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| | '''People and Operations Management''' | | '''People and Operations Management''' |
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| - | =People in Organisations=
| + | cMrBHq Very informative blog.Much thanks again. Much obliged. |
| - | Candidates are expected to gain an understanding of people at work in an
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| - | integrated context within the organisation and the wider environment. They are
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| - | required to understand the interrelationships between organisational structure,
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| - | leadership style and motivation in a business, and to evaluate the implications of
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| - | these for the effective planning and management of human resources.
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| - | Management Structure and Organisation, and Motivation are covered in the
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| - | People in Organisations section of AS Module 2. Both topics are part of the full
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| - | A Level specification, though no further content need be taught. The topics should
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| - | be revisited to provide theoretical underpinning to the new material on
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| - | Communication, Employer/Employee Relations and Human Resource
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| - | Management.
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| - | ==Communication==
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| - | ===Relationship between motivation and communication===
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| - | *Effect of poor morale on communication and vice versa;
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| - | *importance of feedback.
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| - | !width="200"|Term
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| - | !width="500"|Explanation
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| - | ! delegation
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| - | | passing authority down the hierarchy.
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| - | *This is only genuine if the manager gives up some control of the subordinate.
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| - | !feedback
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| - | |a response to a communication that may confirm receipt and comprehension.
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| - | !leadership
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| - | |influencing others, in order to achieve certain aims and objectives.
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| - | *Effective leadership skills can help a manager to carry out their duties.
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| - | !motivation
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| - | |the will to work, due to satisfaction with the work itself or the reward that the work generates.
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| - | *Some say that motivation comes from within the individual.
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| - | *Otherssay that motivation is the will to achieve a given target or goal.
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| - | !organisational structure
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| - | |the particular way that an organisation is arranged in order to carry out its activities.
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| - | !process of communication
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| - | *''Sender'' initiates the communication.
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| - | *''Message'' is the information that is trasnmitted.
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| - | *''Medium'' is how the message is passed on, e.g. email or telephone.
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| - | *''Receiver'' is the audience at whom the message is targeted.
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| - | *''Feedback'' indicates whether the message was received and understood.
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| - | ===Barriers to effective communication===
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| - | *Attitudes,
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| - | *intermediaries,
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| - | *lack of common language or sense of purpose.
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| - | ===Difficulties for larger organisations and possible solutions===
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| - | *Communication overload,
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| - | *many layers of hierarchy,
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| - | *over-reliance on written;
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| - | *the use of information technology;
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| - | *decentralisation.
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| - | ==Employer/Employee Relations==
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| - | Emphasis should be on recent and potential approaches and initiatives, and be linked to an organisation's underlying approach to motivation or leadership.
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| - | ===Differing approaches to employee relations at the collective and individual level===
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| - | *Individual versus collective bargaining;
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| - | *secure, full-time, salaried versus temporary and sub-contracted work.
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| - | ===Employee participation and industrial democracy===
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| - | *Works councils;
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| - | *employee shareholders;
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| - | *autonomous work groups;
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| - | *practical problems and benefits of working in teams;
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| - | *impact on motivation.
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| - | ===The role of trade unions and ACAS===
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| - | *Objectives, functions and organisation of unions;
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| - | *industrial disputes and methods of resolution (including conciliation and arbitration);
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| - | *single union and no strike agreements;
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| - | *the role of ACAS.
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| - | ===Principles of employment law===
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| - | *Individual labour law;
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| - | *collective labour law;
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| - | *impact on business of employment legislation.
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| - | ==Human Resource Management==
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| - | This section emphasises the alternative approaches to HRM (dependent upon leadership style) and the criticisms of them. HRM can be a strategy for the personal development of all staff or a control mechanism.
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| - | ===Workforce planning===
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| - | As an integrated process bearing in mind production, marketing and corporate plans.
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| - | ===Methods of remuneration===
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| - | As AS Module:
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| - | *Financial incentives, but with added emphasis on goals of HRM.
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| - | ===Measurements of personnel effectiveness (labour productivity, labour turnover, absenteeism and health and safety)===
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| - | *Ability to calculate and evaluate;
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| - | *causes and effects;
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| - | *importance as indicators of personnel strategy.
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| | =Operations Management= | | =Operations Management= |
| | Candidates are expected to gain an understanding of operations management in an | | Candidates are expected to gain an understanding of operations management in an |
cMrBHq Very informative blog.Much thanks again. Much obliged.
Candidates are expected to gain an understanding of operations management in an
integrated context within the organisation and the wider environment. The
material set out below should be related to that of the AS Subject Content,
especially the Operations Management section of Module 2. Candidates are
required to analyse and evaluate the use of different operations management tools to
enhance decision-making in order to improve efficiency and quality.
especially for efficiency, business decision-making, time-based management and working capital control.
The focus must be on business based decision-making using methods such as break-even analysis or investment appraisal (but qualitative factors should not be underestimated).
