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Business > HR Strategies Booklet > Flashcards

HR Strategies Booklet Flashcards

1
Q

HR Objectives

A

targets in a given period of time informed by workforce planning and constraint by budgets

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2
Q

Types of HR obj

A

Matching workforce skills, size and location the business needs
Making full use of workforce potential
Minimising labour costs
Good employee - employer relations

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3
Q

Internal influences on HR obj

A

Corporate obj
Industrial relations
Other functional obj
Workforce skills/ability

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4
Q

External influences on HR obj

A

PESTLE+C

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5
Q

Soft HR

A

Employees most important - empowered

Two way /Flat Structure

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6
Q

Hard HR

A

Employees resource - corporate business planning

One way/Tall structure

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7
Q

Workforce planning

A

is about deciding how many and what types of workers are required

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8
Q

Components of workforce plan

A

Training/redeployment
Natural wastage
Internal promotion/external recruitment
relocation/restructuring

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9
Q

Stages in workforce planning

A

Corporate obj set HR needs
Analyse existing workforce
Assess future needs
Identify gaps in workforce

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10
Q

Value of Workforce Plan

A

Helps to achieve corporate obj
Encourages managers to prepare and plan
Ability to handle workforce implications better
Improved communication

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11
Q

Internal influences on Workforce plans

A 
Corporate obj
Marketing plans
Financial constraints
HR current situation
Operations plans
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12
Q

External influences on Workforce plans

A

PESTLE+C and market demand

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13
Q

Competitive organisation structure types

A

Hierarchical - formal, clear levels of authority and communication
Matrix - dynamic structures and project teams
Informal - no clear hierarchical structure
Entrepreneurial - few core workers who make decisions

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14
Q

Internal influences on choice of structure

A

Size of business
Corporate obj
Culture of the organisation
Nature of firms product

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15
Q

External influences on choice of structure

A

PESTLE+C

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16
Q

Restuctuing to improve competitiveness

A 
Reduce cost
Reduce duplication 
Improve communication 
Demand
Spread workload
Changes in tech
17
Q

Centralisation advantages

A 
Easier to implement policies
Prevents independent sections
Easier to co-ordinate and control
Economies of scale and overhead savings easier to achieve
Greater use of specialisation 
Quicker decision making
18
Q

Centralisation disadvantages

A

More bureautic
Lack of authority
Does not benefit customer service

19
Q

Decentralisation Advantages

A

Lower labour costs
More delegation
Improved communication
Faster change-more comp

20
Q

Decentralisation disadvantages

A

Demotivating
Wider span of control
Increase workload
Training cost

21
Q

Flexible workforce advantages

A

Respond to economic conditions
Specialist staff
Staff efficiency measured

22
Q

Flexible workforce disadvantages

A

More staff to manage
Communication issues
Demotivating for part time

23
Q

Handys Shamrock organisation

A

Core managerial/ technical - full time, permanent
Outsourced work - contracted fringe, specific services
Flexible workers - Temp and P.T, when demand is high

24
Q

Effective communication leads to:

A

Good relations with stakeholders
Effective decision making
Higher quality- TQM
Inc employee motivation

25
Q

Employee participation

A

More responsibility in decision making
Empowerment - giving subordinates power
Kaizen - continuous improvement
Quality circles - group meeting discussing quality problems in production
Team working - employees combine to make product, each specialising in different areas.

26
Q

Employee representation

A

Body representing employee voice
Workers council - discussions between managers and reps
Worker directors - reps who participate in meeting with board
Trade unions - inc worker participation in workforce

27
Q

A/D

A

.

Business (10 decks)

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