UNIT 3 chap 1 HRM

Question 1

what are the roles and purpose of HRM

Answer 1

• workforce planning
• recruitment and selection of appropriate applicants
• preparing + developing + training workforce
• dismissal + redundancy of employees
• responsibilities of managing payment and other incentive methods

taking responsibility for management
and workforce relations

monitoring + improving employee welfare + morale

measuring and monitoring employee performance

Question 2

deifne the term HRM

Answer 2

a strategic approach to effective management of an organization’s workforce –> so that business can gain a competitive adv

Question 3

what does workforce planning do

Answer 3

ensire the right ammount of people–> have required skills

failure to do so may lead to large amount of workers with wrong skills–> staff doing nothin

or less number of ppl with the right skills leading to fall in output

Question 4

what does a workforce plan inclide

Answer 4

1- look at business objectives
2- analyze the present workforce
3- plan for future requirements in the workforce
4- develop a strategy to meet those future requirements

Question 5

mention the factors that number of employees required is based on

Answer 5

1- forecasted demand for product
2- levels of productivity
3- change in laws regarding worker rights
4- Rate of labor turnover and absenteeism
5- business objectives

Question 6

what are the skills of workers required

Answer 6

1, the pace of tech change in the industry
2. complexity of machinery
3. production method used
4. need for flexible + multi-skilled worker in order for business to avoid excessive specialization
business be able to recruit workers with more than 1 skill to be used in various areas

Question 7

formula for labor turnover

Answer 7

no of employees leaving in 1 year / evg number of ppl employed x100

Question 8

explain high labor turnover and its reasons

Answer 8

high labor turnover and increase in overtime:

indicator of employee discontent+ low morale + possibility that recruitment policy is leading to wrong ppl being employed

high labor turnover likely in areas where low unemployment as there may be –>
better paid and attractive jobs available locally

Question 9

what are the potential benefits and costs of the effect of labor turnover

Answer 9

costs:
- recruitment, selection + training costs of staff
- lower output
- poor customer service
- lower customer loyalty due to lack of familiar contact
- difficult to establish team spirit

Benefits
- new ideas+ and practices bought into business
- labor can be replaced w more carefully selected workers
- low-skilled + less productive staff leaving can be replaced with butter recruited employees

Question 10

what are the 3 types of interviews

Answer 10

ONE PERSON INTERVIEW
- candidate interviewed individually

GROUP INTERVIEW
candidate interviewed by more than 1 person

2 DAY INTERVIEW
for senior roles
involves interviews lasting more than a day

Question 11

what does recruiting and selection mean

Answer 11

effective recruitment and selection to meet needs of business –> leading to high chances of business achieving long term obj

Question 12

when will recruitment be neccesary

Answer 12

• when businesses is expanding and in need of a larger workforce
• when labor leaving is needed to be replaced

Question 13

what are the 3 things required to complete when on interview

Answer 13

1) ROLE PLAY
to find out how ppl react in certain situations

20 TESTS
regarding applicants IQ- aptitude

3) GROUP ACTIVITIES
- teamwork skills
- reaction under pressure
- listening skills

Question 14

mention the stages involved in recruiting staff

Answer 14

1) Drawing up job description
- job title
- responsibilities invlvoed
- job details
- place in the ierarchy structure
- working conditions
- How job will be assessed
- how performance will be measured

2) drawing up a person specification
- analysis of qualities + skills + qualifications looked for in suitable applicants

3) preparing job advertisement
- business premises or govt center
- recruitment agencies and newspapers

4) making a shortlist of applicants
0- based on applicant forms - personal details + work experience contained in RESUME OR CV
- reference es taken from previous employers regarding applicants’ character + previous work performance

5) Selecting btw the applicants
- question the applicants on their skill+ experience to see
If perform well = fit in org

Question 15

what are the advantages of external recritument

Answer 15

1) bring new ideas + practices into business –> helps keep existing employees focus on future rather past

2) wider choice of potential applicants –> not just limited to internal staff

3) avoids resentment felt by existing staff if one of the colleagues promoted to higher post

4) standard of applicants higher VS if job open to internal staff applicants

Question 16

what are the advantages of internal recruitment

Answer 16

1) applicants already know about the selection team
2) already know about the org + internal methods –> so no induction training needed

3) already know about the culture of the org
4) quicker than external recruitment

5) cheaper than creating external advertisements

6) chance to internal staff to progress
7) gives internal staff career structure

8) if job for senior post–> workers do not need to get used to new style of management

Question 17

what are employee contracts

Answer 17

are legzally binded docs
- care needs to be taken to ensure they are fair+ comply w current e employment laws where worker is employed

Question 18

what are the features of employee contracts

Answer 18

• if contract is permanent or temp
• working hours + lvl of flexibility expected
• payment methods + pay levels other benefits
• employee work responsibilities
• main tasks to be done
• no of days notice that must be given to employees if leave or redundancy

Question 19

explain redundacny

Answer 19

when workers job are no longer required
due to
- fall in demand
- cut cost
- change in tech

Question 20

explain dismissal

Answer 20

occurs when it is necc for HR dep manager to discipline employee for continued failure in tasks set in employment contract

withdraws employees imediate means of financial support + some social status

id conditions of dismissal not align with compnys policy or law ==> civil court action may result —> company may have to pay financial compensation to employee

Question 21

mention unfair dismissal

Answer 21

pregnancy
being a member of the union
being part of a different race
discriminatory reason

Question 22

mention fair dismissal

Answer 22

• continuous neg behavior at work
• deliberate destruction of employer property
• bullying of other employees
• inability to do job despite sufficient training
• disregard of required health + safety guidelines

Question 23

what is termination by notice?

