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Higher Business Management > Unit 4 - The Management of People > Flashcards

Unit 4 - The Management of People Flashcards

1
Q

what is internal recruitment?

A

looks for suitable candidates from existing employees. People can either move departments or get a promotion.

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2
Q

advantages of internal recruitment?

A
  • Person’s skills, personality etc is already known to the business
  • Cheaper as don’t have to advertise externally/run testing
  • Motivates staff to try and progress
  • Money spent training staff isn’t wasted
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3
Q

disadvantages of internal recruitment?

A
  • Demotivate existing employees who don’t get the job.
  • Loss of new ideas/ new solutions to problems
  • If an existing employee with the correct skills/ability for the job isn’t available, the position will remain unfilled.
  • Conflict may arise between competing employees.
  • Creates another vacancy within the organisation.
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4
Q

what is external recruitment?

A

looks for suitable candidates outside the organisation. In the press, job centres, websites.

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5
Q

advantages of external recruitment?

A
  • Wider pool of candidates to choose from
  • New skills and ideas can be brought into organisation
  • Save on training costs as they will be trained previously
  • ‘Head hunt’ top performers
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6
Q

disadvantages of external recruitment?

A
  • Expensive to advertise
  • Time consuming selection process may be required
  • Wrong person could be chosen as they are unknown
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7
Q

what are the six steps of the recruitment process?

A
  1. Identify Job Vacancy- see where within the business there is a role that needs filled
  2. Prepare Job Analysis- look at what the job entails, the type of applicant wanted
  3. Prepare job description- Outlines what the job entails-includes duties/responsibilities, title, pay, hours
  4. Prepare Person Specification- outlines the type of person ideally for the job-Skills and Qualities, experience (Essential/Desirable)
  5. Advertise Job- Letting people know the post exists so they will apply e.g. Intranet, notice boards, websites, job centres, newspapers
  6. Send out Applications/Request CVs- so applicants can provide their information to be considered for the job
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8
Q

what are the advantages of training staff?

A
  • Improves quality of products/services as skills improve.
  • Motivates staff- more confident in their job because organisation is interested in their development.
  • Reduce number of accidents as staff are more aware of procedures.
  • Can attract high quality staff.
  • Improve image/reputation
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9
Q

what are the disadvantages of training staff?

A
  • Costly to pay for outside training centres or college fees.
  • Lost production time.
  • Staff may leave after training, so money invested in them is wasted.
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10
Q

what are the three main types of training carried out in the workplace?

A

induction, on-the-job and off-the-job.

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11
Q

what is induction training?

A

when new staff are introduced to the organisation and health & safety requirements

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12
Q

what are the advantages of induction?

A

staff becoming familiar within the organisation quickly and important health and safety training is covered.

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13
Q

what are the disadvantages of induction?

A

prevents staff from starting work immediately and existing staff run training so production time can be lost, leading to reduced output.

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14
Q

what is on the job training?

A

training that is undertaken in your place of work

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15
Q

what are some different types of on the job training?

A
  • Coaching
  • Role play
  • Job rotation
  • Shadowing
  • Demonstration
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16
Q

advantages of on the job training?

A
  • Training is specific to the company’s needs
  • Work is not interrupted by staff attending training courses out with the office
  • May be cheaper as internal training does not need to be paid for
  • Employees will feel more at ease
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17
Q

disadvantages of on the job training?

A
  • May pick up bad habits from other workers
  • Quality of training may not be as good
  • Concentration may be poor due to work interruptions
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18
Q

what is off the job training?

A

training that is undertaken outside the place of work. This training can take place at many locations such as colleges or training centres.

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19
Q

what are the advantages of off the job training?

A
  • Higher quality training usually delivered by experts

* Higher levels of concentration as less interruptions

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20
Q

what are the disadvantages of off the job training?

A
  • Employees may learn skills that are not relevant to the business
  • Cost of external training courses may be high
  • Productivity decreases due to time being spent away from the place of work
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21
Q

what are the different methods of training staff?

