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business > 3.4 Human Resources > Flashcards

3.4 Human Resources Flashcards

1
Q

1 what is an organisational structure

A

how a business is organised in terms of communication and decision making
identifies specific job roles in organisational hierarchy
who reports to who
who is responsible for who

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2
Q

1 what does organisational structure identify

A

relationship between different employees, departments and locations

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3
Q

1 why would you have an organisational strcuture

A

ensure efficiency
clear direct reporting lines
specific job roles
clear respsonsibilities

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4
Q

1 what is a managing director or CEO

A

highest ranking person in an organisation
has ultimate authority
in a PLC, they’re voted in via shareholders

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5
Q

1 what is a director

A

below the CEO
several directors
in charge of functional areas- finance director
form the board of directors
manage company strategicly

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6
Q

1 whats a manager

A

seniors managers report to the directors
responsible for a significant part of the business operation
performance and a number of employees

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7
Q

1 whats a team leader / supervisor

A

one person who is more senior to other employees
reports to managers
team leader ensures an effect, efficient team

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8
Q

1 whats an operative / shop floor worker

A

carry out basic tasks that run the business smoothly
working on a production line
re-stock shelves
photocopying or filing

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9
Q

1 whats a support staff

A

role to provide assistant in any area
specialist knowledge or skills
IT specialist
cleaners
cooks
caretakers

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10
Q

1 what is span of control

A

number of employees a manager is responsible for directly
span of control of 7 is wide
span of control of 3 is narrow

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11
Q

1 whats an ideal span of control

A

no more than 6 people
depends on experience and personality of the manager
type of business
skills and attitude of employees

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12
Q

1 pro of narrow span of control

con of narrow span of control

A

pro
-less mistakes
-increased efficiency
-more promotional opportunity

con
-comms can become difficult due to many layers of control

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13
Q

1 pro of wide span of control

con of wide span of control

A

pro
-less management layers can be motivating
-no of managers can be reduced

con
-increased work load

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14
Q

1 what is a chain of command

A

shows the line of authority in the organisational structure

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15
Q

1 whats delegation

A

when managers or senior employees choose to give some of their workload to a less senior employee
the less senior has authority to do the job but not the responsibility
responsibility stays with the manager

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16
Q

1 what is a tall structure

A

the organisation has many layers
long chains of command
narrow spans of control

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17
Q

1 what is a narrow structure

A

the organisation has few layers
short chains of command
wide spans of control

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18
Q

1 what is delayering

A

when a business grows and has to add in more layers, you’re layering

in reverse when you remove layers form a business, decreasing in size or reducing cots is DELAYERING

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19
Q

1 pros of delayering

A

help speed up communication
decision making is quicker and more flexible
reduces wage costs

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20
Q

1 cons of delayering

A

reduce promotional opportunities
employee motivation may fall
may incur additional costs to train extra staff

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21
Q

1 whats an organisational chart

A

shows the hierarchy of jobs withing a business
clear lines of management shown
responsibilities shown

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22
Q

1 whats a centralised structure

A

decision making is firmly at the top of the hierarchy

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23
Q

1 benefits of centralised structure

A

easier to implement common policies and practices
decisions are taken for the benefit of the whole business
consistency will exist among branches

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24
Q

1 drawbacks of centralised structure

A

reduce staff motivation
increase costs
cannot respond to local needs

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25
Q

1 what is decentralised structure

A

decision making is spread out to include junior managers too

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26
Q

1 benefits of decentralised structure

A

decisions are made closer to customer needs and wants
training and developing junior management roles
improve staff motivation

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27
Q

1 drawback of decentralised structure

A

decision making is not necessarily looking to long term future
more difficult to ensure consistent policies and practices
harder to control costs

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28
Q

2 what information is on a job advert

A

title of job
info about business
location
pay
hours
brief info
how to apply
closing date

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29
Q

2 why would you need to recruit more employees

A

business expansion
maternity leave
promotion
dismissal
assistance

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30
Q

2 what is job analysis

A

a vacancy arises in the organisation, keen to decide on whether the job is really required
if a vacant position is needed, a person and job specification will be written up

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31
Q

2 what is recruitment and selection

A

the process of identifying, advertising and employing the most appropriate candidate for a job role

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32
Q

2 what is the recruitment process

A

job analysis
job description
person description
job advertisement
applications
long/short list interviews
selection and references
offer letters
contract of employment

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33
Q

2 what is a job description

A

document detailing the roles and responsibilities of the vacant position

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34
Q

2 what is a person specification

A

the type of person a business is looking for to fill the position
qualifications
skills
experience
personal attributes

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35
Q

2 why are job and person specifications important

A

closely referred to by applicants
must be accurate and sufficiently detailed

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36
Q

2 what is a job advertisement

A

the type of job
internal or external filling of job
how far applicants will consider applying
budget available

37
Q

2 what is internal recruitment

A

when a business fills a job vacancy with an existing employee
used for promotions
horizontal shifts too
noticeboards, emails etc

38
Q

2 what is external recruitment

A

when a business fills a job vacancy with new candidates form outside the employee basis
job centres
advertising

39
Q

2 benefit of internal recruitment

A

workers strengths and weaknesses are known
higher staff retention rate
usually cheaper and quicker
less induction training needed

40
Q

2 drawbacks of internal recruitment

A

more training needed
creates another vacancy that needs filling
cause jealousy amongst other employees

41
Q

2 benefit of external recruitment

A

new ideas and skills are introduced
larger choice of applicants
increase calibre of workforce

42
Q

2 drawback of external recruitment

A

more expensive
takes longer

43
Q

2 how do you actually apply for a job

A

send a CV
cover letter
application form

44
Q

2 what is a CV

A

curriculum vitae
shows experience, qualifications, skills
brief fact sheet on you

45
Q

2 advantages of CV

A

less time consuming to complete
more informal so more personality
business doesn’t waste time on making a form

46
Q

2 advantages of application form

A

can ask specific questions
forms standardised- easy comparisons
can be off putting so cuts down to only willing candidates

47
Q

2 what is full time employment

A

employee works number of hours equivalent to a working week
usually 35-40 hours

48
Q

2 what is part time employment

A

relates to any number of hours under full time working week

49
Q

2 benefits of full time employment

A

security and motivation
fewer staff
develop better skills
loyalty and commitment
staff customer relationship is better
lower recruitment costs

50
Q

2 benefits of part time employment

A

more flexibility
better work life balance
rota staff

51
Q

2 what is a job share

A

when two or more people agree to share one full time position
split pay and hours

52
Q

2 benefits of job shares

A

experience of two people
cover absences or holiday easier
enjoy better work life balance

53
Q

2 drawbacks of job shares

A

communication can be difficult
information always need to be shared
may require more pay
span of control is wider

54
Q

2 what is a zero hour contract

A

employees are not guaranteed a set number of hours to work each week

55
Q

2 pros of zero hour contract

A

employee flexibility over life
cuts wages and costs of business
business has flexibility in staffing

56
Q

2 cons of zero hour contract

A

may feel pressured to work hours when offered
struggle to pay bills
experience low staff rate

57
Q

2 why is having an effective recruitment and selection process important for a business

A

increase outputs and productivity
different ideas
improve quality and customer satisfaction
increase staff retention rate

58
Q

3 what is motivation

A

the commitment to do something
the will to work
motivated workforces can create more successful businesses

59
Q

3 when do you pay a salary

A

paid the same amount regardless of how hard or how many hours is worked

60
Q

3 when do you pay a wage

A

when full time hours have been worked, you add on a higher hourly rate

61
Q

3 when do you pay commission

A

when an individual employee sells as many units as possible
results in staff competitions and high motivations

62
Q

3 when do you pay profit share

A

employees who work harder to ensure the whole business benefits
payment that’s low due to external factors on the market

63
Q

3 what is hourly pay

what is salary

A

a fixed wage paid per hour for a set number of hours

paid a set amount for a year, received in monthly installments

64
Q

3 what is overtime

what is piece rate

A

extra payment made for extra hours worked

payment according to how many products are produced

65
Q

3 what is profit sharing

what is commission

A

additional payment depending on how well the business is doing

paid a percentage value of the products they sell

66
Q

3 benefits of having a highly motivated workforce?

A

increase productivity levels
low levels of absenteeism
high levels of staff retention
good reputation as an employer
high quality work and customer service levels

67
Q

3 two methods of motivation

A

financial
non financial

68
Q

3 what is a non-financial method of motivation

A

doesn’t involve money
job enrichment
-more interesting and challenging tasks
training up to a new role
fringe benefits

69
Q

3 what are fringe benefits

A

additional benefits to supplement pay
health insurance
company car
staff discounts

70
Q

3 what are financial methods of motivation

A

increased salary
wages
commission
piece work
profit sharing

71
Q

3 why is important that employees are motivated

A

increased efficiency
high quality
less supervision
lowers costs
retain skill base
flexible pricing
high profit margins

72
Q

3 what are some non financial methods of motivation

A

training
fringe benefits
greater responsibility
style of management change
job enlargement

73
Q

3 what is autocratic management

A

employees told what to do and say when and how to do it

74
Q

3 what is democratic management style

A

more freedom to workers and say in decision making

75
Q

3 why are fringe benefits half good half bad

A

expensive on the company
help retain staff

76
Q

4 what is training

A

the process of increasing the knowledge and skills of the work force to enable them to perform their jobs effectively

77
Q

4 what are different methods of training

A

induction training
on the job training
off the job training

78
Q

4 what is induction training

A

received by employees when they start a new job
also needed when employees get promoted
length depends on
-complexity
-size
-level of position

79
Q

4 benefits of induction training

A

new employees become productive quickly
avoid costly mistakes
improve motivation
employee retention increases
future recruitment and selection costs are reduced

80
Q

4 what is off the job training

A

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

81
Q

4 benefits of off the job training

A

wider range of skills learnt
learn from specialists
more confidence
improve motivation
no interruptions

82
Q

4 drawbacks of off the job training

A

can be expensive
lost working time
employees have training and may leave for a better job

83
Q

4 what is on the job training

A

e-learning or computer based training that are custom to a business
participate in training at anytime cost effectively

84
Q

4 benefits of on the job training

A

cost effective
often productive
opportunity to learn through work
train along side colleagues
first hand experience

85
Q

4 drawbacks of on the job training

A

quality is dependant of availability of trainer
bad habits passed on
learning environment may not be productive
potential disruption causes quality to lower

86
Q

4 why is training important

A

more committed staff
higher satisfaction and motivation
confidence in jobs

87
Q

4 4 benefits of training

A

higher quality work
increased motivation
better customer service
increased productivity
less supervision required
adapt to change more easily

88
Q

4 factors affecting training

A

technological changes
updates to business policies

89
Q

4 training in new technology

A

off the job- get up to date knowledge of new ICT
on the job- business specialised knowledge of programs, not necessarily up to date though
costs- can be very expensive to continue training with all tech changes
can increase employee productivity though

business (7 decks)

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