2.1 The functions and evolution of human
resource management

HR (or …†w…†orkforce…†‚) pl€„„anning

Labour turnover

(number of staff leaving over a year/avrg number of staff employed in a year) X 100

external f€act‚ors t‚hat‚ influence HR planning

Technological change

Government regulations

Demographic change

Social trends

The state of the economy

Changes in education

Labour mobility

internal f€act‚ors t‚hat‚ influence HR planning

Changes in business organization

Changes in labour relations

Changes in business strategy

Changes in business fnance

the HR (or€ wor€kfor€ce) plan

recruitment

training

appraisal

termination, dismissal and redundancy

identi‚cation

€ 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, prac€tic€es, and
preferenc€es

changes in work patterns

changes in work place

changes in work prefrences

career breaks

job share

downshifting

study leave

outs€ourcing and €offshor€ing as HR strategies

the impact of€ innovation, ethical considerations,
and cultural 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