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2.1: Functions & Evolution of Human Resource Management (Part 2)…
2.1: Functions & Evolution of Human Resource Management (Part 2)
Dismissal of Employees
discipline employee for continued failure to meet tasks
contract of employment
: legal document that sets terms & conditions about a worker's job
withdraw immediate means of financial support & social status
dismissal
: being removed from a job due to incompetence
if conditions are not met, civil court action might result
result from the employee being unable to do the job
employee has broken one of the crucial conditions of employment
unfair dismissal
: ending employment contract for a reason that law regards as unfair
HR has to do everything possible to help employee reach required standard before dismissal
Redundancies
when a job is no longer required so the employee doing the job becomes redundant through no fault of their own
may result in loss of job security
if firm acts unethical or uncaring, stakeholders may react negatively
can also happen if firm need to reduce workforce due to budget cuts
Employment Patterns & Practices
traditionally characterised by:
full-time employment contracts
permanent employment contracts
regular working hours
working at place of work
changes such as:
part-time & templorary employment
teleworking from home
flexible hours
portfolio working
: working simultaneous employments at one time
reasons for change:
focus on competitiveness, driven by competitive pressures
need for greater labour flexibility due to technological change
outsourcing
: using another business to take part of production process rather then doing it within the business
changing social & demographic patterns
Part-time & flexible contracts
Advantages
for business
employees can be required to work at busy periods but not during slack times
more employees available to be called upon in cases of absentism
efficiency of employees measured before offered a full-time contract
by using teleworking for some groups, savings can be made
for workers
ideal for certain type of people (students, young parents, elderly people)
can combine two jobs with different firms, achieving greater variety
teleworking allows workers to organize their own working day at home
Drawbacks
for business
more employees to "manage"
difficult communication, meeting with all staff almost impossible
motivation levels drop cause part-time workers feel less involved
fear that teleworking will lead to lower productivity as there is no monitoring
for workers
earn less than full-time workers
paid at a lower rate than full-time workers
less security of employment & other conditions
teleworking can lead to less social contact with fellows workers
Outsourcing, Offshoring & Re-Shoring as HR Strategies
offshorting
: relocation of a business process done in one country to the same or another company in another country
re-shorting
: reversal of offshoring; transfer a business process back to its country of origin
Non-Core HR Functions
payroll administration
employee recruitment
training & development
human resources information systems
pension administration
exit interviews when an employee decides to leave
childcare/eldercare assistance
equal opportunity compliance/reporting
legal advice
legal compliance
health & safety administration
Core HR Functions
direct impact on organisational performance
provide competitive edge
change management
strategic HR planning
development and maintenance of HR policies
remineration & maintenance of HR policies
termination of employment/redundancies
cultural change programmes
recruitment & selection for key jobs
succession planning
specialised training
Innovation, Ethical Considerations & Cultural Differences Influence Human Resource Practices & Strategies
Innovation
Innovation IN HRM
team-working
regular appraisals
quality circles
information sharing
empowerment
performance-related pay
job enrichment
achieve:
higher productivity
higher labour retention
attract high-quality employees
greater contibution from employees
Innovation THROUGH HRM
matrix organisational structure that allows for project tems to work through major developments
delegation to junior managers to give them authority to show initiative & take important decisions
extensive & continuous training programmes
regular appraisals to identify training needs
entrepeneurial culture that encourages risk.taking & doesn't penalise failure
Ethical Considerations
Lack of cultural awareness
prepare employees for appropiate conduct befre sent to other destinations
training & cultural classes to educate employees
Bribery
most countries have laws that make bribe illegal
facilitation payments = bribes
environment of persuasive corruption
prepare employees travelling to countries with high corruption on how to properly interact with clients, suppliers & authorities
Pay
relative pay levels for each country
difficult to establish effective team-working between people earning different levels of pay for jobs with same skills
Cultural Differences
Culture of the Organisation
hard HRM
: approach that focuses on cutting costs
soft HRM
: approach focuses on developing staff so they reach self-fulfilment & are motivated to work
National Cultures
HR practices adapted to suit national conditions & culture
no one way of managing human rasources
Cecilia Martinez A01197738