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PiXL Business > The Workforce > Flashcards

The Workforce Flashcards

1
Q

Explain what is meant by Workforce Planning?

A

The process used to plan the number and quality of employees that will be required, both in short and long term.

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2
Q

Importance on Workforce Planning?

A
  • business world is constantly changing.
  • The best businesses are those that plan ahead and see what their needs will be.
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3
Q

Evaluate the impact and importance of workforce planning?

A
  • Costly
  • Too much planning - Can plan for too many workers to undertake a certain job
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4
Q

Recommend and justify a workforce plan for a business.

A
  • Ensuring the right staff are employed is vital to avoid a high staff turnover
  • Without an appropriate skill level or correct number of employees the business will not be efficient.
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5
Q

Explain what is meant by Flexible Working Hours.

A
  • flexible hours schedule that allows workers to alter workday start and finish times.
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6
Q

Explain what is meant by Term-Time Working.

A

Where working hours mirror term-time days.

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7
Q

Explain what is meant by Job Sharing.

A

share the work and pay of a single full-time job.

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8
Q

Explain what is meant by Remote Working.

A

Involves letting employees to work away from the business premisis

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9
Q

Explain what is meant by Zero Hour Contracts.

A

Allows employers to hire staff with no gaurantee of work. Staff only work when they are needed which can be at short notice.

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10
Q

Explain what is meant by Compressed Hours.

A

allow employees to work their contracted hours over a fewer number of days.

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11
Q

Explain what is meant by Annualised Hours.

A

This is where employees work a total number of hours for the years as a whole, with a degree of flexibility as to how these hours are undertaken.

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12
Q

Explain what is meant by Structured time off in Lieu.

A

Is where employees are asked to work longer hours during busy periods, the additional hours are recorded and so the employee can take time off.

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13
Q

Evaluate the impact of Flexible working hours on a business and its stakeholders.

A
  • Can be expensive to operate because the place of work may need to be open for more hours.
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14
Q

Evaluate the impact of Term-Time Working on a business and its stakeholders.

A
  • Expensive for a business because the employee is still classed as an employee.
  • Not solid working hours for employees.
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15
Q

Evaluate the impact of Structured time off Lieu on a business and its stakeholders.

A
  • Can be more expensive because firms may pay more for employees to work during busier periods
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16
Q

Evaluate the impact of Job Sharing on a business and its stakeholders.

A
  • Additional costs of employing two people instead of one
  • If the jab sharing has managerial responsibilities, different leadership styles may confuse staff under their supervision.
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17
Q

Evaluate the impact of Remote Working on a business and its stakeholders.

A
  • Harder to check if employees are actually working
  • There is initial set up cost of providing the necessary technology.
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18
Q

Evaluate the impact of Zero Hour Contracts on a business and its stakeholders.

A
  • No certainty of employment
  • No guarantee of job security
  • Employers cannot be certain offers of employment will be accepted
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19
Q

Evaluate the impact of Compressed Hours on a business and its stakeholders.

A
  • Longer working days for employees which could demotivate employees and lower productivity
  • Greater loss of production if staff have a day off
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20
Q

Evaluate the impact of Annualised Hours on a business and its stakeholders.

A
  • Being ‘on-call’ may be restrictive for employees
  • Oppertunity for employees to do uvertime is lost.
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21
Q

What are the Advantages of Flexible Working Hours?

A
  • Business may actually save money by gaining and keeping good staff.
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22
Q

What are the Advantages of Term-Time Working Hours?

A
  • Can be perfect for people who want flexible working hours, or people who have other commitments such as children
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23
Q

What are the Advantages of Structured Time off in Lieu Hours?

A
  • Suit businesses because they will have enough employees for certain periods
  • Can be more flexible than a contract
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24
Q

What are the Advantages of Job Sharing?

A
  • Employees are able to work the hours that suit them
  • If one of the job sharers is absent, the business still has some of the tasks covered by the other job sharer.
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25
Q

What are the Advantages of Remote Working?

A
  • Better employee productivity, because there are fewer distractions
  • Saves valuable commuter time and allows the employee to chose when to work.
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26
Q

What are the Advantages of Zero Hour Contracts?

