B4-Human Resources Flashcards
(138 cards)
1
Q
Why do businesses have a structure?
A
• All businesses have to organise what they do
• A clear structure makes it easier to see which part of the business does what, and who has which job role
• Makes communication easier across the company
• Employees should find it easier to be aware of their roles and responsibilities
2
Q
What is the chain of command?
A
This is the flow of
information, power and
authority through the
business
3
Q
What can people above others in a business do to people lower?
A
They can delegate tasks
to those subordinate to
them in the hierarchy
(below them)
4
Q
What is the Span of control
A
The span of control is the control one person has over a certain group.
An example of this can be A head of department may
have 6 teachers working for
them. Their span of control
is therefore 6.
5
Q
What is delegation
A
Delegation is where a task is
given to a subordinate
employee in the hierarchy
6
Q
What is delayering?
A
Delayering is when one or
more of the layers of
management are removed
from the business therefore it
saves money since the
organisation no longer need
to pay the salaries of the
workers it has laid off e.g.
removing all supervisors
7
Q
What does delayering do?
A
Delayering helps improve
communication as it will be
faster as one less layer to go
through
8
Q
Advantages of a hierarchical structure
A
• Lots of layers in the hierarchy means lots of
opportunities for promotion
authority and responsibility
are clear and well defined
• Supervisors normally have a small span of control so they can get to know their subordinates really well
• Knowing subordinates means they can delegate the right tasks and make sure their team is well trained
9
Q
Disadvantages of a hierarchical structure
A
• Lots of layers and a long chain of command can
mean that the business is very inflexible
• It can also mean that communications within
the organisation are slow
• This is expensive as there are more managers
and supervisors
10
Q
What is a flat structure?
A
A flat structure is a type of organisational structure where there are few levels of hierarchy, meaning fewer layers of management between the top and bottom of the organisation.
11
Q
Key features of flat structures
A
Wide spans of control – each manager supervises more employees.
Short chain of command – communication is quicker.
Fewer managers – may reduce costs.
More responsibility for employees – they may be more motivated.
12
Q
What is a hierarchical structure?
A
A hierarchical structure (also called a tall structure) is an organisational structure with many layers of management and a clear chain of command.
13
Q
Key features of hierarchical structures
A
Narrow spans of control – each manager is in charge of fewer employees.
Long chain of command – communication takes longer to reach the top or bottom.
Clearly defined roles – everyone knows who they report to and who they manage.
More opportunities for promotion – due to more levels.
14
Q
Advantages of a flat structure
A
Fewer layers of hierarchy
between the bottom and the
top of the organisation may
mean that communication is
fast
✓ better communication and
relationships between
different roles
✓ simple, faster decision
making processes
✓ it is easier for the business
to change and adapt
✓ increase in employee
responsibility levels
• Lots of delegation means that
staff are given greater
responsibility, which might
mean more opportunities to
use their abilities
15
Q
Disadvantages of a flat structure
A
Staff can be overstretched or
overworked in a flat structure
as there is less supervision, this
can cause stress and
demotivation
• Can create a power struggle if
the manager is rarely around as
subordinates jostle for roles
and responsibilities
• Wide span of control means
managers have too many staff
to manage and may lose touch
with them
16
Q
What is decentralisation?
A
where a business divides
up the organisation of its business into areas for
example: north, south, east, west or UK, Europe,
and Africa. The business will have separate
budgets for each area
17
Q
When is centralisation?
A
where a business has its
organisation of management and administration
at one central head office. The business has one
central shared budget
18
Q
Key features of centralisation
A
Major decisions made by a small group at the top.
Little input from employees lower down.
Ensures consistency across the business.
Only small decisions
such as rotas and
stock merchandising
can be made at
branch level
Branches follow direction from
Head office. They receive all
deliveries of stock bought by
Head Office buying department
19
Q
Key features of decentralisation
A
Local managers can make decisions.
More responsibility and autonomy and power at lower levels.
Often used by large businesses with multiple branches.
Quicker decisions
can be made as they
do not have to go
through a central
office for approval,
important in
dynamic markets
e.g. fashion
Authority and power
are given to the
divisions to make
decisions that affect
that division,
important when
working in countries
with different cultures
20
Q
Advantages of centralisation
A
Decisions are consistent and aligned with overall strategy.
Experienced managers make the decisions.
Easier to control and coordinate the business.
