3.5 Human resource stratergies Flashcards Preview

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Flashcards in 3.5 Human resource stratergies Deck (20)
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1
Q

Arbitration:

A

An alternative to a court of law in determining legal and employment disputes. Involves a specialist outsider being asked to make a decision on a dispute

2
Q

Centralisation:

A

An organisational structure where authority rests with senior management at the centre of the business

3
Q

Communication

A

The process by which a message or information is exchanged from a sender to a receiver

4
Q

Conciliation:

A

A way of mediating industrial disputes to gain agreement without going to arbitration

5
Q

Core workers:

A

Employees who are part of the core workforce of a business – central to the business activities

6
Q

Decentralisation:

A

An organisational structure where authority is delegated further down the hierarchy, away from the centre

7
Q

Delayering

A

The process of removing one or more layers from the organisational structure

8
Q

Downsizing:

A

The reduction in the scale and resources of a business, usually involving job losses and/or the sale or closure of business units

9
Q

Flexible working

A

The range of employment options designed to help employees balance work and home life (e.g. part-time, job-sharing, home-working, annualised hours contracts)

10
Q

Gap analysis:

A

Analysis of the difference between the workforce needs or a business and its current capabilities

11
Q

Hard HRM:

A

An approach to HRM based on treating employees as resources in the same way as any other business resource

12
Q

Human resource management (HRM

A

Strategies for managing people in order to achieve business objectives

13
Q

Labour shortage

A

Where a business finds it does not have sufficient employees in number, or with the right skills and experience, for its needs

14
Q

Peripheral workers:

A

Employees who are on the fringe of the core workforce. They are not essential (core) workers, and their activities can often be outsourced or provided using flexible contracting

15
Q

Soft HRM:

A

An approach to HRM based on treating employees as the most important resource in a business

16
Q

Staff (Labour) turnover:

A

The proportion of staff that leave their employment with a business over a period – usually measured over a year

17
Q

Teamworking:

A

Individuals work in groups rather than focusing on their own specialised jobs

18
Q

Trade union:

A

Organisations of employees who seek to negotiate their employment terms through collective bargaining

19
Q

Workforce planning:

A

How a business determines how many and what kind of employees are required

20
Q

Works council:

A

A formal meeting of employer and employees to consider issues affecting the business and workplace – mandatory for larger businesses in the EU