HUMAN RESOURCES .2

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why is employee engagement and involvement a HR objective ?
more likely to be motivated - higher productivity n higher quality of output
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other the employee engagement what other HR objectives are there ?
talent development, training, diversity , alignment of values
number, skills n location of employees
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if a business is able to fulfil these objectives what are they likely to benefit from?
lower labour turnover
higher labour retention rates
higher productivity
full compliance with any UK and EU legalisation
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what are the four external influences on HR environment ? PETC
political - legislation eg equality n NMW
economy - eg boom - ⬆️D for HR, availability of labour w skills required?
technology - ⬇️requirement for labour, new skills
competitive environment - affects demand
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3 internal influences on HR objectives
corporate objectives - must be aligned
type of product / service - skills of workforce must be appropriate- quality of service ? luxury ?
style of management - hard or soft approach
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what is a hard resource approach ?
treated employees as another asset that must be used as efficiently as possible - link to produce or perish
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what is a soft human resource approach
treats employees as a valuable asset that need to be developed eg talent development or training
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features of a hard approach to Hr management
- low pay (minimum)
- little or no empowerment
- communication is mainly downwards
- leaders have a Theory X view of workforce
- emphasis on ST in recruiting n training - only when needed
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5 features to a soft Hr approach
- employees r empowered - decision making?
-theory Y view of the workforce
- employees extend and update skills
- consulted regularly by managers - key player
- LT relationship is developed - ongoing training
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define labour turnover and how to calculate it
the proportion of a business’ staff leaving their employment over a period of time
num leaving during the year / avg num of staff X100
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what is labour retention and how do you calculate it
number
of employees with one or more years of service / overall workforce numbers X100
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why may employees leave a business ?
bad working conditions - poor morale and motivation
low pay compared to competitors
labour market offering ⬆️attractive jobs
inequality or discrimination
bad morals - csr
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what is the calculation for labour productivity and what does it measure
measure the output per worker in a given time
total output per time period / number of employees
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why might a business measure its employee costs as a % of turnover
for some business, labour is the biggest % of its total costs eg premiership football clubs, priv schools - has to be monitored n kept sustainable
labour costs / turnover x100
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what is the formula for labour cost per unit ?
labour costs / output x100
directly linked to productivity bc unit labour costs will fall as each employee produced more
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what are the three big factors that affect jog design?
organisational factors - culture n nature of work- affects enrichment n empowerment
environmental factors - availability n ability of employees n social n cultural expectations
behavioural factors - feedback, autonomy, variety
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what are the 4 feature of job design
job enrichment
job rotation
job enlargement
empowerment
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what is job rotation and why is it good
the switching of employees between tasks of a similar degree of complexity - provides variety n may relieve the monotony of doing one task - more motivation n productivity !
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what is job enlargement
extending employees range of tasks instead of rotating. also called horizontal loading ,
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what is job enrichment
this is vertically loaded - includes more challenging tasks - greater responsibility by ⬆️range n complexity of tasks - improve engagement n motivation
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what is meant by job empowerment
involves giving employees control by taking their own decisions and solving their own problems - link to hackman and oldham job characteristics
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Using Hackman and Oldhams job characteristics model, identify the 5 ‘core job dimensions ’
skill variety, task identity , task significance , autonomy, feedback
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what critical psychological state will task identity, skill variety and task significance directly impact on?
experienced meaningfulness of the work
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what critical psychological state will autonomy directly impact on ?
experienced responsibility for the outcomes of work
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what will feedback directly impact on the psychological critical state
knowledge of the actual results of the work activities
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following hackman and oldham’s job characteristics model what are the four personal and work outcomes ?
high internal work motivation
high quality work n performance
high satisfaction with work
low absenteeism and turnover
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briefly outline why job enrichment may be a better way to to redesign a job then job rotation
enrichment - more challenging tasks, ⬆️employees skills and feel ⬆️valued - ⬆️ quality output n higher motivation -⬆️ retention rates
rotation - more ST , employees stay at the same skill there is no improvement, could get boring, and lead to demotivated
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briefly outline the hackman and oldham job characteristics model
5 core characteristics- task identity,skill variety, task significance, autonomy, feedback which impact on 3 critical psychological states - experienced meaningfulness, experienced responsiveness, knowledge of actual results, influences job outcomes - mot
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define span of control
number of subordinates who can be controlled effectively by one manager
