Human Resources Flashcards

Question

Define soft hr

Answer 1

Treats employees as the most important resource in the business and the source of competitive advantage

Answer 2

Strong regular two body communication Competitive pay performance release rewards Motivation – greater use of non-financial methods for example empowerment, delegation Focuses on job design and satisfaction Flatter organisational structure Suits democratic leadership style

Answer 3

Higher levels of motivation and productivity Low absenteeism and low labour turnover and high employee retention reputation as a great place to work

Answer 4

Higher employee cost leaves business at competitive disadvantage

Answer 5

Measure the output or number of units produced per employee in a specific time period

Answer 6

Total output in time period/ no of employees

Answer 7

Increase labour productivity can mean more output some more sales and more revenue thus more profits Labour productivity unit cost increase which means a bigger profit margin and this increases profit if demand is price elastic it can lower selling price which increases total revenue therefore profit

Answer 8

Financial awards such as piece rate bonuses and commission You could also reduce the size of the workforce by making redundancies , invest in machinery or have a very effective recruitment and selection process Training Effective leadership and management process

Answer 9

Labour productivity Wage rates labour cost per unit of output is maybe a better guide Overall productivity depends on capital investment

Answer 10

Measures the labour cost per unit of output produced based on total labour cost including non-wage cost such as national insurance and pension contribution

Answer 11

Total cost divided by a number of products produce Example: represents the amount of money needed to pay employees to make one unit of output

Answer 12

If you increase labour productivity unit costs of labour decreases as they have an inverse relationship because output increases depends on labour productivity went up as long as labour cost don’t increase as a quicker speed than the output

Answer 13

An important measure of performance for businesses that supply services – where labour costs are a higher proportion of total cost done in manufacturing

Answer 14

Labour cost divided by total revenue times by 100 The lower the score, the better as you keep more of the revenue

Answer 15

The percentage of a business employees who leave the business in a specific time period (usually per year)

Answer 16

No of staff leaving/total number of staff x100

Answer 17

Mistreatment of staff Reduced pay Lack of training Poor management/leadership Poor working conditions

Answer 18

Increased opportunities outside the business Set up of or expansion of other firms Better transport links allowing people to work further afield

Answer 19

Investing in recruitment and selection cost Negative reputation Loss of productivity while new workers adjust Time taken to settle in and adopt new firms culture

Answer 20

New ideas skills to business Workers with specific skills can be employed rather than trying to train existing workers Older employees productivity may have fallen and redundancy and retirement may help business

Answer 21

Generally undesirable but so can too little-it can make a workforce stale and set in their ways. Lacking ideas and unable and unwilling to embrace change . Finding correct balance is key

Answer 22

The business- if you have skilled workforce that has significant training then a low labour turnover is desirable Low skilled jobs that are of ten seasonal pay low wages rates and they accept high labour turnover rates . It’s easy to obtain new staff and training is limited

Answer 23

Monitoring and benchmarking to identify if this is the problem Exit interviews to find out the reason people are leaving the business Adequate recruitment and selection budget to ensure you hire the right people in the first place Induction and training

Answer 24

Refers to employees not attending work when they should be there . It isn’t pre planned or authorised like a holiday

Answer 25

no of staff absent/ total number of staff x100

Answer 26

Number of days taken off through absence/total days worked by workforce over same period

Answer 27

Sleeping in Low motivation Burning and monotonous work Poor working conditions

Answer 28

Sleeping in Low motivation Burning and monotonous work Poor working conditions

Answer 29

Illness Death of family Weather issues Dependence (looking after relative) Strikes

Answer 30

Illness Death of family Weather issues Dependence (looking after relative) Strikes

Answer 31

Increased workload for a small number of staff Lower productivity Costs-paying sick pay for now work, covering employees-expensive Quality of customer service may suffer

Answer 32

Flexibility -can work remotely Increase motivation -more interesting / challenging job Improved working conditions Create effective relations between employers and employees Introduce attendance bonuses Closer management of absenteeism-link to pay

Answer 33

A term used to describe the process by which employees pass through the organisation

Answer 34

A term used to describe the process by which employees pass out of a business

Answer 35

The continuous process of systematic planning to achieve optimum use of an organisations most valuable asset- quality employees

Answer 36

The actions undertaken to attract and appoint future staff members.

Answer 37

. A job description may include the job title, rate of pay or salary, hours of work, location of work, all duties included in the role and whom the new employee would report to in the business.

Answer 38

job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications, and working conditions.

Answer 39

A person specification is a document created by a business that wants to fill a vacancy. This document provides information about the type of person the business wants to hire. A person specification includes details about the educational background, skills and experience the business wants applicants to have.

