6 human resources Flashcards
(41 cards)
human resources objectives
- employee engagement
- talent development
- training
- diversity
- alignment in values
- number, skills ,location of employees
internal and external influences on human resources objectives
internal: functional area objectives
external: PESTEL
soft HR approach
Focus on employees communication and empowerment.
-democratic
-flat org structure
-prefer non-financial motivations
-encourage delegation
-higher employee cost
hard HR approach
Focus on efficiency and productivity, treats employees as resource.
-autocratic
-tall org structure
-financial motivations
-little delegation
-potential reputation damage
labour productivity and labour cost per unit
retention rate and labour turnover
retention: the percentage staying
turnover: the percentage of leaving
employee cost as percentage turnover
the employee cost to the total sales revenue
absenteeism
% of staff missing from work
-affects labour productivity
-shows motivation level, organisation culture, manager style
types of organisation design
types:
-functional
-product based
-regional
-matrix
purpose: meeting HR objectives
considerations when creating organisation design
consider:
-level of hierarchy
-span of control
-chain of commands
-authority and responsibility
level of hierarchy
tall: low-skilled workforce
flat: more skilled workforce
span of control
The number of employees for who a manger is responsible
tall: narrow
flat: wide
chain of command
communication and accountability of subordinates
tall: long
flat: short
line management
directly in control of the subordinates (?)
influences on organisation structure
Type
Size
Management and leadership
Competitors: the market
delayering
Removing layers of management from the hierarchy of the organisation
->tall org structure
delegation
Assignment to other of the authority for particular function, task and decision
influence on changing organisation structure
Growth
Reduce cost and complexity
Boost motivation
Quality improvements
result of changed organisation structure
Internal resistance
Redundant cost
Disruption and de-motivation
Impact on quality of services
centralised vs decentralised decision making
- centralised → tall structure
- decentralised → flat structure (authority is delegated)
human resource flow
human resource plan
-recruit
-train
-redeployment
-redundancy
(Hackman and Oldham’s model)
-> job design : identify importance of job design and impact of motivation
task variety , identity, significance-> high motivation
autonomy->higher quality work performance
feedback-> high satisfaction
Taylor’s
(motivational theory)
financial motivator: piece rate
Herzberg’s
(motivational theory)
hygiene factor: prevent dissatisfaction
motivator: drive engagement and fulfillment
encourage job enrichment
