Human Resources

Question 1

Stages of recruitment process (6 steps)

Answer 1

1. Identify a job vacancy
2. Job analysis
3. Job description
4. Person specification
5. Decide to advertise internally or externally
6. Advertise the job

Question 2

Describe seven selection methods

Answer 2

1. Application forms - Collects relevant information from the candidate
2. CV’s - Short written summary of applicant
3. Testing - Find out if they are suitable for the job
4. Presentations - Assess candidates knowledge and how well they can cope under pressure
5. Interviews - Ask questions and find out about the person
6. References - A written statement from previous employers to give information about the applicant
7. Successful candidate can them be offered the job, unsuccessful candidates are let know what has happened

Question 3

Psychological tests

Answer 3

Intelligence tests - Standard tests which results can be measured and compared. Designed to measure thinking ability

Personality tests - identify individuals principal personality traits (eg introverts and extroverts)

Question 4

Name six flexible working hours

Answer 4

1. Part time working
2. Flexitime
3. Career breaks
4. Working from home
5. Job sharing
6. Shift swapping

Question 5

Describe induction training

Answer 5

On the first day, or shortly after starting work, staff will be invited to an induction course. Introduces employees to the firm, it’s organisation and its procedures

Question 6

Describe on the job training

Answer 6

Training arranged within the firm wither by the department manager of HR manager. Carried out by experienced worker.

• Demonstration - showing employee how to do the job
• Coaching - more intensive method - close working relationship
• Job rotation - several jobs in succession, gain greater experience
• Projects - project team, take part in new activities

Question 7

Advantages and disadvantages of on the job training (6 points)

Answer 7

+ Cheaper than external courses, no travel costs
+ Employees more relaxed when trained in own environment
+ Production still continues while training takes place

• Training and coaching is a specialist skill in itself, trainer needs to have skill and knowledge of firm
• Trainer may not be given the time to spend with the employee to teach them properly
• Trainer may possess bad habits and pass these to the employee

Question 8

Describe off the job training

Answer 8

Employees trained away from their normal role, carried out by specialist trainers.

• Day release - employee takes time out from normal working hours to attend local college or training centre
• Distance learning/ evening classes
• Block release courses - involve several weeks at local college
• Sponsored courses in higher education
• Self study

Question 9

Advantages and disadvantages of off the job training (6 points)

Answer 9

+ Training is expertly given
+ Employee can focus on training - not distracted by work
+ Opportunity for employee to gain qualification

• Employee needs to be motivated
• Generic courses - may not be relevant
• More expensive than on the job - costs in transport and course itself

Question 10

Advantages of virtual learning environments for employer (3 points)

Answer 10

1. Less time is spend away from workplace, improves productivity
2. Travel costs are eliminated
3. Development of employees will increase motivation and decrease staff turnover

Question 11

Advantages of virtual learning environments for employee (5 points)

Answer 11

1. Increased flexibility - accessed any time
2. Learn at own pace
3. Social space on VLE - communicate with other staff
4. Homework and assignments are completed and returned online, less time consuming
5. Improve chances of career progression

Question 12

Disadvantages of virtual learning environments (2 points)

Answer 12

1. Some employees may be reluctant to learn in a virtual environment, prefer learning traditionally
2. If the Internet of the network hosting the VLE is down materials cannot be accessed.

Question 13

Job enlargement

Answer 13

Job enlargement involves adding extra, similar, tasks to a job. In job enlargement, the job itself remains essentially unchanged.
Employee rarely needs to acquire new skills to carry out the additional task.

Question 14

Job rotation

Answer 14

Job rotation involves the movement of employees through a range of jobs in order to increase interest and motivation

Question 15

Job enrichment

Answer 15

Job enrichment attempts to give employees a greater responsibility by increasing the range and complexity of tasks they are asked to do and giving them the necessary authority.

Question 16

Works council

Answer 16

Works councils are groups of employees who are given time out of their normal work routine to meet and discuss decisions made by the business.

Question 17

Worker director

Answer 17

This is when an employee is invited into the board to ensure workers have an input into the decision making process.

Question 18

Consultative committees

Answer 18

Employee participation involves management actively encouraging staff to assist in running and improving business procedures and operations.

