Unit 6 Flashcards
what is the value of setting HR objectives ?
+ employee engagement and involvement (more likely to be motivated, leading to higher productivity)
+ talent development (guidance of future stars, contributing to future success and growth)
+ training (improving performance)
+ diversity
+ alignment of values
+ no. of skills and location of employees
if a business is able to achieve their HR objectives what are they likely to benefit from ?
+ lower labour turnover
+ higher retention
+ higher productivity
what are some external influences on HR objectives ?
Economic conditions
political factors
technology
competition
what are some internal influences ?
corporate objectives
type of product or service
style of management
what is a Hard HR approach ?
employees are no different from any other resource used by the business
. pay is kept to a minimum
. little to no empowerment
what is a Soft HR approach ?
employees are the most valuable resource available by the business
. employees are empowered and encouraged to make decisions
. employees are provided opportunities to develop their skills
what is the calculation for labour turnover ?
(no. leaving during year / average number of staff during year) x100
what is the calculation for labour retention ?
(no. of employees with one or more years service / overall workforce years of service) x100
what is the calculation for labour productivity ?
total output per time period / number of employees
what is the calculation for labour costs as a percentage of turnover ?
(labour costs / turnover) x100
what is the calculation for labour costs per unit ?
labour costs / output
what are some factors that influence job design ?
. task characteristics
. process
. ergonomics
. employee availability
what are some methods of improving employee empowerment and motivation ?
job rotation
job enlargement (extends employees range of duties)
job enrichment (including more challenging tasks)
empowerment (giving employees control over their working lives)
what are the main influences on a businesses Organisational Design ?
. span of control possible
. amount of delegation
. level of centralisation
. size of business
. corporate objectives
what is an organisational design ?
the process of shaping a businesses organisational structure in order to meet its objectives most efficiently
what does a organisational structure illustrate ?
hierarchy
chain of command
authority
span of control
what does the span of control of a manger depend on ?
. ability of manager
. type of work
. skills of employees
what is delegation ?
the passing of authority (a task) to a subordinate.
what is a centralised structure ?
decision making lies with management at the top of a business, with little input from lower down.
what is a decentralised structure ?
those lower down the hierarchy player a bigger role in decision making
what are the influences on the level of centralisation or decentralisation within a business ?
- uniformity of decisions
- management style
- skills and ability of workforce
- economic influences
- technology (more information readily available to a business)
what is the value of changing the organisational structure ?
+ more interesting, greater employee engagement and motivation, increased productivity
+ potential for lower costs, if removing layers of management
what is human resource planning ?
the process that identifies the current and future human resource needs of an organisation in order to achieve its objectives.
what is human resource flow ?
the movement of employees through an organisation.
(recruitment, promotion, termination)
what is the recruitment and selection process ?
1)> determine no. & type of employees needed
2)> construct job description / job specification
3)> advertise
4)> receive applications and shortlist
what is the job description ?
sets out the tasks and duties associated with a particular post.
what is the job specification ?
sets out the qualifications and qualities required of an employee.
what is performance appraisal ?
is the process by which a manager examines and evaluates an employees work by comparing it to set standards, documenting the results and using these to provide feedback to show employees where improvements need to be made.
what is redeployment ?
the process of moving existing employees to a different job or location.
what is redundancy ?
when an employee is dismissed due to their job no longer existing.
what is natural wastage ?
the loss of employees from a business due to retirement, resignation, or death.
what are the benefits of motivated an engaged staff ?
+ greater productivity
+ greater recruitment and retention
+ lower absenteeism
+ greater innovation
+ greater profitability
what is the definition of motivation ?
the will to work due to enjoyment of the work itself or the desire to achieve a given target or goal
what was Mayo’s theory of motivation ?
the type of job being carried out and the way it is carried out influences motivation.
what are Maslows hierarchy of needs based on motivation ?
TOP: self actualisation ( achieve max potential)
esteem needs (self-respect)
social needs (need to be loved, or in a group)
security needs (free from danger)
BOTTOM: physiological needs (food,water,shelter)
what was Herzebergs two-factor theory of motivation ?
MOTIVATORS: (positive things that give people satisfaction)
HYGIENE: (negative things that give people dissatisfaction)
financial methods to improve motivation ?
wage/salary
piece-rate
commission
profit-related pay
performance-related pay
bonus
share ownership
what are the non-financial methods to improve motivation ?
meaningful work
involvement in decision making
responsibility and recognition
more democratic leadership style
opportunity
clear communication
what are the factors that might influence the choice and effectiveness of reward systems ?
.finance
.nature of work
.culture (hard HRM approach may benefit more from financial methods of motivation)
.external factors (economic state)
what are the influences on the level of employee involvement and delegation ?
. management style (Soft HRM may be more suited)
. skills of employees
. legislation (trade unions etc)
what is a trade union ?
is an organised group of employees that aims to protect and enhance the economic position of its members.
what are the benefits of trade unions to their members (workers) ?
+ negotiate better pay and working conditions
+ they discuss major changes in the workplace, such as redundancy, and help protect job security
+ they provide financial and legal advice
what can determine a trade unions power in negotiations ?
collective bargaining power
what is the reasoning behind the decline in trade union membership in the uk ?
. legislation (the conservative government passed a series of measures to control the activities of trade unions)
. decline of traditional industries (e.g. coal mining)
. increasing no. of small businesses
what is a works council ?
bodies composed of employee and employer representatives who negotiate with management about working conditions, wages etc.
what is ACAS ?
government body with the responsibility of preventing and resolving industrial disputes.
they provide the following services:
Advice (advice to employers on payment systems, absenteeism etc)
Conciliation (encourages the continuation of negotiations and discourages industrial action)
Arbitration (recommendations)
what is the value of good employer-employee relations ?
+ productivity
+ employee loyalty
+ faster decision making
