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UNIT 2.3: HUMAN RESOURCE MANAGEMENT, Key Concepts :star: Management …
UNIT 2.3: HUMAN RESOURCE MANAGEMENT
Human Resource Management (HRM)
: strategic approach to the effective management of an organisation's workers so that they help the business gain a competitive advantage
Purpose and role
: recruit, train, use workers in the most productive manner to assist the org's objectives
Traditional HRM
focus on recruitment, selection and discipline rather than dev. and training
HR roles not given in other depts.
bureaucratic and inflexible
not represented at BOD lvl, not part of strategic team
Modern HRM
Workforce planning
Recruitment and selection
Develop employees
Employment contracts
HRM operates across the business
Employee morale and welfare
Incentive systems
Monitoring
Recruiting and selecting staff
Draw up
person specifications
Prepare a
job adv.
(internal/external)
Establish
exact nature
of job, construct
job desc.
Draw up
shortlist
of applicants
Selecting
between applicants
Employment contracts
: legal docs. that sets out T&Cs of worker's job
Working hours
and
lvl of flexibility
Holiday entitlement
Permanent
or
temporary
Number of days
notice
by worker if they wish to leave/by employer in case of redundancy
Employees'
work responsibilities
Labour turnover
: rate at which employees are leaving an org [(no. of employees leaving in 1 yr/avg. of ppl employed)x100]
Costs
Potential benefits
Training
: work-related edu. to increase workforce skills and efficiency
On-the-job
: instruction at the place of work by HR managers/dept. training officers
Off-the-job
: training undertaken away from business, expensive, for new ideas the business has yet to have
Induction
: introductory training program to familiarise new recruits with the org
the
'poaching'
problem
Development and appraisal
Employee appraisal
: process of appraising the effectiveness of an employee judged against pre-set objectives, done annually
dev. in form of new challenges and opportunities, additional training courses, delegation of authority, job enrichment
Dismissal
: being dismissed/sacked from a job due to incompetence or breach of discipline
Proofs for
fair dismissal
Continuous -ve attitude
that affects other employees
Disregard
for health and safety procedures
Inability to do job
even after training
Deliberate
destruction
of employer's property
Bullying
of other employees
Unfair dismissal
Pregnancy
Discriminatory
reason - gender, race, religion
Being a member of a
union
Non-relevant
criminal record
Redundancy
: when a job is no longer required, the employee for this job becomes unnecessary
Employee morale and welfare
Work-life balance
: situation where employees are able to divide time and effort between work and personal life
Teleworking
Job sharing
Flexible working
Sabbatical periods - extended period of leave from work
Diversity policy
: practices/processes aimed at creating a mixed workforce w/ +ve value on workplace diversity
Equality policy
: practices/processes aimed at achieving a fair org where everyone is treated in the same way w/ own opportunities to fulfil their potential
Key Concepts :star:
Management
Strategy
Value
Customer-focus