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Business- Mrs Kivell > H3 > Flashcards

H3 Flashcards

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1
Q

what is Human Inflow?

A

Human inflow is when an employee enters the organisation, including recruitment and selection.

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2
Q

what is internal human flow?

A

internal human flow is the process people undergo to pass through a business.
-it includes inflow( recruitment and selection), throughflow(promotional and lateral career movements0 and outflow( resignation, retirement, dismissal and redundancy)

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3
Q

what is human outflow?

A

human outflow is letting people go, either voluntarily or through dismissal.

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4
Q

what is HR planning?

A

HR planning is the continuous process of systematic planning to achieve optimum us of an organizations most valuable asset- quality employees

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5
Q

what is recruitment?

A

Recruitment is the process of finding and hiring employees to fill a position within a company or organization

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6
Q

what is a job description?

A

a job description is a written description of a job and what responsibilities come with it and what qualifications are needed

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7
Q

what is a person specification?

A

a person specification is a document that outlines the essential and desirable qualities, skills ,experience and qualifications for a certain role

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8
Q

what is internal recruitment?

A

internal recruitment is when you give the job to someone who is already in the business- such as promotion. The vacancy could be advertised though email or a staff notice board

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9
Q

what is external recruitment?

A

external recruitment is when you hire someone new to the business. the vacancy can be advertised externally through websites such as indeed, notice boards in local establishments etc

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10
Q

Internal recruitment pros?

A

-saves money
-saves time
-can be easier for everyone s employee knows way around the business
-can be motivating

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11
Q

Internal recruitment cons?

A

-limit the talent pool
-instantly create another vacancy
-risk stagnating your company culture
-can create conflict and demotivation

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12
Q

external recruitment pros?

A

-fresh new skills
-insight into competition
-find more qualified candidates

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13
Q

External recruitment cons?

A

-more expensive
-slower
-increased risk of turnover

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14
Q

What is a CV?

A
  • a CV is a detailed professional document that entails your education, accomplishments, qualifications and experience
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15
Q

what is an application form?

A

-an application form is a document that a potential employer will require candidates to fill out when applying for a job

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16
Q

Why a businesses increasingly using application forms over CVs ?

A

-application forms are quicker to rule people out with as you can tailor the form to only give information you absolutely need

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17
Q

what are small and large businesses more likely to use, CV or application form?

A

-small business- cv as they can see an employees personality as well as qualifications
-large business- application forms as lots of people want the job so its more efficient

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18
Q

what is selection?

A

-selection is the process of choosing the most suitable candidate for a vacant position

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19
Q

why is it important to select the right worker?

A

-it is important to select the right worker as you need someone who will be motivated, productive and gets on with other employees so they don’t affect morale or production. therefore less labour turnover

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20
Q

what is an interview?

A

-interviews are when the employer interviews the candidate in person or online. They can be good as you can see the person face to face but they are time consuming

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21
Q

what are psychometric tests?

A

Psychometric tests are aptitude tests that uses a variety of different tests to measure a candidates suitability for roles within your organisation.

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22
Q

what are skills tests?

A

-skills testing is an assessment used to provide an unbiased, validated evaluation of a candidates ability to perform the duties listed in the job description

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23
Q

what is a trial?

A

-a trial is when a candidate has a shift so the employers can see how they handle the workload

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24
Q

what are assessment centres?

A

assessment centres are structured interviews by an employer or an interview panel that evaluates a candidates competence, knowledge or skills

