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2.1 HUMAN RESOURCE MANAGEMENT (Human Resource Planning (forecasting the…
2.1 HUMAN RESOURCE MANAGEMENT
Definition
the strategic approach to the effective management of an organisation's workers so that they help the business achieve its objective and gain a competitive advantage
Human Resource Planning
analysing and forecasting the numbers of workers and the skills of those workers that will be required by the organisation to achieve its objectives
forecasting the number of employees required
the pace of technological change in the industry, e.g. productions methods and the complexity of the machinery used
the need for flexible or multi-skilled staff to adapt when demand condition change
forecasting the skills required
forecasting demand for the firm's product
the productivity levels of staff
the objectives of the business
changes in the law regarding workers' rights
labor turnover and absenteeism rate
Labour Turnover
definition
measures the rate at which employees are leaving an organisation. It is measured by:
(number of employees leaving in 1 year/ average number of people employed) x 100
Drawbacks of high labour turnover
costs of recruiting, selecting and training new staff
poor output levels and customer service due to staff vacancies before new recruits are appointed
difficulty to establish loyalty and regular, familiar contact with customers
difficult to establish team spirit and stable work groups
Potential benefits of high labour turnover
low-skilled and less-productive staff might be leaving
new ideas and practices by the new workers
a business that plans to reduce staff number anyway
changes in labour mobility
occupational mobility of labour
extent to which workers are willing and able to move to different jobs requiring different skills
immobile
high level of home ownership
not equipped with the skilled
mobility
home ownership is low
low skill level needed
geographical mobility of labour
extent to which workers are willing and able to move geographical region to take up new jobs
how government increase labour mobility
relocation grants for key public sector workers
job centres and other government offices to advertise job vacancies nationally
training and retraining programmes for the unemployed
Internal and external factors that influence human resources planning
demographic change
natural population growth (or decline) - birth rate exceeds death rate or vice versa
net migration (immigration compare with emigration)
ageing population (the average age of the population increases as a result of rising life expectancy)