chapter 23-29 HR

Question 1

What is off-the-job training?

Answer 1

Training that does not take place in the workplace

Off-the-job training can include workshops, seminars, and online courses.

Question 2

What is re-training?

Answer 2

Training that is ongoing for employees

Re-training is often necessary to keep skills up-to-date.

Question 3

What is an appraisal?

Answer 3

A meeting between an employee and their manager to analyze performance against targets

Appraisals are typically conducted annually or semi-annually.

Question 4

What is self and peer assessment?

Answer 4

A method where employees evaluate their own and each other’s performance

This can enhance self-awareness and accountability.

Question 5

What is a 360-degree appraisal?

Answer 5

An appraisal method that gathers feedback from all around an employee, including peers and subordinates

This approach provides a comprehensive view of performance.

Question 6

Define absenteeism.

Answer 6

When an employee is absent from work

Absenteeism can impact productivity and team morale.

Question 7

What is the absenteeism rate equation?

Answer 7

Total number of staff absence days per year / Total number of working days that should have been worked × 100

This formula helps organizations measure attendance issues.

Question 8

Define labour turnover.

Answer 8

The rate at which employees are leaving an organization

High turnover can indicate dissatisfaction or issues within the workplace.

Question 9

What is the labour turnover equation?

Answer 9

Number of staff leaving / Average number of staff employed × 100

This calculation helps assess employee retention.

Question 10

Define labour productivity.

Answer 10

The average output per worker

Productivity can be influenced by various factors including technology and working conditions.

Question 11

What is the layers of hierarchy?

Answer 11

The levels of management within an organization

More layers can lead to slower decision-making processes.

Question 12

What is the chain of command?

Answer 12

The paths along which communication and instructions are passed within an organization

A clear chain of command helps in accountability and clarity.

Question 13

Define delegation.

Answer 13

The process of distributing and entrusting work and responsibility to another

Effective delegation can empower employees and improve efficiency.

Question 14

What is the span of control?

Answer 14

The number of workers directly responsible to a manager or supervisor

A wider span can lead to less direct supervision.

Question 15

Define flat structure.

Answer 15

An organizational structure with fewer layers in the hierarchy

Flat structures can promote faster communication and decision-making.

Question 16

What is a tall hierarchical structure?

Answer 16

A traditional organizational structure with many layers

This can create a lengthy chain of command.

Question 17

What is a matrix structure?

Answer 17

A work structure where members from different departments (R&D, production, marketing, accounting) collaborate on a project

This can enhance flexibility but may lead to confusion.

Question 18

Define delayering.

Answer 18

The process of reducing the number of layers in the hierarchy and management

Delayering aims to increase efficiency and responsiveness.

Question 19

What is job analysis?

Answer 19

The process which identifies and determines the duties and requirements of a job, and what the position requires in terms of aptitudes, knowledge, and skills.

Job analysis is essential for creating accurate job descriptions and person specifications.

Question 20

What does a job description explain?

Answer 20

It explains the tasks involved in the job, the job title, responsibilities attached to the job, place of work, and employment conditions (holidays, salary, etc.)

A clear job description aids in attracting suitable candidates.

Question 21

What is a person specification?

Answer 21

It describes the skills, knowledge, educational requirements, and experience needed by an individual to complete the job.

Person specifications help in assessing candidate suitability.

Question 22

What is the purpose of shortlisting?

Answer 22

Shortlisting is the process of identifying the candidates from your applicant pool who best meet the required and desired criteria for the job and who you want to move forward onto the next step of your recruitment process.

This step usually leads to interviews.

Question 23

What is psychometric testing?

Answer 23

A test that assesses a candidate’s personality, allowing employers to identify candidates with suitable personality traits for the job.

This testing can include various assessments, such as personality inventories.

Question 24

What are aptitude tests?

Answer 24

A test that assesses a candidate’s ability to complete the core tasks of the job.

Aptitude tests focus on specific skills relevant to the job.

Question 25

What is the goal of induction?

Answer 25

Induction is a part of the initial training process that introduces a new employee to the workplace and familiarizes them with the administration systems, their line manager, and their work colleagues. ## Footnote The aim is to help new employees feel more comfortable in their new job.

Question 26

What is on-the-job training?

Answer 26

Training that takes place in the workplace. ## Footnote This type of training allows employees to learn while performing their tasks.

Question 27

What is mentoring?

Answer 27

A form of training where an experienced employee gives advice and help to a junior employee. ## Footnote Mentoring can enhance the skills and confidence of junior employees.

Question 28

What does job rotation involve?

Answer 28

Job rotation involves the movement of employees through a range of jobs to increase interest and motivation. ## Footnote It can improve 'multi-skilling' but requires greater training.

