A2 Business Specification Cards > 7 - Workforce > Flashcards

7 - Workforce Flashcards

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1
Q

what is workforce planning?

A

deciding what type of workers and how many are required

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2
Q

name some flexible working practises?

A
  • part time
  • flexi time
  • compressed hours
  • remote/home working
  • term time working
  • time off in lieu
  • job sharing
  • zero hours contracts
  • annualised hours
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3
Q

part time work

A

fewer hours per week than a full-time role

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4
Q

flexi time

A

a flexible hours schedule which allows employees to alter their start and finish times

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5
Q

compressed hours

A

work arrangement in which a standard work week is reduced to fewer days and employees make up the time by working longer hours

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6
Q

remote working

A

involves allowing the employee to work away from the premises

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7
Q

term time working

A

this is when the working hours mirror term time days, work during the term but not in the holidays

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8
Q

time off in lieu

A

when employees who have worked overtime get time off in future instead of getting paid for overtime

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9
Q

job sharing

A

two employees share the responsibilities of one job, either on a day to day basis or morning/afternoon

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10
Q

zero hours contract

A

working as and when the employee is needed and paid only for the hours they work

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11
Q

annualised hours

A

when an employee is contracted to work a set number of hours per year rather than per week

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12
Q

what is meant by recruitment?

A

step-by-step process from when a job vacancy arises until you start the job

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13
Q

reasons for recruitment/vacancies?

A
  • people quitting
  • maternity leave
  • people getting fired
  • retirement
  • new work
  • illness
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14
Q

job description

A 
title 
pay 
contract 
reporting to 
duties
  • ensures the person knows what they are expected to do
  • used to clarify further disputes
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15
Q

person spec

A

education
experience
skills
attributes

  • discourages unsuitable applicants
  • used for interview questions
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16
Q

job advertisement

A

-

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17
Q

external recruitment vs internal recruitment

A

internal recruitment is when you recruit people already employed within the business whereas external recruitment is people who are not already in the business

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18
Q

what is meant by selection?

A

choosing which candidates you would like to employ

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19
Q

application forms

A

these often ask for basic information on experience and qualifications

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20
Q

CV (curriculum vitae)

A

this gives a more detailed overview of the candidates experiences, job history and general interests e.g. personal summary

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21
Q

on the job training vs off the job training

A

on the job is training as you work at the place of work, off the job is training away from the workplace

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22
Q

advantages of off the job

A
  • expert training
  • qualification at the end
  • motivating
  • access to more updated materials
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23
Q

advantages of on the job

A
  • hands on experience
  • real life situations they may have to face on the job
  • saves time and money
  • can ask direct questions
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24
Q

