human resources big cards Flashcards
(31 cards)
1
Q
internal influences on HR
A
- corporate objectives
- operational strategies
- marketing strategies
- financial strategies
2
Q
external influences
A
- market changes
- economic changes
- tech changes
- social changes
- political and legal changes
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
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
5
Q
human resources data measures
A
- labour turnover
- retention rates
- labour productivity
- labour costs per unit
- employee costs as a percentage of turnover
6
Q
PROBLEMS with high staff turnover
A
- higher costs
- increased pressure on remaining staff
- disruption to production / productivity
7
Q
IMPROVING staff turnover
A
- better pay incentives
- more breaks, flexible hours
- more holiday
- company products
8
Q
influences on job design
A
- the organisation
- labour skills
external : - technology
- economy
- education
- labour retention
- social change
9
Q
organisational influences
A
- organisation purpose / objectives
- the way work is organised
- quality of work produced
- speed work needs to be done
10
Q
hackman & oldham model
5 job characteristics
A
- skill variety
- task identity
- task significance
- autonomy
- job feedback
11
Q
organisational structures determine …
A
- authority and responsibility
- individual job roles and titles
- people to whom others are accountable
12
Q
common organisational structures
A
- functional structures
- geographical structures
- product line based structures
- customer / market based structures
- matrix
13
Q
HR plan will include …
A
- plans for recruiting staff
- plans for training staff
- anticipated staff turnover
- plans for restructuring
14
Q
recruitment processes (9 stages)
A
- identify job vacancy
- write a job description
- write a person specification
- advertise vacancy
- candidates apply
- candidates short listed
- shortlisted are interviewed
- other recruitment activities
- successful candidate offered the job
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
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
Taylor’s theory
scientific management
| - if workers are paid more they will work more effectively
26
maslows hierarchy of needs
- self actualisation
- esteem needs
- social needs
- safety needs
- physiological needs
27
CRITISISMS of maslows hierarchy
- 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
herzbergs hygiene and motivating factors or job satisfaction or dissatisfaction
motivators :
- achievement
- recognition
- personal growth / development
- advancement / promotion
- work itself
hygiene maintenance factors :
- status, security
- work conditions
- company policies
- administrations relationships with supervisors
29
value of good industrial relations
- 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
the law requires businesses to consult its employees on things such as ...
- redundancy programmes
- when employees are transferred from one employer to another
- proposed changes to working time arrangements
- on changes to pension arrangements
31
employee representation reasons :
- 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
