BUSS3

HideShow resource information
Arbitration:
An alternative to a court of law in determining legal and employment disputes. Involves a specialist outsider being asked to make a decision on a dispute
1 of 20
Centralisation:
An organisational structure where authority rests with senior management at the centre of the business
2 of 20
Communication:
The process by which a message or information is exchanged from a sender to a receiver
3 of 20
Conciliation:
A way of mediating industrial disputes to gain agreement without going to arbitration
4 of 20
Core workers:
Employees who are part of the core workforce of a business – central to the business activities
5 of 20
Decentralisation:
An organisational structure where authority is delegated further down the hierarchy, away from the centre
6 of 20
Delayering:
The process of removing one or more layers from the organisational structure
7 of 20
Downsizing:
The reduction in the scale and resources of a business, usually involving job losses and/or the sale or closure of business units
8 of 20
Flexible working:
The range of employment options designed to help employees balance work and home life (e.g. part-time, job-sharing, home-working, annualised hours contracts)
9 of 20
Gap analysis:
Analysis of the difference between the workforce needs or a business and its current capabilities
10 of 20
Hard HRM:
An approach to HRM based on treating employees as resources in the same way as any other business resource
11 of 20
Human resource management (HRM):
Strategies for managing people in order to achieve business objectives
12 of 20
Labour shortage:
Where a business finds it does not have sufficient employees in number, or with the right skills and experience, for its needs
13 of 20
Peripheral workers:
Employees who are on the fringe of the core workforce. They are not essential (core) workers, and their activities can often be outsourced or provided using flexible contracting
14 of 20
Soft HRM:
An approach to HRM based on treating employees as the most important resource in a business
15 of 20
Staff (Labour) turnover:
The proportion of staff that leave their employment with a business over a period – usually measured over a year
16 of 20
Teamworking:
Individuals work in groups rather than focusing on their own specialised jobs
17 of 20
Trade union:
Organisations of employees who seek to negotiate their employment terms through collective bargaining
18 of 20
Workforce planning:
How a business determines how many and what kind of employees are required
19 of 20
Works council:
A formal meeting of employer and employees to consider issues affecting the business and workplace – mandatory for larger businesses in the EU
20 of 20

Other cards in this set

Card 2

Front

An organisational structure where authority rests with senior management at the centre of the business

Back

Centralisation:

Card 3

Front

The process by which a message or information is exchanged from a sender to a receiver

Back

Preview of the back of card 3

Card 4

Front

A way of mediating industrial disputes to gain agreement without going to arbitration

Back

Preview of the back of card 4

Card 5

Front

Employees who are part of the core workforce of a business – central to the business activities

Back

Preview of the back of card 5
View more cards

Comments

No comments have yet been made

Similar Business Studies resources:

See all Business Studies resources »See all Human Resoruces Strategies resources »