Human Resources Flashcards
7 reasons for changing workforce
changes in demand for products or services
new skills required to research and develop new products and services
employees die, retire, resign
cover for sick leave or maternity leave
respond to flexible working arrangements
replaces employees who are promoted
business growth- openng new outlets- entering new markets
what is workforce planning
the process of analysing, forecasting and planning workforce supply and demand. It assesses gaps and introduces interventions to ensure the organisation has the right people, with the right skills in the right place at the right time
what is internal recruitment
recruiting from within the business by advertising internally
5 advantages of internal recruitment
relatively inexpensive as do not need to advertise externally
can motivate employees as they have a chance of promotion
saves time on induction training as the employee is familiar with the business
process may be shorter
4 disadvantages of internal recruitment
dont have access to a wide pool of candidates so may miss out on new experience, knowledge and skills
may not result in the best person for the role
existing employees may jostle for new positions which can stran relationships/ cause jealousy
creates another job vacancy which will take time and cost to fill
what is external recruitment
recruiting people from outside the organisation by advertising externally
5 disadvantages of external recruitment
can be expensive to advertise externally
can demotivate existing employees if new positions are always filled with new staff from outwith the organisation
external candidates are new so time and finance will need to be spent on induction training
unknown employees are hired which can be risky
recruitment porcess takes longer as there are more candidates
4 advantages of external recruitment
brings new and fresh ideas and skills to the business as there is a wider pool of candidates
more likely to find the best person for the role as there is a wider pool of candidates to pick from
can avoid jealousy in the workplace as existing employees are not promoted over eachother
does not create another vacancy that will need to be filled
What is motivation
An employees willingness and drive to work to their full potential.
Motivation levels relate to the employees happiness at work and their commitment to the role- it will impact productivity.
4 advantages of having motivated staff
Less likely to leave for other employment- easier to retain staff- less recruitment and training costs- more profit
Happy staff give business a good reputation as an employer which attract the best candidates for the job
Motivated staff often means less absenteeism- more productivity and less overtime/ staffing costs
motivated staff more productive and make less mistakes, produce better quality work= more sales and profits
3 disadvantages of unmotivated staff
Less productive- less care taken- more mistakes- more waste- increased costs- less profits
May leave for other opportunities- increased recruitment and training costs- reduced productivity while vacancy is being filled.
Staff unhappy at work- complain and spread bad word about employer- damaging reputation- difficult to attract high calibre employees.
7 financial methods of motivation
PIECE RATE- paid per item produced. More productive- higher wage- encourage employees to work harder
TIME RATE- paid for time they work. More hours- increased wage- encourages employees to work more hours
COMMISSION- employees are paid a percentage of the value of sale- encourage employee to sell more for higher commission
PROFIT SHARING- employees receive a share of profit made by organisation- encourage employees to work harder because the more profitable the organisation is- the more money they receive
BONUS- employees paid an additional amount on top of basic salary for achieving targets set by org.
SALARY- fixed amount paid in 12 instalments. Needs to represent work employee is completing
OVERTIME-hours worked above basic hours in contract- paid at a greater rate e.g time and a half or double time.
8 non-financial methods of motivation
PERKS AND INCENTIVES - company car, gym membership, free childcare, staff discount
FLEXIBLE WORKING PRACTISES- flexi-time, part time, home working- allows employees to achieve a better work life balance
JOB ENRICHMENT- more responsibility more challenging & interesting tasks to make job more satisfying
EMPLOYEE PARTICIPATION- quality circles, work councils etc. allow employees to present their views and suggestions for change- makes employees feel valued as involved in decision making.
APPRAISALS & RECOGNITION- employees review progress & praised for for what they did well. targets are set for future.
TRAINING AND DEVELOPMENT- develop skills which may allow promotion and opportunity to improve status in organisation
EMPOWERMENT- give staff authority to make decisions- increase job satisfaction and motivation
JOB ROTATION- moving employees between roles so employees have a variety of skills and develop knowledge in other parts of the business.
what is the equality act 2010
description and impact
legally protects people from discrimination on the workplace and wider society.
