2.1 and 2.4

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What is the role of human resource management in a business?
Human resource management ensures the right people are in the right roles, with the right support and opportunities to succeed, fostering a positive work environment. Benefits include higher productivity, improved efficiency, and competitive advantage.
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What are the benefits of effective HR management?
Reduced turnover
Higher productivity
Lower costs per unit
Competitive edge
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What is labour productivity?
A measure of output per employee over time. Higher productivity improves competitiveness.
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What does labour turnover show?
The percentage of employees leaving a business. High turnover may signal poor motivation or better opportunities elsewhere.
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What does labour retention show?
The percentage of employees staying with a business, indicating strong motivation and recruitment.
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What is absenteeism?
The percentage of staff absent from work. High absenteeism increases costs and lowers output.
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How do business objectives affect HR planning?
They shape the skills, number, and type of employees needed.
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How does the financial situation affect HR planning?
Budget constraints may limit hiring and training or lead to job cuts.
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What is the impact of organisational structure on HR?
It determines workforce needs and can lead to changes like redundancy or redeployment.
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How do labour relations affect HR planning?
Strong unions help meet employee demands; weak unions offer more flexibility.
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How do economic conditions impact HR planning?
Economic growth: Focus on attracting and retaining staff to meet demand.
Economic downturn: Implement cost-cutting measures like redundancies or hiring freezes.
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How does the labour market affect HR planning?
It depends on the supply of suitable employees, skills shortages, and labour mobility.
Example: Spain recruits foreign workers to fill construction industry shortages.
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How do technological advancements impact HR?
Automation and AI can change job roles and skill requirements.
HR must focus on re-skilling or up-skilling to meet future needs.
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How do laws and regulations affect HR planning?
Employment laws influence work hours, flexibility, and rights.
Example: Greek law allows flexible 10-hour workdays and limits after-hours email responses.
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How do social and cultural factors influence HR planning?
Workforce diversity, inclusion, work-life balance, and employee wellbeing.
Example: French laws protect a 35-hour workweek and long lunch breaks.
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What is the impact of political factors on HR planning?
Labour laws, tax policies, immigration, and geopolitical stability.
Example: Australia fills skill shortages through training and immigrant recruitment.
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How do industry-specific factors affect HR planning?
Different industries face unique challenges, such as regulations or technology.
Example: Healthcare faces changing demographics and medical advancements.
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How does competition influence HR planning?
Organisations compete for talent with pay, benefits, and innovative recruitment strategies.
Example: UK businesses seek candidates based on skills rather than qualifications.
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Why might employees resist change due to fear of the unknown?
Comfort in familiarity.
Worries about impact on roles, responsibilities, and job security.
Fear of learning new skills or becoming obsolete.
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How does loss of control contribute to resistance to change?
Shifts in power dynamics and decision-making.
Threats to employees' autonomy and decision-making authority.
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Why does disruption of routine lead to resistance?
Employees are comfortable with current methods.
Change may be seen as an inconvenience or added burden.
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How does a lack of trust cause resistance to workplace change?
Doubts about management’s intentions behind the change.
Past experiences of broken promises or poor communication.
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Why does lack of communication and inclusion lead to resistance?
Employees feel excluded or uninformed about:
Reasons for the change.
Implications and implementation details.
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What are perceived losses, and how do they contribute to resistance?
Employees focus on personal losses:
Reduced autonomy.
Changed job responsibilities.
Altered relationships with colleagues.
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What are the initial steps in effective change management?
Clearly communicate the vision, benefits, and outcomes of the change.
Plan and allocate sufficient resources to ensure smooth implementation.
Strong leadership inspires employees, leads by example, and provides direction.
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How can engaging stakeholders and training employees support change?
Involve key stakeholders early, address concerns, and include them in decision-making.
Provide training and development programs to equip employees with the skills needed to adapt.
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How can organizations sustain momentum during change?
Appoint change agents to support and encourage others.
Gather feedback to assess progress, identify barriers, and make adjustments.
Celebrate milestones and achievements to boost morale and reinforce success.
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What is motivation, and what are its types?
Motivation is the inner drive to take action and achieve goals.
Intrinsic: Comes from within (e.g., values, beliefs).
Extrinsic: Comes from external rewards or punishments.
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What are the key principles of Taylor's Scientific Management?
Study and Analyse: Break tasks into simpler steps.
Standardise Processes: Create consistent procedures.
Select and Train Workers: Train for efficiency.
Provide Incentives: Use bonuses or piece-rate pay.
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What are the pros and cons of Taylor's Scientific Management?
Advantages: Increased efficiency and productivity. Specialised labour reduces errors.
Disadvantages: Overemphasis on efficiency reduces creativity. Risk of worker exploitation.
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What are Herzberg’s (2 factor theory) hygiene factors and motivators?
Hygiene Factors: Prevent dissatisfaction (e.g., fair pay, safe environment).
Motivators: Increase satisfaction (e.g., recognition, career growth).
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What are Maslow’s five levels of needs?
Physiological: Basic needs (e.g., water, rest).
Safety: Job security, benefits.
Belonging: Teamwork, workplace community.
Esteem: Recognition, positive culture.
Self-Actualisation: Opportunities to pursue passions.
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(Financial incentives) What are wages and salaries, and how do they connect to motivation theories?
Wages: Paid based on hours worked (time rate) or items produced (piece rate)
Salaries: Expressed annually and paid monthly.
Connects to Maslow: Safety Needs (job security).
Acts as a Hygiene Factor in Herzberg Theory: preventing dissatisfaction.
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What are fringe benefits, and how do is this a positive factor?
Financial rewards beyond wages/salaries, such as medical insurance, a company vehicle, or private pension plans.

Encourages loyalty and can boost morale.
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What is commission?
A percentage of sales revenue paid to workers selling products or services.
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(Non-Financial Incentives) What is empowerment, and how does it motivate staff?
Empowerment involves giving staff authority and resources to make decisions without management approval.

Increases a sense of ownership and responsibility
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Leads to improved productivity and employee satisfaction.
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How does team working act as a non-financial incentive?
Encourages collaboration, allowing staff to share ideas and expertise.
Fosters innovation and improves productivity.
Creates a sense of belonging and camaraderie among employees.
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What are job enrichment, job rotation, and job enlargement, and how do they motivate employees?
Job Enrichment: Adds challenging and meaningful tasks to a job, increasing engagement and motivation.

Job Rotation: Moves staff between roles, exposing them to new challenges and building skills.

Job Enlargement: Expands job duties with additional tasks
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Other cards in this set

Card 2

Front

What are the benefits of effective HR management?

Back

Reduced turnover
Higher productivity
Lower costs per unit
Competitive edge

Card 3

Front

What is labour productivity?

Back

Preview of the front of card 3

Card 4

Front

What does labour turnover show?

Back

Preview of the front of card 4

Card 5

Front

What does labour retention show?

Back

Preview of the front of card 5
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