U4 Ch.13 HR Management Flashcards
Functions of a HR manager
- HR Planning
- Recruitment + Selection
- Training + Development
- Rewarding
- Performance Appraisal
- Managing Industrial Relations
- HR Planning
Having right people with right skills at right time throughout the business. Involves human resource audit of present staff, forecasting future HR needs(expansion+turnover) and then making a plan to either increase/decrease staff levels
- Recruitment and Selection
finding and attracting best potential candidates with appropriate skills and then picking most suitable for employment. Must draw up job description + person specification and then advertise the position. Applicants must be screened and then selected usually by interview process.
Recruitment and Selection Process
A. Job Description (duties + responsibilities)
B. Person Specification (ideal candidate)
C. Job Advertisement
D. Screening Candidates (shortlist made of suitables)
E. Selection Tests (intelligence/peronsality. not in all businesses)
F. Interview (One-to-one / panel)
G. Reference Check
H. Job Offer
Probationary Period
Trial period during which employer and employee can decide whether they are a suitable fit for each other.
Interview
Formal Meeting between applicant and representative(s) of a company
Equal Opportunities Employer
Employer that respects the Employment Equality Acts 1998-2015 when recruiting, selecting, promoting and training employees.
Recruitment vs selection
- Recruitment involves attracting suitable candidates with relevant skills and qualifications to apply for a job. Includes job description, person specification and advertising
- Selection is the process of deciding which applicant is most suitable. Involves screening, selection tests, interviews, making job offers and formulating contracts.
- Training and Development
Training aims to improve employees’ ability to perform their job in an effective manner. Leads to better knowledge and skills among employees. Leads to better customer service and experience. Induction training helps employees fit into workplace and learn about their job. Other types include internal/external training. Development prepares employees for new responsibilities and greater challenges in the workplace and aids self actualisation.
Internal Training
On-the-job training. In workplace.
1. Work-shadowing (observing experienced staff)
2. Demonstration (showing how to carry out role)
3. Job Rotation (doing different jobs around firm)
External Training
Off-the-job training. Outside Workplace
1. Workshops
2. Lectures
3. Demonstrations
4. Courses
- Rewarding
Offering monetary and non-monetary rewards for work well done. Leads to motivated workforce. Can include wages, salaries, bonuses, benefits-in-kind, share options, pensions plans, promotions, extra holidays, etc. HR manager negotiates each employee’s remuneration and keeps it under review. Non-/monetary rewards satisfy wide-rainging needs in workforce
Employee Profit-sharing
Percentage of firm’s annual profits are shared among employees
ESPP
Employee Share Purchase Plan. Employees can buy shares in business often at a discounted price
Time Rate vs. Piece Rate
Time Rate is when employees recieved a fixed amount per hour of work
Piece Rate is when employees are paid per item produced or job completed
BIK
Benefit-In-Kind. Products, services or discounts instead of money as part of income. eg. company car
Job Enlargement vs. Enrichment
Job Enlargement is when additional duties are given on top of normal duties
Job Enrichment is when additional responsibilities are given and power to make decisions on behalf of business is given
Flexitime
Employees choose own working hours within an agreed time frame. E.g. must be in workplace between 10am and 4pm
Financial Rewards
- Wages (time + piece rate)
- Salary
- Commission (percentage of sales achieved)
- Bonus
- Employee Profit-Sharing
- ESPP
Non-Financial Rewards
- BIK
- Job Enlargement
- Job Enrichment
- Job Sharing
- Extra Holidays
- Flexitime
- Performance Appraisal
process of evaluating performances, progress, contribution and effectiveness of employee. Ensures high standards in business leading to organisational success. Provides for two-way communication and clarification of objectives with feedback to enable improvements. Meetings are held to review progress and set targets. Regular reviews are vital for performance appraisal.
- Managing Industrial Relations
Promote and maintain positive IR in organisation. HR departments take a proactive approach by attempting to maintain open communication with staff and develop grievance procedures. Ensures issues are resolved quickly.
Flexible Working Conditions
Arrangement between employer and employees that allow employees to input into when they complete their duties, their workplace, etc. Can enable employees to work from home for a number of days per week or flexitime.
Benefits of Performance Appraisal
- IR Relations (employees can highlight problems. Allows issues to be dealt with quicker)
- Identify Training Needs
- Promotion Candidates
- Motivation
- Decide Rewards
Grievance Procedure
Formal Method of resolving workplace problems and complaints
Manual Handling
Physical Lifting of items in workplace. Staff should be trained on how to handle bulky + heavy items to reduce risk of injury
Benefits of Rewarding
- Motivation
- Recruitment and Retention
- Job Satisfaction
Benefits of Rewarding
- Productivity
- IR (employees understand standards)
- Future Managers preparation
Benefits of Recruitment and Selection
- Productivity (best candidates)
- New ideas (new staff)
- Retention (suitable are less likely to leave)
Internal vs External Recruitment
Internal is with existing employees in firm. Achieved by promotion or redeployment(moving)
External uses labour market to find new employees for vacancies. Achieved by advertisements, recruitment agencies or headhunting(approach people employed in other firms)
Benefits of HR Planning
- Identify Training Needs
- Ensure Enough staff
- Reduce labour turnover
