Topic 5 Flashcards by Charly Barnett

What is human resources management?

Design, implementation and maintenance of strategies to manage people

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Why is human resources management important? Give 3 reasons

People are critical resource in quality and customer service
Competitiveness requires motivated organised force with skills
Delayering placed emphasis on delegation and communication

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Give 6 HR objective examples

Matching workforce skills to business needs - alter to remain competitive
Matching workforce size to business needs
Matching workforce location to business needs
Minimising labour costs
Maintaining good employer-employee relations
Making full use of workforce potential

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Give 4 internal influences on HR objectives

Corporate objectives
Production strategies
Marketing strategies
Financial strategies

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Give 5 external influences on HR objectives

Market/economic changes
Technological change
Competition
Population changes
Government

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What is soft HRM?

Based on communication and motivation - see employees as an important asset - long term investment opportunity

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Give 5 features of soft HRM

Training and development
Internal promotion
Developmental appraisal systems
Consultation and empowerment
Flat structure

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Give 3 strengths of soft HRM

Encourages creativity and high standards
Training fulfils motivation needs
Reduced recruitment costs - low labour turnover and absenteeism

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Give 2 weaknesses of soft HRM

Role of trade union is unclear

Relies on organisational culture - may not be easy

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What is hard HRM?

Employees only a necessary resource

Analyse workforce needs and hire and fire when necessary

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Give 6 features of hard HRM

Fixed term contracts
External recruitment
Judgemental appraisal
Limited delegation
Tall structure
Minimum wage

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Give 3 strengths of hard HRM

Lower training costs
Competitive advantage - cost minimisation
Reward systems linked to output

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Give 4 weaknesses of hard HRM

Little attention to needs
Difficult to recruit if gain bad reputation
Limited delegation and lack empowerment = demotivating and reduces quality
Tall structures = communication problems and slow decision making

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What is workforce planning?

The right number of people with the right skills, experiences and competencies in right jobs at the right times

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What is a workforce plan?

Details of how to implement HR management policies

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Give 4 factors to study before creating a workforce plan

Skills audit of current workforce
Data on labour turnover, wage rates, trend analysis of workforce demographics and forecasts of impact of economic migrants
Market research and sales forecast on number of employees needed
EU and government directives

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Give 4 components of a workforce plan

Recruitment and selection requirements
Training and development programs
Retraining and deployment
Redundancy (natural wastage / voluntary / compulsory)

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Give 5 benefits of workforce plans

A strategic basis for HR decisions and finding solutions to issues
To plan replacements and change skills depending on economic changes
Identify how technology may change skills required
Facilitate introduction of flexible workforce - job enlargement
Efficient use reduces long term costs

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Give 4 internal influences on workforce plans

Corporate objectives
Production objectives
Marketing objectives
Finance

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Give 6 external influences on workforce plans

The market and trends in buyer behaviour
New technology
Competition
Labour market trends
Government and EU directives
Trade unions

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A traditional functional structure is where processes are important and consistency is expected, give 5 strengths

Simple
Strong direction - top down
Clear communication lines
Specialists manage areas
Seek promotion

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Give 4 weaknesses of a traditional functional structures

Slow and bureaucratic decisions
Prone to inter-departmental conflict
Not easy to co-ordinate
Little reward for teamworking

A Matrix structure is where employees work as teams on projects as well as own department, give 5 strengths

Reduces department barriers and improves communication
Utilise many skills
Share good practice and ideas
Share resources
Greater motivation

Give 4 weaknesses of a Matrix structure

Divided loyalties
No clear line of accountability
May neglect functional responsibilities
Takes time to adapt

What 4 main factors should be considered on deciding on structure?

Lots of high skilled employees = less formal Competitive environment - tight quick process - very competitive Formal - less risk, focus on quality Leadership style of senior managers

Give 4 impacts of structure on competitiveness

Speed of decisions Efficient operation at minimum costs Effective communication Involvement in decision making

Give 4 ways of adapting to improve competitiveness

Delayering Decentralisation Centralisation Flexible workforces

Give 5 strengths of centralisation

``` Decisions made quickly Tighter control Standardised procedures - economies of scale Strong leadership is good in crisis Easy to implement policies and practices ```

Give 4 weaknesses of centralisation

Bureaucracy - diseconomies of scale Junior staff closer to consumers REduced motivation Poorer customer service

Give 4 strengths of decentralisation

Senior managers can focus on more important Increased motivation - job enrichment Delegation creates flexibility DEcisions made closer to consumers

Give 4 weaknesses of decentralisation

Slower decisions Difficult to control Difficult to get economies of scale Leadership and direction is difficult

What 3 things does delayering emphasise?

Team working Empowerment TQM

Give 3 strengths of delayering

Removes indirect costs Improves motivation Better able to respond to changes in the market

Give 3 weaknesses of delayering

Valuable knowledge and experience may be lost More complicated due to legislation Increasing managers workload causes stress

Give 2 strengths of a flexible workforce

Saves costs | Helps recruitment and retention

Give 3 weaknesses of a flexible workforce

Additional admin work Lower productivity Difficult to administer flexibility

Give 3 examples of a flexible workforce

temporary/part time staff homeworking outsourcing

Give 3 advantages of communication

All areas focused on same objectives Change introduced more efficiently Enforces organisational culture

In what 4 cases are employers legally required to communicate?

Proposed redundancies When transferring employees Changing pensions Changing working times

Give 3 ways of how to improve communication

Establish employee needs before changing and try to avoid high levels of unnecessary technology Improve employees skills in all areas of communication Consider cultural and language barriers

What is employee representation?

For effective communication, need some representation to encourage constructive dialogue between employers and employees

Give 3 reasons for employee representation

Make employees views known Strengthen understanding of workplace issues Creates atmosphere of mutual truth

What are the 3 main methods of employee representation

Employee groups Trade unions Works council

What is an employee group?

Joint consultative committee of management, HR and staff Discuss issues effecting employees Members elected by colleagues Assists two way communication

What is a trade union?

National organisations who act on behalf of employees

What is a works council?

Committee of employer and elected employees who discuss conditions, grievances and pay Has to be introduced by law if requested in business of 50+ employees

Give 6 advantages of employee representation

``` Managers seem less result Reduces tension and uncertainty Increases involvement Improve quality of input Develop skills Improves trust and co-operation ```

Give 4 disadvantages of employee representation

Managers feel undermined May wish to discuss private issues - breach confidentiality Longer and slower decisions If input not taken seriously, undermines trust

What is an industrial dispute?

When employees and employers cannot agree on how to resolve an issue which has impacted the work force

Give 4 methods for avoiding industrial disputes

Lots of communication and involvement - discuss issues as they arise Have agreed effective grievance procedure in place ACAS No strike agreement in return for better pay and conditions

What is industrial action?

Sanctions by workers to put pressure on business during dispute

Give 4 examples of industrial action

Work to rule Overtime ban Go slow Strike

Give 3 methods of resolving an industrial dispute

Conciliation/mediation by ACAS negotiator Arbitration, accept judgement of 3rd party Employ specialist to act as mediator