Answer 23

process of ending a contract –> by giving formal notice in adc=vance

1 party that wants to terminate the contract informs the other party about the contract termination at a specific future date

• an employee or employer might give a certain period of notice before ending the contract
  FAILURE TO GIVE SUFFICIENT NOTES CAN RESULT IN FINANCIAL PENALTIES

Question 24

define morale

Answer 24

satisfaction + emotions + attitude + overall outlook of employees in workplace environment

Question 25

define wellfare

Answer 25

anything that motivates + keeps employee morale high anything making workplace healthy + likeminded

Question 26

what are the advantanges of taking care of employee welfare and morale

Answer 26

1) employees feel cared for --> leads to high employe morale --> increase in productivity 2) increased sense of loyalty --> lower labor turnover + desceaed costs 3) increased desire to do better for org--> greater productivity

Question 27

how can employee wellfare and morale be improved

Answer 27

Employee productivity + work satisfaction --> seen higher in those businesses that put in strategy to improve levels of employee morale + welfare 1. improving working conditions - excellent hygiene facilities safety equipment 2. offer advice + consultation _+ other services to employees in need of support bec of family or financial issues when workers see that employers want to improve their long term ----> - increase in morale

Question 28

define work life balance

Answer 28

situation in which employees able to give right amount of time + effort --> to work + personal life outside work

Question 29

what is the importance of work life balance

Answer 29

- duty of care for the business - protect staff from stress + mental health issues - increase employee efficiency - increase employee morale - requires investment but can reap rewards

Question 30

how can HR assist in employees achieving work-life balance

Answer 30

1) Flexible working - mor work from home - sabbbativcles 2) Telle working working home + communicating via phone/email/internet 3) Sabbatical period break from work during which employees can pursue interests (duration 6-12m) 4) Job sharing 2 or more ppl share same demands of a job 5) Consultation from Employees - regularly take feedbacks from employees review structures + processes ---> that may put too much pressure on employees

Question 31

define employee appraisdal

Answer 31

Process of assessing effectiveness of an employee judged against preset objectives Evaluates how well employees meet their job objectives + how they contribute to the team + company goals + how they align with the company values and culture Taken aunnually Essential component of staff development

Question 32

what is the equality policy what are the benefits of promoting this policy in workforce

Answer 32

Practices and processes aimed at achieving fair organisation where everyone is treated in same ways + has opp to fulfil their potential Promoting this policy in workplace impacts bst by - creating an environment with high employee morale and motivation Developing a good reputation + ability to recruit top talent based on fairness Measuring employee performance by their achievements at work, not by some discriminating factor

Question 33

what is the diversity policy what are the benefits of promoting this policy in workforce

Answer 33

Practices + processes aimed at creating a mixed workforce + placing positive value on diversity in workforce Promoting this policy in workforce impacts BST by - capturing bigger market share as consumers are attracted by diverse salesforce Employing more qualified workforce as selection is based on merit not on discrimination High creativity because individuals from different backgrounds approach problem-solving in different ways Achieving cultural awareness leading to improved knowledge about foreign markets Promoting diverse lang skills—- allows business to provide products and services internationally

Question 34

what does traning do

Answer 34

HR departments must ensure that they are well equipped to perform their duties + undertake responsibilities expected of them. This will involve training in order to fulfil abilities of every worker.

Question 35

what are the types of training

Answer 35

induction training off the job traning on the job training

Question 36

what is induction training

Answer 36

should be given to all new recruits aims to introduce them to ppl they will be working with most closely explain internal organizational structure outline the layout of the business make clear safety and health issues such as procedures during fire emergency

Question 37

what is on-the-job training

Answer 37

involces intro at workplace often conducted by HR managers or departmental traning officers watching or working closely with existing experienced memebers od staff----> being a frequent component of this training cheaper than sending recuits to external training course content of the training is controled by bst itself

Question 38

what is off-the-job training

Answer 38

covers any course of intstruction away from place of work could take place in a specisalsit training centre ---> belonging to the company itself ----> or could be a course organixed by an outside body suchj as college uni outside train9ing has the added potential of being a source of new ideas expensive courses but may be indespensible if business lacks anyone with the reqwuired degree of technical knowlwdge

Question 39

what is the impact of training on the business and its employees

Answer 39

Can lead to well qualified employees leaving for a better paid job once they have gained qualification from a business with a good training program Cost of training can also be weighful Untrained employees are less productive, less flexible and less adaptable Poorly trained workers often give unsatisfactory customer service Accidents likely to result from workers on trained in health and safety matters especially in manufacturing business or food industry Link between training and the sense of achievement that comes from the training was identified by motivational theorists —-without being pushed to achieve a highest standard or more skill workers may become bored and demotivated The multi skilling of workers can be a great benefit to a business, especially in times of rapid economic + technological change

Question 40

explain the development and employee appraisal

Answer 40

It should be a continuous process Development might take the form of new challenges or opportunities or additional training courses to learn new skills or promotion with additional delegated authority and chances for job inrichment Often undertaken annually Essential component of staff development program Analyses performance of employees against preset + agreed targets