2.5 making human resource decisions

hierarchal structure

many layers

narrow span of control-each manager only responsible for small amount of people

long chain of command-difficult to communicate and slow

flat structure

less layers

wider span of control-more difficult to spectate every staff member

short chain of command-easier to communicate

staff are more responsible for each job

centralisation

all decisions are made at centre of business

less motivated staff

more constructive decisions

decentralisation

decisions are spread out throughout business

more motivated-strategic and customisation

ways of working

full time

part time

flexible working

permanent contract

temporary contract

communication

must be clear and accurate

avoid excessive communication, jargon(technical language)

ceo of business

most important

responsible for everything

dicrector

broad range of responsibilities or specific responsibilites

senior managers

managing specific aspect of department or staff

supervisors

look over specific areas of business i.e staff or checkouts

staff

interact with customers on regular basis

why is recruitment important

-add more skills potentially for expansion

-reduced labour turnover

-increase workforce-increase productivity

internal recruitment

from existing staff

-may not be as experienced in job role-more training

-know business morality

-cheaper so not as much advertisement

-need to replace previous job they have been promoted from

external staff

from outside the organisation

-new ideas and creative input

-more experience in role

-more expensive to advertise

-time consuming-interviewing

job application form

document from potential employee with personal details and potentially why they want the job

job description

describes the responsibilities and role in job

person specification

desirable and essential description of best fit of person for job

CV

summary of achievements, qualifications, job experiences, personal strengths, references i.e teacher

on the job training

learn while doing job

-generating business money whilst training

-person supervising may not be productive

off the job training

away from job training

-course or video

-specialist delivers training

informal training

-advice and guidance from other members of staff or boss

why businesses train

to add skills

to develop existing skills

to adapt top new tech

to motivate employees

motivation

the desire to complete an action

importance of motivation

keeps staff happy-reduce recruitment costs

keeps staff loyal

increases productivity

lower labour/production costs

financial motivstion(remuneration)

-wages-paid per jour/piece of work

-salaries-fixed amounts per year

-bonus-sum of money as a reward

-fringe benefits-company car,discounts

-commission-extra pay based on sales

-promotion-higher role with mopre pay

non financial motivation

-job rotation-keep stimulated-increase motivation

-job enrichment-give people more responsibilities

-autonomy/ independence -power over work life ie hybrid working