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Human Resources Flashcards

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1
Q

Human Resources roles

A

FACES
facilitate training
Audit and monitor individual staff and departments productivity
Consultancy and providing specialist advice on staff issues
Executive role - making decisions about staffing issues
Service role - providing useful info on employee legislation and changes

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2
Q

Reasons for new staff

A

Increase product demand
Respond to flexible working
Develop new products
Help opening new branches

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3
Q

Reasons for staff to leave

A

Retirement
Promotion
Maternity leave
Work life balance
Resignation
Respond to falling demand

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4
Q

Workforce planing definition

A

Where a business looks ahead to ensure they have the right number of employees with the right skills in the future.

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5
Q

Workforce planing steps

A

Identify potential demand for product in the future and workforce skills.
Determine if current staff have correct skills and if there is enough of them for business to run efficiently
Recruit train and retain staff to ensure staff have correct skills and staff number.
Review strategy in the future to ensure strategy is effective.

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6
Q

Advantages of workforce planning

A

Avoids understaffing
Avoids over staffing
Identifies any lack in staff expertise
Allows for continuous production
Allows for business to forecast changes in external pressures and prepare for these (restructuring/technology/growth)

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7
Q

Factors to consider for workforce planning

A

Skill of workforce
Business finance
Demand of product
Population of workforce

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8
Q

Recruitment stages

A

Identify job vacancy
Analyse job vacancy
Job description
Person specification
Advertise job vacancy
Send out applications

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9
Q

Identify job vacancy

A

Where a business is notified of an employee leaving their job or a job role not being fulfilled

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10
Q

Analyse job vacancy

A

Where a business looks at the necessary job requirements and job responsibilities and whether the job is necessary.

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11
Q

Create a job description

A

Where a business Human Resources department creates a document which describes the role of the employee in the organisation and their responsibilities.

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12
Q

Create a person specification

A

Where a business Human Resources Department creates a document which outlines the skills and qualities of the employee they require for the job.

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13
Q

Advertise the job vacancy

A

Where the business HR uses media to promote a job vacancy, this can be internally (only to business employees) or externally (to all members of the public which wish to apply.)

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14
Q

Advantages of internal recruitment

A

Already know employees so can make a more informed decision
Can offer promotions which may motivate staff
Saves advertising costs
No need for induction training
Faster than external

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15
Q

Disadvantages of internal recruitment

A

Creates other job vacancies
Not gaining new ideas
Limits pool of candidates
Resentment between colleagues
Employees may not have skills required for job

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16
Q

External recruitment methods

A

Newspapers
Websites
Job centres
Recruitment agencies
Radio

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17
Q

Advantages of external recruitment

A

Larger selection of candidates
New ideas going into business
Avoids creating further vacancies
Avoids resentment between employees

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18
Q

Disadvantages of external recruitment

A

Higher advertising cost
More time consuming
Induction training may be necessary
Demotivates staff due to depriving promotion opportunities
Less reliable

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19
Q

Recruitment agencies

A

Businesses which are paid by other businesses to find capable candidates for job vacancies

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20
Q

Job centres

A

Government facilities which look for jobs for the public to do to decrease unemployment.

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21
Q

Methods of recruitment/types of recruitment

A

Internal and external

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22
Q

Stages of selection

A

Take in applications
Create a shortlist
Testing/interviewing
Inform successful candidate

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23
Q

References

A

Statements gathered from previous employers about how well an employee does their job.

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24
Q

Methods of selection

A

Interview
IQ test
Psychometric/psychological test
Medical/fitness test
Attainment test
Aptitude test
Assessment centres

