human resource performance Flashcards
what is HR responsible for
choosing the right employees
training
re-deployment
redundancy
advantages of motivated employees
greater productivity
promoting the business as a workplace
building trust
Who was Taylor and what did he suggest
the MONEY MAN
suggested that to motivate employees you had to pay them for what they produce
advantages of Taylor
may improve productivity
reduces employee costs by hiring fewer employees
disadvantages of Taylor
workers may get bored from doing monotonous tasks
types of employee objectives
engagement
talent development
training
diversity
alignment of values
location, skills and number of employees
internal influences on HR objectives
staff skillset
other functional objectives
availability of funding
external influences on HR objectives
legal considerations
tech advances
ethical considerations
features of Hard HRM
employees are:
a cost
not trusted
supervised always
unskilled
benefits of hard HRM
managers have full control
drawbacks of hard HRM
employees don’t contribute to their full potential
features of soft HRM
employees are:
a resource
skilled
trusted
opportunities
benefits of soft HRM
empowers employees
which
increases efficiency
drawbacks of HRM
mistakes occur when employees make wrong decisions
calculate labour turnover
no of staff leaving
____________________ x 100
avg. no of staff
calculate retention rates
no of employees staying
______________________________________ x 100
no. of staff at the start of the period
calculate labour productivity
total output
______________
no. of employees
calculate employee costs as a % of turnover
total employee costs
________________________ x 100
total rev
calculate labour cost per unit
total labour costs
________________________
total units produced
what is Job design
creating and planning a job considering its aspects
what can influence job design
performance of employees
resources available
market research
business objectives
Job enlargement -
more tasks and responsability
job empoweremnt -
autonomy
job enrichment -
complexity of tasks increase
job rotation -
move from one to another
what is a HR plan
assesses the current and future capacity of a businesses workforce and sets out actions necessary to meet the business’ future HR needs
what does Hackman and Oldham’s model do?
stresses the importance of designing jobs where individuals have skill variety, task significance, task identity, autonomy and feedback channels
what are the main features of Hackman and Oldham’s model
skill variety
task significance
task identity
autonomy
feedback channels
Hackman and Oldham’s model: what will skill variety and task identity give an employee
a sense of meaning resulting in high levels of motivation
Hackman and Oldham’s model: what will autonomy give an employee
responsibility resulting in high levels of job satisfaction
Hackman and Oldham’s model: what will feedback channels give an employee
knowledge and understanding of results and processes resulting in lower levels of absenteeism and turnover
organisational structure
vs
organisational design
the way a business is arranged
the process to ensure a business is appropriately designed
key factors of organisational design
levels of hierarchy
spans of control
delegation or authority
centralisation and decentralisation
influences on delegation, centralisation and decentralisation
leadership/management styles
overall corporate objectives
workforce skill
technological environment
competitive environment
economic environment
HR flow: human inflow
recruitment decisions
HR flow: internal human flow
re-deployment, promotions etc
HR flow: human outflow
redundancies
retirement
release of employees
