Human Resources

Question 1

Organisational structure

Answer 1

The way in which a business arranges itself internally to carry out its activities.

Question 2

Role

Answer 2

Fulfilling a task or duty within a business.

Question 3

Span of control

Answer 3

The number of employees a manager is directly responsible for.

Question 4

Delayering

Answer 4

The removal of one or more levels of hierarchy from a business’s organisational structure.

Question 5

Communication

Answer 5

The exchange of information between 2 or more people.

Question 6

Centralised

Answer 6

Businesses where important decisions are made by senior managers.

Question 7

Directors

Answer 7

Most senior - strategic decisions

Question 8

Managers

Answer 8

• Oversee employees

* Run the business day to day

Question 9

Team Leaders

Answer 9

Oversee a small group of workers.

Question 10

Workers

Answer 10

Day to day tasks.

Question 11

Hierarchy

Answer 11

The levels of importance in an organisation chart

Question 12

Delegate

Answer 12

Passing over responsibility to a subordinate

Question 13

Subordinate

Answer 13

A person in a lower level of hierarchy

Question 14

Chain of command

Answer 14

How communication gets passed down the business

Question 15

Span of control

Answer 15

The number of people you are responsible for

Question 16

Authority

Answer 16

Having power over other employees

Question 17

Line manager

Answer 17

Where one employee is in charge of another less important employee

Question 18

Function

Answer 18

Where the business is organised according to what each department does

Question 19

Organisation chart

Answer 19

The internal structure of a business

Question 20

Flat structure

Answer 20

• Few layers of hierarchy

* Wider span of control

Question 21

Tall structure

Answer 21

• Many layers of hierarchy

* Narrow span of control

Question 22

Benefits and drawbacks of flat organisational structure

Answer 22

Benefits:
• Quicker communication as there are fewer layers for messages to pass through
• Cheaper as few managers employed

Drawbacks:
• Employees may not be very well controlled and quality of work could suffer
• Training costs in ensuring workers can cope with additional responsibility

Question 23

Benefits and drawbacks of tall organisational structure

Answer 23

Benefits:
• Managers can closely supervise quality of work
• Responsibility is kept in the hands of senior managers so less risk of costly mistakes

Drawbacks:
• Communication can easily be distorted and misunderstood
• Slow decision making as the chain of command is lengthy

Question 24

Decentralised

Answer 24

All staff are empowered to make decisions

Question 25

Benefits and drawbacks of centralised

Answer 25

Benefits: • Decisions are made by experienced people • Decisions are taken for the benefit of the whole business Drawbacks: • No ideas or suggestions from staff • Some senior managers may abuse their position of power and influence decisions

Question 26

Benefits and drawbacks of decentralised

Answer 26

Benefits: • Reduces the stress on senior team • Quicker decisions are made Drawbacks: • Decisions may be made that do not fit with the business aims • Poor Decisions made could harm the entire business

Question 27

Recruitment

Answer 27

The process of finding and appointing new employees

Question 28

Job description

Answer 28

Outlines the tasks and duties of the role

Question 29

Shortlisting

Answer 29

How a business selects who to interview based on who best matches the job description/person specification

Question 30

Internal recruitment

Answer 30

Looking within the business to fill the position

Question 31

Person specification

Answer 31

Outlines the desirable qualities a person must possess for a role

Question 32

External recruitment

Answer 32

Appointing someone externally to fill the position

Question 33

Part time

Answer 33

Where employees work less than 35 hours a week

Question 34

Job share

Answer 34

Where two or more people share a single full time job

Question 35

Full time

Answer 35

Where employees work often over 35 hours a week

Question 36

Zero hours

Answer 36

The employer is not obliged to give the employee a minimum number of hours

Question 37

Benefits of full time

Answer 37

* Fewer staff required in total * Employees may feel more secure and motivated * Lower recruitment and selection costs

Question 38

Benefits of part time

Answer 38

* Staff can be employed just to cover busy times | * Two workers may be more flexible than one

Question 39

Reasons new recruitment is required

Answer 39

* Someone left * Business expands * New position * ill

Question 40

Benefits of recruiting the best staff

Answer 40

* Motivated staff * Increased productivity * Save costs * Loyalty * Easier to recruit

Question 41

Recruitment process

Answer 41

1. Identify the vacancy 2. Undertake job analysis 3. Draw up a job description 4. Draw up a person specification 5. Advertise the vacancy 6. Short list applicants 7. Select applicants 8. Appoint a candidate

Question 42

Methods of selecting the best employees | x2

Answer 42

* Physchometric tests - a test to find out whether someone’s personality is suitable for a job/ who will fit best in the team * Assessment Centres - A group of participants undertake a series of job-related exercises under observation, so that skills, competencies, and character traits can be assessed

Question 43

Benefits and drawbacks of external recruitment

Answer 43

Benefits: • New ideas and fresh outlook could assist the business in moving forward • Minimises jealously from other existing employees as an outsider is appointed Drawbacks: • Could find it difficult to fit with the business’s culture • Much more expensive form of recruitment

Question 44

Benefits and drawbacks of internal recruitment

Answer 44

Benefits: • Provides workers with an incentive for promotion that can be motivating • Quicker and cheaper form of recruitment Drawbacks: • Creates a vacancy that has to be filled • Can create internal conflict

Question 45

Motivation

Answer 45

Desire to complete a task

Question 46

Importance of motivation

Answer 46

* Staff retention * Increased productivity * Increased quality * Enjoy job

Question 47

Financial and non-financial methods of motivation

Answer 47

Financial: • Training • Salary Non-financial: • Greater responsibility • Style of management

Question 48

Wages

Answer 48

Paid per hour that you work, normally weekly

Question 49

Fringe benefits

Answer 49

Benefits on top of your pay e.g. mobile phone, health insurance or company car

Question 50

Commission

Answer 50

A sum of money given to employees when they have sold their target amount of the product

Question 51

Job rotation

Answer 51

Giving employees different tasks to do to keep it interesting

Question 52

Training

Answer 52

A method of increasing the skills of an employee

Question 53

Profit sharing

Answer 53

Given a small % of the profit a business makes

Question 54

Working environment

Answer 54

Ensuring employees have a pleasant place to woke with adequate facilities

Question 55

Share options

Answer 55

Giving employees shares within the company at a reduced rate

Question 56

Praise

Answer 56

Telling employees they have done a good job

Question 57

Empowerment

Answer 57

Allowing employees to make decisions

Question 58

Bonus’s

Answer 58

Given a sum of money for good work, sometimes at Christmas

Question 59

Salaries

Answer 59

An annual sum given to employees, normally paid at the end of the month

Question 60

Promotion

Answer 60

Giving employees a position or higher responsibility, normally with a wage increase

Question 61

Team working

Answer 61

Allowing employees to work together

Question 62

Management style

Answer 62

The way in which a senior member of staff leads their business, how they treat people

Question 63

Job enrichment

Answer 63

Giving employees more interesting and challenging tasks