Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Business > Human Resources Managment > Flashcards

Human Resources Managment Flashcards

1
Q

HRM

A

How people are managed in order to meet strategic objectives

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Organised chart

A

Diagram showing hierarchy in the business

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Span of control

A

The number of employees from whom a manager is responsible

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

3 advantages to narrow span of control

A

Good attention to employees
More control
Clear communication

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

3 advantages to wide span of control

A

Empower+delegate people—more motivated

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

3 disadvantages to wide span of control

A

No individual attention
Less tight control
Less clear communication

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What 3 things will effectiveness of span of control depend on?

A

Personality of manager
Skills of subordinates
Size of business

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Chain of command

A

The chain of command is concerned with the way in which response for employees is organised within a business

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Levels of hierarchy

A

This refers to the number of level or layers in a business

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Delayering

A

The process of reducing the number of levels or layers Ina an organisation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

3 advantages to delayering

A

Reduce costs
More employee responsibility
Quicker decision making

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

3 disadvantages to delayering

A

Span of course nitrile increase
Redundancy costs
Damage to staff morale

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Delegation

A

Involves the assignment to others if the authority for particular functions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Empowerment

A

Involves giving people greater power over their own job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Mechanistic structure

A

Tall structure (narrow span)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Organistic

A

Flat structure (wide span)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

1 advantage to mechanistic

A

More opportunity to be promoted

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

1 advantage to organistic

A

Less communication so quicker decision making

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

1 disadvantage to mechanistic

A

Slow communication

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

1 disadvantage to organistic

A

Less opportunity to be promoted

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

2 other types of structure

A

By system- department

By product- different products

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Advantage of organising by system

A

Specialist can Concentrate on what they do best

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

2disadvantages to organising by system

A

Difficult to accredit succes/blame

Dept. May it be able to eee their success clearly

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

3 advantages to organising by product

A

Easy to see which products are performing
Managers can focus on 1 product
Autonomy increases motivation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

disadvantages to organising by product

A

Competition- conflict

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Matrix structure

A

Individuals work across teams and projects as well as witching their own department and function

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

Centralised structure

A

Key decisions making firmly at the top of the hierarchy

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

2 advantages to being centralised

A

Prevents too much independence
Quick
Easier to coordinate/control

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

2 disadvantages of centralised structure

A

More beaurcratic

Reduction in motivation for manager

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

Decentralised structure

A

Decision making is spread out

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

2 advantages to decentralised structure

A

Closer to customer
Improved customer service
Motivation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

2 disadvantages of decentralised structure

A

Diseconomies of scale

No actual leader- crisis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

Internal recruitment

A

When a business looks to fill a vacancy from within the business

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

External recruitment

A

When a business looks to fill a vacancy from outside the business

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

3 advantages of internal recruitment

A

Cheap/quick
Already familiar with the business
Already knows strengths of person

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

3 disadvantages to internal recruitment

A

Limits no of candidate
No new ideas
Resentment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

3 advantages to external recruitment

A

Outsiders bring in ideas
Large pool of candidates
Specialise in that area

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

3 disadvantages to external recruitment

A

Long process
Costly
Selection process not effective

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

Recruitment process

A
  1. Identify vacancy
  2. Job description
  3. Job specification
  4. advertise
  5. Review
  6. short list
  7. Interview
  8. Appoint
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
40
Q

2 methods of selection

A

CV

covering letter

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
41
Q

4 methods of recruitment

A

Newspaper
Recruitment agencies
Job centre
Website

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
42
Q

Ads/dis to newspaper

A

Low cost/experience/locals have it/wide range–expensive/time consuming

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
43
Q

2 ads/dis to recruitment agencies

A

Quick/don’t have to advertise–costly/no quality control

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
44
Q

ads/dis to job centre

A

Free to use/less time consuming/paid for by government–narrow pool/low in skill

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
45
Q

ads/dis to own website

A

Interested candidates/less time consuming–costly/limited pool

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
46
Q

Physcometric testing

2 ways this is done

A

Helps to identify candidate skills
Personality test
Aptitude test

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
47
Q

Personality

A

Explores your interest analyses how your character fits with the role

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
48
Q

Aptitude test

A

Asses your reasoning or cognitive ability determines your skill set

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
49
Q

Interview

A

Is a meeting where candidates merge with employees to see if they’re suitable for the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
50
Q

3 advantages to interviews

A

See personality
Ask genuine questions
Compare candidates

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
51
Q

3 disadvantages to interview

A

May bit be honest
Not perform well
Time consuming

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
52
Q

Training

A

Increasing knowledge and skills of the workforce to enable them to perform their job effectively

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
53
Q

3 advantages to training

A

Improves customer service
Satisfaction
Motivation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
54
Q

3 disadvantages to training.

