BUSS 3 Human Resources

3. union Organisations of employees who seek to negotiate their employment terms through collective bargaining
5. workers Employees who are part of the core workforce of a business – central to the business activities
6. shortage Where a business finds it does not have sufficient employees in number, or with the right skills and experience, for its needs
8. HRM An approach to HRM based on treating employees as resources in the same way as any other business resource
9. The reduction in the scale and resources of a business, usually involving job losses and/or the sale or closure of business units
10. An organisational structure where authority rests with senior management at the centre of the business
11. 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)
12. analysis Analysis of the difference between the workforce needs or a business and its current capabilities
13. The process of removing one or more layers from the organisational structure
14. council A formal meeting of employer and employees to consider issues affecting the business and workplace – mandatory for larger businesses in the EU
16. Individuals work in groups rather than focusing on their own specialised jobs
17. HRM An approach to HRM based on treating employees as the most important resource in a business

1. An organisational structure where authority is delegated further down the hierarchy, away from the centre
2. The process by which a message or information is exchanged from a sender to a receiver
4. planning How a business determines how many and what kind of employees are required
7. A way of mediating industrial disputes to gain agreement without going to arbitration
15. turnover The proportion of staff that leave their employment with a business over a period – usually measured over a year