A
  • Reduces business costs of employing labour on a full time basis.
  • More cost efficient for employers as labour is only hired and paid when needed
  • Allows employees to have greater flexibility.
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27
Q

What are the Advantages of Compressed Hours?

A
  • Working fewer days reduces commuting costs for the employees
  • Improve staff morale as there may be greater days off
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28
Q

What are the Advantages of Annualised Hours?

A
  • Allows employers to use the workforce when it is needed
  • Allows employees flexibility
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29
Q

Explain what is meant by Recruitment.

A

the process of finding people to work for a company.

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30
Q

Explain the reasons for recruitment.

A
  • Ensures that staff levels are correct and the right person for the job is found.
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31
Q

What is a Job Description?

A

Produced by the human resources department or its equivalent, and sets out the job requirements.

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32
Q

Contents of a Job Description.

A
  • Role
  • Who you report to
  • Duties and Responsibilities
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33
Q

Explain what a Person Specification is?

A

Looks at the ideal characteristics of the person to perform the job.

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34
Q

Contents of a Person Specification.

A
  • Qualifications
  • Previous Experience
  • Ability to work with a team

etc

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35
Q

Explain what a Job Advertisement is?

A
  • Job advert should contain enough information to attract suitable candidates and seter unsuitable ones
  • Must be put in the right place to attract applicants
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36
Q

Explain what is meant by Internal Recruitment.

A

is when the business looks to fill the vacancy from within its existing workforce.

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37
Q

Explain what is meant by External Recruitment.

A

is when the business looks to fill the vacancy from any suitable applicant outside the business.

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38
Q

Benefits of Appointing an Internal Candidate.

A
  • Recruitment will take less time because the potential candidate is already known to the business.
  • No need to spend money on costly advertisements
  • Opportunity of promotion within a company may encourage good workers to stay rather than look for promotion elsewhere.
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39
Q

What are the Disadvantages of Appointing an Internal Candidate?

A
  • Fails to bring new ideas into the business
  • Narrow range of people to choose from
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40
Q

Benefits of Appointing an External Candidate.

A
  • Likely to bring new ideas and enthusiasm into the business
  • Larger field of Applicants
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41
Q

Explain what is meant by Selection?

A

process of choosing the most suitable candidate for the vacant position in the organization.

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42
Q

What is the difference between an Application Form and a CV?

A

Application Form - employer designs it and sends it to applicants

CV - Is created by the employee

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43
Q

Why is an Application Form better than a CV?

A

a business is able to tailor it to their exact needs and ask specific questions.

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44
Q

Explain what is meant by Training.

A

a process whereby an individual acquires job-related skills and knowledge.

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45
Q

What is Induction Training?

A

a process whereby an individual acquires job-related skills and knowledge.

46
Q

Why do business practise Induction Training?

A
  • To make sure that recruits stay in the business.
  • Should give information to new employees gradually and not bombard new employees as this may have the opposite effect.
47
Q

Explain what is meant by On-the-Job Training?

A

employees receive training whilst remaining in the workplace.

48
Q

What are the Advantages of On-the-Job Training?

A
  • Cheaper for the business, because it’s the business staffs time which is the cost
  • Can be tailored to the specific requirements of the business
49
Q

What are the Disadvantages of On-the-Job Training?

A
  • Quality depends on ability of trainer and time available
  • Bad habits might be passed on
  • Potential disruption to production
  • Maybe less valuable as its not delivered by professionals
50
Q

What is Off-the-Job Training?

A

employees are taken away from their place of work to be trained.

51
Q

What are the Advantages of Off-the-Job Training?

A
  • A wider range of skills or qualifications can be obtained
  • Can learn from outside specialists or experts
  • Employees can be more confident when starting job
52
Q

What are the Disadvantages of Off-the-Job Training?

A
  • More expensive than on-the-job training
  • Lost working time and potential output from employees
  • New employees may still need some induction training
53
Q

What is meant by Academic Training?

A

Employees sit tests

54
Q

What is Vocational Training?

A

Is the instruction on the practical skills needed for certain jobs.

55
Q

What is meant by Apprenticeships?

A

Method in which trainees learn a craft or trade by hands-on experience while working with a skilled worker.

56
Q

Explain what is meant by Training Needs Analysis?

A

When a business ensures that its workers are given the skills that they need to do their job effectively.

57
Q

The importance of TNA to a business and its stakeholders.

A
  • Skill shortages are filled, training is therefore appropriate and not a waste of time and money
  • TNA is conducted by aslong questions to employees so they may feel more valued
  • Workers can also do their job more effectively
58
Q

Evaluate the importance of TNA to a business and its stakeholders.

A
  • Can be hard to measure the outcome of Training, this is because some industries such as service sector dont actually produce any physical output
  • Businesses can overspend on the training courses.
59
Q

Benefits of Training to a Business.

A
  • Better Productivity
  • Higher Quality
  • Less supervision required
  • Improved motivation - through greater empowerment
60
Q

Disadvantages of Training.

A
  • Costly to the business
  • Takes time to have the desired effect
  • Benefits are difficult to measure.
61
Q

Explain what is meant by and the purpose of appraisal.

A

a formal assessment of an employee’s performance

  • To help improve an employees performance
62
Q

What is meant by Peer Assessment?

A

Is were an employees performance is assessed by its work colleagues.

63
Q

What is meant by Managerial Assessment?

A

Is were the manager assesses the performance of the employee

64
Q

What is meant by 360-degree appraisal?

A

Involves the appraisee receiving feedback from several people and collects a broader view of the employees reputation.

-

65
Q

What is meant by Self-Assessment

A

is the evaluation of oneself

  • Employees can be biased
66
Q

What is meant by Target Setting?

A

Is the process of deciding what you want to accomplish and devising a plan to achieve the result you desire.

67
Q

Measures of Work Force Performance.

A
  • Number of units of output produced
68
Q

What is Labour Turnover?

A

Measures the number of employees who have left the business, relative to the number employed in that period.

69
Q

What is the LABOUR TURNOVER equation?

A

( Number of employees leaving / Average number employed ) X 100

70
Q

Interpret the Labour Turnover Figure?

A

The higher the Labour Turnover figure the more likely it is that motivation is low.

71
Q

Evaluate Labour Turnover.

A
  • Employees may not be leaving due to low motivation
  • Employees may be leaving due to retirement or personal reasons
  • A labour turnover figure of zero could show that a business is stale and very resistant to change
72
Q

What is meant by Absenteeism?

A

Employees are absent from work minor medical issues, can be an indicator of low morale and motivation levels.

73
Q

What is meant by Long-term Absence?

A

Where an employee is off work for a lengthy period, usually due to illness.

74
Q

What is meant by Short-term Absence?

A

Where an employee is absent from work for a day because of a minor disease.

75
Q

What is the Absenteeism Equation?

A

( Number of days taken off (unauthorised) / Total number of working days (shifts) ) X 100

76
Q

Evaluate the impact and importance of Redundancy to a business and its stakeholders.

A
  • Imposes a one-off cost on a business, redundancy payments totalled £4.4 billion in 2010
77
Q

Evaluate the impact and importance of dismissal to a business and its stakeholders.

A
  • Have to find a new employee, the costs involved with recruitment
78
Q

Define a Grevience.

A

Exists when an employee has a concern, complaint or problem.

79
Q

Why is a Grievance important?

A

Grievances can escalate and become very unplesant, which can negatively affect motivation and productivity.

80
Q

Evaluate the effectiveness of dismissal procedures to a business and its stakeholders.

A

Dismissals which are unfair can lead to tribunals which are expensive and time consuming for employers.

81
Q

Evaluate the effectiveness of grievance procedures to a business and its stakeholders.

A

If managers do not deal with a grievance quickly and impartially it can impact negatively on employer-employee relations.

82
Q

Explain what is meant by an Employment Tribunal.

A

A special sort of court dealing only with employment law, for example unfair dismissal, discrimination etc.

83
Q

Explain the purpose of employment tribunals.

A

If the tribunal rules in favour of the employee, it will order the business to make a payment to the employee to compensate or what has occured.

84
Q

Evaluate the significance of employment tribunals for a business and its stakeholders.

