Human Resource Strategy (A Level) (Cambridge (CIE) A Level Business): Flashcards
Exam code: 9609
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Define soft HRM.
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Cards in this collection (42)
Define soft HRM.
Soft HRM is an approach that treats employees as valuable long-term assets, emphasising their motivation, engagement and development.
Define hard HRM.
Hard HRM is an approach that treats employees as a resource to control, focusing on efficiency and minimising labour costs.
True or False?
Most businesses choose either a purely hard or a purely soft approach to managing their workforce.
False.
Most businesses combine elements of both approaches, depending on their strategy, budget and industry.
What do flexible working contracts allow employees to choose?
Flexible working contracts allow employees to choose when, where or how they work, to better suit their needs and lifestyle.
Define annualised hours contract.
An annualised hours contract sets an employee's working time as a total number of hours over the whole year, rather than a fixed number each week.
A ________ hours arrangement means an employee works their normal total hours but squeezes them into fewer, longer working days.
A compressed hours arrangement means an employee works their normal total hours but squeezes them into fewer, longer working days.
True or False?
Shift working always cuts labour costs because it allows equipment to be used 24/7.
False.
Shift working maximises the use of equipment, but night and weekend shifts often attract premium pay and extra supervision, which raises costs.
Define zero hours contract.
A zero hours contract is where an employee agrees to be available for work as and when required, with no set number of hours or times of work.
When two or more employees divide one full-time role between them, this is known as _________.
When two or more employees divide one full-time role between them, this is known as job sharing.
What is meant by the gig economy?
The gig economy is where people earn money by completing short, on-demand tasks instead of holding traditional, permanent jobs.
Define Management by Objectives (MBO).
Management by Objectives (MBO) is where managers and employees jointly set clear, measurable goals that link each job to the organisation's overall aims.
In MBO, each manager works with team members to translate organisational targets into personal ___ goals.
In MBO, each manager works with team members to translate organisational targets into personal SMART goals.
Why can MBO improve employee motivation?
Because employees help set their own targets, they feel ownership of them. This leads to higher commitment and stronger job satisfaction.
True or False?
Clear, quantifiable objectives in MBO can make appraisal and reward decisions more transparent.
True.
Measurable objectives give managers unbiased criteria for appraisal, feedback and rewards, which cuts disputes and makes decisions more transparent.
Define labour productivity.
Labour productivity measures the output per worker during a specified period of time.
Why do businesses aim to raise labour productivity?
Higher labour productivity lowers labour cost per unit, which improves the business's competitiveness.
Define absenteeism rate.
The absenteeism rate measures the proportion of staff absent from work during a specific period of time.
Absenteeism rate = Number of staff absent ÷ Number of staff employed × 100
True or False?
The only cost to a business of high absenteeism is the sick pay it must pay.
False.
High absenteeism also means paying temporary cover staff, lost output and demotivated colleagues who must cover, and a wider culture of absenteeism may develop.
How is employee costs as a percentage of turnover calculated?
Employee costs as a percentage of turnover is calculated using this formula:
Employee costs as % of turnover = Employee costs ÷ Turnover × 100
Weak recruitment or training can leave staff without the knowledge to do a job properly, creating ____ gaps.
Weak recruitment or training can leave staff without the knowledge to do a job properly, creating skills gaps.
How can weak management cause poor employee performance?
Unclear goals, poor communication or inconsistent feedback can confuse staff, reducing their productivity.
How can quality errors caused by poor employee performance harm a business?
Quality errors lead to more defects and complaints, which harm the firm's reputation.
True or False?
Poor employee performance can lead to higher labour turnover, increasing spending on recruitment and training.
True.
Poor performance is linked to higher absenteeism and turnover, so the business spends extra time and money recruiting and training replacement staff.
Bonuses and commissions are only paid when they have been earned or if _____ have been met.
Bonuses and commissions are only paid when they have been earned or if targets have been met.
Why might employee share ownership improve employee performance?
Employees who own shares have a financial stake in the business's success, so they may work harder and take less time off.
Define consultation.
Consultation involves managers obtaining the views of employees when making decisions.
Define empowerment.
Empowerment means giving employees the autonomy and responsibility to make their own decisions, using their knowledge and experience to develop their own solutions.
What must be in place for empowerment to work effectively?
Workers must be properly trained and given the necessary resources. Leaders must also be prepared to hand over authority and give encouragement and feedback.
Which HRM processes can information technology (IT) be used to automate?
IT can be used to automate record keeping, scheduling, recruitment, training and performance management.
Training delivered through IT can include ________ modules, online assessments and remote sessions using videoconferencing software.
Training delivered through IT can include e-learning modules, online assessments and remote sessions using videoconferencing software.
How can using IT in HRM save managers' time?
Automating standard processes such as work schedules and document storage frees up managers' time to focus on more complex issues.
True or False?
Employees always welcome automated performance monitoring because it makes appraisal fairer.
False.
Automated data collection can cause disquiet, as staff may feel that they are being watched. Some also worry about the security of personal and performance data.
How might heavy use of IT affect communication between managers and subordinates?
Workers may feel remote from their managers, and less two-way discussion limits their chances to share ideas, concerns and queries.
Define artificial intelligence (AI).
Artificial intelligence (AI) is the ability of a computer or robot to perform tasks commonly carried out by human beings.
How can AI be used to sift job applications?
AI can quickly review job applications against the job description and person specification to decide which candidates to invite to interview.
AI can analyse recorded interview responses and even suggest suitable _______ questions during an interview in real time.
AI can analyse recorded interview responses and even suggest suitable follow-up questions during an interview in real time.
True or False?
AI can be used to automate onboarding tasks, such as verifying a new employee's documents.
True.
AI can automate onboarding processes such as verifying employee documents, answering new starters' questions and handling administrative tasks.
How can biometric tools be used alongside AI in HRM?
Tools such as fingerprint scanning and facial recognition can control access to premises and IT equipment and monitor attendance.
How does virtual reality training make use of AI?
Virtual reality software uses AI to create environments that respond to trainee actions and choices, giving realistic, tailored interactive training.
How can chatbots benefit HR managers?
Chatbots answer frequently asked questions on pay, leave and benefits, freeing HR managers' time for the strategic elements of their role.
True or False?
Future regulation is expected to allow AI to make HR decisions without any explanation.
False.
New regulations are expected to require transparent explanations of AI decisions and regular bias checks.
How could well-being analytics support HRM in future?
Real-time monitoring of workload and feedback could identify stress and burnout before absence levels rise.
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