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1.4 - Management - Coggle Diagram
1.4 - Management
1.4.1 - Managing people
Within a business people are the most important asset. You need to match the workforce to business needs.
Businesses that view staff as a cost think;
:check:Cost efficient
:check:Control of output
:red_cross:Cost efficient
:red_cross:Control of output
:red_cross:Increased labour turnover
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Businesses that view staff as an asset think;
:check:Good morale
:check:Staff loyalty
:red_cross:Cost of training and development
:red_cross:Labour inefficiency
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Flexible working - an employment method whereby not all employees will be contracted on a full-time permanent basis
:check:Take advantage of developments in technology
:check:Makes it easier for businesses to offer extended opening hours
:check:Meet employment legislation
:red_cross:Additional administrative work and ‘red tape’
:red_cross:Potential loss of customers
:red_cross:Low productivity
:red_cross:Inability to substitute certain skills
:red_cross:Managers may struggle to manage all the flexibility
Multi Skilling - staff are allowed to carry out a variety of tasks rather than specialise, enables a greater use of job rotation
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1.4.3 - Recruitment, Selection and Training
Internal recruitment - Jobs given to staff who are already employed by the business, involves promotion and re-organisation
:check: Quicker and cheaper
:check: The whole process does not have to be done
:check: More variety of opportunities
:red_cross: May not have the skills needed
:red_cross: May create another vacancy within the business
External recruitment - recruiting outside the company
:check:Can be expensive and time consuming
:check:Wider range of candidates
:red_cross:May already have the skills needed
:red_cross:Can have a demotivating effect on existing employees
Recruitment process
1) Determine number of and type of employees required
2)Conduct job analysis
3)Create job description
4)Advertise the vacancy internally and or eternally
5)Draw up a shortlist for interview
6)Decide on the most suitable candidate using selection methods
7)Appoint the successful candidate
Training
:check:Increases level and range of skills
:check:Increases the degree of flexibility within a business
:check:Lead to a more motivated workforce
:red_cross:Can be expensive
:red_cross:Production may be disrupted
:red_cross:Newly trained workers may be persuaded to go elsewhere
Induction training - new starters and introduction for them. Typical ones include learning about duties of job, meeting new colleagues, seeing layout of premises etc
On-the-job training - workers receive training whilst being productive. Types include demonstration, coaching, job rotation and projects.
Off-the-job training - employees leave their workplace to train. Types are day/part time attendance at college, professional development courses or conferences and online training.
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1.4.2 - Outsourcing
Outsourcing is a cost cutting measure where tasks done in house are now being completed by individuals or businesses outside of the firm.
Subcontracting is when a company hires another individual from another company for a limited time to complete a specialist task.
Dismissal - happens because of a break of contract or unacceptable behavior
Redundancy - your no longer required or useful for a business
Employee representation - arises when employees are part of a formal structure for involving them in the decision making process of a business
:check:Makes employees views known to management
:check:Helps strengthen both managements and employees understanding of workplace issues and other matters affecting the business
:check:Helps create an atmosphere of mutual trust between employees and management improving workplace relations
:red_cross:Time consuming and could potentially slow decision making time
:red_cross:Conflicts between employer and employee interests may be a block to essential change
:red_cross:Managers may feel their authority is being undermined and challenged
Trade unions - an organisation that employees pay to join in order to gain greater power and security at work, groups are more powerful than individuals. They have 2 functions, represent and negotiate.
1.4.6 - Motivation
Intellectual engagement - thinking about how to do the job better
Affective engagement - feeling positive about doing a good job
Social engagement - takes opportunities to share work related issues with others at work
Financial incentives:
- Piecework
- Commission
- Bonus
- Profit share
- Performance related pay
- Fringe benefits
- Wages
- Salaries
- Overtime
Non-financial incentives:
- Delegation
- Consultation
- Empowerment
- Team working
- Flexible working
- Job enrichment
- Job rotation
- Job enlargement
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Advantages of a motivated workforce are;
:check: Better productivity and quality of products
:check: Lower levels of absenteeism and staff turnover
:check: Lower costs for recruitment and training