2.1 Functions and evolution of human resource management Flashcards
Human resource management
the management function of using and developing people within a business to meet its organisational objectives
Roles of HRM
workforce planning recruitment, selection and induction training and development of staff reviewing pay and remuneration packages disciplinary and grievance procedures looking after the welfare of employees
How can HR add value to the output?
increase productivity
improve quality
come up with new ideas
provide better customer service
Human resource/workforce planning
the management process of anticipating and meeting an organisation’s current and future staffing needs
Short-term workforce planning
deals with the upcoming and existing demands of an organisation
Long-term workforce planning
looks at the human resources needs of the business in the foreseeable future
What does workforce planning look at?
historical data and trends sales and income levels labour turnover rates flexibility and workload of staff demographic changes
Labour turnover
measures the percentage of the workforce that leaves the organisation in a given time period, usually one year
Labour turnover formula
number of staff leaving / total number of staff
x 100
What are the main reasons some people leave their jobs? [CLAMPS]
Challenge Location Advancement Money Pride (Prestige) (Job) Security
What are some internal and external factors that influence human resource planning?
demographic changes
changes in labour mobility
new communication technologies
Why do businesses need to recruit people?
labour is an essential factor of production needed for the provision of any good or service
–> hiring the right people helps to ensure that businesses can function effectively.
Summary of the recruitment process (10 steps)
Conduct a job analysis to determine the firm’s need to hire new employees
Produce a job description and person specification
Advertise the vacant post
Check applications and shortlist suitable candidates
Interview the shortlisted candidates
Perform aptitude testing (if applicable)
Check references for shortlisted candidates
Job offer made to the best candidate
Issue and sign the contract of employment
Carry out induction of new recruit
Differentiate between internal recruitment and external recruitment.
Internal recruitment involves hiring people who have already been in the organisation to fill out a position, whereas external recruitment hires new employees from outside of the organisation to fill out vacant posts.