A

Time consuming
Not done effectively
Waste of time

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
55
Q

On the job training

A

Train during working hours and being payed while being trained

  • Jon rotation
  • demonstration
56
Q

3 advantages of on the job training

A

Can be tailored to job
Cheap
Easy to do short sessions

57
Q

3 disadvantages to on the job

A

Waste of time
Less value as it’s done by staff
Bad habits passed on

58
Q

Off the job training

A

Being trained at a centre or just out of hours

59
Q

3 advantages to off thenjob training

A

Breaks barriers
Motivation
More concentrated

60
Q

3 disadvantages to off the job training

A

Expensive
Waste of time
Waste of money

61
Q

Appraisal

A

A formal assessment of an employees performance

62
Q

3 advantages or appraisal

A

Focus on development areas
Motivating
Bribe up issues

63
Q

3 disadvantages to appraisal

A

Ineffective due to lack of commitment of manager
Discourage
Unrealistic targets looks bad

64
Q

SMART

A

Specific, measurable, agreed, realistic, time limited

65
Q

Structure of appraisal

A
  1. Employee details
  2. Strengths
  3. Accomplishment
  4. Plan
  5. Who it’s done by
66
Q

Methods of appraisal

A

Self assessment
360 degree
Peer assess

67
Q

Self assessment

A

Employees self added using a tick sheet

68
Q

360 degree

A

Employees receive feedback from several people on the organisation

69
Q

Peer asses

A

Done by a work colleague

70
Q

Labour turnover

A

% of people who loveable during the period

71
Q

Formula for labour turn over

A

No. Of employees leaving during period divided by average no. Of employed during period x 100

72
Q

What causes high turn over

A

High costs
Increased pressure on remaining staff
Disruption
Hard to maintain good customer service

73
Q

Reasons for turnover

A

Pay
Working conditions
Opportunities for promotion

74
Q

Labour productivity

A

Skills of the workers
Motivation
External factors like reliability

75
Q

Formula for labour productivity

A

Output per period divided by no of employees at work

76
Q

Why is labour productivity important

A

Labour costs are significant part of total costs

77
Q

Absenteeism

A

Not turning up to work

78
Q

Formula for absenteeism

A

No of staff absent during period divided by no employed during period x100

79
Q

How would you tackle absenteeism

A

Set targets
Monitor trends
Understand issues
Provide awards

80
Q

Lateness

A

Being late for work

81
Q

Formula for lateness

A

No of late arrivals x100 then divided by total no of scheduled attendances

82
Q

Redundant

A

Form of dismissal happens to reduce the work force

83
Q

Dismissal

A

The contract ends as a result of a disciplinary hearing

84
Q

Unfair dismissal

A

When someone is dismissed without a valid reason

85
Q

Gross misconduct

A

Verbal physical abuse

86
Q

Gross negligence

A

Putting others in danger

87
Q

Wrongful dismissal

A

Discrimination

88
Q

Whistle blowing

A

If you truly believe it you can’t be sacked

89
Q

Poor conduct

A

Trigger point - several warnings

90
Q

Incapacity

A

Not fit to be at work and today our losing the business money

91
Q

Dismissal process

A

1st verbal warning
1st written warning
Final written warning
Dismissal

92
Q

ACAS

A

Advisory conciliation and arbitration service

93
Q

Autocratic

A

Full control
Low motivation
Monetary
No input from employees

94
Q

Paternalistic

A

Leader decides what’s best
Parent style
Explanation with choice
Little delegation

