a strategic approach by a business to effectively manage employees for the business to gain a competitive advantage
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Workforce planning
forecasting the number and skills of employees needed for the business to achieve its objectives
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Workforce audit
a check on the number and skills of current employees
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Labour turnover
the rate at which employees leave an organisation
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Recruitment
the process of finding the need for an employee, defining the job that needs to be filled and the person for it, and advertising the vacancy to attract suitable candidates
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Selection
the series of steps in which candidates are interviewed, tested and screened to choose the most suitable one for the position
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Assessment centres
a place where a range of tests are used to assess a candidate's ability to perform a certain role
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Curriculum vitae (CV) vs resume
CV is a detailed document that contains the candidates academic and professional achievements, awards and experience. resume is a less detailed document that highlights the features needed for the specific job
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Internal vs external recruitment
internal recruitment is filling the vacancy from within the existing employees, external recruitment is filling the vacancy from outside the business (such as an employee from another business)
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Person specification
the detailed list of skills and qualifications needed in a successful candidate
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Employee appraisal
assessing the effectiveness of employees through pre-set objectives
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Trade union recognition
when the management of the business formally agrees to conduct negotiation with the trade union rather than individual workers
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Job description
detailed list of the tasks and responsibilities of the job to be filled
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Work-life balance
the situation where an employee allocates the right amount of time to their job and their personal lfie
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Management
the organisation and coordination of activities for the business to achieve its defined set of objectives
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Autocratic management
a management style where decision-makers take very little, if any, input from others
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Democratic managers
management style that encourages active participation of workers before making a decision and may allow workers to make the decision
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Paternalistic managers
a father-like management style where managers have the view that they are in a position to know best for the business. although workers are not making the decision, they may be consulted
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Laissez-faire management
a management style that lets workers do all the decision-making. a complete opposite of autocratic management
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Theory X
a view where managers believe that employees are lazy, fear-motivated and in need of constant direction
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Theory Y
a view where managers think that employees are internally motivated and they enjoy their work. they also think that workers are willing to accept additional responsibilities
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Other cards in this set
Card 2
Front
forecasting the number and skills of employees needed for the business to achieve its objectives
Back
Workforce planning
Card 3
Front
a check on the number and skills of current employees
Back
Card 4
Front
the rate at which employees leave an organisation
Back
Card 5
Front
the process of finding the need for an employee, defining the job that needs to be filled and the person for it, and advertising the vacancy to attract suitable candidates
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