A
  • Most cases are settled before they reach an employment tribunal.
85
Q

Is a high absenteeism good?

A

No!

86
Q

What is Lateness?

A

Is measuring the number of employees arriving late to work, this needs to be investigated and monitored properly.

87
Q

What is the Lateness Equation?

A

(Total Number of Late arrivals X Total Number of scheduled attendances) X 100

88
Q

Describe a lateness figure…

A

High Percentage

  • Means Low Motivation Levels
  • Managers could look into this and see what the cause is… maybe individuals

Low Percentage

  • High levels of motivation
89
Q

Define Productivity

A

A measure of output per employee in a particular period of time, is a key indicator of employee Performance.

90
Q

What is the Workforce Productivity Equation?

A

Output over a certain time period / Average Number of Employees

91
Q

In what Sector is it difficult to measure Productivity and why?

A

The tertiary sector, because there is no physical product being produced.

92
Q

Is a increasing Productivity good?

A

Yes! It shows the worker is being more efficient.

93
Q

How many Holidays is an Employee entitled to in a year?

A

5.6 weeks

94
Q

Evaluate the usefulness of measurements of workforce performance to a business.

A
  • Averages can be misleading - A figure for the whole business does not represent individual departments
  • Not all the departments employ the same number of people - Lower the number of employees in a department, if one of them leaves it will have a greater effect on the data.
  • Numbers do not explain the situation - Could be unsafe working environments rather than pay affecting figures
95
Q

Evaluate the importance of measurements of workforce performance for a business and its stakeholders.

A

Employees

  • Higher pay
  • Bonuses
  • Improvement in conditions of work

Owner

  • Better efficiency lower unit output costs, higher profit margins
96
Q

Evaluate the usefulness of methods of appraisal for a business and its stakeholders.

A
  • Lack of commitment by senior staff, treating appraisals as a cost may not bring the desired results
  • Inconsistent approaches by managers, managers need to be equal in their assessments as some employees will complain managers are being unfair
  • Inadequate timing allowed for appraisal process
97
Q

Evaluate the impact and importance of appraisal to a business and its stakeholders.

A
  • Owners - Expensive & is it necessary
  • Employees - Effectiveness depends on the motivation of employees
98
Q

Methods of Appraisal used by a business.

A
  • Employees fill out a question and answer sheet relating to targets previously set, employee comments on the extent to which they have been met.
  • Section for ‘other achievements’ and a section for employees to comment on development needs, so employees take ownership of their targets
99
Q

Define Redundancy.

A

the state of being no longer in employment because there is no more work available.

100
Q

Define Dismissal

A

is the termination of employment by an employer against the will of the employee.

101
Q

Why might a Redundancy arise?

A

Job becomes mechanised or factory is closed down

102
Q

What are Employees legal required if made redundant?

A

Are entitled to a redundancy payment which varies according to how long they have been working at the firm.

103
Q

Explain what is meant by Incapacity. (Justifies Dismissal)

A

Being too ill to work at all or taking time off work when genuinely ill on a regular basis

104
Q

Explain what is meant by Capability / Capacity. (Justifies Dismissal)

A

Repeated inability to do the work required, or a major incident such as losing the business a very valuable customer

105
Q

Explain what is meant by Poor Conduct. (Justified Dismissal)

A

Repeated poor conduct such as lateness or failing to comply with reasonable requests (to perform tasks) from a manager.

106
Q

Explain what is meant by an unfair dismissal.

A

Where an employee is dismissed without a valid reason or the employer fails to follow the proper procedures.

107
Q

What are the guidelines that should be followed if there is to be a fair dismissal?

A
  • Manager gives verbal warning
  • Followed by written warning
  • There should be a final written warning
108
Q

What are some reasons for Unfair Dismissal?

A
  • Joining a Trade Union
  • Pregnancy
  • Discrimination
  • Whistle Blowing
109
Q

Define an Employment Tribunal.

A

A special sort of court dealing only with employment law

110
Q

Explain the procedure for a Grievance.

A
  • Raise the issue with the employer
  • Notify ACAS, who will work impartially on both sides to settle the issue
  • This is the taken to a tribunal

PiXL Business (8 decks)

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