Unit 2.1 Flashcards
What is Human resource planning?
Analyzing and forecasting the number and skills of employees needed
What does human resource management do?
Planning, recruitment, training, appraisal, remuneration, dismissal
What is labor turnover
HR will look at Labour Turnover to help planning
= staff leaving/total staff x 100
Internal factors that influence human resource planning
Labour turnover
Change in company objectives – e.g. expansion, new product, outsourcing
Productivity - increased productivity may mean less need to workers
Automation - possibly less workers needed, but need to hirea specialist
External factors that influence human resource planning
Demand for product – e.g. VolksWagen, seasonal factors Economy – e.g. recession
Change in Laws E.g. maximum 40 hour week
Increase in Retirement age
Technological change – automatic checkout, complex machinery
What are the common steps in recruitment?
Job Analysis
-Identify the need for a new EE and establish the nature of the job
Write a job description
-Job title, tasks performed, responsibilities, working conditions etc.
Write a person specification
-Qualities, skills, qualifications and experience required
Advertise the job
-Internal, website, recruitment consultant etc.
Receive applications
-Cover letter, CV, referees
Create a shortlist of candidates
Conduct interviews, testing
Collect references
Offer the job
Sign contract
Common steps in the processes of dismissal and redundancy
Dismissal, Firing, Terminination
-Incompetence, misconduct Formal process- verbal warning, written warning, etc.
Redundancy (laid off)
-Employee leaves the company because there is no need for their job.
- Could be voluntary
- Legally have to pay you- Severance package
Pros of internal recruitment
Increased morale
Employee is already familiar with the culture A
lready established relationship with colleagues and students
Reduced costs - recruitment costs, training costs, lower salary (?)
Less paperwork
Pros of external recruitment
New ideas - culture, ideas etc
Larger pool of candidates
Less conflict within the organization - for employees who might have wanted the job
More experienced
Harm your competitor
Define on the job training
instruction at the place of work
Define off the job training
away from place of work
Define cognitive training
Exercises designed to improve a person’s ability to understand and learn information
Define behavioral training
Improving an EE communication and collaboration skills
Define Summative appraisal
One-off measure of performance against standards
Define formative appraisal
Ongoing, with the goal being to inform employees on how to improve their performance
Define 360 degree feedback
Collect feedback from many people who are involved with the EE – peers, managers, customers etc.
Define self appraisal
EEs appraise themselves based on criteria. Often before a summative appraisal.
What are traditional working practices
Full-time contracts
Permanent employees
Regular working hours
Working at the place of work
What are some non traditional working practices
Flexible Work Structures
Part-time, temporary workers
Gig Economy Use of “independent contractors”, i.e. Uber
Teleworking Working from home, but keeping in contact with the office using technology
Portfolio Working
Working multiple jobs
Define outsourcing
Transferring part of the business to an external firm
Define Insourcing
Opposite of outsourcing, transferring part of the business that was outsourced to an external firm back to the business
Define offshoring
Transferring part of the production process to another country Either internally or to an external firm
Define reshoring
Opposite of offshoring Transferring part of the business that was offshored back home
