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HR

labour turnover

a measure of the rate at which employees leave a business

labour productivity

a measure of output per worker in volume or value

labour cost per unit

average cost per labour per unit produced

employee cost as a percentage of turnover

percentage of an organisation’s sales revenue spent on the remuneration of staff

HR objectives

Talent development
Alignment of employer and employee values

Diversity

Training

Employee engagement

Number, skills and location of employee

internal influences

coporate,marketing,finance,marketing

external influences

Market changes
Economic

Political/legal

Social

Technological

hard HR

employees are seen as a resource

soft HR

employees are seen as individuals

models of organisational structure

illustrates how employees and management are organised within a business

regional orgnaisation

firms operating in a distinct area of a country or internationally

product based organisation

multi product firms produce a wide range of goods or services

functional organisation

organisations divided into specialist departments

matrix organisation

product and functional based (dual reporting)

span of control

the number of employees managed directly by an individual line manager

heirarchy

the number of layers in an organisation

authority

the power or right to give orders and make decisions

delegation

passing down authority to more junior employees

tall/hierarchal organisation structure

many layers of heirarchy

flat/horizontal organisational structure

very few or no levels of hierarchy

centralised organisations

decision making is made at the top of the hierarchy

decentralised organisations

decision making is spread throughout the hierarchy

HR flow

the process of staff joining, developing and the way they leave a business

inflow

recruitment

internal

training,promotion,induction,appraisal

outflow

retirement,reduencancy,dissmissal

training

provides workers with knowledge and skills to perform their job more efficiently

induction

training to introduce a new worker to the business

redundancy

where an employee is dismissed because their job no longer exists or is required

redeployment

involves moving employees to a different job, department or location within the same business

motivation

the desire to achieve an outcome that dictates the way in which people behave

renumeration

the monetary value received in exchange for work

wages

normally paid per hour worked paid weekly/monthly

salary

an annual salary paid at the end of each month

peice rate

paying workers for each unit the produce

commision

paying workers a share of any sales that they make

performance related pay

paid when pre-agreed targets have been achieved

fringe benefits

in addition to basic pay

profit sharing

a cut of the businesses profits in shared amongst some/all the employees

share options

where some/all the employees are entitled to buy shares in the business

job enrichment

making employees job ore interesting and challenging

job rotation

movement of employees though a range of jobs

job enlargement

involves the addition of similar tasks to a job

flexible working hours

increase employee control over working hours

team working

working in groups of employees

job empowerment

providing employees more autonomy and freedom in their jobs

motivators

factors that directly motivate people to work harder

motivation facotrs

varied work,responsibility,promotion

hygiene

factors that can demotivate if not present but do not actually motivate employees to work harder

hygiene factors

working conditions, job security, salary/wage

taylors theory

work is only motivated by money and should use targets for those who get them would get rewarded for their work

hertzbergs two factor theroy

motivators and hygiene

maslows theroy

there are five levels of need which dictates an individual’s behaviour, and tat people are motivated by being presented with the opportunity to achieve the next level

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