A
  • apprenticeships
  • graduate training schemes
  • corporate training schemes
  • work-based qualifications
  • continuing professional development
  • visual learning environment
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22
Q

what is an apprenticeship?

A

a method of paid on-the-job training that combines learning practical skills with theoretical knowledge. Formal qualifications are gained while working and learning on-the job combined with days at college as required.

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23
Q

what are the benefits of apprenticeships?

A
  • Professional qualifications can be gained
  • Training is specifically tailored to suit the firms needs and job role
  • Less costly as training takes place while performing the job
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24
Q

what are the costs of apprenticeships?

A
  • Involves a high degree of supervision from experienced staff members which can be time consuming
  • Apprentices may make mistakes while they are training which may harm the reputation of the company
  • Apprentices are paid a wage while they are training
  • No guarantee of job security once apprenticeship is completed
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25
Q

what are graduate training schemes?

A

programs offered by companies to people who have recently gained a degree qualification from university. They normally last between one and two years and allow the graduate to experience different aspects of the business throughout their training.

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26
Q

what are the benefits of graduate training schemes?

A
  • Gives graduates experience of a working environment
  • Graduates can gain the skills required to work permanently for the organisation
  • Graduates can experience different departments and gain a range of skills
  • Organisation can decide where best to employ graduates at the end of the training scheme
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27
Q

what are the costs of graduate training schemes?

A
  • No guarantee of a job at the end of the training scheme
  • Can be time consuming to carry out the on-the-job training required
  • Graduate might leave once training is completed
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28
Q

what are corporate training schemes?

A

offered by organisations to employees within the company. The employees will participate in training courses to further develop their skills within the organisation. It ensures employees can learn new skills to enhance the quality of their work or to advance within the organisation. Some corporate training schemes can include ICT, leadership/management, time management, communication, or customer service.

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29
Q

what are the benefits of corporate training schemes?

A
  • Standard of work can improve through training

* Employees will be more motivated

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30
Q

what are the costs of corporate training schemes?

A
  • Can be time consuming to carry out the training required

* Can be costly for the organisation to provide training and subsequent wage rises

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31
Q

what are work based qualifications?

A

formal qualifications that can be gained while working. Employees will learn the skills required to gain the qualification while carrying out their job. Professional qualifications e.g. accounting, or engineering exams can also be studied for through work-based training. Assessed in-house by a trained assessor, going to college, or a training provider visiting the organisation to carry out assessment.

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32
Q

what are the benefits of work based qualifications training schemes?

A
  • Training is specifically tailored to suit the firms needs
  • Training takes place in the workplace so minimal cost to the organisation
  • Employees can gain a recognised qualification
  • Standard of work can improve through training
  • Employee has a better chance of promotion or a wage rise when qualification is gained
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33
Q

what are the costs of work based qualifications training schemes?

A
  • Qualifications can take a long time if completed on a part-time basis
  • Employee may leave the organisation once qualification is gained
  • Costly to pay for people to carry out the training
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34
Q

what is continued professional development?

A

training that takes place through a career to ensure that employees stay up to date with the knowledge and skills required to do a job or advance in their career. CPD can take the form of on-line training, conferences, events, workshops or meetings.

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35
Q

what are the benefits of continued professional development?

A
  • Improves the skills of staff which can lead to better quality goods or service
  • Motivates staff as they are better able to do their job and feel the company is investing in their training
  • Ensures the organisation keeps staff up to date with mandatory training requirements
36
Q

what are the costs of continued professional development?

A
  • May take people away from their work in order to complete training
  • Can cost the organisation money to send workers on training courses
37
Q

what is a visual learning environment?

A

used to complete continued professional development. Staff log into websites to complete CPD. Access learning and assessment materials, submit assignments and interact with other students/trainers via webcam.

38
Q

what are the benefits to a visual learning environment?

A
  • Accessed any time, from any location
  • Large numbers can access
  • Easily updated with notes, tasks, videos and other materials
  • Saves on printing/courses costs
  • Allow interaction through discussion forums and live chats facilities
39
Q

what are the costs to a visual learning environment?

