Business Studies Human Resources BUSS3

[blank_start]Horizontal[blank_end] [blank_start]Matching[blank_end] is where the staff from different departments of the workplace are all working towards a common [blank_start]corporate[blank_end] [blank_start]objective[blank_end]. They all work across one [blank_start]subsidiary[blank_end] [blank_start]level[blank_end]

[blank_start]Vertical[blank_end] [blank_start]Matching[blank_end] is the policy which surrounds the staff being matched all through the business ([blank_start]down[blank_end] the structure). This could relate to regional, national, and international managers all working towards the same [blank_start]objective[blank_end].

What two of these could be HR Objectives that would relate to a real world situation?

The [blank_start]Contractual[blank_end] Fringe: This is where a company [blank_start]outsources[blank_end] its non critical work to an organisation which is not central to its operations.

[blank_start]Flexible[blank_end] Workers: The [blank_start]contingent[blank_end] workforce which compromises of [blank_start]temporary[blank_end] or [blank_start]part[blank_end]-time workers. These people are brought in to fill lower skilled jobs, that aren't essential to the business

The advantages of a [blank_start]flexible[blank_end] workforce are that the [blank_start]structure[blank_end] will be able to cope with changes to the workplace environment. Another benefit of this is that workers do not work many hours meaning that the [blank_start]labour[blank_end] costs will be much lower than a [blank_start]full[blank_end] time employee. Lastly, the organisation is more [blank_start]efficient[blank_end] as your full time staff can focus of their jobs.

What quality is pivotal to a organisations staff in order to keep them motivated and happy?

[blank_start]Maslow's[blank_end] theory of [blank_start]motivation[blank_end] suggests that employees have a hierarchy of needs. This model is important when discussing [blank_start]motivation[blank_end], because physical needs need to be met before they can reach [blank_start]self[blank_end] [blank_start]actualisation[blank_end]. This hierarchy has 4 points, [blank_start]Physical[blank_end] needs, [blank_start]safety[blank_end], [blank_start]Love[blank_end], and [blank_start]Esteem[blank_end].

What is Industrial Democracy?

True or False? A trade union is a pressure group associated which represents the needs and wants of the employees working in a specific organisation.

A method that [blank_start]Trade[blank_end] Union's use to negotiate terms is called [blank_start]collective[blank_end] [blank_start]bargaining[blank_end]. This is where the Trade Union negotiates with employees over the terms of their pay, and then proceeds to negotiate with the company.

Name the characteristics of a CENTRALISED Structure?

[blank_start]Hard[blank_end] HRM takes the view that employees are essential to a business functioning. Under this approach, many people adopt the stance that [blank_start]efficiency[blank_end] is achieved through the use of employees. This method analyses the need of employees in the [blank_start]present[blank_end] and [blank_start]future[blank_end] markets for the business

[blank_start]Soft[blank_end] HRM focuses on [blank_start]motivational[blank_end] strategies in order to achieve an employees [blank_start]optimum[blank_end] performance levels. This is a [blank_start]democratic[blank_end] style of management which allows employees to [blank_start]voice[blank_end] their concerns and is known for a high level of employee [blank_start]involvement[blank_end].

The Five Stages of Workforce Planning Are: 1. [blank_start]Corporate Objective[blank_end] - What is your business aiming for? 2. The [blank_start]Short/Medium Or Long Term / Timescale[blank_end] - How long will this target last ? Will there be a change in objectives? 3. [blank_start]Future Demand[blank_end] - Is there any [blank_start]predicted[blank_end] demand? 4. [blank_start]Potential Workfoce[blank_end] - Comparing what you have with what you could have ([blank_start]Social Exchange[blank_end] Theory) 5. [blank_start]Future Market[blank_end] - What is the market going to be like in the future? 6. [blank_start]Workforce Plan[blank_end] - Develop A Plan based on your findings.

What is industrial action?

[blank_start]ACAS[blank_end] is an organisation which is an [blank_start]arbitrator[blank_end] conciliation and [blank_start]advisory[blank_end] service which gives employees advice on organisation and [blank_start]disciplinary[blank_end] proceedings such as taking the employer to court.

Employers Want; 1. [blank_start]Increased Productivity[blank_end] 2. [blank_start]Cost Efficiency[blank_end] 3. [blank_start]Profit Maximisation[blank_end] 4. [blank_start]Improved Quality[blank_end] 5. [blank_start]Flexible Workforce[blank_end] 6. [blank_start]Technological advances[blank_end] to benefit the company

Employees Want; 1. [blank_start]High Rates Of Pay[blank_end] 2. [blank_start]Better Employment Terms[blank_end] 3. [blank_start]Job Security[blank_end] 4. [blank_start]Fair & Equal Treatment[blank_end] 5. [blank_start]Safe Working Conditions[blank_end]

You can avoid industrial actions by [blank_start]communicating[blank_end] with the employees, which would benefit the company as you would avoid going on strike. You could create a [blank_start]No Strike Agreement[blank_end], which is where all employees are [blank_start]prevented[blank_end] from going on strike.