3.6.1 Setting human resource objectives

Question 1

What is HR?

Answer 1

-Targets the function of business that is responsible for all employees (e.g employee engagement and involvement, training and alignment of values)

Question 2

Employee engagement

Answer 2

-Involved/commitment
-Wanting to work/be involved in decision making
-Happier within workplace
-Motivated
-Contribute
-Happier employees = less employee turnover

Question 3

Talent Development

Answer 3

-Employees who have potential and want to nurture it
-Potential to help the business achieve its goals
-Retain those employees and give them opportunities

Question 4

Training

Answer 4

-Equips employees with skills and knowledge
-Motivated workforce (may take time and money)

Question 5

Diversity

Answer 5

-Respecting the fact that all employees are different
-Different priorities, backgrounds and beliefs
-Personal differences do not hinder progress

Question 6

Alignment of values

Answer 6

-Bringing the core values or beliefs of all employees together to focus on achieving a common aim
-Can lead to a strong corporate culture where all employees fit into “the way we do things around here” mindset

Question 7

Why is an alignment of values important?

Answer 7

-Enabling all aspects of the business to function
-Meet new challenges to the business
-Meet seasonal functions
-Respond to changes in the workforce (eg people leaving, changing jobs internally, take maternity or paternity leave)

Question 8

Hard HR management

Answer 8

-Treat employees as a resource of the business
-Strong link with corporate business planning (what resources do we need, how do we get them and how much will they cost)

Question 9

Hard approach benefits

Answer 9

-Might result in a more cost-effective workforce where decision making is quicker and focused on senior managers
-Means managers can be more stringent in their approach
-It’s a ‘harder’ (tougher) approach to business

Question 10

Hard approach drawbacks

Answer 10

-Frustrates employees, as they being micromanaged
-The ‘hard’ approach is often unpopular with staff. This leads to higher absenteeism
-Can lead to high turnover rules and that can add to recruitment cash as you have to keep replacing departing employees

Question 11

Soft HR management

Answer 11

-Treat employees as the most important resource in the business and a source of competitive advantage
-Employees are treated as individuals and their needs are planned accordingly

Question 12

Soft approach benefits

Answer 12

-Seen as an approach which rewards employee performance and motivates staff more effectively. Better employee moral as workforce will feel more valued and be more appreciated
-This can lead to greater levels of motivation and higher productivity
-Long term commitment from staff who continue working for the company so that costs on recruitment as there is a higher retention rate
-This encourages a positive company culture and attracts like minded people

Question 13

Soft approach drawbacks

Answer 13

-To be too ‘soft’ and when all the employee benefits are added up, the cost of the workforce may leave a business at a competitive advantage
-The focus on training and professional development will be costly
-Delay decision making sometimes, as theres a more democratic approach with the need for varying departments to provide feedback