6.1a - Understanding HR Objectives

Question 1

Human resources management definition

Answer 1

Making the most efficient use of employees

Question 2

Human resources definition

Answer 2

An organisations employees

Question 3

Why have HRM become more important in recent times?

Answer 3

• More businesses are providing services rather than goods
• Competitiveness require efficiency and productivity
• Movement towards fewer layers of hierarchy

Question 4

Examples of HR objectives:

Answer 4

• Employee involvement
• Training
• Diversity
• Alignment of value
• Employee retention
• Employee turnover

Question 5

What are the internal influences on HR objectives?

Answer 5

• Culture (some value employees more than others)
• Other departments (they give HR information needed to predict workforce needs)
• Funding available

Question 6

What are the external influences on HR objectives?

Answer 6

• State of economy
• Employment laws
• Ethical and environmental issues (condemning of zero-hour contracts)

Question 7

Advantages of setting HR objectives:

Answer 7

• Ensures decisions by different staff are consistent
• Clarity for employees
• Common purpose
• Improve effiency

Question 8

Disadvantages of setting HR objectives:

Answer 8

• External changes
• Internal changes
• Conflicting objectives
• Not enough resources

Question 9

Advantages of hard HRM:

Answer 9

• Keep control of workforce so they are less likely to make mistakes
• Easy to replace workers (they are seen only as another resource)

Question 10

Disadvantages of hard HRM:

Answer 10

• Don’t use employees to full potential so miss out chances to increase profits
• Demotivational for workforce
• High staff turnover

Question 11

Advantages of soft HRM:

Answer 11

• Increase staff morale (staff feel valued)

- Better staff retainment

Question 12

Disadvantages of soft HRM:

Answer 12

• Employees may not be interested in development
• Costly
• Time-consuming
• Employees may leave for better job once trained

Question 13

Features of hard HRM:

Answer 13

• Employees treated as just a resource
• Short-term changes in employee numbers
• Minimal communication
• Pay is enough to recruit and retain staff
• Little delegation
• Tall and autocratic structure

Question 14

Features of soft HRM:

Answer 14

• Employees treated as the most important resource
• Focus on long-term workforce planning
• Strong two-way communication
• Competitive pay structure
• Employees encouraged to seek delegation
• Flat and democratic structure