21
Q
Disadvantages of centralisation
A
Slower decision-making, especially in large organisations.
May demotivate staff who feel they have no voice.
Less responsive to local needs.
22
Q
Advantages of decentralisation
A
Quicker decisions at local level.
Employees feel more trusted and motivated.
Business can respond better to local needs or conditions.
23
Q
Disadvantages of de centralisation
A
Risk of inconsistent decisions across departments or locations.
Less control from the centre.
Some local managers may lack experience.
24
Q
A
25
What is the communication in a flat structure like?
Communication in a flat
structure is a lot faster as
there are fewer links in
the chain of command
(up and down)
• Messages can be passed
from management to
junior staff quite quickly
as there are fewer people
to pass through
26
What is the communication like in a hierarchical structure (tall)?
Communication in a tall
structure may suffer
because of the amount
of people that the
message has to travel
through
• This can slow down
communication and
decision making
27
Define recruitment
The process of finding and hiring the best-
qualified candidate for a job opening, in a
timely and cost effective manner
28
Why do businesses recruit new employees?
A business will recruit to replace
employees who leave
A business will recruit due to growth
A business will recruit to fill skills gaps
29
Why will a a business recruit to replace
employees who leave?
If employees have to leave due to certain circumstances such as pregnancy's they have to ensure the roles are being filled in so the business can run smoothly
30
Why will a business recruit due to growth?
If the business is growing
this will mean a need to
recruit more employees to ensure they can handle to the increased workload
31
Why will a business recruit to fill skills gaps
✅ Maintain productivity – So work doesn’t slow down or suffer due to missing skills.
🧠 Access specialist knowledge – Like hiring someone with IT, legal, or marketing skills if no one in the company has them.
💼 Stay competitive – New skills help businesses innovate and keep up with rivals.
📈 Support growth – As the business expands, new skills might be needed to handle more complex tasks.
32
What is a skill gap?
A skill gap is the difference between the skills the
business wants and the skills the employees have
33
What is internal recruitment?
INTERNAL recruitment means attracting staff
already working within the business to apply
for the new job
34
How do these staff know about these new jobs within the business?
• Staff can be attracted to a new position
through the business newsletter
• Workers may be invited to apply for
promotion positions
• New vacancies may be announced in meetings
or pinned to notice boards
Other ways
Emails,internet
35
36
Advantages of internal recruitment
• Internal candidates favoured as their track
record and skills are already known
• Internal candidates are already loyal to the
business and can be more productive quickly
as they don’t have to be inducted
• Internal candidates will already fit with company culture
• Plus there is less chance of the new employee not fitting in – causing them to leave and having to be replaced – therefore less risky and cost effective to recruit
• Less expensive – no cost of external advertising
37
Disadvantages of Internal Recruitment
Limited talent pool – Only existing employees can apply, which reduces the chance of finding someone with fresh or better skills.
Creates another vacancy – When you promote someone internally, their old position becomes empty and needs to be filled too.
May cause jealousy or conflict – Other staff may feel overlooked or demotivated if they were not chosen.
No new ideas – Internal staff may think the same way as before, so it limits innovation or fresh perspectives.
38
What is external recruitment
Attracting staff who do not currently work at the business to apply for there job
39
How is external recruitment advertised?
External recruitment may be through adverts
in newspapers, adverts online or even with
recruitment agencies
40
Advantages of external recruitment
• Fresh candidates bring
new ideas and
enthusiasm to the
business
• External candidates
have not become tired
or bored with the
business and are
enthusiastic so possibly
likely to work harder
41
Disadvantages of External Recruitment
More expensive – Advertising jobs and going through the recruitment process costs time and money.
Takes longer – It usually takes more time to advertise, interview, and train someone new.
Demotivates current staff – Employees may feel overlooked if someone from outside is chosen over them.
Unfamiliar with the business – New staff don’t know the company’s culture or systems, so it may take longer for them to settle in.
42
What is job analysis
Job Analysis is a process to identify and
determine in detail the particular job duties
and requirements and the relative importance
of these duties for a given job
43
What is the person specification?
This is a wish list of qualities that
the business would like the new
member of staff to have
44
When does a business use the person specification
When a business wants to recruit a
new member of staff they will
write a person specification
45
What does the person specification outline
This outlines the:
– Personal qualities
– Qualifications
– Work Experience
– Skills
46
What does the job description describe
• This describes the duties and responsibilities
of the role
• It also describes what the new employee
would do on a day-to-day basis
47
What is a job description
A job description is a document that outlines the main duties and responsibilities of a specific job role.
