Business Exam
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- Created by: abrarulhaq
- Created on: 15-09-19 22:22
hard HRM
an approach to managing staff that focuses on cutting costs ,eg. temporary and part-time employment contracts , offering maximum flexibility but with minimum training costs .
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soft HRM
an approach to managing staff that focuses on developing staff so that they reach self-fulfilment and are motivated to work hard to stay with the business.
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part-time employment contract
employment contract that is for less than the normal full working week of,say,40 hours ,e.g. eight hours per week
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temporary employment contract
employment contract that lasts for a fixed time period ,e.g. six months .
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flexi-time contract
employment contract that allows staff to be called in at times most convenient to employers and employees , e.g. at busy times of day .
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outsourcing
not employing staff directly , but using an outside agency or organisation to carry out some business functions
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teleworking
staff working from home but keeping contract with the office by means of modern IT communications .
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zero-hours contract
no minimum hours of work are offered and workers are only called in - and paid - when work is available.
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labour productivity
the output per worker in a given time period.it is calculated by : total output in a time period , e.g. one year \ total workers employed
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absenteeism
measures the rate of workforce absence as a proportion of the employee total . it is measured by ; absenteeism %=no of employees absent\total number of employees* 100
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workforce planning
analysing and forecasting the number of workers that will be required by the organisation to achieve its objectives.
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workforce audit
a check on the skills and qualifications of all existing workers/managers.
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trade union
an organisation of working people with the objective of improving the pay and working conditions of their members and providing them with support and legal services.
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trade union recognition
when an employer formally agrees to conduct negotiation on pay and working condition with a trade union rather than bargain individually with each worker .
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collective bargaining
the process of negotiation the terms of employment between an employer and a group of workers who are usually represented by a trade union official.
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terms of employment
include working conditions ,pay, work hours, shift length, holidays , sick leave, retirement benefits and health care benefits.
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single-union agreement
an employer recognises just one union for purposes of collective bargaining.
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no-strike agreement
unions agree to sign a no-strike agreement with employers in exchange for greater involvement in decisions that affect the workforce .
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industrial action
measures taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favour of employees.
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Other cards in this set
Card 2
Front
an approach to managing staff that focuses on developing staff so that they reach self-fulfilment and are motivated to work hard to stay with the business.
Back
soft HRM
Card 3
Front
employment contract that is for less than the normal full working week of,say,40 hours ,e.g. eight hours per week
Back
Card 4
Front
employment contract that lasts for a fixed time period ,e.g. six months .
Back
Card 5
Front
employment contract that allows staff to be called in at times most convenient to employers and employees , e.g. at busy times of day .
Back
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