A
  • People need to be self-disciplined to carry out the activities
  • People may prefer one-to-one (or face to face) contact
  • May be expense to set up ad require a specialist to maintain it
  • No guarantee staff will complete all training
40
Q

what are the three methods of appraisal?

A
  • one-to-one
  • 360-degree
  • peer-to-peer
41
Q

what is one-to-one appraisal?

A

This is a regular and formal review of an employee’s performance by their manager, which normally takes place at least once a year. involve a review on an employee’s progress towards their targets. Time is taken to set targets for the coming year, identify training needs and future career plans.

42
Q

what is 360-degree appraisal?

A

This is an evaluation of an employee’s performance that considers feedback and opinions from line managers, peers, subordinates, the employee themselves. A 360-degree appraisal allows for different viewpoints to be considered when reviewing your performance and identifying future training needs.

43
Q

what is peer-to-peer appraisal?

A

This type of appraisal excludes an employee’s line manager. Other workers in the same or similar position are asked to provide feedback on different aspects of an employee’s performance.

44
Q

what are the benefits to the organisation of appraisals?

A
  • Positive feedback motivates staff to work harder
  • Training Needs identified to improve skills
  • Strong relationships built with employees
45
Q

what are the costs to the organisation of appraisals?

A
  • Negative feedback demotivates

* Time consuming to carry out- work time is lost

46
Q

what are the benefits to the employee of appraisals?

A
  • Targets can be set to work towards
  • Pay rises & bonuses can be awarded
  • Can receive promotions
47
Q

what are the costs to the employee of appraisals?

A
  • Pressure to meet unrealistic targets
  • Stress if too much development needs set
  • Can feel as if they’re being checked up on
48
Q

what will motivated staff lead to?

A
  • increased productivity
  • lower absenteeism
  • higher quality production
  • lower staff turnover
  • better reputation
49
Q

what are the two types of ways a manager can motivate an employee?

A
  • financial methods

* non-financial methods

50
Q

what is fair salary and is it a financial or non-financial method of motivation?

A

Fair salary - a fixed amount of money paid to an employee each year usually in 12 equal instalments. This salary needs to be representative of the work the employee is completing.

51
Q

what is time rate and is it a financial or non-financial method of motivation?

A

Time rate - employees are paid for the exact time that they work at a set amount per hour or per day. The more hours or days an employee works the larger wage they will receive.

52
Q

what is piece rate and is it a financial or non-financial method of motivation?

A

Piece-rate - employees are paid per item they produce. The more productive an employee is the higher the wage they will receive. This will encourage people to work harder and produce more.

53
Q

what is commission and is it a financial or non-financial method of motivation?

A

Commission - employees are paid a percentage of the value of their sales. Employees are encouraged to sell more as the higher their sales the more commission they will receive.

54
Q

what is performance-related pay and is it a financial or non-financial method of motivation?

A

Performance-related pay - employees who reach a certain standard or achieve a certain target will be given a pay rise.

55
Q

what is a bonus and is it a financial or non-financial method of motivation?

A

Bonus - employees are paid an additional amount on top of their basic salary for achieving targets set by the organisation.

56
Q

what is profit sharing and is it a financial or non-financial method of motivation?

A

Profit sharing - employees will receive a share or percentage of the profit made by the organisation. This will motivate employees to work productively because the more profitable the organisation is the more money the employee will receive.

57
Q

what are flexible working practices and are they a financial or non-financial method of motivation?

A

Flexible working practices - This gives employees flexibility over when, where and how many hours they work. There are different types of flexible working practices such as part-time, job share, homeworking, and flexitime. Flexible working practices allow staff to achieve a better work life balance. For example, employees can schedule time to deal with family and personal needs during their working hours. This flexibility has the benefit of reducing staff absenteeism. It also allows companies to retain staff who may not be able to fulfil a full-time position.

58
Q

what is a positive working environment and is it a financial or non-financial method of motivation?

A

Working environment - A positive work environment can help to sustain workers’ motivation throughout the day. The working environment can be kept positive through:
o providing advanced and effective technology
o providing comfortable work area
o good employee communication
o Training and staff development
Employees who know that an organisation is willing to invest in their training and development will be more motivated to work well for the organisation.