48
Benefits of an effective recruitment process
High productivity-If recruitment is carried out well then the job will be filled with someone qualified.Higher chance of being productive as they have the right skill set.
High quality output
Good customer service
Staff retention
49
What is staff retention
Staff retention means the ability of a business
to keep its employees (to retain them)
50
Advantages and disadvantages of working full time for employers and employees
✓ May be higher paid per hour than part-
time
✓ Access to more holiday entitlement
✓ Employees are committed to the
business and may be more productive
✓ Loyalty to the business
❌Employees standing idle if there is a
business downturn
❌Less flexible than part-timers, no-one to
cover late nights and weekends
51
What is a part time worker
A part-time worker is someone who works fewer hours than a full-time worker. Less than 35
52
Advantages and disadvantages of part time workers for employers and employees
✓ Good way to keep costs down while a
business is growing
✓ Part-time jobs attract a wide pool of
applicants with experience and skills
who might not want a full-time job
✓ Flexible to respond to seasonal changes
in demand
✓Flexibility to balance work with personal responsibility
✓ideal for students,parents,or semi retired individuals
❌Employees might not give the business
the commitment and loyalty that a full-
time worker would
❌Employee may work more than one job
which would make them inflexible
❌Employee might leave if they find a full-
time job
53
What is a zero hours worker
Zeros hours contracts means that employees are “on call” to work when you need
them, but they have no fixed hours of employment
54
Advantages and disadvantages of zero hours workers for employers and employees
✓ Great for a business where work can be
unpredictable
✓ Ideal where staff are needed at short
notice
✓ Gives the employer great flexibility, no
staff standing around with nothing to do
✓Gaining experience-useful for individuals starting there career as they gain experience without committing to a full time job
❌Employees might not give the business
the commitment and loyalty that a full-
time worker would
❌Employees may become unhappy with
the zero hours and leave to find more
permanent work
55
What is a job share
Two part-time employees share one full time job.
56
Advantages and disadvantages of Job share workers for employers and employees
✓ Greater productivity in the office
✓ Offers employees greater work-life balance
✓ Creates happy loyal employees
✓ Continual coverage of the role – one employee can stand in if the other is ill
✓ Combination of two skill sets
✓flexibility-this reduces stress
❌Two employees might not get along
❌May be personality differences leading
to conflict
❌Complicates business co-ordination
❌Hard to recruit employees for a job
share
57
Benefits of a motivated workforce
A motivated workforce leads to:
Higher productivity – employees work more efficiently and produce more.
Better quality work – motivated staff take pride in their output.
Increased staff retention – employees are more likely to stay, reducing recruitment costs.
Lower absenteeism – motivated staff take fewer sick days.
Improved customer service – happier employees treat customers better.
Better reputation – companies known for happy staff attract talent and customers.
58
Name 4 financial methods of motivation.
Salary – a fixed regular payment, often monthly.
Wage – usually paid hourly or weekly, often for manual work.
Commission – extra pay based on sales made (common in sales jobs).
Profit sharing – employees receive a portion of the company’s profits.
59
Name 4 non-financial methods of motivation.
Styles of management – managers being more democratic or giving employees a say in decisions.
Greater responsibility – giving employees more independence or authority.
Training opportunities – helping employees develop skills and grow.
Fringe benefits – extras like company cars, gym memberships, flexible hours, free lunches.
60
What is the benefits of Training the Workforce
✅ Increasing productivity – well-trained workers can do their jobs more efficiently and make fewer mistakes.
🔧 Adapting to changes in technology – trained staff can use new systems or equipment properly.
💪 Boosting motivation – employees feel more valued and confident.
🔒 Improving staff retention – trained staff are more likely to stay, saving recruitment and training costs.
🏆 Producing high-quality goods/services – better skills = better work.
😀 Improving customer service – knowledgeable staff can better assist customers, improving satisfaction.
61
What are the 3 types of training?
Induction,On the job training,Off-the-job training
62
What is induction training
Training given to new employees to help them settle in.
63
Benefits of induction training
Helps employees understand their role and responsibilities
Introduces them to colleagues, procedures and company culture
Reduces anxiety, increasing confidence and motivation
Speeds up the time it takes them to become productive
64
What is on the job training
Training that takes place while the employee is doing their job.