Answer 40

Includes: Often, a person specification is split into two sections – ‘essential’ and ‘desirable’. If a skill or experience is essential, a person must have it in order to apply for the role

Answer 41

Internal recruitment is when a business fills a job vacancy with an existing member of staff. This could be as a promotion to a higher position or a transferring an employee to a different area of the business. Job vacancies may be advertised via word of mouth, employee newsletters, staff noticeboards or internal emails or intranet

Answer 42

External recruitment is often carried out through external job adverts published via external emails, job websites, recruitment agencies, the business’ own website, newspapers and trade magazines

Answer 43

• may bring new ideas into the business • fresh enthusiasm and skills • larger pool of potential applicants

Answer 44

• may take the new employee time to settle into the business • expensive to recruit • new employee not previously known to the business • can take more time than internal recruitment

Answer 45

• a quick process • applicants will already be known to the business • applicants may have previous experience in the role • cheaper to recruit and advertise roles internally

Answer 46

• usually a small pool of applicants • applicants may not be experienced in the role • a lack of fresh ideas in the business

Answer 47

A CV (or ‘curriculum vitae’) is a document that applicants complete and submit alongside a job application. It is a personal document that includes information about an applicant’s skills, experience, qualifications and hobbies. This document is used by a business to decide whether applicants match the requirements of the person specification.

Answer 48

An application form is completed by a potential employee applying for a job. Application forms include a series of questions for an applicant to answer, and a section for applicants to write about why they are suited for the job.

Answer 49

Application forms allows a business to learn more about the applicants and their experiences.

Answer 50

CV is for large businesses because they want to know everything about you and why you are suitable for the job whereas an application form is for small businesses as they want to know why you would be good for the job specifically.

Answer 51

After the closing date for applications, the business must select the best applicants. The first step in this process is to produce a shortlist, this is completed by reading through applications and deciding which ones meet the needs of the business.

Answer 52

It is important to select the right worker because if you do not then it could decrease productivity and quality and therefore decrease sales and revenue thus profit.

Answer 53

Interviews are the most common form of selection. These are meetings, either face-to-face, via telephone or through a video link between the employer and the applicant, where questions are asked to assess how suitable an applicant is for the job role. Some businesses undertake group interviews, where a number of applicants will be interviewed at the same time.

Answer 54

Advantages Identifies personality of candidate Allows further clarification on information provided in the application form Disadvantages Time consuming Candidate may not react well in stressful situations – meaning the best candidate for the job is not selected

Answer 55

Psychometric tests are designed to measure aspects of an applicant’s personality by asking a series of multiple-choice questions. Businesses use the results to judge which applicant is most suitable for the job and who will fit in best in the workplace.

Answer 56

psychometric tests are proven to be reliable and objective measures of a person’s abilities and traits. This means employers can make more accurate predictions about how candidates perform in a given role. Additionally, they provide a standardised approach to recruitment, allowing employers to compare candidates based on the same criteria. Another advantage of psychometric testing is that it can help reduce bias in the recruitment process. By focussing on objective measures, employers can avoid relying too much on personal opinions and other subjective factors.

Answer 57

However, there are also some potential drawbacks to using psychometric testing for recruitment. One of the main concerns is that these tests may not necessarily predict job performance accurately. While they can provide an indication of a candidate’s abilities and personal traits, they may not always translate into success in a particular job There is also the danger that psychometric testing may be used in isolation, without considering other important factors such as a candidate’s experience, qualifications and work history. This can lead to overlooking candidates who may be well suited for a role but do not perform well on a specific psychometric test.

Answer 58

Skills testing allows for managers to understand the skills of individuals and identify where training is needed

Answer 59

objective evaluation, accurate skills matching, and efficient screening,

Answer 60

employers should avoid assessments that are excessively time-consuming and arduous to the point where they deter quality candidates from applying.

Answer 61

Trial is a way of trying out a potential employee before they start a job

Answer 62

Work trials provide valuable insights into a candidate's skills and performance. They also help assess cultural fit and commitment, offering a two-way evaluation for both the candidate and the company

Answer 63

work trials can be time-consuming for both candidates and the hiring team.

Answer 64

Businesses also assessment centres to select employees. In an assessment centre, applicants will be asked to complete a number of tasks such as role-play, psychometric tests, interviews and practical tasks

Answer 65

Advantages Saves time and money for both applicants and companies Disadvantages No personal observation of candidate

Answer 66

Computers could be used to create job adverts. • The internet can be used to advertise job vacancies. • Applications are often filled out using an online form. • A database can be used to store information on candidates applying for positions within a company. • Video conferencing on a pc or smartphone could be used to conduct interviews. • Online tests and assessments can be used during the testing stage of the selection process. • Background checks can be ran digitally by accessing their online files

Answer 67

Full time usually refers to an employee working more than 35 hours per week, often spread over five days each week. Part time refers to an employee working for only part of the working week, or anything less than full time

Answer 68

A permanent contract is one that has no fixed end date. The employee may stay within the business until either they decide to leave or the job role no longer exists. A temporary contract is one that has a specific end date, where the worker is only employed for a certain period of time.

