HRM

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  • Created by: Loren
  • Created on: 27-01-14 12:22
Identify the four main HR objectives
Matching workforce to the business' needs, maintaining good employee/employer relationships, minimising labour costs, making full use of the workforce potential
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Give three examples of internal factors that can effect HR objectives
Finance, corporate objective, organisational structure, trade unions, new technology, overall performance of the business
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Give three examples of external factors that can effect HR objectives
Political, economic, social, technology, market changes, structure of population
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What is hard HRM?
Where employees are seen as an asset of the business
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What is soft HRM?
Where management focus hugely on motivating their staff to gain the full potential
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What are the drawbacks of being hard?
Higher absenteeism, higher labour turnover, less successful recruitment, poor employee/employer relationships, demotivational
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What are the benefits of being hard?
Increased effeciency, quicker decision making, maintaining proffessionalism
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What are the drawbacks of being soft?
The cost of being soft, competitive disadvantage, less efficient?
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What are the benefits of being soft?
Motivation, rewards, long term development of staff, lower labour turnover, lower absenteesism
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What is workforce planning?
The method by which a business forecasts how many and what type of employees it needs now and future, and matches up the right types of employees to the needs of the business
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Identify three internal influences on workforce plans
Coporate objectives, producion and marketing objectives, financial postition, strength of current labour supply, existing organisational structure
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Identify three external influences on workforce plans
Labour market trends, legislation, economic conditions, local factors, market demand
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What are the benefits of workforce planning?
Helps achieve corporate objectives; competitive advantage; prepares for change; changing businesses are better equiped to handle that; improved communication
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What are the issues with workforce planning?
Cost, time, employee/employer relations, training, corporate image
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What factors determining a business' organisational structure
Size of a business; type of the business; management and leadership style; competitive environment
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What is a centralised structure?
A organisational structure which ensures that all important business decisions are made at the top of the hierarchy
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What are the benefits of a centralised structure?
Easier; quicker; prevents too much independence; benefit of holistic view of company
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What are the drawbacks associated with a cetralised structure?
More bureaucratic; junior managers are closer to customer needs; lack of authority can reduce management motivation; lack of flexibility; communication
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What is a decentralised structure?
Decision making is spread out to include more junior managers, individuals staff and locations
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What are the benefits of a decentralised structure?
Closer to customer needs; motivation; flexibility; improved level of customer service; consistant with aiming for flatter structure
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What are the drawbacks of a decentralised structure?
Not necessarily strategic; longer process; more difficult; questions of who is leader; less financial control
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What are funtional structures?
A hierarchy in which each department operates separately under the leadership of those above it
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What are the benefits of functional structures?
Simple; strong sense of direction; clear lines of communication and command; specialist management; encourages aspirations for promotions
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What are the drawbacks of functional structures?
Decision making becoming slow; inter-department conflicts; no overview of the whole busines
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What is a matrix structure?
Individuals work across teams and projects as well as within their own department or function
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What are the benefits of matrix structures?
Brakes down barriers; reduces costs; greater motivation; effective on projects
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What are the drawbacks of matrix structures?
More pressure; no clear lines of accountability; difficult to coordinate; time
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What is meant by delayering?
Removing one or more levels of hierarchy from the organisational structure. The layers removed are usually middle management.
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What are the benefits of delayering?
More delegation; improve communication; reduce costs; brings managers closer to business and customers
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What are the drawbacks of delayering?
Negative impact on motivation; period of disruption; wide spans of control; skills shortage
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Name two types of flexible workforces.
Peripheral, outsourcing, homeworking
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What are the benefits of having a flexible workforce?
Cost saving; better job satisfaction; motivation; take advantage of developments in technology; legislation
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What are the drawbacks of having a flexible workforce?
Extra organisation involved; reduced employee productivity; loss of particular skills; management difficulties
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What is communication important in maintaining an effective employee/employer relation?
Easier to implement change; motivation; objectives are conveyed and more likely to be achieved; improved competitiveness
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What can cause barriers to effective communication?
Language; noise; overload; chinese whispers; gaps; inconsistantcies
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What are the types of employee representation?
Trade unions and work councils
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Why do businesses have employee representation?
Make employees' views known; present to managers the workplace issues; mutual trust develops
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What are the benefits of employee representation?
Increased empowerment; commitment; lower risk of industrial disputes
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What are the drawbacks of employee representation?
Time consuming; can block changes in the direction of the business; manger's authority can be undermined
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What are the main types of industrial action?
Work-to-rule; overtime ban; go-slow; strike
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How do industrial disputes damage the business?
Loss of sales and profit from lack out output; customer satisfaction could be damaged; internal dispution; employee/employer relationship damaged
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How do industrial disputes damage employees?
Lost pay; potential loss of job; loss of public and customer support; legal proceedings
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What is meant by conciliation?
When a conciliator discusses the issues with both parties in order to help them reach a better understanding of each other's postition. The conciliator encourages both parties to come to an argreement amongst themselves
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What is meant by mediation?
When an independent impartical person helps two or more individuals or groups reach a solution that's acceptable to everyone. The aim is to restore and preserve employee/employer relatioships as much as possible
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What is meant by arbitration?
Private alternative to a court case, where an impartial individual is asked to make a decision on a dispute. Each party presents evidence; it must be voluntary (both parties much agree to attend) and they must go by the abitrator's decision
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Other cards in this set

Card 2

Front

Give three examples of internal factors that can effect HR objectives

Back

Finance, corporate objective, organisational structure, trade unions, new technology, overall performance of the business

Card 3

Front

Give three examples of external factors that can effect HR objectives

Back

Preview of the front of card 3

Card 4

Front

What is hard HRM?

Back

Preview of the front of card 4

Card 5

Front

What is soft HRM?

Back

Preview of the front of card 5
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