hrm

Question 1

financial and non financial rewards

Answer 1

•time rate
•salary
•bonus
•benefit in kind (if taxable)

Question 2

time rate
(non/financial rewards)

Answer 2

•employee rewarded a fixed amt per hour for a fixed number of hours
•hours worked over & above fixed number are paid at a higher rate called overtime eg. time and a half or double time

Question 3

salary
(non/financial rewards)

Answer 3

•paid in equal amounts to an employee
•paid either weekly, biweekly or monthly

Question 4

bonus
(non/financial rewards)

Answer 4

•a sum of money raised for reaching a certain target
•eg. producing units above agreed limit

Question 5

benefit in kind (if taxable)
(non/financial rewards)

Answer 5

•use of an asset as a form of reward
•eg. company car available for private use
•it could include preferential loans, free or subsidized accommodation

Question 6

flexible working conditions

Answer 6

•refers to an agreement between the employer and their employees trust allows the employee input into their place of work, when they complete their duties, etc
•flexible working conditions can enable and employee to work from home for a no. of days per work & may also allow for flexitime

Question 7

job description

Answer 7

•sets out purpose of job, where job fits into org structure, main responsibilities and key tasks to be performed
•defines where job is positioned in organization structure and who reports to who

Question 8

person specification

Answer 8

•sets out kind of qualifications, skills, experience & personal attributes a successful candidate should possess
•refers to the person & is useful in comparing & assessing the suitability of job applicants
•eg. area mgrs would require detailed knowledge of retail trade, ability to meet deadlines, work under pressure, etc

Question 9

internal recruitment

Answer 9

•employee familiar with culture, policies and practices of the business

Question 10

internal recruitment advs

Answer 10

•training & advertising costs are decreased
•motivation improves as employees recognize that opportunities will occur as vacancies higher up the business of command become available

Question 11

internal recruitment disadvs

Answer 11

•best person for job may not be the internal appointment
•promotion within the business can have negative effect on levels of cooperation between employees

Question 12

external recruitment

Answer 12

•new fresh perspective brought by external appointee
•new employee may have skills & exp required by business that doesn’t exist among current staff
•training costs can be avoided as external appointee may have req skills already

Question 13

job interview

Answer 13

•job interview is evaluation of potential employee by employer for prospective employment in firm. attempts to determine candidates ability to do job, get along w/staff, work in teams & contribute to business in innovative and effective manner

Question 14

selection

Answer 14

•many methods of selection
•find best candidate and decrease risk of poor IR

Question 15

performance appraisal

Answer 15

•evaluation of employees performance carried out by HR manager
•HR mgr and employee meet and agree on targets to be achieved within given period of time eg. year
•HR mgr and employer meet at end of period to evaluate employees performance, compare target with performance & employee may be offered reward for reaching target

Question 16

advs of performance appraisal

Answer 16

•better ir- employees can highlight issues within business at performance appraisal, can help mgt deal w/issues quickly & improve IR in workplace
•training needs- can help identify training needs for employees & these can be organized by HR mgr eg. continuous professional development or work shadowing

Question 17

recruitment & selection

Answer 17

•concerned with finding the best potential candidates with appropriate skills, then picking most suitable candidates
•HR mgr must draw up job desc and person spec then advertise the position
•applicants must be screened. selection is usually by means of an interview

Question 18

training & development (just training)

Answer 18

•training concerned with improving employees ability to perform job in effective manner
•company invests in training for employed leading to better knowledge & skills amongst staff
•results in better customer service & exp of customer
•induction training helps new employees fit into workplace (learn abt job, policies, rules, etc). other types of training include internal/external

Question 19

training & development (just development )

Answer 19

•development prepares the employees for new responsibilities and greater challenges in the workplace
•helps employees self actualise

Question 20

impact of remote working on HRM

Answer 20

•pay and rewards
•training and development

Question 21

pay and rewards
(impact of remote working on HRM)

Answer 21

•rewards system for business and particular employees may have to be altered to take into account new work systems
•staff working from home need to be provided with necessary equipment to perform their roles. remuneration for electricity, internet costs, etc must be factored into changes. pay sales & wage rates may also have to adjust in line with changing circumstances

Question 22

training and development
(impact of remote working on HRM)

Answer 22

•remote working requires huge investment and facilitation of training for new systems
•HR mgrs must organize training for any staff who may have to change how & where they work. method of training will most likely be done remotely & may cause difficulty/confusion for staff not physically present for training courses

Question 23

commission

Answer 23

•employees earn a percentage of total sales they achieve
•can increase motivation of sales staff to sell goods and services to consumers

Question 24

employees share purchase plan

Answer 24

•employees can buy shares in company at discounted price
•can increase motivation of employees as it’s in their interest to work hard & make business successful

Question 25

flexi time

Answer 25

•employees are empowered to choose their own working hours
•employees must fulfil their contracted hours
•eg. employee must do a 40hr work week and decides to work from 10am to 6pm instead of a traditional 9 to 5

Question 26

why performance appraisal

Answer 26

•review progress of employee and decide a suitable reward
•provide employees with feedback to increase their productivity
•goals can be set for future performances and these targets can be agreed by employees
•improve staff motivation by recognizing staff achievements & giving rewards

Question 27

induction training

Answer 27

•necessary for new employees joining a business
•familiarize the new employees with the business, its employees, its culture, and system & procedures
•shows employees the requirements of daily technical operations and work skills in the business & aims to make the employees fully productive ASAP

Question 28

staff development

Answer 28

•long term approach taken with existing employees to encourage them to take on new challenges and reach their full potential
•focused on career development and brings all employees to a higher lvl in terms of their general skills in leading & communicating

Question 29

panel interview

Answer 29

•a selection technique used to choose candidate that most closely matches with the criteria set in the person specification
•candidate interviewed by group of interviewers who candidate meets to reduce the effect of a single interviewers personal bias
•avoid gender bias, distribute questions along panel, determine candidate fits with corporate culture

Question 30

controller manager

Answer 30

•characterized by a “command and control” belief where one person knows best
•very little autonomy given to employed, manager knows best & makes all decisions

Question 31

facilitator manager

Answer 31

•takes on role of “coach/co-ordinator”
•understands and trusts that employees on the front lines have the info they need to respond to changes rapidly once given the resources & responsibility to act

Question 32

piece rate

Answer 32

•employer rewarded per piece produced/job completed
•method may lead to quality control issues as employees may try to get as many items as possible produced to increase their earnings

Question 33

storming

Answer 33

•team members test relationships and tensions
•conflicts frequently arise
•members try to establish their positions on a team
•members may act as individuals and resist other views

Question 34

norming

Answer 34

•constructive relationships and ways of working together emerge
•ground rules and procedures are agreed and there’s an increased focus on the task at hand
•greater sense of trust develops between team members