Unit 6

The department or function within an organisation that is focused on activities related to employees
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Hard HRM strategy
Treats employees as a resource
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Soft HRM strategy
Views employees as valuable assets
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Labour turnover
(number of employees leaving over a period/average number employed over a period)x100
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Retention rate
(number of employees with one+ years service/overall work force)x100
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Labour productivity
Output per period/no. of employees per period
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Labour costs per unit
Total labour costs/total units of output
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Employee costs as a percentage of turnover
The percentage of sales turnover needed to cover employee or labour cots-(employee costs/sales turnover)x100
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Organisational design
The process of shaping an organisations structure so that it meets the organisations purpose and helps to deliver its objectives
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Span of control
The number of subordinates a manager is required to supervise directly
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Organisational hierarchy
The vertical division of authority and accountability in an organisation
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Levels of hierarchy
The number of different supervisory and management levels between the shop floor and the chief executive in an organisation
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The right or power assigned to a particular role in an organisation in order to achieve organisational objectives.
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The extent to which a named individual is held responsible for the success or failure of something.
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The process of passing authority down the hierarchy from a manager to a subordinate
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The duty assigned to a particular position in an organisation.
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Centralised has a greater degree of central control while decentralised structure involves a greater degree of delegated authority.
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Matrix organisational structure
Used alongside a functional organisational structure. Employees have dual reporting relationships
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Human resource flow
The flow of employees through an organisation, including the inflow-when they are recruited-what happens to them within the organisation; the outflow-when they leave
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Human resource plan
Process that links the human resource needs of an organisation to its strategic plan to ensure that staffing is sufficient, qualified and competent enough to achieve the organisations objectives
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The provision of work related education, either on the job or off, involving the employees being taught new skills or improving existing ones
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The process of moving existing employees to a different job, or different location within the same organisation
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When an employer dismisses an employee because their job no longer exists
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The desire and energy to be continually interested and committed to a job, role or subject, or to make an effort to attain a particular goal
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A sum of money paid to an employee upon completion if a task
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Piece rate
Payment based on the numbers of items each worker produces
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Salary schemes
A basic rate payment system where employees are paid an annual salary
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Performance related pay
Rewarding individual employees based on an assessment on their individual performance and usually measured against pre-existing goals
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Trade union
A group of employees who join together to maintain and improve their conditions of employment
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Work council
A committee of management and workforce representatives that meet to discuss company wide issues such as training investment and working practices
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Other cards in this set

Card 2


Treats employees as a resource


Hard HRM strategy

Card 3


Views employees as valuable assets


Preview of the back of card 3

Card 4


(number of employees leaving over a period/average number employed over a period)x100


Preview of the back of card 4

Card 5


(number of employees with one+ years service/overall work force)x100


Preview of the back of card 5
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