65
Example of a on the job training
Shadowing a colleague, being coached, learning to use equipment
66
Benefits of on the job training
Cheap to run (no travel or external costs)
Relevant to the actual job
Can be delivered quickly
67
Disadvantages of on the job training
Can be rushed or poorly delivered
Trainer may be unqualified
Mistakes could affect real customers or products
68
What is off the job training
Training that happens away from the normal workplace (e.g. in a classroom or course).
69
Examples of off the job training
Workshops, college courses, external trainers
70
Advantages of off the job training
Taught by professional trainers
No distractions from daily tasks
Can learn new skills not available in the workplace
71
Disadvantages of off the job training
Can be expensive
Employees may miss work
May not be directly relevant to the job
72
analyse the benefits and drawbacks of on the
job and off the job training and evaluate which
would be the most appropriate method for a
variety of businesses.
Small or low-budget businesses may prefer on-the-job training due to lower cost.
Businesses needing specific job skills quickly may benefit more from on-the-job.
Larger firms or those using complex equipment or software might choose off-the-job for expert knowledge.
The best method depends on the business size, budget, training goals, and urgency.
73
What do organisational structues do
Organisational structures define how roles, responsibilities, and authority are distributed within a business. They show the relationships between employees and their position in the hierarchy.
74
Businesses must adopt the right organisational structure based on:
Size of the Business:
Small businesses may prefer a flat structure for flexibility and faster decision-making.
Large businesses often require tall structures for better control over multiple departments.
Type of Industry:
A manufacturing firm might need a tall structure with defined roles for safety and quality control.
Creative industries like design agencies might benefit from a flat structure to encourage collaboration.
Objectives:
If the focus is innovation, a flat structure can promote creative thinking.
If control and consistency are vital (e.g., franchising), a tall or centralised structure is better suited.
Technology:
Businesses relying on advanced technology might centralise IT functions, even in a decentralised structure.
75
Example of centralisation
McDonald's ensures consistency in operations by centralising decisions on menu items, branding, and processes.
76
Example of decentralisation
Tesco allows regional managers to make decisions about local promotions to suit customer needs.
77
Describe a Narrow Span of Control:
The manager oversees fewer employees.
Allows closer supervision and support.
Common in businesses that require high precision or training (e.g., hospitals).
78
Describe a wide span of control
The manager oversees a larger number of employees.
Encourages delegation and employee independence.
Common in businesses aiming to reduce costs by having fewer managers.
79
Advantages of delayering
Reduces costs by cutting management roles.
Speeds up decision-making by shortening the chain of command.
Encourages greater responsibility for employees.
80
Disadvantages of delayering
Managers may have increased workloads.
Employees might feel overburdened with more responsibilities.
81
Advantages of delegation
Frees up managers to focus on higher-priority tasks.
Develops employees' skills and confidence.
82
Disadvantages of delegation
Risks poor performance if employees lack training.
Managers remain accountable for delegated tasks, so mistakes reflect on them.
83
Why Businesses Have Internal Organisational Structures
Internal structures help businesses to:
Clarify Job Roles: Avoids confusion over who is responsible for specific tasks.
Organise Departments: E.g., dividing the business into finance, marketing, HR, and production.
Ensure Accountability: Employees know who they report to, improving discipline and oversight.
Achieve Efficiency: Streamlines communication and decision-making processes.
84
How do Centralised Structures affect communication
Information flows from top to bottom, which can limit feedback from employees.
Ensures consistency but may discourage creative ideas.
85
How Decentralised Structures affects communication?
Encourages open two-way communication, fostering innovation and adaptability.
Risk of mixed messages if communication isn’t well-coordinated.
86
Describe The Need for Recruitment
ecruitment is essential for businesses to:
Replace Staff:
Employees may leave due to retirement, resignation, promotion, or dismissal.
Expand the Business:
Growing businesses require additional employees to handle increased workloads or new operations.
Acquire Specific Skills:
Some roles require specialist skills or qualifications that existing staff may lack.
87
Describe and state the recruitment and selection process
Job Analysis:
Identifies the duties, responsibilities, and skills required for the role.
Involves examining what the job entails and why it's needed.
Job Description:
A document detailing the responsibilities and tasks of the role.
Includes job title, duties, working conditions, and reporting structure.
Person Specification:
Lists the qualifications, skills, experience, and attributes the ideal candidate should possess.
Helps identify the most suitable applicants.
