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Business Studies > The Workforce > Flashcards

The Workforce Flashcards

1
Q

redundancy

A

employer needs to reduce workforce so a position no longer exists

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2
Q

dismissal

A

termination of contract of employment

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3
Q

unfair dismissal

A

without valid reason

employer fails to follow proper procedure

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4
Q

fair dismissal

A

with valid reason

proper procedure followed

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5
Q

whistleblowing

A

evidence/’reasonably believes’ malpractice is occuring

bring to attention no fear of retribution

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6
Q

when is on the spot dismissal fair

A

gross misconduct

gross negligence

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7
Q

gross misconduct

A

unacceptable/improper behaviour of a very serious kind

e.g employee physically assaulting customer

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8
Q

gross negligence

A

reckless disregard for safety of others

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9
Q

dismissal procedure

A

verbal warning
written warning
final written warning
dismissal

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10
Q

ACAS

A

advisory conciliation and arbitration service
offers impartial advice
mediator

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11
Q

what are the 3 other types of fair dismissal

A

repeated poor conduct i.e lateness
incapacity i.e ill
capability- inability to do work required

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12
Q

reasons for unfair dismissal

A

pregnancy,whistle blowing, trade union membership,discrimination

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13
Q

grievance

A

employee has concern, complaint or problem

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14
Q

employee tribunal

A

special type of court deals only with employment law

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15
Q

what is the procedure for a grievance

A

verbally raise issue
formally in writing
consider tribunal action

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16
Q

purpose of employment tribunal

A

prevents unfair practice

clear businesses of wrong doing

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17
Q

what are the impacts of employment tribunals

A

time to prepare
legal costs
compensation costs
reputation damage

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18
Q

appraisal

A

formal assessment of employees performance

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19
Q

whats involved in an appraisal

A

strengths
targets
training needs
promotion+payment

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20
Q

purposes of an appraisal

A

motivate staff
give focus
set a standard
record issues

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21
Q

managerial appraisal

A

manager examines+evaluates managers performance

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22
Q

Advantages of an appraisal

A

Expert input

Decisions about pay etc easier

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23
Q

Disadvantages of an appraisal

A

Don’t work close enough for proper evaluation

One point of view

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24
Q

Self assessment

A

Employees assess their own performance

Often Using tick sheet

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25
Q

Benefits of self assessment

A

Reflect on performance

Less intimidating

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26
Q

Why could self assessments not be effective

A

Bias towards self

Subjective

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27
Q

Why is a self assessment good before a managerial appraisal

A

Sets areas of focus

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28
Q

350 degree appraisal

A

Employee receives feedback from several people

Better for a large business

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29
Q

Peer assessment

A

Appraisal carried out by a work colleague

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30
Q

Advantage of a 360 degree appraisal

A

Broader picture of performance

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31
Q

Disadvantage of 360 appraisal

A

To many conflicting targets

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32
Q

Advantage of peer assessment

A

Clear idea of your contribution

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33
Q

Disadvantage of peer assessment

A

Depends on staff relationship

Could be overly positive/negative

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34
Q

3 reasons appraisals are ineffective

A

Inconsistent
Could be rushed
Lack of commitment from senior staff

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35
Q

3 ways an appraisal can be made more effective

A

Ensure manager commitment
Proper training on how to do it
Allow employees to comment on appraisal

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36
Q

Labour turnover

A

Number of employees who have left the business

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37
Q

Equation for labour turnover

A

No. Of employees leaving during year/av number employed that years X100

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38
Q

Absenteeism

A

Absent from work minor medical ailment
Upset stomach/headache
Can be authorised or un

