Human Resources 1 Flashcards
State 3 common HR values?
ensure human resources are employed cost effectively
minimise staff turnover
pay rates should be competative but not excessive
make best use of employee skills
Outline 3 activities of the HR department?
recruitment and selection
review pay, rewards, and working conditions for employees
manage communication with staff
organise employee training and appraisal
Define the term flexible working
has an agreed number of working hours and made up of core hours that must be worked
Outline three methods of flexible working
working from home
job sharing
flexible hours
part time
Define zero hour contracts
means the employee has to be available to work but is not guaranteed work
Define remote working
all working tasks are fulfilled by working at home
define hot desking
when employees share communal computers and desks instead of being individually allocated a workstation
define temporary staff
employment for a specific period of time
define job sharing
means two people share the same job often on a 50/50 split
define multi skilling
involves a workforce being able to train their workforce to work effectively across a wide range of tasks
state 2 advantages of flexible working for the employer
employees are likely to work better and have higher productivity as they are more motivated
benefits them if staff can be moved around the department to complete other jobs
state 2 advantages of flexible working for the employee
allows employees to develop work patterns that suit their own lifestyles
less stress juggling work and home
can work to personal preference
easier to arrange appointments
state two disadvantages of flexible working for the employer
extra cost of training if part time /job sharing
more staff to manage
more difficult to organise training and communication
state two disadvantages of flexible working for the employee
lower pay but fewer hours if part time/ job sharing
temporary contracts provide less security
may not feel the same sense of belonging
state two ways technology has enabled more flexible working
provides remote access to all the data and applications employees need to do their jobs
define the term workforce planning
the process of calculating the number of employees a business needs in the short term and the long term including the number of workers and their skills and matching employees to the business’ requirements
outline the four steps in workforce planning
1) cooperate objectives set HR needs
2) analyse existing workforce
3) assess future needs ( demand for Labour)
4) identify gaps in the workforce
state three costs of workforce planning
must be supported by sufficient financial resources for it to be effective
every desision of the workforce plan has cost implications
must be consistent with corporate objectivbes
external factors may lead to changed plans
based on forcasts and estimates
state three benefits of workforce planning
cuts costs by ensuring too many or not enough staff have been recruited
improved communication
helps a business achieve its corporate objectives by ensuring a business has a workforce of the right size with the right skills,
outline 4 aspects that affect workforce planning
business objectives
labour market changes
demographic change
social change
outline three impacts of workforce planning aside from eliminating surprise
smoothing out business cycles
identify problems early
preventing problems
taking advantage of opportunities
define the term recruitment
the process of identifying the need for new employees, defining the job and the appropriate workforce
state the 6 stages of the recruitment process
job analysis
job description
person specification
job advert
shortlisting
interview
state three reasons why businesses may need to recruit staff
business expansion
existing employees leave
business needs employees with new skills
business is relocating
what is meant by job analysis
it identifies a gap in the workforce using business planning
outline the difference between job description and personal specification
job description sets out the purpose of the job whereas person specification sets out the details of the person required for the job role
outline the difference between internal and external recruitment
internal recruitment is when the business recruits internally through promotion and someone being recruited who is already in the business whereas external recruitment is when the recruitment process is taken outside of the business and someone completely new is brought in
outline two advantages to the business of using internal recruitment
quick
easy
people are already familiar on how the business operates
provides opportunity for promotion which can be motivating
already known by managment
outline two disadvantages to the business of using internal recruitment
limits the number of apllicants
no new ideas
creates other vacancies
cause resentment
outline two disadvantages to the business of using external recruitment
longer process
more expensive
selection process may be ineffective
outline two advantages to the business of using external recruitment
new ideas
larger pool of workers of which a candidate can be selected
people have a wider range of knowledge
outline the role of an employment agency
provides a link between the employer and employee and charge a fee for the service
state two advantages and disadvantages of interviews
pros:
allows the business ti gather more information from the candidate
interviewer is able to assess the candidates communication and interpersonal skills
