2.1 The functions and evolution of human
resource management
HR (or w orkforce ) planning
Labour turnover
(number of staff leaving over a year/avrg number of staff employed in a year) X 100
external factors that influence HR planning
Technological change
Government regulations
Demographic change
Social trends
The state of the economy
Changes in education
Labour mobility
internal factors that influence HR planning
Changes in business organization
Changes in labour relations
Changes in business strategy
Changes in business fnance
the HR (or workforce) plan
recruitment
training
appraisal
termination, dismissal and redundancy
identication
application
selection.
induction
on-the-job
off-the-job
cogniyive
behavioural
formative
summative
360 degree
self-appraisal
voluntary redundancy
involuntary redundancy
changes in work patterns, practices, and
preferences
changes in work patterns
changes in work place
changes in work prefrences
career breaks
job share
downshifting
study leave
outsourcing and offshoring as HR strategies
the impact of innovation, ethical considerations,
and cultural differences
innovation
ethical consideration
cultural differences
ethical issues
performance appraisal
salaries and financial renumeration
health & safety
discrimination
right to privacy
lay-offs or redundancy
restructuring
employment
power distance
individualism
masculinity
uncertain avoidance
long term orientation
humour
personal space
body language
dress