2.1 Flashcards
what is human reasorce management and why is it needed?
Employing the right people helps organizations achieve their objectives. To achieve this, the organization needs to use Human Resource Management.
Human Resource Management (HRM) is a broad term that refers to the administration of a company’s workforce. This involves diverse tasks such as recruitment, selection, training, performance evaluation, motivation, compensation, and employee retention
what is the ultimate objective of HRM?
HRM’s ultimate objective is to maximize the effective use of an organization’s workforce
why is HRM needed?
As the demands of workforce planning continually change, HRM remains an essential and continuous function within the personnel department.
Effective HRM plays a fundamental part to achieve the companies “Business objectives” . Therefore, HR managers play a crucial part in ensuring the appropriate recruitment of suitable individuals in optimal numbers, assigning them to suitable positions, all at the right timing.
what is human reasorce planning?
Human resource planning can be defined as the management process of anticipating and meeting an organization’s current and future staffing needs. Basically, finding a balance between having to many employees (high cost) or to few employees (low productivity
what does HR need to do before starting their human reasorce planning?
Before HR starts with its plan, they need to take into account external and internal factors that might affect their planning.
what are the extrernal factos that need to be taken into consideration when making a HRP?
Technological change – Improvements in ICT means that more people can work from home, meetings, recruitment and online training is more available and accessible. Also, improvements in infrastructure can help people to commute to their jobs easily.
Government regulations – changes in minimum wage, hourly working hours, health a safety laws, pensions, age retirement, gender equality, etc. Every new law that the Government imposes will affect the organization’s HR planning.
Demographic change – retirements, migration, gender equality, aging population or emerging population are all demographic factors. Organizations should understand these factors to adapt their HR plan accordingly.
Social trends – changes in society such as the role of women, single parents, work-life balance, time for leisure. All these changes will affect the HR plan of an organization.
The state of the Economy – The economy can experience either a recession (less work available) or a “boom” (more work available); both factors will affect the HR planning, accordingly.
Labour mobility – to what extent labour could change to different locations (geographical mobility) or flexibility on changing jobs (occupational mobility). Any of these two factors are also affected by: relocation costs, family, the cost of leaving somewhere else, fear of the unknown, language and cultural differences. How people react to these mobility will affect HR planning.
what are the internal factors tat need to be taken into consideration when maing a HRP?
Changes in business organization – Any change on the organization’s objectives will affect the HR planning. This can also apply to M&A.
Changes in labour relations – any changes that happen inside the organization such as the creation of unions or the Union’s loss of power will affect HR planning and how the organization will react to that. Disagreements between employees can also affect the planning, if some employees suddenly decide to leave the organization.
Changes in business strategy– depending on the market, changing in an organization’s strategy is very common, based on the fact that organizations should always adapt to change that will affect HR planning.
Changes in business finance – an organization’s financial situation is key for HR planning. If for example, the organization can’t afford to hire more people or worst, can’t afford to keep all the employees, that will have a huge impact in HR planning. Paying sudden increases in pensions or income taxes will also increase the costs for the company.
what are changes in work patterns?
Changes in work patterns - This refers to the different jobs that people want as well as what the industry needs or demands.
Organizations, sectors and Governments do their best to attract the employees needed for the job. However, people’s preferences might affect this process since nowadays people tend to be more selective on what they want.
what are chnages in work practise?
Changes in work practices - This has to do with the change in work routines since there seem to be a greater demand in more flexible working time. This refers to arange of employment options designed to help employees balance work and home life.
There seem to be a decline in full-time work and permanent contracts in exchange for an increase in part-time work, temporary work, flexitime, freelance, teleworking, casual Fridays , 3 day weekends, shift swapping, job sharing, homeworking and the gig-economy (i.e. Deliveroo, uber eats, etc).
These practices changed even more after COVID-19.
what are chnages in work preference?
Changes in work preferences – how employees want to adapt their work to lifestyle changes (i.e. having children, wanting to achieve more professionally, etc.) Some examples are:
Career breaks – when the employee wants to take some time off to do another activity that might or not be related to his/her current job. This must be formal (i.e. a sabbatical year) or informal, in which case the employees might not come back to work.
Job share – two or more employees decide to share the job, so they have more time for other activities.
what are the ethical factors of the HRP?
salaries and financial renumination
health and safty
discrimination
right to privacy
how do cultural diffrences effect the HR plan?
these will have a significant impact in the HR plan especially if the organization has a multicultural workforce (which now a days is almost in every organization).
Organizations that adapt their HR plan to a more diverse workforce are more likely to be successful in a diverse environment.
A diverse environment can also enrich the organization. Since employees from different cultures can bring something different to the organization.
how and why was Gerret Hofsteed?
Geert Hofstede develop his concept of Power Distance. Hofstede studied the links between international cultures and organizational cultures suggesting that there are 5 dimensions which affect cultural influences.
These are: Power Distance, Individualism vs. Collectivism, Uncertainty avoidance, masculinity vs. Femininity and Long–term vs. short-term orientation
what is a way that Hofsteeds theory may be applied?
Training, for example, can reduce potential misunderstandings or frictions that might arise from cultural differences. Moreover, a diverse workforce can create more innovation since different people from a vast multi-cultural background will bring different ideas.
Some cultural differences that might affect the HR plan?
dress
body language
personal space
humor
