HR Flashcards
Define human resource management.
The management function of deploying and developing people within an organization to meet business objectives
What are the 7 functions of human resource management?
Workforce planning (scheduling, right people in right groups, holidays..)
Recruitment and selection (hiring, weeding through to find the best people you can)
Training and development (relevant skills to do well in the workplace)
Performance management (appraisal of employees to give feedback and next steps)
Pay and remuneration (With the finance team, pay employees with whatever pay structure is used)
Discipline and grievances
Employee welfare (making sure that employees are thriving and motivated)
Define workforce planning.
The process of anticipating and meeting the organization’s current and future staffing needs.
Short-term vs. long-term HRM?
Short term HRM
Deals with existing and upcoming demands of an organization
E.g. replacing workers who are due to resign, retire, or go on maternity/paternity leave
Long term HRM
Prepare for human resource needs of the future
E.g. 2 years before HK Disneyland opened, the Walt Disney company recruited and trained employees for it
5 Rs of poor workforce planning:
Recruitment
Resources
Reservations
Returns
Reputation
Demographic factors that affect workforce planning:
Net birth rate
Net migration rate
Retirement age
Biological women entering/returning to the workforce
Aging population
Impact of aging population on HRM:
Increased dependent population, Changes in consumption patterns, changing labour mobility, changes in employment patterns
Geographic vs. occupational mobility:
Geographical mobility:
The extent to which labour can move to different geographic locations based off of need
Occupational mobility:
The extent to which labour can be flexible in changing to different jobs (consider part-time work, which has increased to provide more flexibility)
3 limitations on geographical mobility:
Ties to friends and family
Relocation costs
Fear of the unknown
Cost of living in a new area (e.g. BC)
Language and cultural differences
3 limitations on occupational mobility:
Attributes of the worker (education, qualifications, skills, experience, training)
Mature workers who tend to take less risks
Employees that are highly specialized
Discrimination from employers on factors such as age, gender, religion, or race
3 reasons why worker migration occurs:
Pay and remuneration
Employment opportunities
Seasonal factors
Domestic instability
Higher standard of living
3 advantages of teleworking/homeworking for employees?
More jobs
Suitable for family commitments
Flexible working hours
Little to no commuting, reducing time, money, and stress
Autonomy in decision making
Possible income tax allowances
Increasingly affordable for people due to lower costs of technology
3 disadvantages for teleworking/homeworking for employees?
Huge reliance on use and reliability of software and hardware (ICT, internet communication technology = IT)
Workers often exceed contracted working hours
Social isolation and boredom
Often less job security and trade union representation
Distractions at home
Lack of authentic training and career development opportunities
3 Advantages of teleworking and homeworking for employers:
Reduced overheads from renting prime locations
Flexible and extended working hours for customers
Can adjust for peak and off-peak trade
Continuity of services from those hiring workers with dependents
Less absenteeism
Flexibility to deal with working time directives (laws)
3 Disadvantages of teleworking for employers:
Set up costs can be very high
Recruitment processes must be tightly controlled to ensure employees are self-motivated and take initiative
Management, monitoring, and control and difficult
Tech breakdowns can cause major disruptions
Not always possible to set up do to lack of space of home or lack of security for sensitive data being held at home
