Unit 2.1 Flashcards

1
Q

What is Human resource planning?

A

Analyzing and forecasting the number and skills of employees needed

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2
Q

What does human resource management do?

A

Planning, recruitment, training, appraisal, remuneration, dismissal

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3
Q

What is labor turnover

A

HR will look at Labour Turnover to help planning

= staff leaving/total staff x 100

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4
Q

Internal factors that influence human resource planning

A

Labour turnover

Change in company objectives – e.g. expansion, new product, outsourcing

Productivity - increased productivity may mean less need to workers

Automation - possibly less workers needed, but need to hirea specialist

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5
Q

External factors that influence human resource planning

A

Demand for product – e.g. VolksWagen, seasonal factors Economy – e.g. recession

Change in Laws E.g. maximum 40 hour week

Increase in Retirement age

Technological change – automatic checkout, complex machinery

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6
Q

What are the common steps in recruitment?

A

Job Analysis

-Identify the need for a new EE and establish the nature of the job

Write a job description

-Job title, tasks performed, responsibilities, working conditions etc.

Write a person specification

-Qualities, skills, qualifications and experience required

Advertise the job

-Internal, website, recruitment consultant etc.

Receive applications

-Cover letter, CV, referees

Create a shortlist of candidates

Conduct interviews, testing

Collect references

Offer the job

Sign contract

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7
Q

Common steps in the processes of dismissal and redundancy

A

Dismissal, Firing, Terminination

-Incompetence, misconduct Formal process- verbal warning, written warning, etc.

Redundancy (laid off)

-Employee leaves the company because there is no need for their job.

  • Could be voluntary
  • Legally have to pay you- Severance package
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8
Q

Pros of internal recruitment

A

Increased morale

Employee is already familiar with the culture A

lready established relationship with colleagues and students

Reduced costs - recruitment costs, training costs, lower salary (?)

Less paperwork

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9
Q

Pros of external recruitment

A

New ideas - culture, ideas etc

Larger pool of candidates

Less conflict within the organization - for employees who might have wanted the job

More experienced

Harm your competitor

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10
Q

Define on the job training

A

instruction at the place of work

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11
Q

Define off the job training

A

away from place of work

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12
Q

Define cognitive training

A

Exercises designed to improve a person’s ability to understand and learn information

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13
Q

Define behavioral training

A

Improving an EE communication and collaboration skills

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14
Q

Define Summative appraisal

A

One-off measure of performance against standards

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15
Q

Define formative appraisal

A

Ongoing, with the goal being to inform employees on how to improve their performance

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16
Q

Define 360 degree feedback

A

Collect feedback from many people who are involved with the EE – peers, managers, customers etc.

17
Q

Define self appraisal

A

EEs appraise themselves based on criteria. Often before a summative appraisal.

18
Q

What are traditional working practices

A

Full-time contracts

Permanent employees

Regular working hours

Working at the place of work

19
Q

What are some non traditional working practices

A

Flexible Work Structures

Part-time, temporary workers

Gig Economy Use of “independent contractors”, i.e. Uber

Teleworking Working from home, but keeping in contact with the office using technology

Portfolio Working

Working multiple jobs

20
Q

Define outsourcing

A

Transferring part of the business to an external firm

21
Q

Define Insourcing

A

Opposite of outsourcing, transferring part of the business that was outsourced to an external firm back to the business

22
Q

Define offshoring

A

Transferring part of the production process to another country Either internally or to an external firm

23
Q

Define reshoring

A

Opposite of offshoring Transferring part of the business that was offshored back home