Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Business > human resources big cards > Flashcards

human resources big cards Flashcards

1
Q

internal influences on HR

A
  • corporate objectives
  • operational strategies
  • marketing strategies
  • financial strategies
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

external influences

A
  • market changes
  • economic changes
  • tech changes
  • social changes
  • political and legal changes
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

hard HRM key features

A
  • short term changes in employee numbers
  • minimal communications from the top down
  • pay enough to recruit & retain staff
  • little empowerment or delegation
  • taller organisational structures
  • autocratic leadership style
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

soft HRM key features

A
  • focus on long term workforce planning
  • strong & regular 2 way communication
  • competitive pay structure
  • employees empowered and encouraged
  • flatter organisational structure
  • suits democratic leadership style
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

human resources data measures

A
  • labour turnover
  • retention rates
  • labour productivity
  • labour costs per unit
  • employee costs as a percentage of turnover
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

PROBLEMS with high staff turnover

A
  • higher costs
  • increased pressure on remaining staff
  • disruption to production / productivity
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

IMPROVING staff turnover

A
  • better pay incentives
  • more breaks, flexible hours
  • more holiday
  • company products
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

influences on job design

A
  • the organisation
  • labour skills
    external :
  • technology
  • economy
  • education
  • labour retention
  • social change
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

organisational influences

A
  • organisation purpose / objectives
  • the way work is organised
  • quality of work produced
  • speed work needs to be done
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

hackman & oldham model

5 job characteristics

A
  1. skill variety
  2. task identity
  3. task significance
  4. autonomy
  5. job feedback
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

organisational structures determine …

A
  • authority and responsibility
  • individual job roles and titles
  • people to whom others are accountable
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

common organisational structures

A
  • functional structures
  • geographical structures
  • product line based structures
  • customer / market based structures
  • matrix
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

HR plan will include …

A
  • plans for recruiting staff
  • plans for training staff
  • anticipated staff turnover
  • plans for restructuring
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

recruitment processes (9 stages)

A
  1. identify job vacancy
  2. write a job description
  3. write a person specification
  4. advertise vacancy
  5. candidates apply
  6. candidates short listed
  7. shortlisted are interviewed
  8. other recruitment activities
  9. successful candidate offered the job
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

ADVANTAGES of induction training

A
  • many employees make their mind up if they are staying, the first week of employment
  • will help to inspire the employees and integrate them with the company culture called ‘on boarding’
  • good induction training will help reduce the numbers of employees that leave, thus increasing retention numbers
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

DISADVANTAGES of induction training

A
  • induction training can cause information overload for an employee trying to find their feet in a new organisation
17
Q

ADVANTAGES of on the job training

A
  • specific training needed for the job
  • less expensive than off the job training
  • learning can be put into practise immediately
  • trainees can see relevance to job more clearly when skills are taught in the work place
18
Q

DISADVANTAGES of on the job training

A
  • taking time away from employees job to be trained
  • reduces efficiency of both teaching worker and new employee
  • some workers have bad habits they could pass on to the trainee
  • the new worker may not pick up the skills straight away or misunderstand / not ask for help
  • workers which are badly trained may make expensive mistakes or be a safety hazard
19
Q

ADVANTAGES of off the job training

A
  • more focused environment with less distractions
  • increases a workers motivation as they feel valued by the company to have money spent on their improvement
  • less stressful compared with on the job
  • individuals teaching the courses are trained to train
  • more chance to gather specialist skills
20
Q

DISADVANTAGES of off the job

A
  • more expensive than on the job training
  • employees are taken away from production so the business loses their productivity from that day
  • employees may fail to see link between training and workplace
21
Q

ADVANTAGES of redeployment

A
  • retains workers skills and experience within the organisation
  • increase labour productivity
  • link to job security
22
Q

DISADVANTAGES of redeployment

A
  • training requirements break up existing work groups
23
Q

ADVANTAGES of redundancy

A
  • reduces a businesses wage costs

- can increase labour productivity

24
Q

DISADVANTAGES of redundancy

A
  • impact on morale of remaining staff

- negative publicity

25
Q

Taylor’s theory

A

scientific management

- if workers are paid more they will work more effectively

26
Q

maslows hierarchy of needs

A
  • self actualisation
  • esteem needs
  • social needs
  • safety needs
  • physiological needs
27
Q

CRITISISMS of maslows hierarchy

A
  • not everyone has the same needs
  • our perception of what is important at work will vary
  • not realistic that most employees will reach the top of the hierarchy
28
Q

herzbergs hygiene and motivating factors or job satisfaction or dissatisfaction

A

motivators :

  • achievement
  • recognition
  • personal growth / development
  • advancement / promotion
  • work itself

hygiene maintenance factors :

  • status, security
  • work conditions
  • company policies
  • administrations relationships with supervisors
29
Q

value of good industrial relations

A
  • increase labour productivity
  • increased motivation of staff
  • reduces absenteeism and turnover
  • easier to implement changes
  • better employee engagement and better decisions made
  • easier to achieve corporate objectives
30
Q

the law requires businesses to consult its employees on things such as …

A
  • redundancy programmes
  • when employees are transferred from one employer to another
  • proposed changes to working time arrangements
  • on changes to pension arrangements
31
Q

employee representation reasons :

A
  • make employees views known to management
  • help strengthen both management and employees understanding of workplace issues and other matters affecting the business
  • helped create an atmosphere of mutual trust between employees and management and there fore improve work place relations

Business (4 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions