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Introduction to HRM - Coggle Diagram
Introduction to HRM
The Role of Human Resource Management
Dismissal and Redundancies
= contracts can be terminated either by an employee or employer. When the employer decides to terminate an employee's contract its called dismissal and it can occur for numerous reasons:
Misconduct = covers serious instances such as violence discrimination, theft or fraud. Unsafe behaviour that threatens lives or equipment or even confidentiality breaches.
Poor Performance = poor performance after the employer's repeated attempts to help the employee improve
Redundancies = when an employee is being fired as the position is no longer available. This could be due to recessions or while facing losses, businesses need to reduce their workforce. Employee are often awarded serverance pay depending on the length of service
Work Force Planning
= involves forecasting how many and type of employees are needed now and in the future. Major activities are involved in workforce planning:
gathering and analysing data about the needs of the organisation. This includes data about the roles and no. of employees, labour turnover and business objectives.
The HR department also has to understand the impact of changes in the external environment and business needs
Developing responded to the HR needs that have been identified
Recruitement and Retention
= this is one of the most important roles of HRM. Recruitment is the process of hiring people for an open position in the organisation. Once the right people have been recruited, HRM works to retain them.
Labour turnover can mean the loss of valuable skill and a disruption to workflow. Thus, motivating workers in a key function of the HRM.
Training and Development
invovles teaching employees new skill or improving the skill the already have. Trained workds are more productive for employees in a business
Internal and External Factors that influence human resource planning
Internal Factors
Structure of the Organisation:
The structure of the business will affect HRM as an organisational chart allows the HR department to identify redundant positions and plan how to address gaps in the organisation.
Size of the Organisation:
larger organisations need to recruit, train and appraise more workers than smaller organisations.
Promotion:
A company's policy on promoting employees internally is important in workforce planning as the HR department needs to keep a track of employees leaving to ensure employees are trained well enough to be higher promoted for internal opportunities and professional growth when vacancies arrise.
Flextime:
The management may decide to ensure more flexibilite for employees. Eg it may change the working hours allowing more work from home time or provide more oppertunities for teamwork. It could also create job-sharing where 2 people share a single job. HRM would have to change policies to ensure success with new working arrangements.
Budget:
Funding salaries and benefits affect workforce planning as the no. of employees needed depends on the demand for the products or services. Increased business revenue will provide the capital to recruit and pay for the required employees. Other positions aren't related directly to buying or selling but are needed to ensure that the organisation runs smoothly. Additional funds will be needed for training and professional development opportunities and employee wellbeing
Motivation:
the more motivated the workforce, the greater the productivity and lower labour turnover which makes HRM easier. HR managers need to pay close attention to employee motivation
External Factors
Sociocultural Changes
relate to the way people live and what they beilive and value including religion, cuisine, family life, demographics, health, education and leisure. These factors will affect