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
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Centralisation:
An organisational structure where authority rests with senior management at the centre of the business
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Communication:
The process by which a message or information is exchanged from a sender to a receiver
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Conciliation:
A way of mediating industrial disputes to gain agreement without going to arbitration
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Core workers:
Employees who are part of the core workforce of a business – central to the business activities
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Decentralisation:
An organisational structure where authority is delegated further down the hierarchy, away from the centre
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Delayering:
The process of removing one or more layers from the organisational structure
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Downsizing:
The reduction in the scale and resources of a business, usually involving job losses and/or the sale or closure of business units
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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)
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Gap analysis:
Analysis of the difference between the workforce needs or a business and its current capabilities
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Hard HRM:
An approach to HRM based on treating employees as resources in the same way as any other business resource
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Human resource management (HRM):
Strategies for managing people in order to achieve business objectives
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Labour shortage:
Where a business finds it does not have sufficient employees in number, or with the right skills and experience, for its needs
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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
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Soft HRM:
An approach to HRM based on treating employees as the most important resource in a business
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Staff (Labour) turnover:
The proportion of staff that leave their employment with a business over a period – usually measured over a year
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Teamworking:
Individuals work in groups rather than focusing on their own specialised jobs
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Trade union:
Organisations of employees who seek to negotiate their employment terms through collective bargaining
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Workforce planning:
How a business determines how many and what kind of employees are required
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Works council:
A formal meeting of employer and employees to consider issues affecting the business and workplace – mandatory for larger businesses in the EU
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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
Card 4
Front
A way of mediating industrial disputes to gain agreement without going to arbitration
Back
Card 5
Front
Employees who are part of the core workforce of a business – central to the business activities
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