Human Resource Management Flashcards Preview

A2 Business > Human Resource Management > Flashcards

Flashcards in Human Resource Management Deck (30):
1

Corporate Objectives

Maximise Profit / Survival / Growth
Each area of a business will then set their own targets to work towards the Corporate Objective.

2

Functional Objective

Goals for each department contributing to Corporate Objectives.
Each part working towards the same long-term goals
Objectives co-operate not contradicting

3

Marketing Objectives

Increasing Differentiation / Growth / Innovation
Maintain / increase Market Share
Target a new segment of an existing or new market
Develop new products from Market Research

4

Factors affecting Marketing Objectives

Business’s financial position
Competitors Actions
 - Are competitors doing the same

Human Resources
 - Workforce have skills for the innovation

5

Human Resource Objectives

Maximise contribution of employees to achieve objectives.
Match the workforce to the business’s needs
Maintain positive employer/employee relations
Ensure employees are employed cost-effectively

6

Hard HR

Hard HR is where employers see workers as people who are there just to get the job done. This type of management is where workers are directed and controlled by managers (Taylor's Scientific Theory)

7

Features of Hard HR

A large amount of External Recruitment
An Appraisal System which financially rewards employees
Limited delegation and power to make decisions
A tall organisational structure

8

Ad/Disad of Hard HR

Managers control decisions mistakes ↓ made by employees
A reward system exists which relates to output

A lack of empowerment may demotivate workers

Little care and attention is placed on employees

9

Soft HR

Workers are important and add a great deal of value to a business.

10

Features of Soft HR

Training and Development Opportunities
A large amount of Internal Promotion
Consultation and Empowerment
A flat, organisational structure


11

Ad/Disad of Soft HR


Businesses build employees skills and experiences
Reduced labour turnover, empowered, valued, respected
Managers may not like delegating power/losing control

Employees may need training to do delegated jobs

12

Workforce Plan

Developed to try and make sure that a business has the right number of employees in order to meet its objectives.

13

Ad/Disad of Workforce Plan


Comms ↑ Workforce Plans involve all areas of the business
Plans ↓ Labour Turnover/Absenteeism ↑ Productivity
If in plan training expensive, employees are poached
Costs of recruitment/selection, redundancy ↓ profit

14

Matrix Structures

This structure tends to be project-based. Workers are brought together from different business departments to work on specific projects


15

Informal Structures

This is where there is no obvious organisational approach

16

Ad/Disad of Centralisation


Allows close control and managerial supervision

There is tight control over aspects such as finance
Staff may feel over-supervised and untrusted
Businesses will become bureaucratic

17

Ad/Disad of Decentralisation


It motivates workers as they can make decisions

Less management means less overhead costs

Lower hierarchy workers may become stressed

Managers may feel a loss of power

18

Ad/Disad of Delayering


Motivation ↑ because workers ↑ power and responsibility

↓ management means ↓ overhead costs

Workers may fear losing their jobs in the future
Costs ↓ other staff ↑ tasks and thus be overworked

19

Delayering Defintion

When a business removes layers of management from its Organisational Structure. This can lead to a much flatter structure where there are wider Spans of Control.

20

Good Comms Effect

Positive / constructive feedback can increase motivation
Management can focus on employees achievements
Employees feel a greater sense of belonging

21

Bad Comms Effect

Workers may feel a lack of motivation
Employees may be confused and unfocused
Employees may feel undervalued and unimportant

22

How to improve Comms

Improving employee’s skills in all areas of communication – reading, writing, etc.
Establishing a common culture in the organisation

23

Employer/Employee Relations

To create a communication system between management and employee advocates so that workers feel as though their views are taken into account.

24

Work Councils


A Work Council is a meeting of management and employee advocates that meet to discuss companywide issues. Usual topics include training, investment and working conditions


25

Employee Groups


These types of groups consist of management, human resources and employee advocates from various parts of the business


26

Trade Unions

An organisation of employees who represent the members as a whole. Usually obtaining good wages, satisfactory working conditions, health and safety, etc


27

Ad/Disad of Employee Representation

More motivated views / opinions are taken into account
Understanding of working from employees points of view
Actions are constantly being scrutinised by their workers
Views of employees not being a benefit of the business"

28

HR Definition

The department attributed to the employees, recruiting, training, employee benefits ect.

29

Arbitration

Appointing an independent person to decide on a way of settling the dispute

30

Collective Bargaining

Trade unions negotiate with employer on behalf of their members on matters, such as pay or working conditions.