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Business Unit 6 > Human Resource Objectives > Flashcards

Human Resource Objectives Flashcards

1
Q

What are the 7 types of Human Resource objectives?

TALENT D

A
  • Talent development
  • Alignment of values
  • Labour productivity
  • Employee engagement and involvement
  • Number and location of the business’s workforce
  • Training
  • Diversity
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2
Q

What is the definition of employee engagement?

A

Employee engagement describes the connection between a business’s employees and its mission, goals and objectives

  • intellectual engagement
  • affective engagement
  • social engagement
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3
Q

What is employee involvement?

A

Employee involvement exists in a business in which people are able to have an impact on decisions and actions that affect their working lives

  • considering employees’ ideas and opinions
  • employee representatives
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4
Q

What has caused the increased interest in talent development?

A
  • Overcoming the pressures of succeeding in increasingly competitive global markets
  • Coping with shortages of certain skilled employees
  • Growing need for highly specialist and creative employees
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5
Q

What is diversity, in an employment context?

A

Diversity, in an employment context, refers to recognising the differences between individual employees and also the differences that may exist between different groups of employees

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6
Q

What is soft HRM?

A

This approach is based on the notion that employees are the most valuable asset a business has and they should be developed to maximise their value to the organisation.

Long-term approach

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7
Q

What is Hard HRM?

A

Treat employees as a resource to be used optimally. Employees obtained as cheaply as possible on short-term, zero-hour contracts.

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8
Q

What are the internal influences on HR objectives and decisions?

A
  • Corporate or overall objectives
  • Attitudes and beliefs of the senior managers
  • Hard or Soft HR approach
  • Type of product
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9
Q

What are the external influences on HR objectives and decisions?

A
  • The technological environment
  • The economic environment
  • The social environment
  • The competitive environment
  • The political environment
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10
Q

What is meant by job design?

A

Job design is the process of grouping together or dividing up tasks and responsibilities to create complete jobs

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11
Q

What is meant by job enrichment?

A

Job enrichment occurs when employees’ jobs are redesigned to provide them with more challenging and complex tasks

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12
Q

What is Hackman and Oldham model of job design? FATTS

A

Core job dimensions:
- Skill variety
- Task identify
- Task significance
- Autonomy
- Feedback

Effects of these lead to:
- High internal work motivation
- High quality work performance
- High satisfaction with the work
- Low absenteeism and turnover

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13
Q

Influences on job design?

A
  • Overall or corporate objectives
  • Employee performance
  • Health & safety and other legal requirements
  • Customer requirements
  • Existing and potential skill
  • Resources available
  • Expected future developments
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14
Q

What is meant by organisational structure?

A

Organisational structure is the way a business is arranged to carry out its activities

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15
Q

What is meant by organisational design?

A

Organisational design is a process to ensure that the organisation is appropriately designed to deliver organisation objectives in the short and long term

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16
Q

What are the three elements of human resource flow?

A

Human inflow
- where and how to recruit employees

Internal human flow
- promotions, demotions, training, projects

Human outflow
- release of employees, retirement, redundancy

17
Q

What is human resource flow?

A

Human resource flow is the movement of employees through an organisation, starting with recruitment

18
Q

What is recruitment and selection?

A

Recruitment and selection is the process of filling an organisation’s job vacancies by appointing new staff

19
Q

What is division of labour?

A

Division of labour is the breaking down of production into a series of small tasks carried out repetitively by relatively unskilled employees

20
Q

What is a time-and-motion study?

A

A time-and-motion study (work study) measures and analyses the ways in which jobs are completed, with a view to improving these methods

21
Q

What is Taylor’s motivation theory?

A

External factors, monetary.

Best systems of production should be identified and employees supervised closely when they carried out specific tasks.

  • Work study
  • Normal times of completion
  • Equipment and training
  • Piece rate pay
22
Q

What is the Hawthorne effect?

A

Motivation was dependent upon:
- type of job and supervision being carried out
- group relationships, group morale, sense of worth experienced

23
Q

What was Maslow’s theory of motivation?

A

Needs of employees must be met for motivation, once one level was met they can be further motivated by next level

Five categories, first three basic needs, others are higher needs:

  • Physiological needs
  • Security needs
  • Social needs
  • Esteem needs
  • Self-actualisation (fulfil one’s potential completely), provide new opportunities
24
Q

What was Herzberg theory of motivation?

A

Factors which influence motivation into two categories

Hygiene factors (environment), potential to demotivate if not there
- company policy
- supervision
- working conditions
- salary
- relationships

Motivators
- personal achievement of goals and targets
- recognition for achievement
- interest in the work itself
- responsibility for greater and more complex duties
- personal growth and advancement

These link with Maslow, basic needs being hygiene factors, higher needs being motivators.

25
Q

What is commission?

A

Commission is a method of payment in which the amount paid is related to the value of goods or services that an employee sells

26
Q

What is piece rate?

A

Piece rate is a system whereby employees are paid according to the quantity of a product they produce

27
Q

What is performance-related pay?

A

Performance-related pay exists where some part of an employee’s pay is linked to the achievement of targets at work.

28
Q

What is variable pay?

A

Variable pay is a flexible form of pay that offers employees a highly individual pay system related to their performance at work.

29
Q

What financial methods of motivation is there?

A
  • Commission
  • Piece rate
  • Performance-related pay (PRP)
  • Profit sharing
  • Share ownership
30
Q

What non-financial methods of motivation is there?

A
  • Job design
  • Appraisal systems
  • Team working
31
Q

Benefits of motivated and engaged employees?

A
  • low level of absenteeism
  • Relatively few employees deciding to leave the organisation
  • Good relations between managers and other employees
  • High levels of labour productivity
32
Q

Influences on the choice and assessment of financial and non-financial methods of motivation?

A
  • Costs involved
  • Attitude of management team
  • Training given to the management team
  • Skill levels of workforce
  • Effectiveness of communication within and outside the business
  • Importance of public’s perception of the business

Business Unit 6 (2 decks)

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