HR Strategies

Question 1

Hard HRM strategy

Answer 1

Employees aren’t as valued and are seen like a machinery, little empowerment and responsibility, minimum wage with little to no benefits, survived for a tall autocratic leadership style

Question 2

Soft HRM strategy

Answer 2

Employees are valued and seen as one of the most important assets, competitive pay with many benefits, employees are empowered and tasks a delegated, suits a flat democratic leadership style but high cost

Question 3

Components of work force plans

Answer 3

An,using existing workforce, assessing future need, indenturing the gaps in the workforce

Question 4

Internal influences on workforce plans

Answer 4

Corporate objectives, production and marketing objectives, strength of current labour, existing organisational structure

Question 5

External influences on workforce plans

Answer 5

Market demand, labour market trends, economic conditions, social and political change, local factors

Question 6

Issues impe,eating workforce plans

Answer 6

Employee/employer relations, costs, corporate image, legislation, labour market tends

Question 7

Value of workforce plans

Answer 7

Helps achieve corporate objective, prepare and plan for changes, strategic decision making, improved communication.

Question 8

Centralisation

Answer 8

Keeps decision making formally at the top of the hierarchy amongst most of senior management, easier to implement but lack of authority for managers further down which can cause motivational issues

Question 9

Decentralised

Answer 9

Decision making is spread out and include more managers, decisions made closer to the customer which can improve customer service, but no sense of strong leadership

Question 10

HR objectives

Answer 10

Include, matching workforce skills, size and location to business needs