59
Q

what is promotion and recognition and is it a financial or non-financial method of motivation?

A

Promotion and recognition - If employees are able to see a clear promotion route available within an organisation, they are more likely to work hard and be more motivated to succeed. If employees are praised for the work they do and it is recognised within the organisation, this will become a motivating factor.

60
Q

what are fringe benefits and are they a financial or non-financial method of motivation?

A 
Fringe benefits - This is when extra benefits are given in addition to an employee’s wage or salary. Fringe benefits can include:
o	gym membership
o	company car
o	health insurance
o	free childcare
61
Q

what is job rotation and is it a financial or non-financial method of motivation?

A

Job rotation - A member of staff is rotated or moved through different jobs within the organisation, so they acquire a range of skills from each department or job role. This will make their job more interesting and challenging which can lead to more motivated employees.

62
Q

what are permanent contracts and are they a financial or non-financial method of motivation?

A

Permanent contracts – avoid temporary contracts if possible. Offering permanent contracts gives people the knowledge that their job is secure

63
Q

what is Maslow’s hierarchy of needs?

A

Abraham Harold Maslow suggested there are five hierarchies or levels of need that explain how people are motivated. A person will start at the bottom of the hierarchy and will seek to satisfy each need in order. Once the first ‘physiological’ need is satisfied it no longer acts as a motivator.

64
Q

what are the needs in Maslow’s hierarchy of needs and what implications do these have in the workplace?

A

Physiological - Providing staff with basic pay and a safe working environment
Safety - Ensuring staff have job security through permanent contracts
Belonging - Creating good communication in the workplace, providing support, and encouraging teamwork
Esteem - Providing recognition to employees through promotions or praise
Self-actualisation - Providing opportunities for promotion, creativity, and challenge

65
Q

what are Hertzberg’s motivator and hygiene theory?

A

Another American psychologist, Frederick Irving Hertzberg believed that people are motivated by two sets of factors:
• motivator factors - result in job satisfaction and increase motivation
• hygiene factors - do not increase motivation but the motivation of employees may fall if these are not present (prevents dissatisfaction)

66
Q

give examples of hygiene factors in the workplace

A 
Fair salary
Company policies
Quality of supervision	
Working conditions
Job security
Interpersonal relationships	
Work/life balance
Working equipment
67
Q

give examples of motivator factors in the workplace

A 
Promotion opportunities
Responsibility
Recognition
Challenging work
Sense of personal achievement
Personal growth
Advancement
68
Q

what is an autocratic style of leadership?

A

involves managers making all the decisions without consulting with employees. Decisions are made from the top down and employees are told what to do.

69
Q

what are the benefits of an autocratic style of leadership?

A
  • decisions are made quickly
  • decisions made by the most experienced members of the organisation
  • employees have clear instructions of requirements
70
Q

what are the costs of an autocratic style of leadership?

A
  • employees’ ideas and creativity might not be considered
  • employees may become demotivated by lack of input or responsibility
  • amount of decision making can be stressful for managers
71
Q

what is an laissez-faire style of leadership?

A

involves managers letting employees get on with their jobs with as little interference as possible. Employees are allowed to make decisions and solve problems on their own with little guidance, management will only step in if they are needed.

72
Q

what are the benefits of a laissez-faire style of leadership?

A
  • effective in situations where staff are highly skilled and motivated
  • employees may feel empowered and motived by their responsibility
  • leaves room for innovative decision making
73
Q

what are the costs of a laissez-faire style of leadership?

A
  • poor performance can result if inexperienced staff are left without direction
  • employees may feel pressured if they have no support - leading to demotivation and stress
  • it is unclear who takes responsibility
74
Q

what is an democratic style of leadership?

A

involves managers and employees working together to make decisions.

75
Q

what are the benefits of an democratic style of leadership?

A
  • highly motivated employees who feel empowered
  • employees are better prepared for promotion
  • employees more accepting of change within the organisation
76
Q

what are the costs of an democratic style of leadership?

