Human Resources Managment Flashcards
HRM
How people are managed in order to meet strategic objectives
Organised chart
Diagram showing hierarchy in the business
Span of control
The number of employees from whom a manager is responsible
3 advantages to narrow span of control
Good attention to employees
More control
Clear communication
3 advantages to wide span of control
Empower+delegate people—more motivated
3 disadvantages to wide span of control
No individual attention
Less tight control
Less clear communication
What 3 things will effectiveness of span of control depend on?
Personality of manager
Skills of subordinates
Size of business
Chain of command
The chain of command is concerned with the way in which response for employees is organised within a business
Levels of hierarchy
This refers to the number of level or layers in a business
Delayering
The process of reducing the number of levels or layers Ina an organisation
3 advantages to delayering
Reduce costs
More employee responsibility
Quicker decision making
3 disadvantages to delayering
Span of course nitrile increase
Redundancy costs
Damage to staff morale
Delegation
Involves the assignment to others if the authority for particular functions
Empowerment
Involves giving people greater power over their own job
Mechanistic structure
Tall structure (narrow span)
Organistic
Flat structure (wide span)
1 advantage to mechanistic
More opportunity to be promoted
1 advantage to organistic
Less communication so quicker decision making
1 disadvantage to mechanistic
Slow communication
1 disadvantage to organistic
Less opportunity to be promoted
2 other types of structure
By system- department
By product- different products
Advantage of organising by system
Specialist can Concentrate on what they do best
2disadvantages to organising by system
Difficult to accredit succes/blame
Dept. May it be able to eee their success clearly
3 advantages to organising by product
Easy to see which products are performing
Managers can focus on 1 product
Autonomy increases motivation
disadvantages to organising by product
Competition- conflict
Matrix structure
Individuals work across teams and projects as well as witching their own department and function
Centralised structure
Key decisions making firmly at the top of the hierarchy
2 advantages to being centralised
Prevents too much independence
Quick
Easier to coordinate/control
2 disadvantages of centralised structure
More beaurcratic
Reduction in motivation for manager
Decentralised structure
Decision making is spread out
2 advantages to decentralised structure
Closer to customer
Improved customer service
Motivation
2 disadvantages of decentralised structure
Diseconomies of scale
No actual leader- crisis
Internal recruitment
When a business looks to fill a vacancy from within the business
External recruitment
When a business looks to fill a vacancy from outside the business
3 advantages of internal recruitment
Cheap/quick
Already familiar with the business
Already knows strengths of person
3 disadvantages to internal recruitment
Limits no of candidate
No new ideas
Resentment
3 advantages to external recruitment
Outsiders bring in ideas
Large pool of candidates
Specialise in that area
3 disadvantages to external recruitment
Long process
Costly
Selection process not effective
Recruitment process
- Identify vacancy
- Job description
- Job specification
- advertise
- Review
- short list
- Interview
- Appoint
2 methods of selection
CV
covering letter
4 methods of recruitment
Newspaper
Recruitment agencies
Job centre
Website
Ads/dis to newspaper
Low cost/experience/locals have it/wide range–expensive/time consuming
2 ads/dis to recruitment agencies
Quick/don’t have to advertise–costly/no quality control
ads/dis to job centre
Free to use/less time consuming/paid for by government–narrow pool/low in skill
ads/dis to own website
Interested candidates/less time consuming–costly/limited pool
Physcometric testing
2 ways this is done
Helps to identify candidate skills
Personality test
Aptitude test
Personality
Explores your interest analyses how your character fits with the role
Aptitude test
Asses your reasoning or cognitive ability determines your skill set
Interview
Is a meeting where candidates merge with employees to see if they’re suitable for the job
3 advantages to interviews
See personality
Ask genuine questions
Compare candidates
3 disadvantages to interview
May bit be honest
Not perform well
Time consuming
Training
Increasing knowledge and skills of the workforce to enable them to perform their job effectively
3 advantages to training
Improves customer service
Satisfaction
Motivation
3 disadvantages to training.
