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Functions and evolution of human resource management (Recruitment…
Functions and evolution of human resource management
Human resource planning
Forecasting the number of employees required
forecasting demand for the firm's product
the productivity levels of the staff
the objectives of the business
changes in the law regarding workers' rights
labour turnover and absenteeism rate
forecasting the skills required
the pace of technological change in the industry
the need for flexible or multi-skilled staff
Labour turnover
the rate at which employees are leaving an organisation
(number of employees leaving in 1 year / average number of people employed ) x 100
drawbacks
costs of recruiting, selecting & training new staff
poor output levels & customer service due to staff vacancies
difficulty in establishing loyal customers
difficulty in forming team spirit & stable work groups
potential
low skilled & less-productive staff replaced with carefully selected workers
new ideas & practices are brought
Recruitment
establish nature of job & job description
job title
details of task
responsibilities involved
place in the hierarchical structure
working conditions
how the job will be assessed and performance measured
draw up a person specification
detailed list of the qualities, skills & qualifications that is needed
prepare a job advertisement
internal recruitment
well known
no need for induction training
culture of organisation is well understood
quicker than external
cheaper
gives internal staff a career structure & chance to progress
external recruitment
bring new ideas & practices
wide choice
avoid resentment felt by existing staff
higher standards of applicant
draw up a shortlist of applicants
conducting interviews
training
on-the-job training
off-the-job training
cognitive training
behavioural skills training
communication skills
change management skills
assertiveness skills
negotiating & influencing skills
conflict management skills
presentation skills
customer service skills
networking skills
interview skills
types of appraisal
formative
summative
360-degree feedback
supervisors
subordinates
internal & external customer
employee's 'line' work colleagues and peers
self-appraisal
employment patterns & practices
traditional
full-time employment contracts
permanent employment contracts
regular working hours
working at the employer's place of work
changes
part-time and temporary employment contract
teleworking from home
flexible hours
portfolio working
reasons
focus on competitiveness by cutting overhead labour cost
greater opportunities for outsourcing
changing social and demographic patterns