topic 6(HR)

Question 1

HR

Answer 1

The management of people in the workplace to assist the organisation to achieve its objectives.

Question 2

HR objectives

Answer 2

• Employee engagement and involvement
• Talent development
• Training
• Diversity
• Alignment of values
• Number , skills and location of employment

Question 3

Talent development

Answer 3

Aligning the strategic training and career opportunities in a business for its employees
it has 3 main aspects:
Training - what training employees need to do to improve them for the future
Education – what education may an employee need for future jobs
Development – linked to future rolls that the employee might do.

Question 4

Training objetives

Answer 4

focus on what the organisation needs to achieve and how to help employees attain company goals

Question 5

diversity objectives

Answer 5

Having a diverse workforce can allow a business to expand into new markets.

Question 6

Alignment of values

Answer 6

Alignment means to fit or integrate the different features of an organisation
Values are the essences of a business identity

Question 7

Numbers, skills and location of employees

Answer 7

HR have to ensure that there are sufficient employees recruited or trained to meet business needs.

Question 8

internal infulences on HR objectives and decisions

Answer 8

financial constraints
corporate culture
organisational structure
Trade unions and employee relations
New technology
Overall performance of business

Question 9

external influences on HR

Answer 9

CC PESTLE

Question 10

labour turnover is

Answer 10

This is the proportion of employees leaving a business over a period of time

Question 11

labour turnover calculation

Answer 11

number leaving the business over a given period/ average number of employed overa given period x 100

Question 12

labour produtivity is

Answer 12

the amount of output that is obtained form each employee

Question 13

labour productivity calculation

Answer 13

output per period/ number of employees that period

Question 14

Employee costs as percentage of turnover calcualtion

Answer 14

employee cost/ total revenue x 100

Question 15

labour cost per unit calculation

Answer 15

average wage rate per hr x average labour hours per unit

Question 16

how to improve organisational design and human resource flow

Answer 16

• Design satisfying jobs
• Design organisational structures that will suit the business
• Plan the workforce so that employees are available when the business needs them and are trained for their jobs.

Question 17

what is job design

Answer 17

Research done by the department of deployment suggests that certain characteristics are crucial for a job to satisfy human needs.

Question 18

types of job design

Answer 18

• Some autonomy over tasks
• Responsibility for their own work
• Variety in tasks with a reduction of repetitive tasks
• To give feedback on job performance
• Workers completing a whole unit
• Social contact with others
• Learning opportunities
• Clear job roles and to know what is expected
• Definite goals

Question 19

Hackman and Oldham’s model (3 ways of adding challange)

Answer 19

the task itself is the key to motivation of employees.
adding challange to a job can be by
1. variety
2. autonomy
3. decision authority

Question 20

autonomy is when

Answer 20

individuals need power to decided how to do the tasks, in what order

Question 21

decision authority is when

Answer 21

individuals need the authority to make decisions which will impact them

Question 22

Hackman and Oldman’s three psychological states are

Answer 22

meanigfullness of work
responsiblity
knowledge of outcomes

Question 23

meaningfullness of work is when

Answer 23

the work has meaning to the individuals. There are a variety of skills used; whole jobs are identified and completed; the tasks is significant to the success of the group business

Question 24

responsibility in jobs design is when

Answer 24

individuals are given the freedom to act. The job should provide substantial freedom is scheduling work and deciding how to process that work

Question 25

knowlege of outcomes in job design is when

Answer 25

individuals understand how to succeed and what the purpose of the work is. Feedback is given on performance so that customer satisfaction is scored

Question 26

job enrichment is

Answer 26

Giving employees greater responsibilities by offering them more challenge to use their skill more fully.

Question 27

advantages of job enrichment

Answer 27

- Increases job satisfaction - Reduction In costs caused by absenteeism, poor morale ect - Develops workers skills - Greater contribution to the decision-making process - Autonomy gained through setting goals

Question 28

disadvatntages of job enrichment

Answer 28

- Individuals may be intimidated by the process and reluctant to change - Could be seen as delayering, businesses extend responsibilities so fewer mangers are required - Long-term strategy, so wont necessarily have quick results

Question 29

job enlargement is

Answer 29

Increasing the scope of a job; also know as job rotation. This is then horizontal extension of jobs – individuals get extra tasks, but these are at the same level.

Question 30

advantages of job enlargment

Answer 30

- Relieves boredom of work - More interesting job means less absenteeism. - Workers are motivated because using a wider skill set - Workers are participating more in decision- making process

Question 31

disadvantages of job enlargement

Answer 31

- As workers take on more responsibilities there is a fall in specialism - If jobs are enlarged but basically still repetitive then workers will not be satisfied

Question 32

centraliastion is

Answer 32

the people at the top of organisation make all the decisions

Question 33

denctralisation is

Answer 33

authority for decisions is delegated down the management structure.

Question 34

hard HR relates to

Answer 34

make all decisions, theory x, autocratic, paternalistic, tells and sells

Question 35

Soft HR relates to

Answer 35

theory y, consults, democratic, joins

Question 36

taylor (hard HR)

Answer 36

scientific management – treating workers like machines, managers responsibility to think and organise,

Question 37

taylors methods of motivation

Answer 37

- Time and motion studies - ‘peace rate’ – best way to motivate, rise in work done, rise in pay to workers, (played based on output) - Broke down the job, create specialist - increase speed, increase efficacy, increase output , increase production - Assembly line

Question 38

problems with taylors techinque

Answer 38

- Boredom- repetitive job – lead to high labour turnover Hackmen and Oldman – jobs need enrichment and enlargement – doesn’t give that - Lots of supervision – extra costs - products have to be checked – inefficient - Inflexible

Question 39

Mayo: human relations management

Answer 39

(anti-Taylor – workers aren’t just machines) - Hawthorne effect - isn’t just money that motivates - Outside person- asking questions, observing – output and productivity increased

Question 40

Herzberg: the two factory theory

Answer 40

hygiene factors and motivators

Question 41

herzberg: hygiene factors

Answer 41

- Equipment - Working environment - Pay

Question 42

Herzberg: motivators

Answer 42

- Responsibility - Bonus - Promotions

Question 43

Herzberg: motivators

Answer 43

- Responsibility - Bonus - Promotions

Question 44

maslows hierarchy of needs

Answer 44

bottom - basic necessitities/ phycological needs - secutiry needs - social needs - self esteem top - self actualisation

Question 45

financial methods of motivation

Answer 45

- Piece rate - Commission - Salary schemes

Question 46

Non-financial methods of motivation

Answer 46

- Public praise - Working in teams - Autonomy over work - Empowerment