Unit 2- Human resource management

Functions and evolution of human resource management

100

Comment on the importance of understanding labor turnover in a business organization.

Knowledge of turnover rates will inform managers about trends and aid their workforce planning. Controlling labor turnover is essential as it ensures the business can continue to run smoothly, thereby helping to maintain its competitiveness.

200

Name one internal and external factors that influence human resource planning and explain it briefly.

Demographic change, Changes in labor mobility, or New communication technologies

300

Identify the general steps in the recruitment and selection process.

-Job Analysis, Job Description, Job Advertisement, Interview, Job offer made, Contract, and Carry out induction of new recruit

400

Why do people use outsourcing and offshoring, whilst others choose re-shoring?

Outsourcing- when activities are not core to the functions of the business, when the business lacks specific skills or expertise or to cut costs of production. Offshoring- relocating business activities and processes abroad to get around protectionist used by foreign governments. Re-shoring- unethical concerns, labour and transportation rised, and domestic governments have also supported and encouraged re-shoring, in order to bring back jobs and balance government budgets.

500

Describe any three changes to work patterns and practices that have affected businesses and employees (such as teleworking, portfolio working, flexitime,...).

Teleworking- can work at any location. Portfolio working-increases the flexibility and mobility of an organization's human resources. Flexitime- extend normal working hours of a business (thereby generating more sales or getting more work done).

Organizational structure

100

What is meant by organizational structure?

Organizational structure refers to a system used to define a hierarchy within an organization.

200

Distinguish between a wide and a narrow span of control.

Wide- manager is responsible for many subordinates --> makes the organization flatter. Narrow- fewer workers who directly report to the line manager. organizations with this span of control requires more managers.

300

Explain how Charles Handy's Shamrock organization changes traditional organizational structures

Handy recommends that businesses ought to place greater emphasis on meeting the needs of workers through methods such as job enrichment (giving workers more interesting and challenging tasks) and flexible working practices. Handy believes this helps to improve the wellbeing and morale of workers.

400

In the context of human resources, what is meant by communication?

Staffs are aware of their roles and the expectations of them, and so that managers can gather and act upon feedback from employees, customers and other stakeholders. In other words, effective communication enables people to have a better understanding and control of what they do.

500

Outline how cultural differences have an impact on communication in an organization.

1. Language proficiency 2. Cultural ignorance can cause offense to others.

Leadership and management

100

What are the differences between 'management' and 'leadership'?

Managers tend to focus on achieving specific goals within a definite time. They deal with tactical decisions. In the other hand, leaders influence and inspire others to get things done. They tend to focus on achieving broader goals or visions with no definite time frame in mind. Strategic decisions rather than tactical.

200

What are the main functions of management?

Planning, commanding, controlling, coordinating, organizing.

300

One brief explanation for each leadership style. (5)

Autocratic-leader simply tells subordinates what to do. Paternalistic- Paternalistic leaders treat their employees as if they were family members. Democratic- A democratic leader is one who involves employees in the decision-making process. Situational leadership-using the right leadership style for the right situation

400

What are five factors that affect situational leadership styles? (Hint: CLOTS)

Culture, Leader, Organizational structure, Task and Subordinates

500

How do cultural differences and ethical considerations affect leadership style

1. Depends on different cultural beliefs in different countries. Ex: Japan vs US. 2. Ethical considerations are based on the leader's personal values and moral judgement, which in turn determine the extent to which leaders accept responsibility for ensuring the ethical conduct of their organization.

Motivation

100

What are the benefits to a business in having a highly motivated workforce?

Better productivity, Lower levels of absenteeism, Lower levels of staff turnover and Improve product/service quality

200

State 5 methods of financial and non-financial ways to motivate individuals.

Financial- salary, wages, commission, profit/performance-related pay, and fringe payments. Non-financial- Job enrichment, job rotation, job enlargement, empowerment, purpose, and teamwork.

300

Distinguish between intrinsic and extrinsic methods of motivation.

I: when people engage in an activity out of their own desire, e.g. the enjoyment of pursuing a hobby or an interest because the person finds it to be challenging, stimulating or fun. E: when people participate in an activity because of the benefits and rewards associated with doing so.

400

Distinguish between job enlargement, job enrichment, and job rotation

JEnlargement: giving workers more variety in what they do, thus making the work more interesting. JEnrichment: giving workers more complex and challenging tasks to exploit their potential. JR:a type of job enlargement that involves workers performing different tasks at the same level of complexity in a systematic way.

500

Describe the flaws for each motivational theories.

Taylor-ignoring the non-physical contributions of workers. Maslow- assumed that everyone is motivated in the prescribed and chronological order of his model. Herzberg's two factor theory argue that it does not apply to many occupations, especially those in low-skilled and low-paid jobs, where job enrichment and empowerment are not features of the work. John-concept of fairness is highly subjective. Pink- theory do not apply across professions, national borders and cultures.

Random

100

What are labor unions (trade unions)?

an organization of worker- members who unite to protect their rights and well-being in the workplace.

200

Why is it important to understand organizational culture?

To ensure effective communications, increased efficiency, and clear expectations of accountability and responsibility.

300

Distinguish between formative and summative appraisal.

F-a planned and ongoing process in which appraisal evidence is used by employees to inform them about what to do to improve their work practices. S- written description of an employee's performance at work, summarizing personal performance and achievements during the year.

400

The outcome of any negotiation or collective bargaining process depends on several factors. State five of these factors. (HL)

The level of experience and skills of the negotiators; The number of members and the degree of unity within the trade union; The state of the economy; Demand for labour; The degree of substitution between labour and capital; Public and media opinion; and Government involvement

500

Limitations of different methods of non-financial rewards.

Job enrichment: expensive and time consuming or increases the workload of employees. Job rotation: training costs. Job enlargement: some employees might view this as a way to get them to do more work for the same amount of pay, thus leading to demoralized workers. Empowerment: workers much have adequate skills and have received the necessary training to independently tackle given tasks. Teamwork: conflicting ideas.