95
Q

Democratic

A

Focus on power with the group
Good involvement
Delegation
Motivation

96
Q

Laissez fair

A

Give employees little direction

Lots of responsibilities

97
Q

Employee/employer relations

A

Relationship between them at a national level

98
Q

Positive impacts of good employee/employer relation

A 
Motivating
Productivity 
Sales
Little dispute
Process of change easier
99
Q

Negative impacts of bad employee/employer relations

A

Demotivating
Confliction
Decrease productivity
“ “ sales

100
Q

Trade union

A

Organisation which protects the rights of its members non violent

101
Q

Industrial action

A

Measures that trade unions take to put pressure on management during a dispute

102
Q

3 examples of industrial action

A

Strike
Work to rule
Refusal to work overtime

103
Q

Employee participation

A

They have the ability to participate in the Decision making process at work

104
Q

Advantages of employee participation

A

Motivating
Good communication
Reduces turnover
Good decision making

105
Q

Works council

A

Formal meeting of manager and employee representatives to discuss lay and working conditions

106
Q

3 ads/ dis to autocratic

A

High level of control/low skill/good communication–low motivation/strict/no autonomy

107
Q

3 ads/ dis to paternalistic

A

Address employee needs/explain choice/motivating–patronising

108
Q

3 ads/ dis to democratic

A

employ involved/autonomy/empower delegation–less clear communication/slow Decision making

109
Q

3 ads/ dis to laissez fairs

A

Power and delegate/react to situations– little direction

110
Q

Name the 5 leadership theories

A
  • Blake and Mouton Grid theory
  • Carlyle and Galton trait theory
  • Tannenbaum and Schmidt contingency
  • adairs three circle
  • Mcgregors theory X and Y
111
Q

Blake and moutons

A 
Country club 
Team management
Impoverished
Produce or perish
Middle of the road
112
Q

B+M Country club

A

High morale
Minimal conflict
Concern for result 1
Concern for people 9

113
Q

B+M Produce or perish

A

Autocratic
Complete task
Concern for people 1
Concern for result 9

114
Q

B+M Team management

A

Equal regard for both

Employees are genuine stake holders

115
Q

B+M Middle of the road

A

Less effective
Compromise
Leaders could be timid shy

116
Q

B+M Impoverished

A

Minimal effort
Avoid jobs
Laissez fair
Concern for people/results 1

117
Q

Carlyle and Galton

A

They are attributes a leader has and cannot be learnt

118
Q

C+G 5 things that come under it

A 
Motivation 
Integrity
Creative
Intelligence 
Self confidence
119
Q

Tannenbaum and Schmidt contingecy theory

A

Leadership styles depends on a variety of factors e.g leaders personality and skills of subordinates

120
Q

T+S 4 things that come under it

A

Tells
Sells
Consult
Joins

121
Q

Admire three circles

A

In order to be a good leader you should balance

Task,team and the individuals

122
Q

McGregor theory X and Y

A

Theory of how employees are viewed by their employer

123
Q

M theory X+Y

A

X-lazy/avoids jobs/lacks initiative/ autocratic manager/no input
Y-enjoys work/creative/responsible/managers sees employees as valued assets

124
Q

Motivation

A

A strong desire to act in a particular way and to achieve a certain result

125
Q

Monetary

A

Method of motivation- commission/bonus/profit sharing

126
Q

Non monetary

A

Method of motivation include job enrichment/ enlargement/teamwork/ praise

127
Q

Name he 9 motivation theorists

A 
Taylor 
Mayo
McClelland 
Herzberg
Maslow
Vroom
Drucker
Locke 
Peters
128
Q

Taylor

A

Scientific approach
Jobs broken down to simple task
Reward–productivity
Early one

129
Q

Mayo

A

Psychological factors- recognition…content(what motivates…process(process of motivation)

130
Q

McClelland

A

3 needs -achievements/ affiliation/ power

131
Q

Herzberg

A

Hygiene and motivation factors H-pay/working conditions M-praise/responsibility

132
Q

Maslow

A

Pyramid can’t meet the high ones unless lower is completed

133
Q

State the Oder of Maslow pyramid

A 
Top:
Self actualisation 
Esteem
Social
Safety
Physiological
134
Q

Vroom

A

Expectancy theory..decisions based on what’s expected to happen…gain reward after doing task

135
Q

Drucker

A

People are assets not costs
Manage by objectives
KNOWLEDGE WORKER

136
Q

Locke

A

Goal setting- fell you accomplish something

Clarity/challenge/feedback/task/commitment

137
Q

Peters

A

Theory of excellence…in love employees with decisions

Business (5 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions