3.6 Human Resource Management Flashcards
(28 cards)
SETTING HUMAN RESOURCE OBJECTIVES may relate to
Employee engagement and involvement
Talent development
Training diversity
Alignment of employer and employee values
Number, skills and location of employees
HARD’ HR STRATEGIES view
view employees as a resource like any other available to the business. Key features include:
Employees paid as little as possible
Leadership is authoritarian / autocratic: employees only have limited control over working lives and communication mainly downward in direction
Little use of delegation or team working
Employees are recruited externally to fulfil workforce needs
SOFT’ HR STRATEGIES view
view employees as different to, and more important than, any other resource available to managers.
Key features include:
Leadership is democratic: managers consult with employees and give them control over working lives through delayering and empowerment
Emphasis on training and developing employees
Employees are promoted from within
LABOUR TURNOVER=
Number of staff leaving ÷ Average number of staff x 100
LABOUR PRODUCTIVITY=
Output ÷ Number of workers
EMPLOYEE COSTS AS A PERCENTAGE OF TURNOVER
Employee costs ÷ Sales revenue x 100
LABOUR COST PER UNIT =
Labour costs ÷ Units of output
ORGANISATIONAL DESIGN
means how a business is structured in terms of hierarchy, span of control, delegation and the extent of centralisation. It outlines the relationship between people and functions in an organisation, both vertically and horizontally.
AUTHORITY
means the power to make significant decisions and give instructions to subordinates.
SPAN OF CONTROL
means is the number of subordinates answerable directly to a particular manager
HIERARCHY
means the management structure of an organisation, indicating who is accountable to whom.
DELEGATION
means passing authority down a hierarchy:
i.e. empowering subordinates to make significant decisions.
CENTRALISATION
means that decision-making powers are kept at the top of the hierarchy. Senior managers make all of the important decisions.
DECENTRALISATION means
that decision-making powers are passed down the hierarchy to empower junior managers. Decision-making power is shared with junior managers in branches or sections of the business.
TYPES OF ORGANISATIONAL STRUCTURES
FUNCTIONAL STRUCTURE means that employees work in departments such as marketing, human resources and finance.
PRODUCT BASED STRUCTURE means that employees are allocated a line of products, each of which has its own teams from each of the functional departments.
REGIONAL STRUCTURE means that employees are allocated to a region, each of which has its own teams from each of the functional departments.
MATRIX STRUCTURE means combining employees from different parts of the business to work on a particular project.
HUMAN RESOURCE PLANNING
means assessing the current and future capacity of the workforce and sets out any actions needed to meet the future human resource needs
The human resources flow can be summarised using ‘The Four Rs’
RECRUITMENT means appointing staff to fill an organisation’s job vacancies.
It can be internal or external.
RETRAINING means teaching employees the skills and knowledge in order to carry out their jobs. It can be on-the-job or off-the-job.
REDEPLOYMENT means offering a worker an alternative job within the same organisation.
REDUNDANCY is when an employee loses a job due to no longer being needed
MOTIVATION
means the desire and energy to be committed to a job.
ENGAGEMENT
means the connection between the employees of a business and its mission and objectives. It involves feeling positively about doing a good job and thinking hard about how to do the job better.
TAYLOR - THE SCIENTIFIC APPROACH TO MANAGEMENT.
People are motivated mainly by financial reward, and it is the role of managers to organise shop-floor workers so as to maximise efficiency
MASLOW - THE HIERARCHY OF NEEDS
Self-actualisation
Employees are developed to complete challenging tasks
Esteem
Good performance is recognised
Social
Friendships in the workplace
Safety
Safe working environment and job security
Physiological
A fair wage
The lowest level needs (Physiological & Safety) must be met if the others are to be effective
HERZBERG - TWO-FACTOR THEORY OF JOB SATISFACTION
Hygiene Factors” will lead to dissatisfaction if they are not met.
● pay
● working conditions
● relationship with superiors
● treatment at work
“Motivators” will provide job satisfaction so long as the hygiene factors are met.
● sense of achievement
● chance of promotion
● responsibility
● nature of the job itself
FINANCIAL METHODS OF MOTIVATION
PIECE RATE means that workers are paid according to how many items they have made.
COMMISSION means that employees are paid a percentage of every sale that they make
SALARY is an annual amount divided into 12 monthly payments.
PERFORMANCE-RELATED PAY is a bonus or salary increase awarded due to an employee’s achievements.
