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Higher Business > Management of People > Flashcards

Management of People Flashcards

1
Q

What are four objectives of HR Department

A

Planning for the future Human Resource needs of the business Finding the right people to work for the organisation Making sure that staff are adequaley trained to do their job Looking after the workforce of the organisation

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2
Q

What is the facilitator role of HR in a business

A

Provide or facilitate training throughout the organisation to other managers on how to deal with HR issues

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3
Q

What is the auditor role of HR in a business

A

Monitor and report on how effectivley departments are following policy and procedure with regard to HR issues

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4
Q

What is the consultancy role

A

Provide specialist guidance and information to managers on how to deal with specific HR issues such as redundancy issues

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5
Q

What is the executive role

A

They are the resident experts in all aspects relating to HR managment

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6
Q

What is the service role

A

Keeping staff up-to-date with all new legislation relating to HR managment

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7
Q

What is workforce planning

A

workforce planning is about deciding how many and what types of workers are required

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8
Q

What are the five steps of the workforce planning process

A
  1. Business objectives are analysed 2. The labour market is analysed 3. The existing workforce is analysed 4. The workforce plan establishes what vacancies exist 5. The recruitment and selection process can then begin
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9
Q

What is recruitment

A

This involves deciding that there is a vacancy and going through a process to attract the right people to apply.

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10
Q

What four things can bad recruitment cause

A
  1. Lead to high levels of staff turnover 2. Disrupt the normal flow of work in a business as new staff are constantly introduced and mentored 3. Reduced productivity if the workforce is depleted 4. Cause potential loss of customers who may move to a competitor due to a lack of continuity
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11
Q

What are the four steps of the recruitment procedure

A
  1. Carry out job analysis 2. write a job description 3. Write a person specification 4. Decide on the method of recruitment
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12
Q

What four things does job analysis look into

A
  1. Physical requirements and tasks 2. Mental requirements and tasks 3. Skill requirements and specific skill tasks 4. Areas of responsibility and accountability
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13
Q

What is the job description

A

This is a document that gives a description of the job that the individual appointed will do

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14
Q

What four things does the job description include

A
  1. Job title 2. The overall purpose of the job and what is supposed to be achieved by the post holder 3. The relationship the post has with other jobs in the organisation 4. The main tasks and responsibilities of the job
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15
Q

What is the person specification

A

This document is all about the type of person needed to fill the post

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16
Q

What does the person specification include

A
  1. Physical attributes 2. Level of intelligence need 3. Kind of personality preferred 4. Special skills required such as good team worker
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17
Q

What are four advantages of internal recruitment

A

Lower costs involved and jobs can be filled quickly Person already known to the organisation Not losing investment in training allready provided Internal promotion prospects are a motivating factor for employees

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18
Q

What are four disadvantages of internal recruitment

A

Restricrts the number of applicants for the job Best person for the job may not yet work for the organisation No ‘new blood’ bringing in new ideas Promoting from within creates another vacancy to fill and can also cause conflict if some members of staff apply and do not get the position

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19
Q

What are four advantages of external recruitment

A

‘New Blood’ with new ideas can be brought in Can get ‘best person’ for the job Can target advertising to specific skills and expertise Can use external specialists recruitment agencies who can do a lot of the work for the organisation

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20
Q

Two disadvantages of external recruitment

A

It is a time-consuming process It is a costly process

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21
Q

What is internal recrutiment advertising

A

This can be done by a notice on the staff noticeboard or by email

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22
Q

What is external recruitment advertising

A

This can be done in a local or national newspaper, specialist magazine, on recruitment websites

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23
Q

What are four problems with interviews

A

An interview measures the ability of the candidate to interview well rather than their sutiability for the job It is frequently not the HRM department who carry out the interview but the line manager or other senior managers who may have a lack of traininign in interview techniques Decisions made tend to be subjective and managment can be too easily persuaded by the apperance, personality and interview technique of the candidate Interviews are less useful for assesing technical ability and future potential. For this reason they are often supplemented by further testing,

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24
Q

What does aptitude testing test for

A

applicant skills such as mathematical skills and manual dexerity

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25
Q

What does personal testing test for

A

personality traits such as introvert or extrovert

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26
Q

What does psychometric testing test for

A

Personality, attitudes and character such as thinking and reasoning abilities

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27
Q

What do Medical Tests test for

A

Medical issues or concerns that may impact on their ability to perform the duties of the job

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28
Q

What are training schemes

A

Training schemes provide an oppourtunity for employees to gain core experience and skills with an employer, starting from the bottom up.