cons:
can be biased
time consuming
interviewers make up their mind about a candidate very early on
state two advantages and disadvantages of testing
pros:
provides evidence that candidates posseesses the skills needed for the job
can be quick and efficient
avoids danger of biased desisions
cons:
no test can gtest all the skills for the job
the skills tested may not be important for the job role
some candidates may not perform well under pressure
state two advantages and disadvantages of work trials
pros:
its risk free
you know the candidate is committed
there are no wage costs
very little paperwork and its cost free
cons:
its unfair for the individual to have to do a days work and not be paid
risk of exploition
define the term training
the process of increasing the knowledge and skills of the workforce to enable them to perform their jobs effectively
outline why induction training is important
as it enables a new recruit to become productive as quickly as possible
state three examples of on the job training
mentoring
job rotation
in house corse
outline two advantages of on the job training
most cost effective as the business doesnt need to pay travel expenses
employees are actally productive
opportunity to learn
outline two disadvantages of on the job training
quality depends on the ability of the trainer
learning enviornment may not be conductive
potential disruption to production
state two examples of off the job training
vocational courses
distance and e learning
state two advantages of off the job trianing
wider range of skills or qualifications can be obtained
can learn from experts
employees can be more confident when starting the job
can provide more conductive learning
state two disadvantages of off the job training
more expensive
lost working time
new employees may still need some induction training
employees now have better skills and could leave for better jobs
describe what an apprenticeship involves
combines practical training in a job with study
describe 3 advantages of training
improves productivity
employees can improve their knowledge and skills and so they can undertake a wider range of skills
increased job satisfaction
describe three disadvantages of training
disruption
costly
difficult to measure
whats the purpose of psychometric testing
examines traits and characteristics of a candidate
whats the purpose of aptitude testing
how well a candidate can cope when faced with a given situation
whats the purpose of attainment testing
examines an individuals ability to use specific skills they have acquired
state two reasons for a rise in apprenticeships
possibility of permanent employment if the apprenticeship is successful
remuneration can be less than minimum wadge
define the term appraisal
is the process of evaluating the usefulness of the employee to the business
state the 4 types of appraisal
supervisors
self appraisal
peer appraisal
360 degrees appraisal
outline 3 benefits of apprasil to the business
can improve performance
identify training needs
identify promotion potential
provide information for human resources planning
give 5 benefits of having a motivated workforce
improves productivity
improves quality
reduces absenteeism
good reputation
improved industrial relations
outline the difference between financial and non financial motivators
financial motivators involve monetary rewards whereas non financial dont and provide physiological benefits
two advantages and disadvantages of piece rate
pros:
can result in increased productivity
helps to keep wage cost under control
cons:
output could increase at the expense of quality
low quality products can result in increased scrap
two advantages and disadvanatges of performance related pay
pros:
there is a direct link between performance and rewards which can be motivating
can increase productivity and quality
cons:
rewarding individual employee could discourage team work
many disputes on how performance is measured
two advantages and disadvantages of profit sharing
pros:
should improve the employees loyalty to the company
employees have a vested interest in the sucess of the business
employees are more likely to be flexible
cons:
share may be too small
employees may feel their individual efforts are not recognised
explain job enrichment
give employees greater responibility by extending their role
explain job rotation
employees change tasks frequently
explain job enlargment
giving employees more work to do of a similar nature
expalin tow advantages and two disadvantages of empowerment
pros:
employees feel trusted to make desisions
employees may make better desisions than managers as they do the job daily
cons:
employees are given more responsibility without a financial reward
managers may not trust employees
what was taylors theory
scientific managment and that moeny is the only motivator
what was mayos theory
workers are not just concerned by money but also have social needs
what was maslows theory
hierarchy of needs and that you have basic needs and safety needs
what was hertzberg theory
two factor theory
what was the vroom theory
expectancy theory which deals with motivation and management and that employees performance was based on factors such as personality skills and knowledge
what was porter and lawler theory
not only is an individuals motivation to complete a task affected by the reward and believed motivation was affected by the persons perception of the task and the individuals ability to perform the task
vrooms theory is based on three beliefs what are they
expectancy
valence
instrumeantality