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39
Q

Absenteeism equation

A

Total days absent in a month/ available working days in month X100

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40
Q

Equation for lateness

A

No. Of late arrivals/total no. Of schedule attendances C100

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41
Q

Workforce productivity

A

Output per employee over certain period of time

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42
Q

Workforce productivity equation

A

Output/av no. Of employees

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43
Q

How could labour turnover be decreased

A

Increase pay

Job rotation

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44
Q

How can absenteeism be reduced

A

Strike system

Offer longer holiday

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45
Q

How can lateness be decreased

A

Sign in system relating to pay

Disciplinary procedures

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46
Q

How could workforce productivity be improved

A

Offering rewards

Improving training

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47
Q

Benefits to employee of improving workforce performance

A

Job security

Higher pay

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48
Q

Benefits to the business or improved performance

A

Productivity

Reduce costs

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49
Q

Limitations of labour turnover, absenteeism etc figures

A

Hard to evaluate in isolation
Averages misleading
Relying on figures doesn’t identify the problem

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50
Q

Recruitment

A

Process of bringing new employees into business

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51
Q

Job description

A

Describes duties of worker

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52
Q

Person specification

A

Profile of type of person needed for the job

E.g skills+qualifications

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53
Q

Internal recruitment

A

Fill vacancy with someone inside business

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54
Q

External recruitment

A

Fill vacancy wi someone from outside business

55
Q

Advantages of internal recruitment

A

Cheaper and quicker

People familiar how the business runs

56
Q

Disadvantages of internal recruitment

A

No new ideas

Limits number of applicants

57
Q

Advantages of external recruitment

A

New ideas

Larger pool of candidates

58
Q

Disadvantages of external recruitment

A 
Longer process 
More expensive (advertise+interview)
59
Q

Things included in a job advert

A

Location
Salary details
Job description
Contact details

60
Q

6 ways a business can advertise a vacancy

A 
Local newspaper 
National newspaper 
Specialist magazine 
Own website 
Word of mouth 
Shop window
61
Q

Advantage and disadvantage of local newspaper advertising

A

Low cost

Limited audience

62
Q

Advantage and disadvantage of advertising in a national newspaper

A

More expensive

Ad on page with others, competing readers attention

63
Q

Advantage and disadvantage advertising in specialists magazine

A

Readers likely to have experience

More costly

64
Q

Advantage and disadvantage of advertising on own website

A

Attract people who already have interest in business

Not much exposure

65
Q

Advantage and disadvantage of advertising through word of mouth

A

Free

Can’t control message

66
Q

Advantage and disadvantage of advertising by shop window

A

Variety of people see

No impact on see for a few seconds

67
Q

Why is an effective recruitment strategy important for a business

A

Saves time

Improve business performance get the right candidate

68
Q

Letters of application

A

Aka cover letter
Document sent with cv/ application form
Provides additional information

69
Q

What should a letter of application be

A

Short
Formal
Relevant

70
Q

Why is a cover letter useful (letter of application)

A

Highlight key point relevant to cv
Recruiter knows what to look for when reading cv
Shows effort

71
Q

Psychometric testing

A

Assesses capabilities (intelligence)
Aptitude (skills)
If your personality fits with the business

72
Q

3 types of tests

A

Psychometric testing
Scenario tests
Written tests

73
Q

Advantages of testing

A

See if fit with organisation

Responses lees like to impacted by nerves (written tests)

74
Q

Disadvantages of testing

A

Give answers think employer is looking for rather than their own

75
Q

What are interviews for

A

Find out to answers to particular question

See if cv’s match them

76
Q

Why would interviews not be effective

A

30 min interview doesn’t predict long term performance
Small sample or behaviour
Extroverts do better

77
Q

Work trial

A

Trial day where candidate comes into the office to meet the team

78
Q

Why are work trials useful

A

See if they would be working in the business

Prevents hiring wrojtnpreomn

79
Q

Why are work trials not always useful

A

Candidate will be trying to impress employer

Not reflect how they’d actually behave

80
Q

Training

A

Process or increasing the knowledge and skills of the workforce to enable them to perform jobs effectively

81
Q

Benefits of training

A

Productivity
Engaged employees
Equips staff with skills to do job
Reduces wastage