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29
Q

What are graduate training schemes

A

Graduate training schemes are offered by many large employers and give employment for a period of 1-2 years during which the graduate will gain a wide range of experiences in the workplace

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30
Q

What are work-based qualifications

A

Work-based learning enables employees to study towards a qualification while still earning a salary, which is advantageous to individuals for whom the cost of attending university full-time is a barrier

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31
Q

What CPD (continuing proffesional development)

A

This is when a record of training is kept for each member of staff to show that development is taking place. This measn that training should be an on-going process nowadays.

32
Q

What is staff apraisal

A

When CPD is analysed by a meeting between each employee and their line manager.

33
Q

What is four purposes of staff apraisal

A

to evaluate the performance of the employee to assess any treaining needs to set realistic future targets in line with business objectives to identify employees suitable for promotion

34
Q

What are virtual learning environments

A

This is a web-based resource which staff can access from home or from work. This includes all resources

35
Q

What are four benefits of training for the employer

A

Employees are more motivated, leading to higher productivity Quality of output will improve and wastage of time and resources will be reduced Employees can undertake more roles in the workplace making for a more flexible workforce Up-skilling of exisiting workforce avoids high recruitment costs for new employees

36
Q

What are three benefits of training for the employee

A

Increased skills and knowledge, therefore greater effectiveness in their job Increased morale and motivation at work, therefore better job satisfaction Increased confidence to apply for promoted posts with the possibility of a salary increase

37
Q

Two costs of training for the employer

A

. Can be expensive to pay for courses (cost of course, subsistence, travel) as well as lost productivity while the employee is being trained . New skills learned could mean the employee leaves for a promotion and the business will not benefit

38
Q

What is Maslow’s theory

A

Maslow argued that people have a hierarchy of needs and he put these into a pyramid. He argued that one level must be satisfied before a person can move to the next level

39
Q

What are three problems with maslow’s theory

A

Some rewards fit into more than one category Some people work for long hours without food or sleep How do we know when a level has been satisfied

40
Q

What is Herzberg’s theory

A

Herzberg believed that there were only two factors that would impact people in the workplace. These were motivating factors which give people job satisfaction, such as how interesting the work is or recognition for their efforts and Hygiene Factors which could be demotivating if not present such as safe working conditions and good pay.

41
Q

What are the similarities between maslow and herzbergs theory

A

They both point to needs that have to be satisfied for employees to be motivated.

42
Q

What are the differences between maslow and herzbergs theory

A

Herzberg argues that only higher levels of maslows hierarchy of needs actually motivates workers

43
Q

What is the problem with herzbergs theory

A

People often come to take things like increased pay and better working conditions for granted and keep asking for more pay and better conditions year on year.

44
Q

What is mcgregor’s theory

A

Mcgregor suggested that there were two different styles of manager, theory x and theory y. However, the way staff are led can also affect how motivated they are.

45
Q

What are theory x workers?

A

Theory x workers were thought to be lazy and needed autocratic managment to make them work. This means that the manager will make all the decisions and workers may feel demotivated.

46
Q

What are theory y workers?

A

Theory y workers were thought to be motivated by being given responsibility and thought to enjoy their work. This lends itself to a more laizze-faire approach to managment where staff are empowered and feel motivated by this.

