2.1 Functions and evolution of HRM Flashcards
What is the definition of Human Resource Planning?
“Process of managing an organization and its workforce.”
What are the 4 tasks HRM works on?
Job analysis, job design, job specification, job description
What does HR do for “job analysis”?
HR analyse the jobs, getting detailed information on the different jobs in an organisation
What does HR do for “job specification”?
KSA –> knowledge, skills and ability
What does HR do for “job design”?
Manner in which the job needs to be performed
What does HR do for “job description”?
Outlines the tasks that need to be done
What is a workforce audit?
A check on the skills and the qualifications of all existing employees
What is a workforce plan?
Thinking ahead and establishing the number of skills of the workforce required by the business to meet its objectives
What is a replacement chart?
A planning tool to replace employees
How can you anticipate demand?
Market analysis, analyse competitors, past trends, consumer confidence, seasonality, GDP
What is the difference between hiring internally and externally?
Hiring internally is giving someone a promotion already in the company, hiring externally is promoting someone from a different company.
What are the benefits of hiring internally?
Saves money (no advertising), Already knows the company’s culture, Already understands the TDR (Task duty responsability), Increases motivation (As other employees see there is a possibility to grow in the company)
What are the benefits of hiring externally?
They give a new perspective on the company, they might have higher qualifications, a wide applicant pool, salary
How can you hire externally?
- Direct applicant (effective, high motivation)
- Referrals (from current employees)
- Advertising (effective but expensive)
- Career fairs (effective especially for entry level jobs, often at unis)
- Employment agencies (most expensive)
What is the definition of HRP “Human Resource Planning”?
It is a board term used to describe the overall management of an organization’s workforce. It includes attracting, selecting, training, assessing, rewarding and retaining workers.
What is the definition of “Labour turnover”?
This refers to the amount of people who leave an organization, expressed at a percentage of the workforce per time period (usually per year).
How do you calculate labour turnover?
(Number of employees who leave/ number of employees in the firm) x 100
Why would an organisation want low labour turnover?
Organizations prefer to have a lower labour turnover rate for many reasons, for example replacing and recruiting new staff is very costly.
- Recruiting new workers
- Training new staff
- Management time during recruitment process
- Getting workers familiarised with the culture and operations of the organization
- Negative impact on other workforce (demotivates)
- Negative publicity
Why is a labour turnover of “0” possibly bad for an organisation?
No turnover at all can indicate that the company has a lack of ideas, with some new employees being able to bring a different energy and new ideas to the workplace. On top of this some employees may be less productive as they don’t consider being ‘fired’ a threat, so a low turnover would help motivate them. Also a good way to get rid of unproductive employees.
What does the acronym “CLAMPS” stand for?
- Challenge
- Location
- Advancement
- Money
- Pride
- Security
What are CLAMPS?
They are generally accepted by recruiters as legitimate reasons why people would want to leave their jobs.
What are some internal factors that influence human resource planning?
- Size
- Strategies
- Organizational structure
- Finances
- Motivation
- Corporate culture
What are some external factors that influence human resource planning?
- Industry competition
- Aging population
- Less fresh talent
- Labour and geographical mobility
- New communication technologies
What are the common steps in recruitment?
- Job analysis
- Job description
- Person specification
- Job evaluation
- Job advertisement
- Shortlisting
- Interviews
- Selection
- Background checks and references
- Job offer
ADSEASISBO
What are the 4 types of training?
- On the job
- Off the job
- Behavioural
- Cognitive
What is “on the job” training?
Training carried out whilst at the workplace
Two types of training on the job:
- Induction
- Acclimatising new employees with the people, policies and processes of the organization.
- eg. a tour of the campus, meeting key people.. etc
- Mentoring
- Being paired, or attaching an employee with a more experienced colleague who acts as a coach and supervisor
What is “off the job” training?
Training carried out off-site
What is “behavioral” training?
Identifying functional issues that could improve performance in the workplace by developing behavioral change in the workforce
What is “cognitive” training?
Training and developing mental skills to improve work performance
What are the objectives of training?
- To enhance the efficiency and effectiveness of staff
- To improve the quality of work by the employees
- To facilitate career and personal development
What is an “appraisal”?
Also known as a performance review, this is the formal procedure of assessing the performance and effectiveness of an employee, in relation to his/her job description.
What are the 3 types of appraisals?
- Formative appraisal
- Summative appraisal
- 360-Degree appraisal
What does a “Formative Appraisal” include?
Type of appraisal that takes place on a continual basis in order to allow workers to improve their performance and effectiveness.
What does a “360-degree Appraisal” include?
A type of appraisal system that provides feedback from a range of people who work with or interact with the appraisee, such as their line manager, co-workers, subordinates and even customers.
What is a “dismissal”?
“The employer’s decision to terminate a worker’s employment contract, usually due to the worker’s incompetence and/or a breach of their employment contract”
What is a “redundancy”?
Occurs when an organization no longer has a job for the employer or when the employer can no longer afford to hire the employee, i.e. the job ceases to exist
What is “Flexitime employment”?
A form of flexible work practice that enables employees to work a set number of core hours each week, often at the office during peak periods of the day and/or week.
What is “Teleworking”?
Flexible working practice that involves employees being away from the office as they rely on the use of telecommunications technologies, e.g. internet and mobile technologies.
What is “Migration for work”?
People who move to other countries in search of better job opportunities. (eg. rural china –> cities for better jobs)
What is “outsourcing”?
“Outsourcing is when a company transfers or contracts part of its work to outside suppliers or companies instead of completing it internally.”
Why would a company want to “outsource”?
Outsourcing facilitates specialisation and ensure more efficient production. Outsourcing also allows companies to reduce their costs.
What is “offshoring”?
“Offshoring occurs when a company relocates a manufacturing operation to a foreign country without giving up control or ownership of the operation.”
What is the difference between “offshoring” and “outsourcing”?
Outsourcing is when a company transfers its work to an outside supplier, soo therefore not completing the work internally. Offshoring is when the company itself relocates to a foreign country without transferring any of it’s work or ownership.
What is “reshoring”?
“Reshoring is the process of bringing back manufacturing facilities that were offshored to another country.”
What is the opposite of “reshoring”?
offshoring
