marking human resource decisions

• Hierarchical structure

  long chain of commanmds that are easy to control and provide opportunities for promotion . can be costly and slow down effective communication
• Flat structure has few levels of management but a wide span of control which improves the business flexibility but lines of authority are not always clear
• Businesses organisational structure can be shown using an organisation chart
• Line managers can pass on authority to their subordinates through delegation.
• Centralised decisions are made by senior managers (normally at head office )
• Decentralised decisions are delegated to regional employees at. Local stores and branches
• Centralised

  increased control and standardisation . Decisions can be slow
• Decentralised 


  Decisions devolved to branches or divisions that may know their local customers better . Loss of control
• As business expands they will employ more people increasing chain of command and span of control . Size and structure of organisation can impact communication control and flexibility of a business
• A business can downsize or delayer to reduce costs and improve efficiency , improve communication
• The sender has to choose an appropriate medium to reach the receiver
• Feedback should be available to ensure the communication has been successful
• insufficient or excessive communication has an impact on :employee motivation, customer service, the number of mistakes made , the understanding por employees , the efficient implementation of decisions .The image / brand of the business
• Formal communication is approved by the organisation.It follows set rules of communication used within a business
• Informal communication also used in business . It can get In the way of effective communication
• Barrier to effective communication: Using inappropriate or email system failure . Being angry or tired . Cultural differences . Use of jargon . Depends on the skill or knowledge of the sender or receiver .Too much or too little information .
• When workers are faced with too much information their motivation and efficiency will fall . Managers must ensure communication is controlled and organised effectively to ensure that this doesn’t Happen
• types of workers

  Permanent contract

  Flexible hours

  Full-time hours

  Temporary contact

  Freelance contract

  part-time hours
• Remote working - Employees can work from home while keeping in touch with colleagues through teleconferencing and email . Working arrangements can be agreed to meet the needs of the business and it’s workers
• Video conferencing - Face to face communication and Presentations can be streamed live over the internet so that employees no longer need to travel long distances to meet clients or share important information. More efficient as employees do not need to spend time and money travelling
• Management information systems - Business intranet systems hold vast amounts of information that employees can access using a computer anywhere in the world
• Flexible working contracts has more control over costs and can increase or lower capacity when needed . Freelance contracts used when business needs to employ a specialist eg consultant or accountant for a short period of time
• Problem with flexible contracts is employees might not be very committed to the business If they do not have long -term job security
• Directors responsible for overall business performance , business target-setting and strategy formation eg CEO setting profit targets and making key business decisions
• Senior managers responsible for management and leadership of key business functions eg The senior managers of marketing department and the employees within it
• Supervisors and team Leaders responsible for leading a team of workers , performance management , providing training , support and motivation eg head waiter supervising a team of 5 waiting staff , monitoring performance and delivering on-the-job training
• Operational staff - carrying out the key operations of a business eg designer working in a Fashion Company
• Support staff - responsible for providing services that support the main function of a business eg a secretary carrying out administrative work at a dentists practice
• Used to identify best candidate application forms

  curriculum vitae (CV)

  Job descriptions

  person specifications
• Recruitment process


  draw recruitment documents receive applications shortlisting Selection Training
• Job description

  Includes job title , who the person is responsible to , Who the person is responsible for , The key duties , salary or wage
• Person specification

  Contains descriptions of characteristics,qualifications , experience and skills that are required to meet the needs of job description . Broken to essential characteristics , desireable characteristics
• Curriculum Vitae (CV)


  A cv is a document that lists a persons experience and qualifications including details of their education and qualifications, employment history , skills and experience , references from current or previous employers
• Internal recruitment

  Promoting an employee who currently works for the business to a new role . Fast and easy to advertise vacancy . Cheaper than external advertising . Candidates already know the business so will be more efficient from the beginning. Promotion opportunities motivate current employees
• External recruitment 


  Recruiting someone who does not already work for the business . More potential applicants . New ideas and skills brought into the business . suitable if the business is growing and needs more employees
• Formal training

  Employees attend specific training courses to improve their skills . May be provided by external companies who are subject or industry specialists . May offer formal accreditation or qualifications . Can be expensive and time-consuming . May require employees to stop working while they are training so productivity falls
• Informal training

  Employees learn skills ’on-the-job by developing skills and experience over time or by Being coached by other employees . Cheaper and less-time consuming than formal learning .gives employees real or hands-on experience . May be stressful for employees if they are doing the job without all necessary skills . may mean that employees have to take responsibility for seeking or providing training
• The importance of training employees . Skills - training employees will improve their skills and value to the business . Having the most skilled employees may give a business a competitive advantage over its rivals
• The importance of training employees. Motivation- as employees improve their skills and knowledge their confidence will also improve. This can lead to a highly motivated and happy workforce
• The importance of training employees. Retention - investing money in training employees shows that the business values its employees. This means they are less likely to leave to find a job elsewhere so improving the business’s retention rates