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different features between a tall and flat organisational structure
flat - flat hierarchy, wider span of control - more predominant as gives greater scope for worker empowerment - cheaper bc less line managers
tall- tall hierarchy, narrow span of control
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hat can be passed down the organisation structures
AUTHORITY - not responsibility
authority is the power to give orders or make decisions
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what is the difference between a centralised organisation and a decentralised one
centralised - process of concentrating management n decision making power at the top of hierarchy
decentralised - process of redistributing decision making power away from a central location of authority
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outline why a business might introduce a flatter organisational structure ?
- reduce costs -less line managers
- more employee empowerment n responsibility
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why is delegation important to a business’ success
delegation - passing on authority / tasks to other employees - helps with efficiency as allows managers to focus on more important strategic decisions and expanding employees engagement - gives them valuable experience
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explain how tesco can operate with a certain amount of centralisation but mcdonald’s can’t
centralisation is the concentration of management n decision making at top of organisation hierarchy. mcdonald’s is a franchise - relies on uniformity of products which customers trust/enjoy. Tesco however, can allow individual store managers to respond t
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in what ways may changing job and organisational design help in achieving HR objectives?
changing job design - ⬆️interesting jobs - ⬆️engagement n motivation - ⬆️productivity - ⬆️quality - ⬇️waste - competitive advantage - potential for ⬆️revenue n profit. changing organisational design - ⬇️costs particularly if changing to a flatter structur
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what is performance appraisal ?
a systematic and periodic process that assesses an employees job performance in relation to the established criteria (set standard)
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an alternative to redundancy is redeployment, what is this
a process of moving existing employees go a different job or location
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besides redundancy, what are 3 other reasons as to why an employee may be dismissed?
gross misconduct - eg violence or theft
persistent minor misconduct - turning up late
substantial reason - not agreeing to new reasonable terms of employment
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what is meant by natural wastage
loss of employees from business due to retirement, resignation or death
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explain the importance of workforce planning
have the right people in the right place at the right time with the right skills
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Other than higher productivity, what are 4 other benefits to having a motivated workforce
recruitment n retention - ⬆️people will want to work there if ⬆️rates of retention
lower absenteeism
higher chances of innovation
profitability is likely to be higher as more output is produced or better quality
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name a theorist of financial methods of motivation
F.W TAYLOR
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what was F.W Taylor’s views on motivation
(scientific school of management)
believed in firm management and wanted to find the most efficient methods. He believed employers should be paid on a piece-rate pay (how much they produce). Thought employees were solely motivated by money n ignored the social aspect of employment
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name a theory on non financial motivation
Maslow hierarchy of needs
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what is maslows hierarchy of needs
(human relations management )
argued that all individuals have a hierarchy of needs n that once a level is fulfilled people can be motivated by tasks that offer the opportunity to satisfy the next level
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what are the 5 things Maslow said employees need to feel motivated n satisfied
from bottom to top
Physiological- need for food, water, shelter
security - safe from threats , danger
social - be part of a group, employee relations
esteem - valued n respected
self actualisation - develop personal skills n fulfil potential
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what are the two factors factors in Frederick Herzberg 2-factor theory relating to motivation
motivators - factors that give job satisfaction- ⬆️productivity n motivation
hygiene - factors that cause dissatisfaction, improving hygiene won’t necessarily increase motivation but will decrease dissatisfaction
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what is piece rate pay
payment for each item produced - encourages effort but often at the expense of quality
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what is commission ?
payment made to employees based on the value of sales achieved
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what are ways to financially motivate employees
higher wages n salaries
piece rate pay also encourages productivity
commission n bonuses
share ownership - sell employees shares
profit related pay
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non monetary ways of motivation
meaningful work - provide jobs that are interesting n challenging n more feedback
involvement - decision making process
responsibility w recognition for the job
more holidays n flexible hours
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what is a work council
a body composed of both employer and employees convened to discuss and negotiate on matters of common interest including lay and conditions
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although trade unions can be seen as disruptive, what are the benefits
improve conditions of work , employee protection and health and safety
improves wages or working conditions
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Card 2

Front

other the employee engagement what other HR objectives are there ?

Back

talent development, training, diversity , alignment of values
number, skills n location of employees

Card 3

Front

if a business is able to fulfil these objectives what are they likely to benefit from?

Back

Preview of the front of card 3

Card 4

Front

what are the four external influences on HR environment ? PETC

Back

Preview of the front of card 4

Card 5

Front

3 internal influences on HR objectives

Back

Preview of the front of card 5
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