Advertising the Job:
Promotes the vacancy using appropriate channels (internal or external).
Selection Methods:
Shortlisting: Narrowing down applications based on criteria.
Interviews: Assessing candidates through questions.
Tests: Skill-based or psychometric tests to evaluate abilities.
Job Offer and Contract:
After selecting the best candidate, an offer is made, followed by signing the employment contract.
88
What are the Contracts of employment
A legal document that sets out the terms and conditions of the job for the employer and the employee.
89
What are Fringe benefits
Additional 'perks' that are in addition to a wage/salary; they are liable to income tax.
90
What is the Employment law
Rulings that relate to the rights and responsibilities of people who work for a business; they affect the recruitment and selection process and how the business deals with its workers.
91
What is Motivation in business
The reasons people are interested in and committed to their job.
92
What is the person specification
Identifies the requirements of the job holder, including qualifications, experience and skills.
93
What is a comission
An amount of money paid to an employee that is based on a percentage of the sales he/she achieved; paid in addition to a basic salary.
94
What is a wage
A method of paying employees for their work based on an hourly, weekly or piece of work basis, usually paid weekly or monthly.
95
What are styles of managment?
The methods used by those in leadership roles to achieve the most effective outcomes from the employees for whom they are responsible.
96
What is staff retention?
Keeping staff once they have been employed.
97
What is selection?
The process of choosing which applicant to employ.
98
What is recruitment?
The process of hiring a new employee.
99
What is profit sharing?
A scheme that pays employees an additional amount based on the year's profits.
100
What is a hierachy?
The management structure of a business/organisation showing the levels of responsibility. It is often shown as an organisation chart.
101
What is a salary?
A method of paying employees for their work; based on a fixed annual amount, normally paid monthly.
102
What is training?
Employees learn the skills and techniques needed to do the job or to prepare for a new role.
103
What is a line manager
An employees imediate superior or boss
104
What 5 things determine
what
organisational structure a
business should adopt?
Approach to decision making ([de]centralised)
- Levels of supervision/hierarchy needed
- Speed of communication
- Leadership Style
- Size, Age & Location of business
105
Difference between wage and salary
Salary-fixed annual pay
Wage-fixed payment on how many hours they work
106
What are rhe 4 main types of managment styles?
Autocratic: Employees are told what, when and how to do something. They're not involved in decision making.
Democratic: Involves giving more freedom and control to all employees.
3. Paternalistic-• Manager decides what is best for the business and the employees
• Employees are consulted but leader makes the final decision
4. Laissez - Faire-This style of management is where employees can carry out activities and make decisions freely
• They work in a very relaxed environment and have little direction and guidelines
107
Length of induction
training will vary depending on what 3 factors?
Size of business & resources (time/money/staff)
- Complexity of job
- Level/Position/Rank of job
108
Benefirs of overall training
- Higher quality of work
- Increased motivation
- Increased productivity
- Less Supervision required
- Better able to adopt changes in technology
109
Factors affecting choice of training
Type of job
- Firm's budget
- Time available
- Business resources to deliver in-house
- Employee's needs and objective of the business
110
Benefirs of an inrerview doe rhe employer
Information that can't be conveyed on CV or application can be discussed
- Can assess candidates "people skills" (conversational ability)
- Natural enthusiasm or manner of applicant
- How does applicant react under pressure?
- Queries or extra details on CV/ application can be discussed
111
Benefits of an interviww for the candidate
- Wether the business/job is right i for them
- What the culture of the organisation is right for them (will they fit in?)
- Exact details of job (or extra details)
112
4 main objectives of job advertisement
- Inform potential candidates of the vacancy
- Provide enough information to both inform and interest people
- Help filter out unsuitable candidates
- Obtain the most number of potential candidates
113
Define motivation
The reasons for
acting or behaving in a certain way
114
Advantages and disadvantages of laiz ferre managment
Adv: superb in creative environments such as web designers or artists
• Disadvantage; lack of supervision may lead to poor productivity and lack of motivation
115
Adv and disadvantages of better training
Adv• Staff who are well trained and competent at
their job will be happier and more motivated
as they will be confident in what they are
doing
Dis-• Many workers join a business hoping to
acquire new skills or get quality training
116
Adv and disadvantages of more responsibility
Pros
• Employees feel more ownership
of their own work and so are
more motivated
• Employees able to use their own
thinking skills to complete their
work at their pace
• Cons
• Some employees may become
unhappy as they need more
direction in their work and want
recognition from their boss
• Some employees may want to
make more decisions than they
are entitled to
117
Advantages of fringe benefits
Often increases loyalty to
company as these benefits
are not always taxed or are
taxed at a reduced rate
• More likely to recruit best
people to company
118
Advantages and disadvantages of autocratic management
Autocratic leaders can promote productivity through delegation. They provide clear, direct communication and reduce employee stress by making decisions quickly on their own.
