Chapter 10: Human resources management

Question 1

Human resource management

Answer 1

The strategic approach to the effective management of employees so that they help the business gain a competitive advantage

Question 2

Role of HRM in meeting organizational objectives

Answer 2

Workforce planning
Recruitment and employee selection
Appraising and training employees
Preparing employment contracts
Dismissal and redundancy of employees

Question 3

Workforce planning

Answer 3

Forecasting the number of employees and the skills that will be required by the organisation to achieve its objectives

Question 4

Workforce audit

Answer 4

A check on the skills and qualifications of all existing workers and managers

Question 5

Reasons for and role of workforce planning

Answer 5

Number of employees required
Skills of the workers required

Question 6

Labour turnover

Answer 6

Measures the rate at which employees are leaving the organisations

number of employees leaving in one year
————————————————————- X 100
Average number of hired employees

Question 7

Costs of high labour turnover

Answer 7

1. High recruiting costs
2. Poor output levels/customer service due to staff vacancies before a new employee is appointed
3. Difficult to establish customer loyalty
4. Difficult to establish team spirit

Question 8

Potential benefits of high labour turnover

Answer 8

1. Low-skilled and less-productive staff might leave and can be replaced
2. New ideas /practices brought into an organisation
3. Can help a business plan to reduce employee numbers

Question 9

Recruitment

Answer 9

Identifying the need for an employee, defining the job and person required. attracting suitable candidates

Question 10

Selection

Answer 10

The series of steps where a candidate is interviewed, tested and screened to choose the most the most suitable person for the job

Question 11

Recruitment agency

Answer 11

A business that offers the service of recruiting applicants for vacant posts

Question 12

Job description

Answer 12

A detailed list of key points about the job (job title, key tasks, responsibilities, working conditions)

Question 13

Person specification

Answer 13

A detailed list of the qualities, skills and qualifications that a successful applicant needs to have

Question 14

Application form

Answer 14

A set of questions answered by a job applicant such as educational background and work experience

Question 15

Curriculum vitae (CV)

Answer 15

A detailed document highlighting all of a persons professional and academic achievements, work experience and awards

Question 16

Resume

Answer 16

A document that itemises work experience, educational background and special skills relevant for the job

Question 17

Reference

Answer 17

Comment from a trusted person about an applicant’s character or previous work experience

Question 18

Assesment centres

Answer 18

A place where a range of tests is used to judge an applicants ability to perform a particular role

Question 19

Internal recruitment

Answer 19

When a business aims to fill a vacancy from within its existing workforce

Question 20

External recruitment

Answer 20

When a business aims to fill a vacancy with an applicant from outside the businesses

Question 21

Employment contracts

Answer 21

A legal document that sets out the terms and conditions governing a worker’s job

Question 22

Features of an employment contract

Answer 22

The employees work responsibilities and tasks
Whether the contract is permanent or temporary
Working hours and level of flexibility expected
Holiday entitlement and other benefits
Number of days notice if they wish to leave

Question 23

Redundancy

Answer 23

When a job is no longer required, the employee is unecessary

Question 24

Dismissal

Answer 24

Being dismissed or fired due to incompetence or breach of discipline

Question 25

Unfair dismissal

Answer 25

Ending a workers employment contract for a reason that law regards as unfair

Question 26

Employee morale

Answer 26

Overall outlook, attitude and level of satisfaction of employees when at work

Question 27

Employee welfare

Answer 27

Employees' health safety and level of morale when at work

Question 28

Work-life balance

Answer 28

A situation in which employees are able to allocate the right amount of time to their work and personal life

Question 29

Equality policies

Answer 29

Practices and procedures that aim to achieve a fair organisation

Question 30

Diversity policy

Answer 30

Practices and procedures that aims to create a mixed workforce

Question 31

Training

Answer 31

Work related education to increase skills and efficiency

Question 32

Induction training

Answer 32

introductory training programme to familiarise new employees with the organisation

Question 33

On-the-job training

Answer 33

Instructions given at work on how a job should be undertaken

Question 34

off-the-job training

Answer 34

training unertaken outside the place of work

Question 35

Multi-skilling

Answer 35

The training of an employee in several skills to allow for greater flexibility within the business