A
  • decision making can take time

* a strong leader is required to lead discussions and supervise employees

77
Q

what technology can be used by a business when dealing with people?

A
  • Video conferencing - Video conferencing can be used by the human resources department to conduct interviews.
  • Internet – can be used by candidates to complete on-line application forms. This will speed up the recruitment process and save money for the organisation. The Internet can also be used to advertise jobs online which increases the number of potential applicants.
  • Electronic testing – can be used to help in the selection process.
  • Virtual learning environment (VLE) – can be used for training
  • E-diary – can be used to schedule meetings and appointments. This can help prevent double booking and speed up the process of arranging meetings.
  • Databases – store information on employees which can then be easily found using queries. Reports can be generated automatically to help aid in staff management.
  • Email – can be used to communicate internally and externally
78
Q

what is the equality act 2010?

A

aims to prevent discrimination in the workplace. It is illegal to discriminate against workers based on nine protected characteristics:
• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race: can refer to colour, nationality, ethnic or national origins
• religion or belief: can refer to religious or philosophical beliefs, including a lack of belief
• sex: refers to a person’s gender
• sexual orientation

79
Q

what are the impacts of the equality act?

A
  • Policies and procedures – organisations need to have policies and procedures in place to ensure that there are equal job opportunities for all.
  • Employee training – staff must be trained on the requirements of equal opportunity legislations.
  • Recruitment procedures – organisations may have to revise their recruitment policies to ensure there is no discriminatory wording in job adverts and no discrimination during the recruitment process.
  • Accessibility – the business needs to ensure it is accessible to all. This may require investment in equipment such as ramps or the installation of lifts.
  • Prosecution – the organisation may be prosecuted if they fail to comply with regulations resulting in a fine.
80
Q

what is the health and safety at work act 1974?

A

the main piece of legislation covering health and safety in the workplace. It outlines the responsibilities of both the employer and employee in ensuring there is a safe working environment.

81
Q

what are the employee’s responsibility within the health and safety at work act?

A
  • To take reasonable care of your own and others safety
  • Not to interfere or misuse anything that has been provided for your health and safety such as safety equipment
  • To cooperate with your employer by undergoing training, wearing protective clothing and by following health and safety policies
  • To report any illness or injury that will affect your ability to work
  • Maintain a safe working environment by ensuring equipment is properly maintained and safe to use, that appropriate warning signs are displayed and that adequate first aid facilities are available
82
Q

what are the employer’s responsibility within the health and safety at work act?

A
  • Ensure health and safety training is undertaken by all staff
  • Provide appropriate protective clothing and equipment
  • Make sure all facilities meet minimal health and safety requirement in regard to ventilation, temperature, and noise
  • Have an up-to-date health and safety policy
83
Q

what are the impacts of the health and safety at work act?

A
  • Safety equipment – the organisation must provide employees with appropriate safety equipment which may increase costs.
  • Legal action – if the organisation does not comply with health and safety regulations, they may be subject to legal action from employees who have been injured. This may result in the organisation having to pay compensation.
  • Business closure – a business that does not comply with health and safety regulations is at risk of being closed temporarily while the issue is fixed or could be shut down permanently.
84
Q

what is the difference between the national minimum wage and the national living wage?

A

the national minimum wage sets out the minimum amount of pay a worker is entitled to per hour. This wage is based on a worker’s age. There is also a specific rate for apprentices. the national living wage is specifically for workers aged over 25 years and is based on the amount of money is it considered that someone needs to be able to live off. This can vary for different regions (London gets paid the highest).

85
Q

what are the impacts of the national minimum wage and the national living wage?

A
  • Increased costs – an increase in National Minimum Wage will increase the costs for an organisation which may result in lower profits.
  • Reduction in staff – an organisation may have to reduce the number of people they employee or reduce staff hours to be able to afford a rise in wages.
  • Backdated payment – if an organisation is found to be paying less than the National Minimum Wage, they will be required to make a backdated payment to employees.

Higher Business Management (5 decks)

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