82
Q

Induction training

A

Aimed at introducing new employees to a business and its procedure

83
Q

On the job training

A

Employees receive training while remaining in the work place

84
Q

Advantages of on the job training

A

Employees are actually productive

Learn whilst doing

85
Q

Disadvantage of on the job training

A

Bad habits passed

Potential disruption to production

86
Q

off the job training

A

taken away from place of work to be trained

87
Q

advantages of off the job training

A

learn from specialists

wider range of skills

88
Q

disadvantages of off the job training

A

expensive

cover shifts

89
Q

apprenticeship

A

long term development programme

learn job skills through study and work

90
Q

advantages of apprenticeships

A

earn income whilst learning

practical+theoretical (variety)

91
Q

disadvantages of apprenticeships

A

low pay whilst learning

limit job opps- apprenticeships specific

92
Q

holiday entitlement

A

min 28 days

to reward effort, prevent leaving

93
Q

selection

A

process of deciding which applicant to accept for the jobs

94
Q

cv

A

document applicant designs providing details
personal details
educational history

95
Q

references

A

summary from previous employer about the suitability of an applicant

96
Q

methods of selection

A 
cv
application form 
letter of application 
references
testing
interviews 
work trials
97
Q

advantages of CV

A

more freedom for candidates

those with relevant cvs will send straight away

98
Q

disadvantages of cv

A

hard direct compare formats different

outside help

99
Q

application form

A

designed by employer sent to applicant

same info as a cv

100
Q

advantages of application form

A

get all answers you want
directly compare
quick to look through

101
Q

disadvantages of application form

A

doesn’t show creativity

applicants can’t add extra info

102
Q

academic training

A

theoretical knowledge and skills

103
Q

vocational training

A

hands on applied skills e.g hairdressing

104
Q

training needs analysis

A

identifying gap between current training+training needs so can be given skills

105
Q

factors to consider in a training needs analysis (TNA)

A

how much it’ll cost
who gets training
on/off job
what training includes

106
Q

why are TNA’s important

A

highlights issues
prioritise training needs
improve customer experience

107
Q

zero hour contracts

A

contract where employer not obliged to provide minimum no. of hours
worker not obliged to accept work

108
Q

advantages of zero hour contracts

A

leaner business
increase employment
flexible

109
Q

disadvantages of zero hour contracts

A

wages low-lack of upward pressure

anxiety for some workers- meet payments

110
Q

remote working

A

employees work away from business premises

111
Q

advantages of remote working

A

save time/money travelling
increase staff not space
less distractions

112
Q

disadvantages of remote working

A

distracted
no social
might enjoy commute-reflect time

113
Q

term time working

A

working hours mirror term time

114
Q

benefits of term time working

A

easier for those with kids

115
Q

time in lieu

A

work longer hours during busy period

paid time off in compensation

116
Q

benefit of time in lieu

A

don’t pay workers overtime- higher cost

117
Q

job sharing

A

share jobs on morning/afternoon basis day/day

118
Q

benefit of job sharing

A

one job sharer absent least half jobs have been done

119
Q

compressed hours

A

same total hours, shorter no. of days

120
Q

annualized hours

A

total no. a year

flexibility about when they’re done

121
Q

benefits of annualized hours

A

business use workforce when needed

122
Q

benefits of compressed hours

A

increase productivity

123
Q

flexi time

A

employees some choice over when they work their contracted hours

124
Q

what do most flexi time schemes have

A

period when employees have to be there

‘core time’

125
Q

advantages of flexi time

A

base hours around kids
avoid busy commuting times
more freedom

126
Q

disadvantages of flexi time

A

difficult to schedule meetings
disrupt communication
tension if only some workers get it

127
Q

part time work

A

employment with less than 35 hours per week

128
Q

impacts of part time work

A

easy to match labour with demand
communication disrupted
managers more work-appraisals

129
Q

workforce planning

A

deciding how many and what type of workers are

130
Q

what factors have to be considered when deciding the type of worker

A 
age 
skills 
qualifications 
experience
physical fitness
131
Q

why is it important to get the right number of workers as well as type

A

meet customer needs
achieve business aims and objectives
financially efficient
avoid high staff turnover

132
Q

methods of recruitment

A

Internal

External

133
Q

methods of training

A 
on the job 
off the job 
induction 
academic
vocational 
apprenticeship

Business Studies (14 decks)

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