unit 6 Flashcards
what is an HR objective
specific goal or target relating to the management and performance of human resource in business
what is HR management
the design and implementation of strategies to manage people for optimum business performance
why has HRM become more important
- firms provide services, people crucial
to ensure good customer service - competitiveness-motivated
employees - move towards less managers = more
delegation and communication
aspects of HRM
- workforce planning
- recruitment & selection
- training
- motivation
- developing corporate culture
value of effective HR objectives
- connect HR activities & decision-
making with business objectives - link HR with customers service and
quality - create effective working environment
for employees-improve performance
common HR objectives
- HR employed cost-effectively
- make effective use of workforce
employee - match workforce to the business
needs - maintain good employer/employee
relations
what is Hard HRM
- treats employees as a resource
- link with corporate business planning
- what resources do we need, how do
we get them and how much will they
cost
what is Soft HRM
- treats employees as most important
resource - employees treated as individuals and
needs planned accordingly
what is better hard or soft HRM
HARD
- results in more cost-effective workforce
- decisions are made quicker
-less successful recruitment
SOFT
- reward employees
- motivates
- may put business at competitive
disadvantages
reasons to recruit staff
- business expansion
- existing employees leave
- need new skills
- business relocating
advantages of part-time employees
- cheaper as they have less benefits
- flexible workforce
- wide range of potential recruits
disadvantages of part-time employees
- feel less loyal to business - less
motivated - harder for managers to control and
coordinate workforce
what is internal recruitment
- jobs given to staff already employed
- involves promotion and recognition
what is external recruitment
- job centres
- job advantages
- recruitment agencies
- headhunting
- personal recommendations
advantages of internal recruitment
- cheaper and quicker
- familiar with how business operates
- firm knows strengths and weaknesses
disadvantages of internal recruitment
- limits number of potential
applications - no new ideas
- creates another vacancy
advantages of external recruitment
- new ideas
- larger pool of workers to pick best one
- wider range of experience
disadvantages of external recruitment
- longer process
- more expensive - advertisement +
interviews - may not be affective enough to reveal
best candidate
benefits of training
- better productivity + quality
- more flexible
- less supervision
- improved motivation
- better recruitment + retention
- easier to implement
what does on-the-job training mean
employee receives training whilst remaining in the workplace
benefits of on-the-job training
- most cost effective
- employees are still productive
- opportunity to learn whilst doing
- training alongside real colleagues
disadvantages of on-the-job training
- quality depends on ability of trainer
- bad habits might pass on
- learning environment may not be
conducive if busy - potential disruption to production
what does off-the-job training mean
- employee training that take place
away from the work place
methods of off-the-job training
- day or part time attendance at college
- development courses
- online training
benefits of off-the-job training
- wider range of skills can be obtained
- learn from outside specialists
- employees more confident when
starting
disadvantages off-the-job training
- more expensive (transport,
communication) - lost working time
- employees have new skills - may leave
for better jobs
why do businesses neglect training
- fear employees will be poached by
competitors - a desire to minimise short-term costs
- cannot make a justifiable investment
case - training takes time to have the disired effect
what does redundancy mean
where an employees is dismissed because the job/role no longer exists or required
HR options to avoid costly redundancies
- freeze on recruitment - Jos lost
through natural waste - short-time working or job-sharing
- pay cuts or overtime bans to reduce
wage costs - redeployment
- encouraging early retirement
what is redeployment mean
moving employees to different jobs, departments or locations within the same business
what is labour retention
number of people that leave in a period
what is labour productivity
output per employee
what is absenteeism
number of staff who are absent from work
labour turnover formula
number of employees leaving
——————————————- X100
average number employed
problems of high staff turnover
- higher costs
- more pressure on remaining staff
- disruption to production/productivity
- harder to maintain standards, quality
factors affecting staff turnover
- type of business
- pay and other rewards
- working conditions
- opportunities for promotion
- competitor actions
- standard of recruitment
ways to improve staff turnover
- effective recruitment and training
- provide competitive pay and. other
incentives - job enrichment
- reward staff loyalty
key factors influencing labour productivity
- extent + quality of fixed assets (IT)
- skills, ability, motivation
- methods of production
- external factors