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25
Interview
Where a business employee/s asks questions to candidates about why they should be given the job over other candidates.
26
IQ test
A method of assessing the intelligence of candidates.
27
Psychometric test
A method of assessing a a candidate’s personality
28
Medical/ fitness test
A method of assessing a candidates physical health.
29
Aptitude test
A method of assessing a candidates relevant skills for the job.
30
Assessment centres
A facility that a business uses to test many candidates suitability for a job position at once, using real life/ practical situations.
31
Types of training
On the job Off the job Induction Virtual learning environment Continuing professional development Graduate training schemes Corporate training schemes Apprenticeship Professional development.
32
On the job training definition
Where a business employee gains business training inside the business premises, from other business employees
33
On the job advantages
Specific to business Cheaper Workers can still carry out their job Employees may be relaxed in workplace.
34
On the job disadvantages
Could pick up bad habits from other employees, May have a lower standard than off the job Trainer must have skills and knowledge to carry out training, making it unavailable in some businesses, Trainer may not be given adequate time to spend with the trainee.
35
Off the job training
Where a business trains their staff by sending them to a specialist/ professional for training, at a facility outside the business.
36
Off the job advantages
Specialist trainers can train to a higher standard, Can learn new methods to increase efficiency, Concentration is solely on training which means that employees may learn more.
37
Off the job disadvantages
Employees need to be motivated to learn May not be relevant to employee job More expensive sue to additional cost.
38
Benefits of training
Increases employee efficiency + productivity Motivation of employees increases Reduced stress in employees Reduced absenteeism Better prepared to deal with change. Better business reputation
39
Costs of training
Expensive Employees may request pay rise Decreases productivity Employees may go work elsewhere.
40
Virtual learning experience def
An online platform with training materials which allows employees to learn new skills and gain new expertise which allows you to interact with other employees and trainees.
41
Advantages of virtual learning experiences
Flexible training times Can be accessed by a large number of trainees Can be updated easily Saves printing and travel costs Can use chat facilities and video call to collaborate and communicate.
42
Dsv of virtual learning experience
Employees need to be motivated to do the training Some employees may prefer or learn better with face to face contact May be expensive to purchase p/ set up technology for employees .
43
Continual professional development
Where a business carries out training and learning experiences for employees regularly and repeatedly, to ensure they are always getting better at their job and moving up through the ranks of the business.
44
Advantages of Continual professional development
Jobs carried out to a higher standard Helps achieve business objectives Motivates employee Keeps employees up to date with procedures outside business. Contributes to Scottish governments life long learning agenda.
45
Continual professional development disadvantages
Can be expensive Time consuming Productivity will be regularly lowered Staff may be demotivated to do training.
46
Graduate training scheme def
A structured training programme run by an employer which selects the best candidates and aims to develop competent future leaders of an organisation.
47
Corporate training scheme
A training program designed to teach employees new working practices and adhering to new legislation ensure that employees can complete specific needs.
48
Professional development def
Where a business enables employees to study towards a work based qualification while still earning a salary.
49
Apprenticeships definition
Where a business combines on the job training with off the job training, typically learning a trade, the employee is paid a salary during this time.
50
Advantages of corporate training schemes
Employees will be more motivated Employees will adhere to legislation and adapt to change Employees may do their jobs better.
51
Disadvantages of corporate training schemes
Expensive to carry out Time consuming to carry out Employee may ask for raise afterwards.
52
Graduate training scheme disadvantages
Could leave once training is done May not be a guaranteed job at the end of the course Time consuming to carry out the training
53
Graduate training schemes advantages
Specific to organisation Business can choose where to employ graduate Gives graduates work experience and allows them to develop specific skills for the working world.
54
Professional development disadvantages
Can be costly to pay trainers Can be time consuming Employees may be demotivated to do the professional development
55
Advantages professional development
Qualifications can be business specific Increases employees chance of getting a promotion Business gets good reputation for training staff.
56
Appraisal’s definition
A formal and annual meeting between an employee and an employer, used to discuss employees work performance, and discuss any issues the employee has in the workplace with employer.
57
Appraisals advantages
Positive appraisal means more motivated staff. Opportunities for training can be identified Promotions pay rises and bonuses can be identified Strong employee relationships Targets for future can be identified.
58
Disadvantages of appraisals
Negative appraisals can be demotivating Time consuming Employees may have too many development needs which causes too much additional workload Seen as a tick box exercise - not very interested
59
Types of appraisals
One to one Peer appraisals 360 degree appraisals
60
One to one appraisal
Where a manager carries out the appraisal, assessing performance and identify employee needs
61
Peer appraisals
Where a colleague at the same level conducts an appraisal, discussing employee performance and needs .
62
360 degrees appraisals
Where many employees of different levels carry out appraisals for the employee, discussing performance and needs, most effective method.
62
Legislation definition
Laws created by the government that the business has to adverse to
63
Different legislation examples
Equality act HASAWA national minimum wage National living wage
64
Failure to follow legislation
Create bad employee relations Demotivate employees Legal action Business could be fined Poor reputation
65
Equality act description
The law which ensures that a business doesn’t discriminate against employees based on protected characteristics
66
Protected characteristics
Age Sex Sexual orientation Gender change Race Pregnancy Religion Disability Marriage
67
Equality act impact
Business must create a policy to deal with discrimination Employees must be trained to deal with discrimination Business facilities must be accessible to all types of people Business may be prosecuted if they fail to comply with regulations
68
HASAWA description
health and safety at work act Ensures that employees are safe in the workplace.
69
Employer duties under HASAWA
provide protective equipment Train employees to be safe Facilities must meet health and safety requirements Maintain safe working space
70
Employees duty in HASAWA
Take reasonable care of yourself and others Don’t misuse safety equipment Cooperate with employers and do health and safety training. Repot illness and injury.
71
National minimum / living wage act description
The legislation which ensures employees are paid a fair amount for their labour.
72
National minimum wage/ living wage impact on businesses
Increase employee wages Could receive bad publicity if they fail to adhere and face fines as well Employer may have to reduce amount of people employed.
73
Technology in HR
Database- storing employee information E -diary - used to schedule employee appraisals Email - communication between employees in different branches Business website - advertise job vacancies Social media - advertise job vacancies Video conferencing - set up online meetings, saving time and money Virtual learning experiences - training staff.

Higher business (20 decks)

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