9 characteristics protected- age, sex, sexual orietation, religion, race, disability, pregnancy, marital status, gender reassignment
impact
prosecuted/ fined if found guilty of breaching the act. they must invest financially in making the workplace accesible e.g wheelchair ramps, lifts etc
revise recruitment and selection process to ensure non-discriminatory
all genders paid equally
monitor and investigate any allegations regarding discrimination
what is the national minimum wage and national living wage regulations
description and impact
NLW for people 21 and over and NMW for those of school leaving age
rates change every April 1st
impact
increase in NMW- increased wage costs and potentially less profit/ ability to grow
failure to comply: impact- back payments and/or penalties incurred. Can lead to bad publicity and reputation
if business cannot afford to pay, may need to reduce working hours, restructure, make people redundant
what is direct discrimination
3 types
direct- when someone is put at a disadvantage because of a protected characteristic. May include exclusion, causing distress or making job more difficult.
discrimination by association- discriminating against someone because they are connected to someone with a protected characteristic
discrimination by perception- discriminating against someone who is thought to have a protected characteristic when they do not.
what is indirect discrimination
when a practise, policy or rule is the same for everyone but may have a worse effect on someone with a protected characteristic e.g asking for someone wiith 10 years of experience- discriminates against young people
what is victimisation
when someone is treated less favourably because they are involved in a discrimination or harassment complaint. may include being left out.
includes making a complaint, supporting someone making a complaint, gathering information for a complaint or being a witness.
what is harassment
being the subject of unwanted behaviour.
3 different types- harassment related to protected characteristics, sexual harassment, less favourable treatment as a result og harassment.
could include a one off incident, repeated behaviour, written words or grafitti
what are the 5 levels of Maslow’s hierarchy of needs
- physiological needs 1
- safety and security
- social, love and belonging
- self esteem
- self- actualisation 5
what is the self actualisation level of the hierarchy of needs
to realise ones full potential
employer can:
give opporunities for cerativity
personal growth
promotion opportunities
job enrichment
empowerment
what is the self-esteem level of thre hierarchy of needs
based on the desire to feel avlued, appreciated and proud
employers can:
use appraisal systems
regualr performance reviews- linked to payment reviews
service awards
recognitions schemes- employee of the month
bonus schemes
what is the social love and belonging level on the hierarchy of needs
based on desire to feel loved, accepted and wanted
employer can:
create good team atmosphere
team building events
positive employee relations
staff rooms
open plan offices
after work social events
friendly supervision
what is the safety and security level on the hierarchy of needs
feeling safe at work and home- both financially and physically
employer can:
-safe working conditions
ssafety equipment
permanent contracts
sick pay
holiday pay
job security
wage rises with inflation
what is the physiological level of the hierarchy of needs
basic needs for staying alive- eat, drink, shelter, toilet
employer can:
pay living wage
access to water
welfare facilities
free meals
What is the health and safety at work act
The main piece of legislation covering H & S in the workplace. It outlines the responsibilities of employee and employee in ensuring there is a safe working environment
Impact of health and safety at work act
Providing appropriate equipment- increase costs
If org. doesn’t comply with regulations, they may be subject to legal action from injured employees= fines and compensation.
If business doesn’t comply, may be forced to close temporarily while issue is fixed or permanently shut down.
What are the hygiene and motivator factors jobs
The things that make people satisfied and motivated at work are different from the things that make them dissatisfied
What are hygiene factors
4 examples
Do not motivate but if not present employee motivation will be lowered and employees can become dissatisfied
Job security (zero hour contract)
Status (meaningful work)
Relationships
Fair pay and conditions
What are motivator factors
3 examples
Not necessarily lower motivation if absent but can improve motivation
Growth and advancement (promotions)
Varied work, responsibility and challenge (job enrichment)
Praise and recognition
2 influences of hygiene factors
You must meet these before moving onto motivators
Hygiene factors will SATISFY the workforce- if not present- workforce may be dissatisfied
Autocratic leadership
3 adv
3 disadv
Authority and control is retained by the leader, managers TELL employees what to do.
+clear expectations of what needs to be done
+decisions made quickly
+works well when manager is most knowledgeable
-no opportunity for delegation or empowerment= demotivating
-lack of creativity in decision making as retained with management
- large volumes of decisions can be stressful for managers
Democratic leadership
2 adv
2 disadv
Communication and employee participation are key, managers let employees have a say in decision making
+employees are motivated
+encourages creativity and can help solve complex problems
-mistakes can be made if workers are not skilled or experienced enough
-some employees can be less productive than they will be under autocratic leadership.
Laissez-faire leadership
2 adv
3 disadv
‘Let them be’, managers don’t issue instructions or supervise staff- they use their own initiative
+employees highly empowered- increase motivation
+create a relaxed, positive working environment/ culture
-lack of direction can lead to objectives not being met
-only works in highly professional environments where workers are self motivated- e,g tech companies
-employees may feel pressured with no support- stressed and demotivated