Time consuming
Not done effectively
Waste of time
On the job training
Train during working hours and being payed while being trained
- Jon rotation
- demonstration
3 advantages of on the job training
Can be tailored to job
Cheap
Easy to do short sessions
3 disadvantages to on the job
Waste of time
Less value as it’s done by staff
Bad habits passed on
Off the job training
Being trained at a centre or just out of hours
3 advantages to off thenjob training
Breaks barriers
Motivation
More concentrated
3 disadvantages to off the job training
Expensive
Waste of time
Waste of money
Appraisal
A formal assessment of an employees performance
3 advantages or appraisal
Focus on development areas
Motivating
Bribe up issues
3 disadvantages to appraisal
Ineffective due to lack of commitment of manager
Discourage
Unrealistic targets looks bad
SMART
Specific, measurable, agreed, realistic, time limited
Structure of appraisal
- Employee details
- Strengths
- Accomplishment
- Plan
- Who it’s done by
Methods of appraisal
Self assessment
360 degree
Peer assess
Self assessment
Employees self added using a tick sheet
360 degree
Employees receive feedback from several people on the organisation
Peer asses
Done by a work colleague
Labour turnover
% of people who loveable during the period
Formula for labour turn over
No. Of employees leaving during period divided by average no. Of employed during period x 100
What causes high turn over
High costs
Increased pressure on remaining staff
Disruption
Hard to maintain good customer service
Reasons for turnover
Pay
Working conditions
Opportunities for promotion
Labour productivity
Skills of the workers
Motivation
External factors like reliability
Formula for labour productivity
Output per period divided by no of employees at work
Why is labour productivity important
Labour costs are significant part of total costs
Absenteeism
Not turning up to work
Formula for absenteeism
No of staff absent during period divided by no employed during period x100
How would you tackle absenteeism
Set targets
Monitor trends
Understand issues
Provide awards
Lateness
Being late for work
Formula for lateness
No of late arrivals x100 then divided by total no of scheduled attendances
Redundant
Form of dismissal happens to reduce the work force
Dismissal
The contract ends as a result of a disciplinary hearing
Unfair dismissal
When someone is dismissed without a valid reason
Gross misconduct
Verbal physical abuse
Gross negligence
Putting others in danger
Wrongful dismissal
Discrimination
Whistle blowing
If you truly believe it you can’t be sacked
Poor conduct
Trigger point - several warnings
Incapacity
Not fit to be at work and today our losing the business money
Dismissal process
1st verbal warning
1st written warning
Final written warning
Dismissal
ACAS
Advisory conciliation and arbitration service
Autocratic
Full control
Low motivation
Monetary
No input from employees
Paternalistic
Leader decides what’s best
Parent style
Explanation with choice
Little delegation
Democratic
Focus on power with the group
Good involvement
Delegation
Motivation
Laissez fair
Give employees little direction
Lots of responsibilities
Employee/employer relations
Relationship between them at a national level
Positive impacts of good employee/employer relation
Motivating Productivity Sales Little dispute Process of change easier
Negative impacts of bad employee/employer relations
Demotivating
Confliction
Decrease productivity
“ “ sales
Trade union
Organisation which protects the rights of its members non violent
Industrial action
Measures that trade unions take to put pressure on management during a dispute
3 examples of industrial action
Strike
Work to rule
Refusal to work overtime
Employee participation
They have the ability to participate in the Decision making process at work
Advantages of employee participation
Motivating
Good communication
Reduces turnover
Good decision making
Works council
Formal meeting of manager and employee representatives to discuss lay and working conditions
3 ads/ dis to autocratic
High level of control/low skill/good communication–low motivation/strict/no autonomy
3 ads/ dis to paternalistic
Address employee needs/explain choice/motivating–patronising
3 ads/ dis to democratic
employ involved/autonomy/empower delegation–less clear communication/slow Decision making
3 ads/ dis to laissez fairs
Power and delegate/react to situations– little direction
Name the 5 leadership theories
- Blake and Mouton Grid theory
- Carlyle and Galton trait theory
- Tannenbaum and Schmidt contingency
- adairs three circle
- Mcgregors theory X and Y
Blake and moutons
Country club Team management Impoverished Produce or perish Middle of the road
B+M Country club
High morale
Minimal conflict
Concern for result 1
Concern for people 9
B+M Produce or perish
Autocratic
Complete task
Concern for people 1
Concern for result 9
B+M Team management
Equal regard for both
Employees are genuine stake holders
B+M Middle of the road
Less effective
Compromise
Leaders could be timid shy
B+M Impoverished
Minimal effort
Avoid jobs
Laissez fair
Concern for people/results 1
Carlyle and Galton
They are attributes a leader has and cannot be learnt
C+G 5 things that come under it
Motivation Integrity Creative Intelligence Self confidence
Tannenbaum and Schmidt contingecy theory
Leadership styles depends on a variety of factors e.g leaders personality and skills of subordinates
T+S 4 things that come under it
Tells
Sells
Consult
Joins
Admire three circles
In order to be a good leader you should balance
Task,team and the individuals
McGregor theory X and Y
Theory of how employees are viewed by their employer
M theory X+Y
X-lazy/avoids jobs/lacks initiative/ autocratic manager/no input
Y-enjoys work/creative/responsible/managers sees employees as valued assets
Motivation
A strong desire to act in a particular way and to achieve a certain result
Monetary
Method of motivation- commission/bonus/profit sharing
Non monetary
Method of motivation include job enrichment/ enlargement/teamwork/ praise
Name he 9 motivation theorists
Taylor Mayo McClelland Herzberg Maslow Vroom Drucker Locke Peters
Taylor
Scientific approach
Jobs broken down to simple task
Reward–productivity
Early one
Mayo
Psychological factors- recognition…content(what motivates…process(process of motivation)
McClelland
3 needs -achievements/ affiliation/ power
Herzberg
Hygiene and motivation factors H-pay/working conditions M-praise/responsibility
Maslow
Pyramid can’t meet the high ones unless lower is completed
State the Oder of Maslow pyramid
Top: Self actualisation Esteem Social Safety Physiological
Vroom
Expectancy theory..decisions based on what’s expected to happen…gain reward after doing task
Drucker
People are assets not costs
Manage by objectives
KNOWLEDGE WORKER
Locke
Goal setting- fell you accomplish something
Clarity/challenge/feedback/task/commitment
Peters
Theory of excellence…in love employees with decisions
