UNIT 2. Chapter 10: Human resource management Flashcards
Def. HRM
Human Resource management: the strategic approach to the effective management of an organisation’s workers so that they help business gain competition.
HRM focuses on? (6)
- Planning the workforce needs
- Recruiting and selecting staff
- appraising, training and developing staff
- Preparing contracts of employment for all staff (permanent, temporary, full- or part-time).
- developing appropriate pay systems
- measuring and monitoring staff performance
Def. workforce planning
Analysing and forecasting the number of workers and the skills of those workers that will be required by the organisation to achieve its objectives
What is the starting point of workforce planning?
Workforce audit: a check on the skills and qualifications of all existing workers/managers
Def. Labour turnover
Measures the rate at which employees are leaving an organisation.
number of staff leaving in 1 year/ avg number of staff employed (all) x100
What does the number of staff required in the future depends on? (5)
- Forecast demand for the firm’s product: influenced my external conditions. Might recruit temporary or part-time staff with the flexible hours contracts
- The productivity levels of staff: the higher the productivity the less staff needed
- The objective of the business: such as wanting to expand => more employees needed.
- Changes in the law regarding worker’s rights: such as introduce minimum wage level
- The labour turnover and absenteeism rate: if more employees leave, more needed to be recruited.
What does the skills of staff required if based on?
- The pace of technological change in the industry such as machinery used.
- The need for flexible or multi-skilled staff as businesses try to avoid specialisation.
When is workforce planning effective?
Only if it is linked in closely with the firm’s long term objectives
Def. Recruitment
The process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one.
What are the 5 stages of recruitment?
- Establishing the exact nature of the job vacancy and drawing up a job description
- Drawing up person specification
- Preparing a job advertisement
- Drawing up shortlist of applicants
- Conducting the interviews
Step 1: drawing up a job description
Def + What it includes + What for
Job description: A detailed list of the key points about the job to be filled - stating all its key tasks and responsibilities.
i) job title
ii) details of the tasks to be performed
iii) responsibilities involved
iv) place in the hierarchical structure
v) working conditions
vi) how the performance is assessed
Used for attracting the right type of people
Step 2: Drawing up person specification
Def + What for
Person specification: A detailed list of the qualities, skills and qualifications that a successful applicant will need to have.
-Helps eliminate applicants
Step 3: Preparing a job advertisement
self explanatory
Step 4: Drawing up shortlist of applicants
self explanatory
Step 5 Conducting interviews
What are the types of interviews? (3)
- Methodical: assessed according to achievements, intelligence, skills, appearance…
- Aptitude: to assess abilities in certain tasks
- Psychometric: assess character, attitude, personality
Advantages of internal recruitment (6)
- Saves cost for induction training
- Quicker
- Saves cost for advertising
- Applicant knows the culture, doesn’t take long to get used to
- Provides motivation from promotion
- The assessor is aware of applicant’s abilities
Advantages of external recruitment (4)
- External applicants bring in new ideas and practices
- Wider choice of potential
- Avoids resentment within the business
- Standards of applicants may be higher