Human resoruces

Human resoruces

1. Organisational Structure

   • Levels of Hierarchy
     • Ranked according to importance
   • Span of control
     • Number of people that a manager directly controls
   • Chain of command
     • Who reports to who controls who
   • Centeralisation
     • Decisions are made from the top of the hierarchy
       • Lack of authority down the hierarchy
       • May reduce manager motivation
       • Easy to implement
       • Prevents other parts of the business becoming too independent
   • Decenteralisation
     • Decision making spread throughout the hierarchy
       • May lead to diseconomies of scale
       • Harder to ensure consistant polocies at different locations
       • Decisions are made closer to the customer
       • Improve staff motivation
       • Good training for developing junior management
   • Communication flows
     • 5 directions
       • downward
         • Upward
           • Lateral
             • Diagonal
               • External
   • Delegation
     • When someone with authority gives another employee the power to do a task
   • Delayering
     • A strategy to remove one or more levels of hierarchy
     • Doesn't mean there is a loss of jobs
     • Usually increases the span of control
   • Empowerment
     • Giving employees a certain degree of authority
       • For decision making regarding their specific organisational taste
   • Organisational structure is a plan that defines how activities are co-ordinated and how supervision is structured

2. Recruitment

   • The process of finding and hiring the best qualified candidate for a job opening
     • Can be from within or outside of the business
     • In a timely and cost effective maner
   • Why would a business need to recruit?
     • dismissal
     • illness
     • retirement
     • death
     • Expansion
     • relocation
   • Benefits of employing the best workers
     • Only have to recruit once
     • Save recruitment costs
     • Good recruit=good quality prodcuts
     • Good recruit=satisfied customers
   • Stage 1= needs analyisis
     • Stage 2= job description
       • Stage 3= person specification
         • Stage 4= advertising post
           • Stage 5= short-listing
             • Stage6= interviewing
               • Stage 7=selection
               • Part time- infromal
               • Full time- formal
               • telephone interview
               • may be question and answer
             • looking @ qualifications
           • Social media
             • external
           • email
             • internal
         • Qualities
         • Qualifications
       • What job needs to be done?
       • responsible to and for?
     • Skills
     • number of staff

3. Training and apprasial

   • Staff training
     • Benefits
       • Staff retention
       • Motivation
       • quality products
       • less waste
       • reputation
     • Drawbacks
       • Staff co operation is not guranteed
       • costs in the course
       • staff time off work
     • Training Needs Analysis
       • what the firm wants to achieve?
       • who is to be trained, and how?
       • Involving staff every step
       • Internal or external?
       • budget?
   • Types of training
     • Induction
       • meeting the staff
       • expectations of the job
       • h&s
       • basic rules
     • On the job training
       • being trained at the place of work assisted by an experienced worker
       • benefits
         • cheaper
         • employees are being productive
         • trained in the way of the firm
         • trained along real colleages
       • Drawbacks
         • Quality of products depends on the ability of the trainer
         • bad habits might be passed on
         • poor quality products when practising
     • Off the job training
       • being trained away from the workplace
       • benefits
         • experts provide training
         • increases quality
         • increases motivation
         • increase in range of skills
         • no distractions
       • drawbacks
         • expensive
         • lower output
         • employees have the skill set to leave for other jobs