1 4 managing people

The goal of effective human resource management (HRM) is to have the right people in the right roles, with the right support and with opportunities to succeed.

Staff as an asset is when workers bring knowledge, skills, and expertise to the business. This can increase productivity and innovation, as well as enhance customer service.

False. The introduction of a national minimum wage is less likely to affect businesses that employ workers on a salary basis, as they already pay a fixed amount regardless of the number of hours worked.

Multi-skilling is the process of training workers to fulfill multiple job roles within a business.

Part-time working occurs when someone works up to 32 hours per week, or a reduced number of days.

Outsourcing is when a business hires a third-party company to perform specific tasks or services instead of having an in-house department or its own employees complete the work.

Dismissal is the** termination of employment by an employer against the will of the employee, usually due to misconduct or poor performance. Redundancy is when the job is no longer available** and the business reduces the size of its workforce, not as a result of any fault on the part of the employee.

An individual approach assumes that each employee is unique and has their own goals, motivations, and interests. It involves tailored compensation packages between the two parties.

True. Employees have more bargaining power when they negotiate collectively, rather than as individuals.

A trade union is an organisation that represents the interests of the workers in a particular industry.

Recruitment is the process of attracting and identifying potential job candidates.

The purpose of selection in the recruitment and selection process is to choose the best candidate for the job.

False. A job/person specification outlines the qualifications, skills, experience and personal qualities required of a candidate for a specific job. A job description outlines the duties, responsibilities and requirements of a particular job.

Internal recruitment is the process of hiring employees from within the organisation, through promotion or redeployment.

Induction training is provided to new employees when they start working for a business. It introduces them to the firm, its culture, policies, procedures, and their job roles and responsibilities.

On-the-job training takes place while employees are working, allowing them to learn new skills and knowledge from colleagues.

Off-the-job training takes place away from the workplace, in the form of workshops, seminars, conferences, or online courses.

An interview is a formal meeting with an applicant for a vacancy, where their skills, experience, knowledge and suitability for the job are discussed.

True. Off-the-job training can be expensive to organize, especially if travel and accommodation are required.

A shortlist is a small group of applicants who best meet the vacancy criteria and are invited to the next stage of the recruitment process.

Hierarchy refers to the levels of authority within an organisation, describing the ranking of positions from top to bottom.

A tall organisational structure has multiple levels of management and a more centralised decision-making process, with a long chain of command.

The chain of command is the formal line of authority that flows down from top management to lower-level employees. It determines who reports to whom and who is responsible for making decisions.

Centralised structures concentrate decision-making authority at the top of the organisation, with senior management making most of the decisions.

A flat organisational structure has few levels of management, a short chain of command, and a more decentralised decision-making process.

True. Matrix structures promote cross-functional collaboration and communication.

False. A flat organisational structure encourages creativity and innovation, as employees have more autonomy and flexibility.

The span of control is the number of employees a manager or supervisor directly controls.

False. Decision-making can be slow in tall organisational structures as information must pass through multiple layers of management.

A bureaucracy is a situation where many rules and processes exist that slow down decision-making and communication.

Motivation is the inner desire or willingness that propels a person to take action and achieve a specific goal or outcome.

False. Motivation can be intrinsic, coming from within a person, or extrinsic, from external factors.

Specialisation of labour is where workers are trained to perform only one task which they become very skilled at.

Hygiene factors are elements in a workplace that do not necessarily lead to job satisfaction but whose absence can cause dissatisfaction, such as poor working conditions.

Non-financial incentives are rewards not directly related to money, including methods that lead to recognition, praise, job satisfaction, and work-life balance.

True. Taylor's scientific management emphasises the use of financial incentives such as bonuses or piece-rate pay to motivate workers.

Financial incentives include:

False. Financial incentives may not always lead to job satisfaction. Some workers are motivated by other factors, such as the working environment.

Empowerment means giving staff the authority and resources to make decisions without first receiving management approval.

False. Offering employment contracts that provide job security is an example of a hygiene factor in Herzberg's Two-Factor Theory.

Leadership involves having a vision, sharing that vision with others, and providing direction.

False. Leadership focuses on creating a vision, setting direction, and inspiring others to follow. Management focuses on executing plans.

Management involves the day-to-day organisation of the business, its resources, and its staffing.

True. Leadership focuses on the long-term vision and strategy, while management focuses on short-term goals and targets.

An autocratic leadership style is where a leader has complete authority over decision-making with little or no input from others.

True. An autocratic leadership style is more appropriate where there is a need for quick decision-making, such as during a crisis. It may also be more suitable in a small business where the owner is the primary decision-maker.

A democratic leadership style is one where a leader involves others in the decision-making process.

True. A democratic leadership style often encourages creativity, innovation, and employee engagement.

A laissez-faire leadership style involves minimal supervision, allowing experienced staff to work independently and make key decisions.

False. A paternalistic leadership style is most appropriate where staff are uneducated or inexperienced and require guidance and support from their leader.