Human Resources Flashcards
(39 cards)
whats the value of setting HR objectives
-connects HR to overall business objectives and values
-links HR with customer service and quality which is key to competitiveness
-effective working environment created
what are HR objectives
-employee engagement
-alignment of values
-diversity
-talent development
-training
-skils/number of employees
whys employee engagement important
-higher productivity
-lower turnover
-better customer culture
-better employee loyalty so better retention
what are issues of talent development
-allocating funds to training leaves less money for other employees
-talented employees may leave company and take skills to a competitor
-may feel needs not recognised, negatively impact motivation
what are issues with training
-expensive, time and money
-doesnt guarantee success
benefits of diversity
-better understand target market
-more responsive to customer needs, improves competitiveness
-more attractive employer, more talent
features of hard HRM
-autocratic
-minimal communication
-focus on profits
-little empowerment
-operates in very competitive market
-taller structure
features of soft HRM
-high skilled workers
-democratic
-long term planning
empowerment+responsibility
-may operate in very competitive market where need to retain workers
-cares about career progression
pros of data decision making
-improved accuracy, reduces reliance on intuition
-enhanced efficiency, streamlines so reduces time and effort
-better strategic planning, aligns HR with business aims
-increased employee satisfaction, more targeted and effective
-competitive advantage
challelenges of data decisions making in HR
-Data privacy, needs good data governance
-data quality, must have good accuracy and reliability
-Skill development, training to develop skills for data analysis
-integration of AI and machine learning , drives automation
-ethical considerations, avoid bias to maintain trust
factors influencing labour turnover
-better opportunities elsewhere
-state of economy e.g. if high interest rates then need higher wages, if economic boom then have confidence to switch jobs
-personal life changes
-tech advancements
-external shock e.g. pandemics
-employee loyalty
-working conditions/financial incentives/quality of communication
ways to reduce labour turnover
-increase wages
-introduce better incentives that can suit everyones needs
-ease in career advancements
-better leadership/communication, soft HRM
-better work culture, family orientation
-exit interviews, understand why they leave to make changes
-delegate/empower
-flexibility
how to minimise absenteeism
-improve working conditions
-incentives
-piece rate pay
-improve chances of advancing career
causes of absenteeism
-sick, health
-holidays
-appointments
-committments
-weddings/funerals/family
-interviews elsewhere
-mental illness
-just dont want to go
factors influences labour productivity
-quality of fixed sets
-skills/ability/motivation of workforce
-working conditions
-extent of employee support/training
-external factors e.g. reliability of suppliers
whats offshoring
producing abroad to cut wage costs
pros/cons of centralised decision making
pros
-easier to have cohesive policies across branches
-prevents too much independence of departments
-easier to coordinate
-economies of scale easier to achieve
-quicker decisions
cons
-autocratic, extra layers so higher costs + slower decisions
-local managers closer to customers so understand them more
-lack of authority down hierarchy reduce motivation
-customer service lost flexibility + speed
pros/cons of decentralised decision making
pros
-decisions closer to customer
-better response to local areas
-improved level of customer service
-flatter hierarchy so lower costs
-good for training juniors
-facilitates empowerment so higher motivation
cons
-may have lower quality decisions, not strategic
-harder to have consistent policies
-diseconomies of scale, duplication of departments
-who gives strong leadership in crisis
-harder to achieve tighter financial control
pros/cons of functional structure
pros
-specialisation of expertise, higher quality and consistency
-clear roles, reduces confusion
-career development, clear progression so higher motivation
-efficiency in decisions, made by specialists
cons
-poor communication between departments, lack of coordination, slower decisions
-lack of innovation
-slow response to external changes, weak coordination
-conflict between departments/silo effect, competition
whats the silo effect
when departments begin to compete with eachother, higher tension, blame eachother if targets not met
pros/cons of regional structure
pros
-local responsiveness, better customer satisfaction
-faster decisions specific to local areas
-closer to customers, improves relations and easier to provide support/promotion
-opportunities for leadership development
cons
-duplication of resources, higher costs
-inconsistent brand image, changes by region
-coordination challenges, “us vs. them mentality”
-harder to control quality/culture
pros/cons of delegation
pros
-lower management stress/workload
-on-the-job training
-senior management can focus on key tasks
-staff empowerment -> motivation
-potentially better decisions (use of resources)
cons
-harder in smaller businesses
-shouldn’t delegate responsibility
-depends on quality of skills of staff
-may increase workload stress of staff
pros/cons of product based structure
pros
-focus on specific products, better understanding of customer needs specific to product
-performance tracking, easier to measure success/failure
-faster decisions as fewer layers in hierarchy
-flexibility
-helps compete with local competition
pros
-duplication of resources, higher costs
-internal competition, lower motivation
-inconsistent company policies, harms brand image
pros/cons of matrix structure
pros
-can help break department barriers,improved communication
-allows individuals to use specific skills
-avoids need for several departments to meet regularly, lower costs and higher coordination
-encourages cross-department collab
-more cost effective
cons
-members of project teams may have divided loyalties as they report to two line managers
-takes time for members to get used to structure
