Changes in working practices

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This document discusses various flexible working practices including flexible hours, temporary working, job sharing, part time working, home working, multi-skilling, hot desking, and zero hour contracts. It provides definitions and discusses the pros and cons of each practice. Flexible working practices allow employers to adapt to employee needs and business demands while helping employees balance work and home life. However, some practices like zero hour contracts provide less stability and benefits for workers. Overall, flexible working can increase efficiency for businesses while accommodating individual circumstances.

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A range of employment
options designed to help
employees balance work and
home life
(Definition)

Flexible
Hours
Temporary
Working
Job
Sharing
Part Time
Working
Home
Working
Multi-
Skilling
Hot
Desking
Zero Hour
Contracts

Employees have an agreed number of working hours. These are
made up of core hours, (hours that must be worked) and the
remainder of the contracted hours are on a flexible basis.
(Definition)
The employer will set certain limits such as core hours and a
maximum and minimum number of working hours. It is made to
adapt to suit employee needs.
What it consists of?
Changing from full to part time
Home working
Compressed hours
Job sharing
Teleworking
Staggered hours
Changing working hours
Self-rostering
Shift working
Time off
Annualised hours
Term-term work

Employment for a specific amount of time
(Definition)
E.G. for 6 months to cover maternity leave
A temporary worker is not always guaranteed work, has
no career progression and does not have an overall
fixed pay.
Pros Cons
Fill employee absences Training
Save money and time Safety issues
Maintain staffing flexibility Legal concerns
Reliability

These workers work at busy periods to meet
customer needs, and have flexible hours
during quieter times. This employment help
employees to work around their day to day
schedule due to having less hours to work, this
also have cost-saving implications to
employers.

This involves working from home, most professional
jobs (such as design, IT, accountant, programming etc.)
will involve this type of work.
Pros (Employee) Pros (Employer)
Save time Less office space required
Less stress Reduction in overheads
Comfortable

A business train it’s workforce to be able to
do a range of different tasks. Multi-skilled
workers are likely to be better motivated and
change will be easier to implement in a
flexible workforce.

An employee has no fixed work space within an office
environment. The employee goes from job to job. This
cuts down the need for office space. Some workers (such
as sales team) may not require permanent desks.
Pros Cons
Cheap Breakdown of workplace
relationships
Greater Innovation Feel disconnected
Encourage new network
establishment

People share the same job (usually as a
fifty-fifty split)
Pros Cons
Flexible Bad communication
teamwork Not a full job

The employee has to be available for work but is not
guaranteed work.
If the employer is busy, the workers may be working full
time hours, however, if demand/labour falls, workers
may then be sent home.
Cons
No guarantee of work
No income security
Exploit workers

Businesses can expand and contract their
workforce quickly in response to demand
Temporary staff and subcontractors may be
cheaper to employ as they are unlikely to
get any of the benefits that may be available
to permanent staff
A flexible workforce is likely to make a
business more efficient

Temporary workers are less likely to
have the same commitment than
permanent workers
Communicating with a workforce
that works largely from home can be
an issue as teamwork will be lost

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The document outlines the process of employee appraisal, focusing on assessing performance through discussions between employees and managers, setting objectives, managing performance, and providing rewards. It highlights both the benefits, such as motivation and improved performance, and drawbacks, like workplace tension and misuse of power by managers. Additionally, it discusses self-assessment, peer assessment, and 360-degree feedback as methods to enhance the appraisal process by encouraging reflection and feedback from multiple sources.

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The document discusses various generations of programming languages, categorizing them into imperative, declarative, and object-oriented languages, each with specific characteristics and advantages. It highlights the functionalities and limitations of these high-level languages, emphasizing the organization around actions and data, the need for precise programming instructions, and their applicability in different programming contexts. Additionally, it describes the differences between logic and functional declarative languages and characterizes high-level programming's accessibility and maintainability.

Motivation Theories (Maslow's Hierarchy of Needs, Taylor's Scientific Managem...Project Student

The document discusses various motivation theories in business studies, including Maslow's hierarchy of needs, Taylor's scientific management, Mayo's human relations, and Herzberg's two-factor theory. Each theory offers different perspectives on employee motivation, with Maslow emphasizing personal fulfillment, Taylor focusing on monetary incentives and supervision, Mayo highlighting social needs and communication, and Herzberg distinguishing between motivators and hygiene factors. The theories reflect various management styles, such as autocratic, paternalistic, and democratic.

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The document provides an overview of operating systems, which are essential software for managing computer operations and acting as an interface between users and hardware. It details tasks performed by the OS, including scheduling, memory management, and file management, highlighting the roles of virtual memory and device drivers. The text also discusses how the OS optimizes performance and manages input/output devices while ensuring efficient resource allocation.

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The document discusses the critical role of the Human Resources (HR) department in effectively utilizing employees to achieve business objectives through strategic planning and management practices. It contrasts soft HRM, which focuses on employee welfare and motivation, with hard HRM, which views employees mainly as cost-effective resources. Additionally, it outlines the objectives and factors affecting HR, emphasizing the importance of communication, workforce planning, and adapting to market changes.

Classification of Programming LanguagesProject Student

The document provides an overview of the classification of programming languages by generations, detailing the distinctions between low-level languages (1st to 2nd generation) and high-level languages (3rd to 4th generation). It highlights the advantages and disadvantages of low-level languages, including better control and efficiency versus difficulty in maintenance and portability. High-level languages are described as problem-oriented, portable, and varied for different applications, categorized mainly into imperative and declarative types.

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The product life cycle outlines the stages a product undergoes from development to decline, which is critical for effective marketing strategies. It includes stages such as introduction, growth, maturity, and decline, with opportunities for extension strategies to prolong life. Understanding this cycle helps businesses forecast trends, manage product portfolios, and determine marketing efforts needed for each stage.

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Training Methods (On-The-Job, Off-The-Job, Retraining and Apprenticeships)Project Student

This document defines and compares different types of training provided in business studies including on-the-job training, off-the-job training, retraining, and apprenticeships. On-the-job training involves coaching and demonstrating tasks while employees remain at work, while off-the-job training removes employees from the workplace for classes, self-study, or sandwich courses. Retraining adapts employee skills to new technologies, practices, or safety requirements. Apprenticeships formally commit employers to train young employees through work experience leading to an industry-recognized qualification.

Price (Market-Orientated and Cost-Based Pricing)Project Student

The document discusses various pricing strategies businesses use, including market-oriented pricing, psychological pricing, and cost-based pricing. It outlines how businesses set prices based on market demand, production costs, and competitive dynamics, utilizing tactics such as price skimming and penetration. Additionally, it addresses consumer behavior regarding price elasticity and the implications of pricing strategies on market competition.

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The document compares the Von Neumann architecture and Harvard architecture in computer science, highlighting their definitions, advantages, and disadvantages. The Von Neumann architecture uses a single memory system for both data and instructions, simplifying design but causing potential bottlenecks. In contrast, the Harvard architecture features separate memory for data and instructions, allowing parallel access but resulting in increased complexity and cost.

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