective

A

targets pushed by the HR function of a business

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

what is labour productivity

A

the quantity of output per employee higher productivity leads to lower unit costs

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

examples of HR objectives
3

A

training
diversity
alignment of values

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

value of setting HR objectives

A

-they help to coordinate business activities
-they can be used to measure progress
-help to motivate employees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
26
what is capacity
the maximum amount of output achievable if all resources are fully utilised
27
capacity utilisation calc
actual output/ max output X100
28
labour productivity calc
total output/ number of employees
29
labour productivity will be influenced by a number of factors including
-motivation -training and skills of the workforce
30
unit cost calc
total costs/ output
31
factors influencing unit costs include 6
-number of units produced - labour productivity -use of workforce hours -wastage -cost of inputs -material usage
32
what is hard human resource management
it’s having a strong focus on analytical data and emphasises efficiency
33
what is soft human resource management
encourages empowerment and job enrichment for the employees
34
what is hard HRM focus, approach, goal and structure
focus-efficiency and productivity approach-uses data and metrics goal-archive business objectives structure-hierarchical business model with a clear chain of command
35
what is soft HRM focus,approach, goal and structure
focus- employee empowerment and well being approach- prioritise employees needs and potential goal- help employees find meaning in their work structure- democratic management style
36
what is labour turnover
it’s how often employees leave an organisation
37
benefits of knowing staff turnover rate 2
-it helps a business to identify patterns that could signify deeper problems within the organisation -helps to see where you lose employees and where you need to employ
38
staff turnover rate formula
amount left/average number of employees X100
39
labour productivity
the output per worker or per hour worked
40
labour productivity calc
output/ input (employees/ hours) = labour productivity
41
employee costs as a % of turnover calc
total staff costs/ total turnover
42
benefits of knowing employee costs as a % of turnover
shows how much is spent on salaries, benefits and holidays
43
HR tools 5
-workforce planning -recruitment and planning -training and development -motivating staff -organisation structure
44
5 steps in a HR plan
1) asses organisational goals 2)evaluate current workforce skills 3) forecast future needs (trends) 4)develop strategies/plan 5)implement and evaluate action and monitor
45
how does HR affect organisational structure 3
-training of managers -training of staff -divisions of labour
46
influences of job design
-the businesses overall or corporate objectives -employee performance -health and safety and other legal requirements -meeting customer requirement as fully as possible
47
what is job design
the process of grouping together or dividing tasks and responsibilities to create complete jobs
48
what is a functional structure
it’s a structure than organised employees into department based on skill and expertise
49
benefits and drawbacks of a functional structure
+/career development, efficiency -/slow decision making,lack of creativity
50
what is matrix structure
it’s where employees report to multiple managers
51
advantages and disadvantages of matrix structure 2 each
+/ better employee development and efficient resource usage -/ conflict in decision making, difficult with accountability
52
what is a product based structure
it’s where employees are put in teams depending on the product or service they are responsible for developing
53
advantages and disadvantages of a product based structure 3 each
+/ product focused, fast decision making and accountability -/ duplicate ideas, unhealthy competition and hard to manage
54
what is a regional structure
is a structure that divides its operation into different geographical regions-> focusing on trailering their section of the business to meet the specific needs of the local market
55
advantages and disadvantages of regional structure 3 each
+/ adapt to divers markets, best local competition and meet laws and regulations of areas -/ poor communication, inconsistent policies and values and conflict in local and central management
56
what is piece rate
when an employee is paid per unit they produce eg brick laying
57
what is a salary scheme
a structures way to pay employees a set wage over a yearly period
58
what is remuneration
paying an employee for the work they are performing
59
what is empowerment
employees are given authority and responsibility
60
what is team working
put in a collaborative setting to inspire and encourage people
61
what are fringe benefits
a benefit to the employees wage that isn’t directly financial
62
what is job enrichment
making a job more stimulating and creating enthusiasm
63
what is job rotation
employees have a charge to do different tasks avoiding boredom
64
advantages of motivation 3
-increased productivity levels -more sales -increased employee retention
65
key parts to maslow hierarchy
people want to grow, have feedback, feel safe and have a nice environment to be fuffiled and motivated
66
what is monetary motivation
commission etc
67
what is taylor’s theory
we do not want any initiative al we want is for them to obey the order we give them-> money is key
68
taylor’s theory what are they identifying
is identifying the most efficient methods of production such as the most efficient worker and why are they good
69
what is a trade union
it’s a group that workers join to improve their employment conditions
70
what do trade unions do
strikes, negotiate pay
71
impact of trade unions
high wages so therefore higher costs
72
what is a work council
a group of employees representing a workforce in discussions with their employees
73
what does a work council do 4
-voice employees concerns -negotiate with managers -promote employee engagement -resolve disputes
74
what influences if an employee can make decisions 3
-employee experience -organisational structure -decisions being made
75
benefits on having employees involved 3
-motivate employees -increase engagement -increase employee experience
76
what is a transmission mechanism
a way which one person communicates with another eg letter email etc
77
what is collective bargaining
this entails negotiations between management and employees representatives often trade unions, over pay and other conditions of employment
78
why is employer and employee relations important 5
-motivation -communication -engagement -productivity -more competitive
79
what is conciliation
a method of resolving individual or collective disputes in which neutral third party encourages the continuation of negotiations
80
what is the model of communication
sender-> message-> medium-> receiver-> feedback then back to the sender
81
avoiding and resolving disputes
-collective bargaining -no strike deals -conciliation
82
internal influences of employee representation 3
-financial position of the business -overall corporate objectives -leadership and management style
83
what is ACAS
a third party advisory, conciliation service provides advice for disputes
84
what is industrial action
it’s a disagreement between employer and employee over some aspect of employment and is an unresolved dispute it which it may result in industrial action such as strikes, a go slow and works to rate
85
the costs of industrial action on employers 3
-loss of revenue -damage to firms representation -fails in productivity so a higher costs
86
the cost of industrial action for employees 3
-loss of pay -impact on job security if revenue falls -may be replaced with machinery

Business (8 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2025 Bold Learning Solutions. Terms and Conditions