Chapter 13- HRM

Question 1

Functions of HR manager

Answer 1

Humans resource planning
Recruitment and selection
Training and development
Rewards
Performance Appraisal
Employer and Employee Relationships

Question 2

Human Resource planning steps heading

Answer 2

1.Review Current staff
2.Forecast Human Resource Needs
3.Estimate Labour Turnover
4.Create an HR Plan
5.Review Plan

Question 3

HRM Planning-explanation

Answer 3

1. HR manger reviews the current staff number and skills and experience.

2.The HR manager estimates the number of employees and types of skills needed to fill future roles in the firm.

3.The HRM estimates the number of employees that may leave the business (retirement, ill health)

4.Create a plan to meet goals of the business. Makes sure employees has correct skills and correct number of employees

5.Review the plan regularly and if goals are not met changes can be made. Redundancy , training , hire more staff

Question 4

Purpose of HR

Answer 4

To ensure the business has the correct number of employees with the correct skills and qualifications.

Question 5

What is HRM

Answer 5

A system of recruiting employees to a business , where they are trained and developed and rewarded for their efforts

Question 6

Benefits of HRM planning

Answer 6

Enough staff- ensures the business has enough staff to carry out all the tasks, improve customer service.

Training needs- Identify if their staff needed trains and provides trains programmes to improve skills. Can work more effectively

Labour Turnover- estimate labour turnover , of number is high , HRM can reduce it by improving recruitment and selection which can therefore reduce recruitment and selection costs

Question 7

Recruitment

Answer 7

The process of identifying the need for a new employee and identifying the job vacancy that needs to be filled and the type of person to fill it. Attracting the best candidate and selecting the best one.

Question 8

Selection

Answer 8

The process of selecting the best candidates to fill the job vacancy this can be done by interviews, selection tests and screening. Making employment contracts and notifying the unsuccessful candidates.

Question 9

Recruitment and Selection Process

Answer 9

1. A vacancy is identified
2. Job description
   3.Person Specification
   4.Advertise the Job
   5.Interview
3. Short list/Screening
   7.Selection tests
   8.Selection

Question 10

Job description

Answer 10

A document detailing the nature of the job , title of position , tasks involved , salary , who you will report to and location

Question 11

Person specification

Answer 11

A documented detailing the experience , skills , qualification and qualities required for the job.

Question 12

Job advertisement

Answer 12

Job advertisement is based on the job description and person specification. Should be advertised where a lot of people will see it eg business website , recruitment websites and newspapers

Question 13

Screening

Answer 13

The HR manager matches the candidates to the job description and person specification. Short list can be made for suitable candidates and unsuccessful candidates are rejected

Question 14

Selection tests

Answer 14

HR manger conducts test to further shortlist the candidates.
Personality tests-whether their personality matches with the job
Intelligence tests-numerical and language reasoning
Work sample tests-candidates perform sample jobs identify whether they have the correct skills eg drafting a memo

Question 15

Interview

Answer 15

Candidates that are successful at the selection tests are interviewed asked job related questions.
One on one- between candidate and business rep
Panel interview- between candidate and no. of interviews. Reduces bias and ensures the suitable candidate is chosen

Question 16

Internal Recruitment

Answer 16

Job vacancies are filled by existing employees

Question 17

Examples of internal recruitment

Answer 17

Promotion-employee moved up to a higher ranking

Redeployment-employee is moved from one sections to another

Question 18

External recruitment

Answer 18

Employers use an external labour market to find potential employees

Question 19

External recruitment examples

Answer 19

Job advertisements

Headhunting -specialised agencies

Recruitment agencies-shortlist potential candidates

Question 20

External disadvantages

Answer 20

Cost-advertising

Decreased employee motivation- employees may feel like it pointless to work as promotions are only rewarded to external candidates

Slower incorporation time- new employee is unfamiliar with business + employees. Decreased productivity

Question 21

External recruitment advantages

Answer 21

Best candidate-chosen out of a wider pool of candidates than internal candidates

New ideas-new employee may have new ideas. Increased productivity

Easier change- new employee has no prior relationship with employees

Question 22

Benefits of recruitment and selection

Answer 22

Increase productivity-best candidate is chosen can increase productivity

New ideas

Employees retention-reduce the new recruitment leaving leading to higher retention and reduced costs

Question 23

Internal recruitment advantages

Answer 23

Cost-cheaper no need for job ads

Familiarity-employee is already familiar with business and how it runs

Less training-little training needed unless job vacancy is for a different position

Question 24

Internal recruitment disadvantage

Answer 24

Another job vacancy is made

Question 25

Time rate (financial rewards)

Answer 25

Employees recover a fixed amount of payment per hour and work an agreed number of hours per week

Question 26

Time rate advantages and disadvantages

Answer 26

Easy to calculate Slowly work to obtain more

Question 27

Piece rate (financial rewards)

Answer 27

Employees is paid for each piece they produce

Question 28

Piece rate advantage and disadvantage

Answer 28

Employees work faster Employees may work too fast

Question 29

Salary (financial rewards)

Answer 29

Employees are paid a fixed sum regardless how many hours they work

Question 30

Salary adv and dis

Answer 30

Employees can accurately plan their future No incentive for employees to work harder

Question 31

Bonus (financial rewards)

Answer 31

Extra payment received when employee reach a target at specified times

Question 32

Bonus adv and dis

Answer 32

Motivates employees to work harder Expensive for business

Question 33

Non financial rewards

Answer 33

BIK (benefit in kind) Job enlargement Job enrichment Flexi time

Question 34

BIK non financial rewards

Answer 34

Benefit in kind Employees recieves Services and products as part of their income eg meal crunchers

Question 35

BIK non financial rewards adv and dis

Answer 35

Can attract new employees and keep current staff Difficult to find one that all employees will like

Question 36

Job enlargement non financial

Answer 36

Employers are given additional duties on top of their normal roles

Question 37

Job enlargement non financial rewards adv and dis

Answer 37

Reduce their border and can make job satisfying Employees are unhappy with change and may become uncooperative

Question 38

Job enrichment

Question 39

Job enrichment non f adv and dis

Answer 39

Employee may be more satisfied with job reduce boredom Employees may not like change and become uncooperative

Question 40

Job enrichment non f

Answer 40

Employees have additional responsibilities and make decisions on behalf of firm

Question 41

Job enrichment adv and dis

Answer 41

Preps employees for managerial roles Employee can make poor solutions and damage rep

Question 42

Flexi time

Answer 42

Employees chose their own working hours within an agreed time frame

Question 43

Flexi time dis and adv

Answer 43

Help retain staff and reduce commute time Harder to manage meeting as the employee may start and end at different hours

Question 44

Performance appraisal

Answer 44

A review of the employee performance carried out by managers or HR manager

Question 45

Performance appraisal steps

Answer 45

Step 1- set performance targets (sets targets to be achieved by employee within a time frame) Step 2-measure employee performance (HR manager meets with employee on a regular basis to track goal may offer additional help eg training) Step 3- Performance appraisal meeting (meet formally for an appraisal compares target set to performance may receive a pay increase if targets are met)