Question 29

What are flexible hours?

Answer 29

When a worker can choose when they work, often with core hours between 10am and 3pm.

Question 30

What is home working or remote working?

Answer 30

When an employee does not have to go to a work location to complete their day's work.

Question 31

Define part-time employment.

Answer 31

A part-time worker is someone who works fewer hours than a full-time worker, typically less than 35 hours a week.

Question 32

What is temporary employment?

Answer 32

Employment for a specific period of time, such as a 6 month contract.

Question 33

What is job-sharing?

Answer 33

When two people share the same job, often on a fifty-fifty split.

Question 34

What does multi-skilling involve?

Answer 34

Training the workforce to work effectively across a wide range of tasks.

Question 35

What is a zero-hours contract?

Answer 35

An employee must be available for work but is not guaranteed any work.

Question 36

What is hot-desking?

Answer 36

Employees have no fixed work space within an office environment and share common areas.

Question 37

What is workforce planning?

Answer 37

Predicting future demand for staff and matching this with supply.

Question 38

What is recruitment?

Answer 38

The process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs.

Question 39

8 types of workforce planning

Answer 39

- flexible hours - home working - part time employment - temporary employment - job sharing - multi skilling - zero hour contracts - hot desking

Question 40

benefits to businesses of flexible working practices

Answer 40

* Businesses can expand and contract their workforce quickly in response to a rise or fall in the demand for their product or service. Permanent staff are not easy to dispose of in comparison to temporary workers on zero-hours contracts. * Temporary staff and subcontractors may be cheaper to employ as they are unlikely to get any of the benefits that may be available to permanent staff. For example, employers are responsible for training permanent employees, which can prove very expensive. Temporary sub-contracted workers will have acquired their skills elsewhere at no cost to the business currently employing them. * A flexible workforce is likely to make a business more efficient. This may result in lower costs and make the business more competitive, especially for those businesses operating in sectors that are labour intensive.

Question 41

drawbacks to businesses of flexible working practices

Answer 41

* Temporary workers are less likely to have the same commitment to a business when compared to permanent workers. They will take a short-term view and may not carry out their work to the same standard as those who see their long-term future within the business. This may damage the company’s reputation and result in the loss of customers. * Communicating with a workforce which works largely from home can be an issue and the benefits of teamwork may be lost. Workers may feel isolated and the cross-fertilisation of ideas which springs from meeting with colleagues on a regular basis may result in less innovation

Question 42

2 types of recruitment

Answer 42

internal and external

Question 43

4 types of training

Answer 43

- off the job - on the job - retain - apprentice

Question 44

benefits of on the job training

Answer 44

* no disruption to the workplace through worker absence; * low cost; * training is directly relevant to the job.

Question 45

drawbacks of on the job training

Answer 45

* management time is spent planning the training; * management or supervisor time is spent doing the training; * potential reduction in the quality of output as trainees complete work.

Question 46

Benefits of off-the-job training

Answer 46

* a wider range of skills are gathered; * input of new ideas into the workplace; * employees gain worthwhile qualifications.

Question 47

drawbacks of off-the-job training

Answer 47

* lost production and disruption to workplace when employees are absent; * actual costs of courses; * workers may seek to use their qualifications to seek better employment elsewhere.

Question 48

why would a business retrain

Answer 48

* new health and safety requirements; * new working practices; * new technology; * new government training schemes.

Question 49

Apprenticeships

Answer 49

Apprenticeships are formal agreements between an employer and a young employee that commits the employer to facilitate training and workplace experience for the employee. This will lead to a recognised qualification that is accepted throughout the relevant industry. All apprentices are paid a wage which is dependent on age

Question 50

2 types of appraisals

Answer 50

- Self and peer assessment - 360 degree appraisal

Question 51

benefits to appraisals

Answer 51

* motivates; * improves performance; * allows the setting of achievable targets; * identifies training needs; * identifies potential; * allows those who understand the job (i.e. the line managers) to give a value to the work done; * enables achievable bonuses to be earned.

Question 52

drawbacks of appraisals

Answer 52

* can cause tension in the workplace (especially in relation to the allocation of bonuses); * puts workers under tremendous pressure to keep improving performance; * places too much power in the hands of line managers who may be ill-equipped to use the system effectively or, alternatively, abuse the power the system gives them.

Question 53

Benefits of telephone interviews

Answer 53

- cost effective - time efficient - wider reach - less pressure on candidates - easier to compare with standardised tests - flexible

Question 54

Benefits of face to face interviews

Answer 54

- builds rapport - test interpersonal and social skills - more in depth evaluation - observe reactions under pressure

Question 55

Benefits of high productivity

Answer 55

- EoS - increase competitiveness - higher profits - workers are likely to be rewarded