Dis:Demotivates employees as they have no say in decisions,Can lead to more absenteeism and less staff retention
119
Advantages and disadvantages of democratic managment
Advantages of democratic leadership include creating employee job satisfaction and encouraging innovation and creative solutions to organizational issues and problems. Creates a more involvement for employees
Disadvantages can include reduction of efficiency and problems with accountability.Can lead to disputes between members.
120
Advantages and disadvantages of paternalistic managment
Adv-Independence: Employees strive towards working independently. ...
Consent: Employees see various rules and guidelines as valuable in their own interests. ...
High loyalty: Employees believe hard work or loyalty are ultimately recognised and rewarded
Dis:Over-reliance on leaders: When it comes to the completion and qualitative value of tasks, the leaders' subordinates might rely too much on their decision-making. This stunts creativity and prevents the team members from developing a sense of individuality when it comes to projects.
121
Examples of autocratic managment
Army,fast food,schools
122
Examples of democratic managment
Council
123
Examples of laissez faire managment
retail buying
124
Examples of paternalistic businesses
Football clubs
125
Adv of profit sharing and commission
Gives workers a motivation and incentive to work hard and achieve goals.Reducesg absenteeism,reduces staff retention
126
Benefits of a wage
Pays workers on how much they work so therefore if they want to reach a financial goal they will be motivated and work harder in the company.This increases work quality and reduces absenteeism
127
What is the importance of staff retention
Unhappy, unmotivated staff will leave a business
• This could affect the businesses reputation as an employer and in the industry in which it trades.
• If a business motivates its employee they will feel valued, enjoy their job and not consider leaving
• This will have an impact on costs as new employees will not have to be recruited
• Lower costs can mean higher profits for the business.
-If workers stay longer they build relationships with customers therefore increases sales if there is a personal connection.
128
Why is it important to have a motivated wokrforce?
If you have a motivated workforce your workers will enjoy working and try harder in day to day.This will increase the satisfaction of the customers as if the workers try harder they will improve in quality which increases sales.
If they do not have motivated workers they will suffer and there business may get a poor reputation if the workers do not work hard due to having no motivation and the business will have to hire new workers which is a very high costs.
129
What are the layers of management?
The number of different levels of management and responsibility in a structure.
130
What happens if the chain of command is too long?
- instructions can become distorted because each person in the chain changes them slightly.
- Decisions will take a long time to be carried out because of the number of people involved.
• If there are too many levels in the hierarchy, the workers at the bottom can feel distanced from those at the top and they may be less motivated as a result.
131
What happens if the span of control is too small
the manager may not have enough work to do, and is likely to interfere too much in the subordinates' work
- the business is paying too many managers' salaries.
132
Whay happens if the span of control is too large
- the manager will be unable to give enough attention to all his/her subordinates
- the subordinates might not know what to do, and so waste time or make mistakes
• the manager will be under a lot of stress because of the large number of people under his/her authority.
133
What happens if there too much delegation?
the subordinate is asked to do something which is too difficult
- the manager is left with not enough to do
- the task is not done properly
- the subordinate resents the manager because they feel they are doing his/her job
134
What happens if there is not enough delegation
- the manager will be too busy to do his/her job properly
- subordinates feel frustrated because they are not being given enough responsibility
- the workforce is unmotivated - leading to absence, low productivity, poor quality products, poor industrial relations
- the business will not be making the best use of its employees' abilities
135
What is Short listing
going through applications and narrowing down potential
applicants into a small group to be interviewed
136
What do the business teach employees during induction training
the firm’s objectives, its work practices and its rules
their role and responsibilities in the firm
the environment in which they will be working e.g. canteen, facilities.
Health and Safety training
137
What is Job Enrichment:
is designing a job to give interesting & challenging
tasks.
138
Whay is job enlargement?
A job design technique in which the number of tasks
associated with a job is increased (and appropriate training provided) to
add greater variety to activities, thus reducing monotony.
