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A Level Business > Unit 6 > Flashcards

Unit 6 Flashcards

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1
Q

what is HR

A

defined as the design, implementation and maintenance of strategies to manage people for optimum business performance

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2
Q

what are the key tools of HR

A

workforce planning
recruitment and selection
training and development
rewarding and motivating staff
communication
roles and responsibilities

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3
Q

what are some HR objectives

A

have diversity
reduce labour turnover
enforce alignment of values
increase talent development
increase employee engagement and involvement

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4
Q

describe diversity

A

needed in senior management position e.g. gender and ethnicity
external recruitment such as recruiting all genders and ethnicities

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5
Q

describe training

A

the spend in total and per employee on training
measuring of training effectiveness

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6
Q

describe talent development

A

investment in training employees
staff retention rates
percentage of job vacancies filled by internal candidates

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7
Q

describe alignment of values

A

recruitment and induction training = focused on values
employee awareness of core values

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8
Q

describe employee engagement and involvement

A

maximise levels of engagement
performance related pay
extent of satisfactory completed appraisals

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9
Q

describe equality act 2010

A

9 protected characteristics
e.g gender pay gap between males and females
important internally for staff

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10
Q

what are hard strategies

A

employees are dispensable and replaceable

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11
Q

what are soft strategies

A

employees are vital and important

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12
Q

what are examples of businesses that use soft and hard strategies

A

google use a soft strategy
amazon use a hard strategy

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13
Q

what are some disadvantages of hard strategy

A

intensive labour decreases morale
decreases company reputation
costs a lot to replace employees

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14
Q

what are some advantages of hard strategy

A

increase in work rate
fair as all workers are treated the same
increases output = capacity utilisation
increase in efficiency and productivity

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15
Q

what are some disadvantages of soft strategy

A

employees can lose interest
employee can take for granted
low productivity

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16
Q

what are some advantages of soft strategy

A

higher engagement
motivates workers
can keep skills due to high retention
can keep employee retention high

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17
Q

what are some costs associated with employees

A

training costs, advertisement for recruitment, maternity and paternity leave, holiday pay, pension contribution, education

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18
Q

what does it depend on for if a business use a hard or soft strategy

A

objectives, budget, margins, skillsets and industry

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19
Q

why is it important to track labour costs

A

they amount for a large proportion of total costs which means its important to track to ensure wages are not growing faster than profit

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20
Q

what is the formula for labour productivity

A

output / number of staff = units

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21
Q

what is the formula for labour cost per unit

A

total labour costs / output

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22
Q

what is the formula for absenteeism

A

number of days lost
—————————– X 100
total number of work days

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23
Q

what is the formula for employee costs as a percentage of turnover

A

Employee costs
———————— X 100
Sales turnover

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24
Q

what is the formula for employee retention

A

number of staff at end of period - num of leavers / num of staff at start X 100

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25
why might employees leave a business
better opportunities higher pay working hours new use of skillset promotion
26
what are some problems with labour turnover
reputation new employees need to live up to costs to replace employees losing a skillset and they could go to competition more working hours for staff is people leave
27
what is good about labour turnover
more diversity and perspectives new skillsets bought in fresh energy which increases productivity and efficiency
28
what are some ways to reduce labour turnover
fair and above market pay move towards soft HR promotional opportunities re design jobs to make them more interesting
29
What is an organisational structure
Framework which shows how a business arranges its lines of authority and communications E.g who’s in charge of what
30
What is span of control
How many people report to you and that you have control over
31
What is chain of command
Lines of authority within a business
32
What is delegation
Responsibilities passed to subordinates
33
What is a tall structure
Organisation with many layers of management E.g lots of ceo managers and team leaders
34
What are some drawbacks of tall structure
Those lower down feel less valued Harder to get promotion Slow decision making Can cause conflict
35
What are some benefits of tall structure
Good for leadership styles e.g autocratic Less pressure on managers Managers feel supported due to layers above Small span so better relations with staff
36
What is a flat structure
Organisational structure with few layers on management
37
What are some drawbacks of a flat structure
Harder to get promotion More pressure on manager Have to build relations will all employees Harder to manage all employees
38
What are some benefits of a flat structure
Clear communication Builds trust Quicker communication
39
What is a matrix structure
A hybrid of both structures where there is less collaboration and resource sharing
40
What are benefits of matrix structure
Can improve communication across entire organisation Likely results in greater motivation amongst teams Good way of sharing resources across departments
41
What are some drawbacks of the matrix structure
Difficult to co ordinate Scenario project team under great pressure
42
What is a skills audit
Manager discusses what’s needed
43
What is HR BP
Works in HR to partner with business
44
What is work force planning
Means identifying future workforce needs and take actions e.g recruitment training
45
What are ways to recruit
Referral, word of mouth, indeed job websites , tv adverts
46
What is a job description
This is the statement of the role e.g what duties are expected of you and the responsibilities and span of control you have
47
What is a person specification
The qualities of the ideal candidates e.g skills,education and experience
48
What do job adverts need to have
Need to be eye catching to get noticed by ideal candidates Advertised in places people will see Reduced wording, short description of role and what business is looking for
49
What is motivation
The will to work well High levels of motivation means being good at job which means a high performance
50
What are some reasons to motivate employees
Attract employee referral Keep best staff e.g skill sets Save costs of new employment Happy environment
51
What is Taylor’s motivation theory
People at work are motivated mainly by money Salaries make staff complacent
52
What is Maslow pyramids of needs
Self actualisation Esteem Love and belonging Safety Psychological
53
What is Herzberg motivating and hygiene factors
Motivating - achievement, recognition, work itself, growth opportunity Hygiene - relationship, company policy, salaries , status
54
What does motivation depend on
Leadership styles Budget Economy Political
55
What is renumeration
Financial reward for work and tasks
56
What are fringe benefits
Perks/ extras given in addition to wages or salary e.g gym membership, private health care
57
What are some financial rewards to motivate
Bonus, overtime , profit sharing , getting promoted, piece rate
58
What are some non financial rewards
Empowerment and delegation Praise Flexible working Consultation
59
What is job enrichment
More flexibility in how they do the job , to make it enriching experience
60
What is job rotation
Employees are rotated between different jobs to avoid repetition and boredom
61
What are industrial relations
Describes the relationship between management and workers in a business
62
What can poor industrial relations lead to
Industrial disputes such as conflicts and strikes
63
What can poor relations damage
Productivity Customer service Business reputation Labour turnover Retention Culture
64
what is employee representation
means ways of involving employees in decision making
65
what is a work council
a work council is a group composed of employees and employer representatives who meet to discuss or negotiate pay and working conditions within a business
66
what is collective bargaining
the group is stronger than the individuals
67
what is industrial action
when employees take action to put pressure on the employer to change their decision
68
what is a trade union
an organisation external to the business set up to represent a specific group of employees within an occupation e.g transport
69
what are some pros of employee representation
feel valued develop personal skillset pay increases
70
what are some cons of employee representation
take for granted decrease in productivity decision takes longer to be made
71
what is ACAS
ACAS ( Advisory, consultation, arbitration service is an organisation set up to resolve industrial conflicts

A Level Business (9 decks)

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