2.1 Functions and evolution of human resources Managment Flashcards
Human resource managment
Strategic approach to effective managment of organization workers so that they help to achieve the business´s objectives, and gain a competitive advantage
Worforce planning (Human resource)
Analysing and forecasting the number of workers and their skills, that will be required to achieve business objectives
Workforce plan (Human resource)
Number of workers and skills required over a future time period
Workforce audit or apprisal
A check on the skill and qualifications of existing employees. It includes the job description(soft skill) and the person’s specification(hard skills)
Labour turnover
Measures the rate at which employees are leaving an organization. Formula: (number of employees leaving in 1 year/average number of employees) x 100
Occupational mobility of labour
Extent in to which workers are willing and able to move to different jobs requiring different skills
Geographical mobility of labour
Extent to which workers are willing and able to move geographical region to take up new jobs
Recruitment
Process of identifying the need for new employees, defining the job to be done, type of person needed, attracting suitable candidates for the job and selecting the best one
Job description
Detailed list of the key point about the job to be filled, states all the key tasks and responsibilities. It is a soft skill
Person specification
Detailed list of qualities skills and qualifications that applicants need to have. It is a hard skill
Training
Work-related education to increase the workforce skills and efficiency
On the job training
Instruction ath the place of work on how the job should be carried out
Off the job training
All training taken away from the business by other profesionals (work related college courses)
Induction training
Is the first trainig you recieve. Introductory training to familiarise new recruits with the organization system and layout of the site.(on the job training)
Cognitive trainig
Exercises designed to improe a person´s ability to understand and learn information.
Behavioural skills trainig
Designed to improve an individuals hability to communicate and interact with others both inside and out of the organization
Employee apprisal
Process of assesing the effectiveness of an employee judged against presented objectives
Contract of employement
Legal document that sets out the terms and conditions governing a workers job
Fair Dismissal
Being removed from a job due to incompetence or breach of dicipline
Unfair Dismisal
Ending worjer’s contract for a reason that the law regards as unfair
Redundancy
When a job is no longer required so the emplouee doing this job becomes redundant through no fault of their own
Teleworking
Staff working from home but keeping contact with the organizations by means of IT communications
Portfolio working
Working patter of following severla simultaneous employements at any time
Redundancy payment
In Ecuador they have to pay you 10% of your salary times the years you have worked for the oganization
Outsourcing
Using another business(3rd party) to undertake a part of the production process, rather than doing it within the business
Flexi-time contract
Employement contract that allows staff to be called in at times most convenient to empoyers and employees
Temporary employement contract
Lasts for a fixed time period
Part-time employement contract
Contract for less than the norml fully working week
Offshoring
Relocation of a business process done in one country to the same or another company in another country
Re-shoring
Reversal of offshoring. Transfer of a business process or operation back to country of origin
Hard HRM
An approach to managing staff that focuses on cutting costs. (part time contracts, minimum trainig costs, etc.)
Soft HRM
Approach to managing stadd that focuses on developing staff to reach self-fulfillment(motivation to work hard and stay in the business)
Full time job
Under ecuadorian legisltion people work 20 days a month 8 hours a day 7 days a week
Productivity
Getting the job done within a time frame and taking account the quality too.
Headcount
Number of people employeed
Headhunt
Searching employees from other organizations
Compensation
Money company pays to the employees
Benefits
Compensations aditional to salary(can also be things)
Incentives
Offering some sorth of thing to achieve an objective
Hard skills
Teachable abilities or skills tht are easy to be quatifiable.(foreign languages, certiifcates, etc)
Soft skills
People skills or interpersonal skills(adaptability, leadership, etc)
War for talent
Fight to se who has more skills for a position
Internal recruitment
Promotion within the company
External recruitment
Promotions and job offerings outside the organization you work for
Budget
Is a tool that helps with the financial plan for the future
Bench marking
Copy a product/service and then change it to improve it
What do you need to check for a job contract?
- Schedule (how long/extra hours)
- Salary
- Job functions (job to be done)
What are some training disadvantages?
- Very expensive
- Once trained employees can leave
- Work time is lost
90° appraisal
- most basic form of performance appraisal.
* Under this method, the employee receives feedback from his / her manager / supervisor.
180° appraisal
Considers the self-assessment of the employee being appraised.
360° appraisal
Employers evaluate employee performance from as many sources as possible, instead of only one-on-one feedback from a direct manager.
What is the formula for productivity rate?
Total output/number of employees