disadvantages of off the job

A
  • very expensive
  • leaves a gap in the business
  • some of what you are taught may be irrelevant
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25
disadvantages of on the job
- bad habits may be passed on - interruptions may lead to poorer training - may not be adapted to all situations
26
what is meant by a TNA (training needs analysis)
the process of identifying the gap in employee training and related training needs
27
what is meant by appraisal? | what is the purpose of performance appraisals?
assessing someones performance over a period of time - identifies areas of strength and areas of weakness where training is required - identifies skills gaps - motivates staff
28
managerial assessment
boss/manager makes judgement
29
peer assessment
colleagues judge each other
30
self assessment
judging yourself and your own performance
31
360 degree assessment
everyone judges each other
32
measures of workforce performance
lateness, absenteeism, labour turnover, productivity | all calculated over a period of time
33
calculating lateness
(total num of late arrivals/ total number of scheduled arrivals) x100
34
calculating absenteeism
(total absent days/total working days) x100
35
calculating labour turnover
(number of employees leaving/number employed) x 100
36
calculating productivity
(output/number of employees) x100
37
evaluation of the assessment measures..
positive: can see where issues lie and therefore resolve them by implementing strategies to help negative: quantitative data does not explain the real situation - many factors may be involved & averages can be inaccurate and misleading
38
what is meant by redundancy?
no longer being in work as the work is no longer available
39
what is meant by dismissal?
when an employees contract is ended: ordering or allowing an employee to leave
40
reasons for fair dismissal?
- employee conduct - employee capabilities - redundancy - legal restrictions (something legally that prevents them from doing their job)
41
what is meant by unfair dismissal?
When an employee is ordered to leave for an unfair or unreal reason or if the employer has not followed proper procedures/regulations
42
what is grievance?
a grievance is when an employee has a concern, complaint or problem
43
Advantages of compressed hours?
- less stressful | - people appreciate some time off while still benefiting from a full income
44
Disadvantages of compressed hours?
- longer days to make up the time can become physically and mentally draining - childcare can be compromised in order to make up the hours
45
Advantages of Job sharing?
- two opinions; creativity higher | - employees can more comfortably balance life
46
Disadvantages of Job sharing?
- cost may rise if you have to provide two people with benefits - responsible for two employees for one job
47
Advantages of time off in lieu?
- employees feel more valued | - can make more empowered decisions about personal needs
48
Disadvantages of time off in lieu?
- people need to cover when an employee isn't in | - paid time off can be an expensive benefit
49
Advantages of flexi time?
- reduced employee stress | - improved morale
50
Disadvantages of flexi time?
- some people will take advantage | - no clear routine
51
Advantages of remote working?
- more flexibility | - people able to work at their own pace on their own relaxed environment
52
Disadvantages of remote working?
- may lead to lack of routine | - more distractions at home than in workplace
53
Advantages of term time working?
- can be more cost effective | - better recruitment for employees with children
54
Disadvantages of term time working?
- may need to hire temporary staff for holidays | - may put pressure on employees who are not on this contract to take leave in school time
55
Advantages of zero hour contracts?
- greater flexibility - may suit some people well i.e. students - creates jobs that may otherwise not be there
56
Disadvantages of zero hour contracts?
- lack of job security - may go without work for a while; no set income - not entitled to the same rights and benefits as full time staff
57
one benefit of conducting appraisals?
identifies employees development need; a judgement can be made as to whether they are still effective within their role and changes made accordingly
58
3 sections likely to be included on an appraisal form?
- employee duty/responsibilities - a discussion of whats going well, what needs to be improved - an outline of their goals and if these have been achieved
59
what is the purpose of setting targets during an appraisal?
so that everyone in the business is aware of what is expected of them which leads to less room for confusion or error and can be revisited and checked during the next appraisal
60
an advantage of conducting a self assessment before appraisal?
allows the employee to self reflect on their own performance before others do - they won't be so shocked if the manager picks up on something negative
61
disadvantage of a peer appraisal?
can include bias; e.g. one employee may write negatively about another in an effort to make them look better
62
three reasons why an appraisal may be ineffective?
- failure to respond to employee concerns - unrealistic targets being set - inadequate time allowed for appraisal, it may be viewed as a waste of time by employees
63
three disadvantages of using quantitative data alone?
- averages can be misleading: not representative for the business as a whole - numbers do not explain the situation like qualitative data does: doesn't identify factors e.g. seasonal variation etc - a single figure may be of limited use: productivity may be low one month but has been high the rest
64
benefits of an employee improving their performance?
- improvement in conditions at work - pay rise/bonus - job security
65
one disadvantage of 360 degree appraisals?
those responding may not fully be aware of the 'wider picture' i.e. a reason for a decision that a manager made which may have effected particular performance
66
what is meant by wrongful dismissal?
occurs when there has been a breach of an employees contract
67
what is meant by constructive dismissal?
occurs when the behaviour of a manager forces an employee to leave the job eg as a result of bullying
68
what is an employment tribunal?
a special sort of court dealing with employment law only
69
redundancy may also be known as?..
termination of employment
70
once a grievance is identified what is the formal procedure a business must follow?
A written statement: - whom to contact in the first instance - a statement that if the matter cannot be solved then a formal meeting will follow - how the employee can appeal - the time limits for each stage
71
what is a work trial?
testing out a potential employee before giving them the job
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