Answer 69

Part time refers to an employee working for only part of the working week, or anything less than full time. In a zero-hours contract, an employee has no specified number of hours per week. Instead, they are given work when the business requires them.

Answer 70

Part time Pros • Lower costs. ... • Increase diversity. ... • Introduce flexibility. ... • Improve productivity. ... Cons • Organisational difficulties. ... • Difficulties integrating

Answer 71

Pros • Greater consistency and reliability. • Increased productivity. • Better team integration. • Improved employee loyalty Cons . • Reduced flexibility. • Higher fixed costs. • Increased risk of burnout.

Answer 72

Pros Builds business network. No fear of high labour turnover Cons No variety of skills for business Employees may become demotivated and ruin productivity

Answer 73

Pros Allows company to match demand for their product or service with the supply of workers Cons Staff may be less demotivated as they know they’re leaving and this can lead to lower quality

Answer 74

Pros This is beneficial to the business as it fills business shortages. Cons Lack of worker commitment to business

Answer 75

Remote working is where employees are able to work from home or somewhere that is not the main working environment of their employer

Answer 76

Pros Employees are more flexible so it increases productivity and efficiency for the business Cons Business cannot actually monitor the productivity of employee

Answer 77

Training and development is the process in which employees are provided with additional skills, knowledge and qualifications. It’s good because it increases motivation and it can lead to high staff retention

Answer 78

Induction training is the training an employee receives when they start a new job. It is designed to help the new employee settle into the business. It also means that the new employee feels valued and supported, which reduces the risk of them leaving the business.

Answer 79

On-the-job training is training that happens in the workplace. Employees learn from more experienced colleagues. There are a number of different methods including work shadowing, formal training sessions and computer-based training.

Answer 80

Pros On-the-job training has a number of benefits. It is a relatively cheap form of training as there are no travel costs and training is done by another employee, not an expensive external trainer. On-the-job training also allows a business to reduce costs by offering e-learning, a form of on the job training which is done via a computer Cons on-the-job training has a number of disadvantages. As the training is usually provided by other employees, it may mean that more people are unavailable to work as they are both providing and receiving training. It is also unlikely to bring new ideas and skills into the business.

Answer 81

Off-the-job training is training that happens away from the employee’s workplace.

Answer 82

Off-the-job training can bring new ideas into a business. As off-the-job training is expensive, employees who receive it may feel more valued by the company and therefore more motivated and loyal. In addition, the trainer is more likely to provide high quality training, as they will be a skilled expert in this specific area.

Answer 83

Disadvantages of off-the-job training include that it is expensive and there is a risk that the newly trained employee will leave the business. In addition to this, the training might not be tailored to the business and the employee is spending time away from the workplace to complete the training.

Answer 84

On the job is cheaper and the business can monitor what is being trained and the issues with training in general is that it can be costly and the staff could use the training and go to another business .

Answer 85

Dismissal is the act of ordering or allowing someone to leave

Answer 86

• Reasons for dismissal: Not being able to do your job properly. You may not be able to do your job properly if, for example, you: ... • Illness. ... • Redundancy. ... • Summary dismissal. ... • A 'statutory restriction' ... • It's impossible to carry on employing you. ... • A 'substantial reason'

Answer 87

Gross misconduct is when an employee has done something that's very serious or has very serious effects. Examples could include: fraud. physical violence.

Answer 88

Minor misconduct when an employee performs actions in the workplace that are unacceptable but not criminal. Examples of minor misconduct include poor task performance

Answer 89

Redundancy is the state of no longer being in employment because there’s no more work available

Answer 90

Some people might be happy to take voluntary redundancy because sometimes employers offer incentives for taking voluntary redundancy, like extra redundancy pay or not having to work your notice period. You'll also still get any other redundancy rights you're entitled to, like time off to look for a new job.

Answer 91

Problems for business for offering voluntary redundancyis they need to be aware that selecting employees or preventing them from taking voluntary redundancy based on their gender, age, disability, or other protected characteristics could be considered discrimination.

Answer 92

if a business in the UK intends to make 20 or more redundancies it is obligated by law to consult with any relevant trade union or other employee represented group at least 30 days before the redundancy occurs. The employer must also consult with individual employees employees who have been continuously employed by the business for two years are entitled to compensation in the form of redundancy payments. The minimum legal redundancy pay is calculated based on the employees age and length of service.

Answer 93

It shows that business cares for their employees so they offer more attractive redundancy packages than the legal requirement

Answer 94

Redeployment can be used to move, or redeploy, staff around the business according to business needs and demands and this can support business objectives.

Answer 95

• It’s often used when an employee is at risk of redundancy

Answer 96

. The factors that determine whether redeployment is agreeable to an employee: last in, first out (employees with the shortest length of service are selected first) • asking for volunteers (self-selection) • disciplinary records. • staff appraisal markings, skills, qualifications and experience.

Human Resources Flashcards

(123 cards)