Unit 6

Question 1

what is human resource management (HRM)?

Answer 1

HRM is the strategic approach to managing people in an organisation to help the business gain a competitive advantage

Question 2

give two examples of HR objectives

Answer 2

1. improves employee engagement
2. reduce labour turnover

Question 3

what is labour turnover?

Answer 3

the proportion of a firms workforce that leaves over a period of time (usually annually)

Question 4

what formula is used to calculate labour turnover?

Answer 4

(number of staff leaving / average number of employees) x 100

Question 5

what is absenteeism?

Answer 5

the rate at which employees miss work without a valid reason

Question 6

what is workforce planing?

Answer 6

forecasting the number and types of employees an organisation will need in the future

Question 7

what are internal influences on HR objectives?

Answer 7

corporate objectives, financial constraints and organisational cultures

Question 8

what are external influences on HR objectives?

Answer 8

legislation, labour market trends and technology

Question 9

define job design

Answer 9

structuring jobs to improve employee satisfaction and performance

Question 10

what is recruitment?

Answer 10

the process of identifying and attracting suitable candidates to fill job vacancies

Question 11

whats the difference between internal and external recruitment?

Answer 11

internal: hiring from within the business
external: hiring from outside

Question 12

what are the advantages of internal recruitment?

Answer 12

cheaper, quicker, boosts morale, known candidates

Question 13

what is selection?

Answer 13

the process of choosing the most suitable candidate from applicants

Question 14

name three selection methods

Answer 14

interviews, assessment centres, psychometric tests.

Question 15

what is induction training?

Answer 15

training provided to new employees to familiarise them with the business

Question 16

what is on-the-job training?

Answer 16

training done while performing the job in the workplace

Question 17

what is off-the-job training?

Answer 17

training conducted outside the workplace (e.g. courses, workshops)

Question 18

define organisational design

Answer 18

structuring a company’s workforce to improve communication, efficiency and flexibility

Question 19

what is a span of control?

Answer 19

the number of subordinates a manager directly oversees

Question 20

what is a tall organisational structure?

Answer 20

many hierarchical levels with narrow spans of control

Question 21

what is a flat organisational structure?

Answer 21

fewer hierarchical levels with wide spans of control

Question 22

what is delayering?

Answer 22

removing levels of management to flatten the organisational structure

Question 23

what’s the difference between Taylor’s and Maslow’s theories of motivation?

Answer 23

Taylor: pay motivates workers
Maslow: motivation depends on fulfilling a hierarchy of needs

Question 24

what is Herzberg’s two-factor theory?

Answer 24

motivation is driven by hygiene factors (e.g. pay, conditions) and motivators (e.g. recognition, responsibility)

Question 25

define appraisal

Answer 25

a performance review where an employee's work is evaluated and feedback is given

Question 26

what are the benefits of appraisals?

Answer 26

improves communication, identifies training needs, supports motivation

Question 27

what is an industrial dispute?

Answer 27

a conflict between employers and employees, often over pay, working conditions or redundancies

Question 28

what is collective bargaining?

Answer 28

negotiations between employers and employee representatives (e.g. trade unions) over employment terms

Question 29

name two methods of employee representation

Answer 29

trade unions and works councils

Question 30

what's the role of ACAS?

Answer 30

Advisory, Conciliation and Arbitration Service - helps resolve workplace disputes

Question 31

what is empowerment?

Answer 31

giving employees the authority and responsibility to make decisions

Question 32

how can technology impact HR?

Answer 32

Positive impacts Increased efficiency: Technology automates administrative and repetitive tasks, allowing HR professionals to focus on more strategic responsibilities. Negative impacts Loss of human touch: Over-reliance on technology can lead to a less personal experience for employees, potentially causing disengagement, isolation, and reduced job satisfaction

Question 33

Positives of Taylor’s theory:

Answer 33

Positives of Taylor's theory Increased efficiency and productivity: By breaking down complex tasks into simple, standardized steps, workers can become highly efficient at their specific job. Reduced costs: Higher productivity can lead to lower unit costs and increased profits for the business

Question 34

Negatives of Taylor’s theory:

Answer 34

Negatives of Taylor's theory Monotonous and repetitive work: Specializing in one task can make the work boring and unfulfilling, leading to low morale and job dissatisfaction. Limited creativity and initiative: The theory discourages workers from using their own judgment or initiative, which can hinder innovation and problem-solving.

Question 35

Positives of maslows theory:

Answer 35

Positives of Maslow's theory Structured approach to motivation: The hierarchy provides a clear, step-by-step model for businesses to follow to improve employee motivation and create a more positive work environment. Increased productivity and satisfaction: By helping to satisfy employees' needs, businesses can see improvements in morale, leading to higher productivity and lower staff turnover.

Question 36

Negatives of maslows theory:

Answer 36

Negatives of Maslow's theory Rigid and inflexible: The theory is often criticized for its strict hierarchical order, as people may be motivated by higher-level needs even if lower-level ones are not fully met. For example, an artist might prioritize self-expression over financial security. Ignores individual differences: The theory doesn't account for the fact that individuals have unique motivations and may not prioritize needs in the same way or order as described.

Question 37

Positives of herzbergs theory:

Answer 37

Positives Highlights motivation and job satisfaction: The theory draws attention to the factors that genuinely motivate employees beyond just pay, emphasizing the importance of achievement, recognition, responsibility, and advancement. Introduces job enrichment: It advocates for giving employees more challenging and meaningful work, which can increase their sense of purpose and lead to higher motivation.

Question 38

Negatives of herzbergs theory:

Answer 38

Negatives Ignores individual differences: The theory assumes all employees have the same motivators and hygiene factors, failing to account for the fact that different people are motivated by different things. Overlooks external factors: It doesn't fully consider external influences such as industry pay standards, competition, or the overall economic climate