Question 19

What are the stages of Maslow’s theory of motivation (5)

Answer 19

1. Physical survival - food, water, shelter, clothes etc
2. Safety - people want to feel safe and secure from harm
3. Love and belonging - people enjoy the company of others. Managers should encourage team events
4. Self esteem - people want to feel valued by others
5. Self actualisation - people want to feel like they’re achieving something

Question 20

Herzberg’s hygiene factors

Answer 20

Hygiene factors - things the business has to provide to keep workers contented. Clean, quiet and safe working conditions - adequate breaks
Motivating factors - things that will encourage workers to do their best - praise, career advancement

If the hygiene factors are poor then the motivating factors will not work

Question 21

McGregor’s theory X and theory Y

Answer 21

Theory X managers:

• workers are motivated by money
• workers are lazy, selfish, dislike work and lack ambition
• workers need to be controlled and coerced by managers

Theory Y managers:

• workers are motivated by many needs
• workers can take pride and responsibility in doing a good job
• management should trust workers and help them do their best

Question 22

Taylor’s Scientific Management

Answer 22

• workers were lazy and only interested in earning money
• carried out time and motion studies to find the most efficient way to perform a task
• managers were then appointed to make sure the task was carried out exactly how planned
• believed it would improve productivity
• unsuccessful due to boredom

Question 23

Mayo’s Human Relations School

Answer 23

He thought workers were motivated when managers took a personal interest in them eg, decision making

Question 24

Problems with motivation theory

Answer 24

• some theories contradict with one another
• many theories were developed a long time ago and are different to how managers deal with things now
• everyone is different - so no single theory is likely to motivate every employee

Question 25

Benefits of a well motivated workforce

Answer 25

``` Better productivity Lower levels of absenteeism Lower levels of staff turnover Improved industrial relations Good reputation ```

Question 26

Describe the three main leadership styles (3)

Answer 26

Autocratic leaders - make decisions without consulting their team members even when their input would be useful. Style can be demoralising, lead to high levels of absenteeism and staff turnover Democratic leaders - make final decisions, include team members in the decision making process. Encourage creativity, and this increases motivation and high job satisfaction. Not always effective when decisions need to be done quickly Laissez- faire - give team members freedom of how they should do their work, and how they should set their deadlines. Don't really get involved. Can lead to high job satisfaction but can be damaging is team members don't manage time well.

Question 27

The role of management (4 points)

Answer 27

1. Meeting with trade union representatives 2. Having an employee representative on the board of directors 3. Having regular meetings to inform employees of decisions forming a works council 4. Holding formal appraisals

Question 28

Appraisal

Answer 28

This is a report on how well an employee is progressing. Usually carried out once a year by the employees line manager

Question 29

Explain the benefits and costs of employee relations

Answer 29

+ usually happier + more motivated + committed to the goals of the business + more accepting of change - less cooperation of the workforce - more industrial action - a poor image for the organisation and its customers

Question 30

Describe 5 types of industrial action

Answer 30

Work to rule: employees only carry out the work that is stated in their contract of employment Overtime ban: employees only work the hours required by their contracts Sit in: occupying the business premises but not undertaking any duties Strike action: labour withdrawn and the business will be unable to continue with production or meet customer needs Go slow: reducing normal speed of work

Question 31

What is the role of ACAS (advisory, conciliation and arbitration service) - 4 points

Answer 31

1. Preventing or resolving employment disputes 2. Conciliation in actual or potential complaints before industrial tribunals 3. Providing information and advice 4. Promoting good practice

Question 32

Describe the health and safety at work act 1974

Answer 32

This act places responsibility on employers and employees to maintain safe working conditions. Employers must take reasonable care to ensure the health, safety, and welfare of the employees.

Question 33

Describe the equal pay act 1970

Answer 33

This act states that is a woman is doing the same broadly similar work to a man, then she is entitled to the same rate of pay and the same terms of employment eg, holiday entitlement, sick leave, working hours

Question 34

Describe the equality act 2010

Answer 34

The equality act 2010 simplifies the current discrimination laws and puts them all together in one piece of legislation. It identifies nine protected characteristics including - age, disability and race

Question 35

Describe the national minimum wage regulations 1999

Answer 35

The national minimum wage sets minimum hourly rates that employers must pay their workers. It covers almost all workers in the UK. There are three aged based rates and an apprentice rate.

Question 36

Describe six types of payment

Answer 36

1. Salary - same amount each month 2. Bonus - employees may be set targets and if they're achieved they receive a bonus payment 3. Time rate - Paid certain amount for each hour 4. Overtime - when employees work additional hours they will get additional payment 5. Piece rate - employees are paid for each product they make 6. Commission - paid depending on how many of a product they sell.