47
Q

Example of non-financial rewards to motivate staff

A

Company car, good pension scheme, subsidies canteen, staff discounts and workplace creche

48
Q

What are four methods of motivating staff

A

Providing staff training Getting staff to work in teams Offering promotion oppoutrunities Using quality circles

49
Q

What are the three main areas covered by HRM legislation

A

Discrimination Employee Protection Health and Safety

50
Q

What are the 9 protected characteristed

A

Age, disability, Gender , Gender reassignment, pregnancy or maternity, race, religion or belief and sexual orientation, marriage or civil partnership

51
Q

What are four impacts of the equality act

A

Make sure adverts for job vacancies do not contain words or statements that are discriminatory Have procedures for investigating calims of discrimination Train all staff to be aware of their responsibilities under the Act Make the business premises accessible for both staff and customers

52
Q

What are four benefits to employees from employment protection legislation

A

receive a contract of Employment recieve a minimum period of notice of redundancy and to recieve redundancy pay not be unfairly dismissed and to challenge unfair dismissal in an employment tribunal paid maternity leave and re-instatment afterwards

53
Q

What is an employment tribunal

A

A tribunal is a less formal alternative to taking their employer to court and is used to settle disputes. The tribunal can award damages to the employee if the employer is found to have unfairly treated them in a way.

54
Q

what are four impacts of employment legislation on managment

A

Issue every member of staff with a contract of employment detailing their rights in the workplace. Give each member of staff an itemised payslip showing how their pay has been calculated Have a grievance procedure which must be followed if a member of staff complains about mistreatment in the workplace Have a disciplinary procedure which must be followed when a member of staff is accused of misconduct in the workplace

55
Q

What are employers duties under health and safety legislation

A

Machinery should be regularly maintained Protective clothing should be provided Jobs should be risk assessed Employees should be properly trained in safe working practices

56
Q

What are the employees duties under health and safety legislation

A

To conduct themselves in an appropriate manner whilst doing their jobs To co-operate with their employer by using the safety and protective equipment provided To attend safety training when it is provided To report any potential dangers they may see in the workplace

57
Q

What are four consequences of good employee relations

A

are more accepting of change and will help the organisation to reach its objectives Will create a good impression with customers, increasing customer satisfaction rates are less likely to leave, reducing recruitment and training costs for the organisation are less likely to be absent from work, reducing absenteeism and avoiding interruptions to production

58
Q

What are four examples of employee relations institutions

A

Trade Unions Trades union congress employers associations Confederation of british industry

59
Q

What are four employee relations processes

A

Consultation Collective Bargaining Negotiation Arbritation

60
Q

What is consultation

A

This is the process is when the employer seeks the views of their staff regarding a proposed changed but ultimatley has the final say

61
Q

What is collective bargaining

A

Where employees negotiate with representatives of the workforce , usually trade union representatives, on issues such as pay and working conditions.

62
Q

What is negotiation

A

A discussion that aims to come to an agreement through compromise between both parties

63
Q

What is arbitration

A

This is used when a solution to a problem in the workplace cannot be resolved and the employees are threatening industrial

64
Q

What are three methods of managing employee relations

A

Work councils Worker directors Consultative committees

65
Q

What are work councils

A

This is a group of staff who represent the workforce and have the legal right to access information from managment on any matter which will impact staff.

66
Q

What are worker directors

A

This involves workers electing a member of staff to represent them and attend Board of Directors meetings within PLC’s and LTDs, thus bringing worker participation into the boardroom

67
Q

What are consultative committees

A

This involves workers being ecouraged to join committees which will discuss various changes that are being considered for the future.

68
Q

What are four ways in which managemtn can acheive good employee relations

A

Make sure all staff are aware of the terms and conditions of their employment Have procedures for dealing with staff grievances involves staff in decision making recognise staff trade unions

69
Q

What are four methods of industrial action

A

Strikes Sitins Work to rule Overtime Ban

70
Q

What are four damages caused by industrial action

A

Lost production for the business Management time is used up dealing with the dispute instead of working on planning to acheieve the aims and objectives of the organisation Media coverage of the dispute can have a negative impact on the image of the organisation and harm the organisation’s reputation The relationship between management and staff may suffer and this may carry on even after a dispute is solved, resulting in poor motivation

71
Q

Four recruitment and selection tasks which can be assisted by technology

A

Preparing job adverts Recruiment websites Collecting application forms The interview

72
Q

Two ways technology can assist staff training

A

E-learning Video conferencing

73
Q

how can technology assist in staff record keeping

A

Basic details about staff can be kept on a database

74
Q
A
75
Q
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Higher Business (8 decks)

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