Labour Management

Question 1

Labour management

Answer 1

It is about planning

Question 2

Importance of Labour Management

Answer 2

Boosts Productivity: Better management leads to more efficient and higher-quality work
Increases Employee Engagement: Good practices make employees happier and more motivated
Informs Decisions: Provides insights into workforce trends and performance for better decision-making
Ensures Legal Compliance: Helps follow labour laws and reduce legal risks
Gains Competitive Edge: Attracts and retains top talent

Question 3

Best Practices in Labour Management

Answer 3

Align with Goals : Make sure your labour strategies support your organization’s overall objectives.
Open Communication : Encourage transparent communication and engage employees in decision-making.
Training & Development : Invest in continuous learning and skill development for your employees.
Performance Reviews : Conduct regular evaluations and provide constructive feedback.
Fair Compensation : Offer competitive salaries and benefits to attract and retain talent.
Diversity & Inclusion : Promote a diverse and inclusive workplace Stay Legal : Keep up-to-date with labour laws and regulations to ensure compliance.

Question 4

Future Trends in Labour Management

Answer 4

Digital Transformation: Embrace automation and digital tools
Remote Work: Adapt to the rise of virtual teams and remote working environments
Diversity Initiatives : Continue to focus on diversity, equity, and inclusion
Employee Well-being : Prioritize mental health and overall well-being.
Skills Training : Emphasize upskilling and reskilling to meet evolving job requirements.

Question 5

Challenges in Labour Management

Answer 5

Talent Attraction: Finding and keeping top talent
Diversity Management: Effectively managing a diverse workforce
Regulatory Changes: Adapting to new labour laws and regulations
Skills Gaps: Addressing the need for new skills and training
Workplace Stress: Managing stress and ensuring employee well-being

Question 6

Labour Management Functions

Answer 6

Requirement and selection
training and development
performance management
workplace relations
compensation and benefits

Question 7

1Recruitment and Selection

Answer 7

◌ Tasks : Job analysis, advertising, interviewing, and legal considerations.
◌ Purpose : Find and hire the best candidates.

Question 8

2Training and Development

Answer 8

◌Tasks : Assessing needs, training methods, evaluation, and career planning.
◌ Purpose : Improve employees’ skills and performance.

Question 9

3Performance Management

Answer 9

◌Tasks: Setting goals, appraisals, feedback, and handling terminations.
◌ Purpose : Maintain and enhance employee performance.

Question 10

Employee Relations

Answer 10

◌Tasks: Communication conflict resolution, engagement strategies, and legal compliance.
◌ Purpose : Build positive relationships and ensure legal adherence.

Question 11

Compensation and Benefits

Answer 11

◌Tasks: Developing pay structures,job evaluations, and managing benefits.
◌ Purpose : Offer fair and competitive compensation to motivate and retain employees.

Question 12

Organizational Structures

Answer 12

Entrepreneurial structure
bureaucracies structure
matrix structure

Question 13

Types of Entrepreneurial Structures

Answer 13

Agile Organization: Focuses on flexibility and quick adaptation to change
Flat Organization: Reduces management layers for direct communication and decision-making
Holacracy: Shares authority and decision-making among teams
Self-Organizing Teams: Employees manage their own work processes
Virtual Organization: Uses technology for remote and flexible work

Question 14

Benefits of Entrepreneurial Structures

Answer 14

More innovation and creativity
Higher employee engagement and motivation
Better adaptability to market changes
Faster decision-making
Improved alignment with organizational goals

Question 15

Challenges

Answer 15

Requires a cultural shift and new mindset
Difficult to scale and maintain
Demands strong leadership and communication
Can cause role confusion
Continuous learning and development are essential

Question 16

Bureaucracies Characteristic

Answer 16

Hierarchical Authority: Clear chain of command with top-down decision-making
Specialized Roles: Employees have specific tasks and responsibilities
Standardized Procedures: Detailed rules and regulations
Impersonal Relationships: Formal and distant interactions
Emphasis on Compliance: Focus on following rules over innovation

Question 17

Bureaucracies Challenges

Answer 17

•Slow decision-making
•Formal, one-way communication.
Limited employee autonomy and creativity.
High resistance to change.
Focus on stability over adaptability

Question 18

3)Matrix StructuresCharacteristics

Answer 18

•Dual Reporting Lines: Employees report to both functional and project managers
•Multiple Dimensions: Organized by function (e.g., HR) and project (e.g., product development).
Shared Resources : Employees work on multiple projects, sharing their expertise.
Flexible Assignments : Project assignments based on needs and skills.
Collaborative Culture : Encourages teamwork and communication.

Question 19

Matrix structures facilitate:

Answer 19

•Better resource utilization
•Enhanced collaboration and knowledge sharing
•Increased flexibility and adaptability
•Better alignment of skills with project needs
•Effective management of multiple projects