6: HR Flashcards
What is a HR objective?
A specific goal or target of relating to the management and performance of human recourses in a business.
What is HR management?
The design and implementation of strategies to manage people for optimum business performance
Why is HR management important?
responsible for customer service
motivates employees
employee welfare
alters productivity and quality significantly
good working conditions-effective and safe
alters decision making
Objectives that may be in place to make workforce more effective to meet potential
give achievable workloads
clear explanation of roles
Audit assessments
avoid underutilising staff
what is an HR audit assessment?
Reviewing staff, processes and systems to see what/where needs improvement
Objectives that ensure more cost effective HR process
Competitive pay rates but not excessive
minimise staff turnover
ensure returns on training investments
what is staff turnover?
proportion of staff that leave an organisation over a period
Objectives that may be put in place to maintain a good employer-employee relationship
Good communication and delegation
performance reports
handle problems well that may be sensitive eg. illness time off
What is soft human recourse management ( soft HRM) ?
Where employees are treated as the most important source of competitive advantage
What is hard human recourse management ( hard HRM)?
Treatment of employees as a recourse of the business. Mixes with McGregor theory X (believing people only work for money and dislike it)
Is an autocratic leadership style soft or hard HRM?
Hard
Features of a soft HRM
- democratic (two way comms)
- delegation
- competitive pay and rewards when suited
- empowered employees
- appraisal systems aimed to address employment development needs eg training
Features of hard HRM
- Autocratic style = not much comms
- lower pay eg minimum in order to retain staff
- appraisal based on making judgements on the staff ie. good or bad
- low empowerment and delegation
Negative of Soft HRM
Cost of workforce may lead to less competitive structure
Positive of soft HRM
Rewards and performance = motivation
Positive of hard HRM
more cost effective and decision making is faster and focused
Negatives of hard HRM
Higher labour turnover possibility and absenteeism
Reasons to recruit staff
If the business is relocating, need employees with skills to do the job, existing employees leave, expanding chains (eg new factory, stores, new development project)
Advantages of employing part time staff
They’re cheaper to employ as they’re entitled to less benefits
a more flexible workforce
wider range of potential recruits
disadvantages of employing part time staff
- Employees are less loyal so they may have lower motivation so less efficient
- Harder to manage and coordination of shifts requires time = cost.
How have employment patterns changed?
Ageing population (more carers and more people need to look after)
More part time and flexible working hours
Increased number of single parent families.
What is the difference between internal and external recruitment
External = from outside eg. recruitment centres, job ads.
Internal = given to staff already employed by the business via reorganisation or promotions.
Example of external recruitment
job adverts, job centres, personal recommendations
Example of internal recruitment
Promotions or reorganisations
Advantages of external recruitment
New ideas, larger pool, wider experiences so may get better candidate
Advantages of internal recruitment
Cheaper, quicker, people are familiar with the business, opportunities to increase motivation via promotions, already knows any strengths/weaknesses of candidates
disadvantages of internal recruitment
Limits number of applicants, no new ideas, creates another job vacancy, may create resentment among staff
disadvantages of external recruitment
Long process, expensive, selection process may not bring a good candidate
What is training?
The development of work related skills to improve performance. May be on or off-job
