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HRM Revision, Taylors and scientific management - Coggle Diagram

- - - - Theory X = some managers believe that employees are lazy, fear-motivated and in need of constsnt direction
      - Theory Y = view that some managers believe employees are internally motivated, enjoy their work & are prepared to take on additional responsibilities
  - - - Best management style depends on:
        Training / experience of workforce
        Amount of time available for consultation & participation
        Attitude of managers
        Importance of issues under consideration
- - - - If the labour turnover is high and increasing over time, then it is a good indicator of employee discontent, low morale and possibly, a recruitment policy that leads to the wrong people being employed.
        
        Costs of high labour turnover:
        
        costs of recruiting, selecting and training new staff
        
        poor output levels and customer service due to staff vacancies before new recruits are appointed
        
        difficult to establish customer loyalty due to lack of regular, familiar contact
        
        difficult to establish a team spirit
        
        potential benefits of high labour turnover:
        
        low skilled and less productive staff could be leaving and be replaced by more carefully selected workers
        
        New ideas and practices brought into an organisation by new workers
        
        High labour turnover can help a business plan to reduce employees numbers as workers who leave will not be replaced
    - - HR departments need to calculate the future employment needs
        of a business. Failure to do this an lead to too few workers with the right skills or too many workers with the wrong skills.
        
        Workforce audit - A check on the skills and qualifications
        of all existing workers.
        
        Workforce planning - Forecasting the numbers of workers and the skills that will be required by the organisation to achieve its objectives.
        
        both of these, in order, are the starting points for a workforceplan
    - - forecast demand for the product
      - The prodcutivity level
      - The objectives of the business
      - Changes in the law regarding workers' rights
      - The labour turnover and absenteeism rate
  - - - Unfair Dismissal: ending a workers employment contract for a reason that the law regards as being unfair
- - - - Need theory, also known as the Three Needs Theory or acquired needs theory, was developed by American psychologist David McClelland to explore how personal needs influence motivation and behavior in the workplace. This theory categorizes needs into three primary types: achievement, affiliation, and power.
  - - - Motivatoirs(Motivating Factors)primarily intrinsic job elements that lead to satisfaction, such as achievement, recognition, the (nature of) work itself, responsibility, advancement, and growth.