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Business > Human Resources > Flashcards

Human Resources Flashcards

1
Q

What is a letter of application

A

A letter sent with a cv or application form containing additional information
( also known as a cover letter )

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2
Q

Why can interviews be helpful TO EMPLOYER

A
  • can validate information
  • see how candidate copes under pressure
  • can query any further information needed
  • can see if the candidate would fit well in workforce
  • non verbal aspects can be considered ( mannerisms)
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3
Q

How can interviews be helpful TO EMPLOYEES

A
  • experience
  • ask questions
  • get a feel for workplace
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4
Q

Why May interviews not be helpful

A
  • subconscious discrimination
  • don’t see candidate in workplace
  • nerves can affect performance and answers
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5
Q

What is scenario testing

A

Showings a candidate a video or photo of a scenario to ask and see how they would react

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6
Q

What is psychometric testing

A

A ‘mental measurement’ evaluating capacity to work with others, process information and cope with stress.

( part of selection process )

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7
Q

Why is it important to have a good selection process

A
  • help find candidate with right skills
  • can determine which Canaanite fits best in organisation in terms of personalities
  • save time and money on future recruitment and selection
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8
Q

What are limitations to testing

A

Employees may give the answer they think the employer wants to hear

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9
Q

What is an organisational chart

A

A diagram to show the hierarchy in a business usually from top to bottom in terms of seniority

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10
Q

What do organisational charts show

A
  • chain of command
  • authority and subordinates
  • lines of communication
  • span of control
  • chain of command
  • levels of hierarchy
  • line relationships
  • staff relationships
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11
Q

What is the span of control

A

The number of employees ( or subordinates ) for who a manager is responsible for

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12
Q

Advantages of a NARROW span of control

A

Manager can spend more time giving staff clear and direct instructions

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13
Q

Drawbacks of a NARROW span of control

A

Staff may feel ‘watched over’

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14
Q

Advantages of WIDE span of control

A

Employee independence and less manager supervision for staff

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15
Q

Drawbacks for WIDE span of control

A

Staff members may perform badly if manager looses control

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16
Q

Why May a manager prefer a wide span of control

A

More people to delegate to

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17
Q

What is the Chain of command

A

The order of authority and delegation within a business

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18
Q

What are the levels of hierarchy

A

Number of layers in the business

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19
Q

What are line relationships

A

Vertical relationships between managers and subordinates

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20
Q

What is empowerment

A

Giving employees power and freedom to do their jobs

21
Q

What is a centralised structure

A

Only most senior management make decisions

22
Q

Benefits of centralised structures …

A

Quick decision making in an emergency situation

23
Q

Drawbacks of centralised structure

A

No employee input

24
Q

What is a decentralised structure

A

Decision making is spread out across more junior managers across the business

25
Q

Benefits of decentralised structure

A

Junior managers give input

26
Q

Drawbacks of decentralised structures

A

Slow decision making

27
Q

What is organisation by product ( division )

A

Workers put in teams for each product made

28
Q

Advantages of organisation by product

A
  • easy to see profit centres
  • each centre has high autonomy
    ( independence )
  • teams see direct results of work
  • communication barriers broken down for specialists
29
Q

What is organisation by function ( or system )

A

Workers put in teams depending on specialities or expertise ( eg marketing, finance etc )

30
Q

Benefits of organisation by function ( or system )

A
  • Specialist can concentrate on what they do best
  • less duplication of teams
31
Q

Drawbacks of organisation by function

A
  • conflict may occur over goals or budgets
  • communication between segregated teams May be more difficult
  • can be difficult to accredit success of failure
32
Q

What is a matrix structure

A

Employees work across teams and projects aswell as withim their own department or function

33
Q

What Is an appraisal

A

A formal assesment of an employees performance documented in writing

34
Q

Why carry out an appraisal

A
  • Gives staff a focus
  • make staff feel more valued
  • set standards and expectations
  • record any issues
35
Q

What is a managerial appraisal

A

Manager evaluates employees performance

36
Q

Advantages of managerial appraisals

A
  • experts advise
  • can then be used for promotion considerations
37
Q

Drawbacks of managerial appraisals

A
  • managers don’t always work closely to the employee
  • input limited to one view
38
Q

What is a self assesment

A

Employees assess their own work often with a tick sheet

39
Q

What is a 360 degree appraisal

A

Involves an employee receiving input from multiple people within organisation

40
Q

Benefits of 360 degree appraisal…

A

A broader picture of performance

41
Q

Drawbacks or 360 degree appraisals…

A

Could result in too much and therefore conflicting feedback

42
Q

What are peer assesments

A

Appraisals carried out by a peer

43
Q

Benefits of peer assesment…

A

Peers work more closely to an employee

44
Q

Drawbacks of a Peer assessment…

A

Could be bias due to friendships, or them not getting on or relationships

45
Q

What is mcgregors theory X

A

Managers perceive employees as :
- motivated by money
- lazy
- unwilling to accept responsibility

46
Q

What is mcgregors theory Y

A

Managers perceive employees as:
- willing to accept responsibility
- not only motivated by money
- have self discipline
- enjoy their work

47
Q

What are the five options on Blake and moutons theory leadership grid

A

-Country club
-authoritarian
-impoverished
-team leader
-middle of the road

48
Q

What are crayons and galtons theory traits

A

Motivational
Integrity
Self confidence
Creativity
Intelligence

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