Unit 6 Flashcards
What are HR objectives?
Targets relating to the workforce such as labour productivity, employee engagement, and talent development.
Examples of HR objectives?
Employee engagement, talent development, diversity, alignment of values, labour productivity, number and skills of employees.
Internal influences on HR objectives?
Corporate objectives, operational strategies, financial position, organisational culture.
External influences on HR objectives?
Market changes, labour market trends, legal changes, technological developments.
What is labour turnover?
The percentage of staff leaving a business in a period.
Formula: (Number of leavers / Average number employed) × 100
What is labour retention?
The ability of a business to keep its employees.
What is labour productivity?
Output per worker.
Formula: Output / Number of Employees
What is absenteeism?
The rate at which staff are absent from work.
Why measure HR performance?
To identify problems, improve efficiency, and inform HR decisions.
What is workforce planning?
Forecasting future HR needs and planning how to meet them.
Why is workforce planning important?
Ensures the business has the right number of skilled workers.
Key stages of workforce planning?
Forecast demand, assess current workforce, identify gaps, develop strategies.
Short-term workforce planning strategies?
Temporary staff, overtime, retraining.
Long-term workforce planning strategies?
Recruitment, training, succession planning.
What is organisational design?
The structure and hierarchy of an organisation.
What is a tall structure?
Many levels of hierarchy, narrow spans of control.
What is a flat structure?
Few levels of hierarchy, wide spans of control.
What is centralisation?
Decision-making kept at the top of the organisation.
What is decentralisation?
Decision-making is spread across the organisation.
Benefits of centralisation?
Consistency, control, quicker decisions.
Benefits of decentralisation?
Motivation, flexibility, quicker local decisions.
What is delayering?
Removing levels of management to flatten the structure.
Benefits and drawbacks of delayering?
Cuts costs and improves communication but may increase stress and reduce promotion opportunities.
What is employee engagement?
Emotional commitment an employee has to the organisation.
Financial methods of motivation?
Bonuses, pay rises, commission, profit sharing.
Non-financial methods of motivation?
Job enrichment, empowerment, recognition, team working.
What is Taylor’s theory?
Workers motivated by money; supports piece-rate pay.
What is Maslow’s hierarchy of needs?
Five levels of needs: physiological, safety, love/belonging, esteem, self-actualisation.
What is Herzberg’s two-factor theory?
Hygiene factors prevent dissatisfaction; motivators encourage satisfaction.
What is job enrichment?
Giving employees more responsibility and challenge.
What is empowerment?
Giving employees power to make decisions.
What is employee representation?
Ways employees have a voice in decision-making, e.g., works councils, trade unions.
What is collective bargaining?
Negotiations between employers and employee representatives.
Benefits of good employee relations?
Improved motivation, retention, reduced conflict, better productivity.
What is industrial action?
Strikes or other actions taken by workers to enforce demands.
Methods of improving relations?
Open communication, consultation, effective leadership, shared goals.
