2.1 Flashcards
Human resource planning
Analysing and forecasting the number and skills of employees needed
May produce a Workforce audit:
- Method of reviewing various policies and procedures within human resources and other areas of an organization
- Identify areas that need improvement
Labour turnover
To help with HR planning, need to look at how many employees may leave the business
(Staff leaving/Total staff) x 100
Common steps in the process of recruitment
- Job analysis
* Identify the need for a new EE and establish the nature of the job - Write a job description
* Job title, tasks performed, responsibilities, working conditions, etc - Write a person specification
* Qualities, skills, qualifications and experience required - Advertise the job
* Internal, website, recruitment consultant - Recieve applications
* Cover letter, CV referees - Create a short list of candidates
Types of training
On the job
- Instruction at the place of work
Off the job
- Away from the place of work
Cognitive
- Exercises designed to improve a person’s ability to understand and learn information
- E.g logic, memory, critical thinking
Behavioural
- Improving an EE communication and collaboration skills
- E.g team building, ethics, stress management, leadership
Types of appraisal
Summative
- One-off measure of performance against standards
Formative
- Ongoing, with the goal being to inform EE on how to improve their performance
- Focus on change and imporvment
360 degree feedback
- Collect feedback from many people who are involved with the EE- peers, managers, customers
Self- appraisal
- EE’s appraise themselves based on criteria. Often before a summative appraisal
Common steps in the processes of dismissal and redundancy
- Dismissal, Firing, Termination
- Incompetence, misconduct
- Formal process- verbal warning, written warning, etc
- Redundancy(laid off)
- Employee leaves the company because there is no need for their job. No fault of their own.
- Redundancy pay usually must be paid
- Could be volunatry
How work patterns, practices and preferences change and how they affect the employer and employees
Traditional working practices
- Full time contracts
- Permanent employees
- Regular working hours
- Working at the place of work
Gig Economy
- Use of “Independent contractors” , i.e Uber
Teleworking
- Working from home, but keeping in contact with the office uing technology
Portfolio working
- Working multiple jobs
Internal and external factors that influence HR planning
Internal: - labour turnover - change in objectives - productivity - automation of produce
External: - demand for product - economic recession - change in laws