Question 36

Employee appraisal

Answer 36

Process of assessing the effectiveness of an employee judged against pre-set objectives

Question 37

Collective bargaining

Answer 37

The process of negotiating terms of employment between an employer and a group of workers who are usually represented by a trade union official

Question 38

Benefits of collective bargaining

Answer 38

1. Saves time for the employer 2. Union officials provide a channel of communication 3. Unions can impose discipline on members who plan to take hasty industrial action

Question 39

Idustrial action

Answer 39

Measures taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favour of employees

Question 40

Trade union recogniton

Answer 40

When an employer formally agrees to conduct negotiations with a trade union rather than individually with a worker

Question 41

Impact of trade unions in the workplace

Answer 41

Collective bargaining Unions provide legal support Unions apply pressure on employers regarding requirements

Question 42

What does the workforce plan consist of?

Answer 42

The number of employees required The productivity rate The objectives of the business Changes in the law regarding workers rights The labor turnover and absenteeism rate The skills of the workers required.

Question 43

What are some of the factors influencing the number of workers required?

Answer 43

Forecast demand of the firms products Productivity levels Business objectives Changes in labour legislation Labour turnover and absenteeism rates.

Question 44

The skill level of workers would depend on?

Answer 44

The pace of technological change within the industry The need for milti-skilled workers '

Question 45

What are the advantages if internal recruitment?

Answer 45

Less time consuming in comparison to external recruitment Can allow for a chance of progression as well as a career structure. The employees already know the skill sets required therefore training would not be needed The employees may not need to introduce a new style of management

Question 45

What are the disadvantages of internal recruitment?

Answer 45

Can cause resentment within the workforce, further making it difficult for the business to achieve a team working spirit Does not allow for fresh, new ideas to be injected into the business.

Question 45

What are some advantages of external recruitment?

Answer 45

Allows for new ideas to be brought into the business Not not leave room for resentment within the workplace.

Question 46

What are the disadvantages of external recruitment?

Answer 46

Can be time consuming and expensive. Does not allow for development of existing workers New managers can be autocratic in their leadership style. This can cause demotivation within the workplace.

Question 47

What are some of the methods that allow workers to gain more control over their working lives?

Answer 47

Teleworking Sabbatical periods Job sharing.

Question 48

What are some of the reasons for training?

Answer 48

To facilitate the introduction of new technology To prepare existing employees for succession purposes To develop workers in order to enable them progress To provide employees with the skills, knowledge and aptitude To improve worker morale.

Question 49

What are the advantages of induction training?

Answer 49

Helps employees to settle into their job quickly. Familiarizes the workers with the business The new employee can know who to ask for help if there is a problem and this helps prevent wastage of expensive raw materials.

Question 50

Advantages of on the job training

Answer 50

The employees would be under the guidance of a highly skilled co worker. The trainee can do some work whilst training. They can be contributing to production while they are learning It is cheaper, since the uses existing skilled and experienced workers.

Question 51

Disadvantage of in the job training

Answer 51

The trainers productivity is decreased due to the fact that they must tend to the trainees problems If mentoring is not paid, then there is a possibility that the trainer would not be committed. Some skilled and experienced employees are not good teachers. Mistakes made by the trainee can affect the reputation of the business.

Question 52

Advantages of off the job training

Answer 52

Employees can learn many skills Employees can work during the day and attend training sessions in the evening Any mistakes that the trainee makes are less likely to affect the reputation of the business.

Question 53

Disadvantages of off the job training.

Answer 53

Outside trainers are very expensive Output of the trainee is lost Trainees can copy bad behavior from the trainer.

Question 54

What are the benefits of corporation between mangers and the workforce?

Answer 54

Fewer days are lost as a result of strikes and other industrial actions ➯It would be much easier for managers to introduce change to the workforce, due to the fact that workers may be less resistant to change that can be introduced. ➯Agreement on more efficient operations will increase the competitiveness of the business.

Question 55

What are the benefits of collective bargaining.

Answer 55

Employers can negotiate with a trade union rather than individual workers. This saves time and prevents workers from feeling as though one individual has obtained better pay and conditions than others. Unions could impose discipline on members who plan to take hasty industrial action that could disrupt a business. This makes industrial action less likely.