Please enable JavaScript.
Coggle requires JavaScript to display documents.
2.1 FUNCTIONS AND EVOLUTION OF HUMAN RESOURCE MANAGEMENT (RECRUITMENT…
2.1 FUNCTIONS AND EVOLUTION OF HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE PLANNING
FORECASTING THE
NUMBER OF EMPLOYEES
REQUIRED
The objectives of the business
Changes in the law regarding workers' rights
The productivity levels of staff
Labour turnover & absenteeism rate
Forecasting demand for the firm's product
FORECASTING THE
SKILLS
REQUIRED
The pace of technological change in the industry
The need for flexible or multi-skilled staff
LABOUR TURNOVER
Measures the rate at which employees are leaving an organisation
((Number of employees leaving in 1 year) / (Average number of people employed)) x 100
DRAWBACKS
Difficult to establish loyalty and regular contact with customers
Difficult to establish team spirit and stable work groups
Costs of recruiting, selecting and training new staff
POTENTIAL BENEFITS
New ideas and practices are brought into an organisation
Low-skilled and less-productive staff might be leaving
Internal & External Factors that Influence HR Planning
DEMOGRAPHIC CHANGE
Net migration (immigration compared with emigration)
Ageing population
Natural population growth (or decline) - birth rate exceeds death rate (or vice versa)
CHANGES IN LABOUR MOBILITY
Policies to attempt to increase labour mobility
Job centres and other gvt. offices to advertise job vacancies nationally
training and retraining programs for the unemployed
Relocation grants for key public sector workers
RECRUITMENT
Draw up a person specification
Prepare a job advertisement reflecting the requirements of the job & the personal qualities looked for
Internal recruitment
External recruitment
Establish the exact nature of the job vacancy & draw up a
job description
Draw up a shortlist of applicants
Conduct interviews
TRAINING
Off-the-job training
Cognitive training
On-the-job training
Behavioural skills training
APPRAISAL OF EMPLOYEES
Types
Summative
360-degree feedback
Formative
Self-appraisal
EMPLOYMENT PATTERNS & PRACTICES
Consequences of changing work patterns & practices
Drawbacks of part-time and flexible contracts
Advantage for the workers
Drawbacks for the workers
Advantages of part-time and flexible contracts for the business
OUTSOURCING, OFFSHORING & RE-SHORING AS HR STRATEGIES
HR functions that are non-core & can be outsourced
Training and development
Employee recruitment
Payroll administration
Core activities that should not be outsourced
Change management
Strategic HR planning
Cultural change programmes
HOW INNOVATION, ETHICAL CONSIDERATIONS & CULTURAL DIFFERENCES INFLUENCE HUMAN RESOURCE PRACTICES AND STRATEGIES
Ethical considerations
Lack of cultural awareness
Bribery
Pay
Cultural differences
Culture of the organisation
National cultures
Innovation
Innovation
in
HRM
Innovation
through
HRM