view employees as a resource like any other available to the business.
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Define soft HR.
view employees as different to, and more important than, any other resource available to managers.
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Name key features of hard HR
Employees paid as little as possible, Leadership is authoritarian / autocratic: employees only have limited control over working lives and communication mainly downward in direction, Leaders tend towards ‘Theory X’ view of workforce.
3 of 12
Name key features of soft HR
Leadership is democratic: managers consult with employees and give them control over working lives through delayering and empowerment, Emphasis on training and developing employees, Leaders tend towards ‘Theory Y’ view of workforce.
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LABOUR TURNOVER =
Number of staff leaving ÷ Average number of staff x 100
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RETENTION RATE =
Number of employees at end of period/Number of employees at the end of the period– Number of leavers x 100
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LABOUR PRODUCTIVITY =
Output ÷ Number of workers
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EMPLOYEE COSTS AS A PERCENTAGE OF TURNOVER =
Employee costs ÷ Sales revenue x 100
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LABOUR COST PER UNIT =
Labour costs ÷ Units of output
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MARKET SIZE
=sales for one business ÷ market share of that business
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MARKET GROWTH
=increase in market size ÷ market size two years ago x 100
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MARKET SHARE
=sales for one business ÷ sales for whole market x 100
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Other cards in this set
Card 2
Front
Define soft HR.
Back
view employees as different to, and more important than, any other resource available to managers.
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