BUSS3 Key Term Glossary: Human Resource Strategies

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BUSS3 Key Term Glossary: Human Resource Strategies
2014-05-05 13:42:20
business term
BUSS3 Key Term Glossary: Human Resource Strategies
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  1. Arbitration
    An alternative to a court   of law in determining legal and employment disputes. Involves a specialist   outsider being asked to make a decision on a dispute
  2. Centralisation
    An organisational structure   where authority rests with senior management at the centre of the business
  3. Communication
    The process by which a   message or information is exchanged from a sender to a receiver
  4. Conciliation
    A way of mediating   industrial disputes to gain agreement without going to arbitration
  5. Core workers
    Employees who are part of   the core workforce of a business – central to the business activities
  6. Decentralisation
    An organisational structure   where authority is delegated further down the hierarchy, away from the centre
  7. Delayering
    The process of removing one   or more layers from the organisational structure
  8. Downsizing
    The reduction in the scale   and resources of a business, usually involving job losses and/or the sale or   closure of business units
  9. Flexible working
    The range of employment   options designed to help employees balance work and home life (e.g.  part-time, job-sharing, Homeworking, annualised hours contracts)
  10. Gap analysis
    Analysis of the difference   between the workforce needs or a business and its current capabilities
  11. Hard HRM
    An approach to HRM based on   treating employees as resources in the same way as any other business   resource
  12. Human resource management   (HRM)
    Strategies for managing   people in order to achieve business objectives
  13. Labour shortage
    Where a business finds it   does not have sufficient employees in number, or with the right skills and   experience, for its needs
  14. Peripheral workers
    Employees who are on the   fringe of the core workforce.  They are   not essential (core) workers, and their activities can often be outsourced or   provided using flexible contracting
  15. Soft HRM
    An approach to HRM based on   treating employees as the most important resource in a business
  16. Staff turnover
    The proportion of staff   that leave their employment with a business over a period – usually measured   over a year
  17. Teamworking
    Individuals work in groups   rather than focusing on their own specialised jobs
  18. Trade union
    Organisations of employees   who seek to negotiate their employment terms through collective bargaining
  19. Workforce planning
    How a business determines   how many and what kind of employees are required
  20. Works council
    A formal meeting of   employer and employees to consider issues affecting the business and   workplace – mandatory for larger businesses in the EU