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25
How is technology influencing HR?
Technology has made recruitment and selection more efficient as people can apply online and even be interviewed online. technology is also making communication more efficient as people can email instead of having to call or send a letter. Automated emails are also efficient as thy can be multi sent.
26
What is the difference between a part time contract and a full time contract?
- a part time contract is 26 hours a week give or take whereas a full time is 40-50 hours a week
27
what is the difference between temporary and permanent contracts?
temporary contracts are short term and have set end dates whereas permanent contracts offer ongoing employment until terminated
28
what is the difference between part time and zero hour employment?
-part time has a set amount of hours per week whereas zero hour hours aren't guaranteed
29
what are the pros and cons of a part time contract?
pro: -good for company branding -good for busy hours -saves money con: -2 part timers cost more than 1 full time as you still have to offer benefits
30
what are pros and cons of a full time contract?
pro: -higher employee loyalty -consistent work quality -better team collaboration con: -higher labour costs -limited flexibility -risk of overstaffing
31
what are pros and cons of temporary contracts?
pro: -help meet seasonal demand -gives flexibility con: -no guarantee on the standard of work -difficult to hire people on these contracts
32
what are the pros and cons of permanent contracts?
pro: -usually work to a high standard -builds a stable team con: -harder/more awkward to terminate -high costs
33
what are the pros and cons of zero hour contracts?
pro: -only give hours when you need more staff -saves money con: -lower quality/ productivity -not many people want these types of contracts
34
what is remote working?
-remote working is when employees are able to work from home or somewhere other than work online
35
what is training?
-training is when you teach your employees what to do in their job. It is beneficial because you can increase the quality and productivity of your workforce
36
what is induction training?
-induction training is the training an employee receives when they start a new job. it helps them settle and can include meeting other employees, tours of the business, It systems and tours etc. It is a legal requirement
37
what is on the job training?
-on the job training is training that happens in the workplace- it is cheaper than off the job and can be completely tailored to your business however it lowers the productivity of the person training them and they may pass on bad habits
38
what is off the job training?
-training that happens outside the workplace. The employee who receives it may feel more valued by the business so more motivated and loyal however it is more expensive but the trainer will be skilled
39
is on the job or off the job used more?
-on the job training is used more because it is cheaper and more tailored to the business itself
40
what is dismissal?
-Dismissal is ending an employees contract which can be done due to conduct, capability redundancy or other reasons
41
What is a gross misconduct?
A gross misconduct is when an employees behaviour is so severe that it irreversibly damages the employee employer relationship, leading to immediate dismissal without notice
42
what is redundancy?
-redundancy is when an organisation no longer requires the job role that is being carried out by the employee
43
why may some be happy to take voluntary redundancy?
-creates good employee- employer relationship so can get good referral -knowing you are losing your job gives you time to look for a new job
44
what is redeployment?
-redeployment is moving an employee from one role to another within the organisation. It is done often to help retain valuable talent while aligning the workforce with new organisational goals. when done correctly, it boosts employee retention, strengthens skills and drives overall organizational agility
45
What is delayering
Delayering is removing levels of middle management usually to cut costs
46
What is chain of command?
Chain of command is the vertical communication path throughout the business
47
What is functional organisation structure ?
The functional organisation structure is when a business is organised according to their role and skills into smaller groups or departments
48
What are the pros and cons of functional organisation structure?
Pro: -Everyone knows where to go for information and support in the business -work in an environment which caters for their specialised skills meaning that they can operate more quickly and efficiently -greater productivity as employees can carry out their tasks without supervision Cons: -slow to respond to changes in the market -encourages competition between departments
49
What is product organisation structure?
Product organisation structure is where the business is organised in separate divisions, each focused on a different product or service and functioning as an individual unit within a company
50
What are the pros of a product organisation structure?
Pro: -beneficial for conglomerates with a wide product portfolio where individual brand have little connection with one another -creates a bit of flexibility as they can take down bad lines and its easy to redeploy
51
What is a regional organisational structure?
Regional or geographical organisation structure suits businesses that have offices or units in different regions or geographical areas particularly across the work like MC Donald’s
52
What is a matrix organisational structure?
The matrix allows people from different departments to work together in cross-functional projects. Membership of the team is not necessarily based off job title but is based upon skills and experience
53
What are the pros of a matrix organisational structure?
-allows specialists to work together -benefits from teamwork discussion -easy to redeploy staff -easy to shutdown projects -encourages teamwork -people can work together in real time
54
What are the cons of matrix organisational structure?
-expensive as project managers and admin support -rare to have operational on own -project managers and line manager -run alongside functional which gives two managers -pay for flexibility
55
What are the pros of decentralised decision making?
-decisions closer to customer -better able to respond to circumstances -increased customer services -flatter hierarchy -develops junior managers -facilitates empowerment
56
What is centralised decision making?
Centralised decision making are decisions made by the top of the hierarchy
57
Decentralised decision making. What is it ?
Decentralised decision making are decisions spread out by junior managers+ employees
58
What are pros of centralised decision making?
-easier to implement common policies and practices -prevents other parts of the business becoming too independent -easier to co ordinate budget -EOS and overhead savings easier to achieve -quicker decision making easy to strong leadership
59
What are the cons of centralised decision making?
-more bureaucratic- layers of hierarchy -local or junior managers closer to customer needs -lack of authority down hierarchy- loss of motivation -customer service: lost flexibility especially of local decision making
60
What are the cons of decentralised decision making?
-decisions not strategic -harder to ensure consistent at each location -diseconomies of scale -who produces strong leadership?(crisis) -harder to achieve tight financial control
61
What does an organisational structure determine?
- authority and responsibility -individual job roles and titles -the people to whom others are accountable -the formal routes through which communication flows in the business
62
What is hierarchy?
The levels of hierarchy refers to the number of layers within an organisation
63
What is span of control?
Span of control is the number of subordinates for whom a manager is directly responsible.
64
What is a narrow span of control?
-allows for closer supervision of employees -more layers in the hierarchy may be required -helps more efficient communication
65
What is a wide span of control?
-gives subordinates the chance for more independence -more appropriate if labour costs are significant- reduce number of managers
66
What is chain of command?
The chain of command describes the lines of authority within a business.
67
What is a tall structure of hierarchy?
-many layers of hierarchy -narrow spans of control -allows tighter control (less delegation) -more opportunities for promotion -takes longer for communication to pass through the layers -more layers=more staff=higher costs
68
What is a flat organisational structure?
-few layers of hierarchy -wide spans of control -less direct control+ more delegation -fewer opportunities for promotion but staff given greater responsibility -vertical communication is improved -fewer layers=less staff= lower costs
69
What is delegation?
Delegation is the assignment to others of the authority for particular functions tasks and decisions.
70
What are the advantages of delegation?
-reduces management stress and workload -allows senior management to focus on key tasks -subordinates are empowered and motivated -better decisions or use of resources potentially -good method of on the job training
71
What are the disadvantages of delegation?
-cannot/ should not delegate responsibility -depends on quality/ experience of subordinates -harder in a smaller firm -may increase workload and stress of subordinates
72
What is job empowerment?
Job empowerment is about giving employees the power to do their Job. The concept is closely linked to motivation and customer service. Put simply, employees need to feel that their actions count It covers: -giving authority to make decisions to front line staff -encouraging employee feedback -showing more trust in employees
73
Why might you change the organisational structure?
-growth of the business may mean a more formal structure is appropriate -reduce cost and complexity -employee motivation needs boosting -customer service and/ or quality improvements
74
What are the challenges of changing the organisational structure?
-manager and employee resistance -disruption and demotivation=potential problem with staff retention -costs(e.g redundancies) -negative impact on customer service or quality
75
What is delayering?
Delayering involves removing layers of management from the hierarchy of the organisation
76
What are the benefits of delayering?
-lower management costs -faster decision making -shorter communication paths -stimulating employee innovation
77
What are the drawbacks of delayering?
-wider span of control- too wide? -potential loss of management expertise

Business- Mrs Kivell (8 decks)

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