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2.1 Functions and evolution of human resource management - Coggle Diagram
2.1 Functions and evolution of human resource management
Human resource planning (AO1)
The strategic approach to the effective management of an organisation's workers so that they help the business achieve its objectives and gain a competitive advantage.
Labour turnover (AO2)
Labour turnover measures the rate at which employees are leaving an organisation.
Low turnover suggests good workforce planning & recruitment
High turnover suggests incompetent employees & poor job satisfaction
Internal & external factors that influence HR planning (AO3)
Demographic change
Labour mobility
Occupational mobility
Employment rate
Government
Finances
Recruitment process (AO2)
Establish the exact nature of the job vacancy & draw up a job description
Draw up a person specification
Prepare a
job advertisement
reflecting the requirements of the job & the personal qualities looked for
Recruiting internally
+
Cost effective
Less risk
Employee familiar with corporate culture
Motivational
-
Time consuming
No new ideas
Internal politics
Recruiting externally
+
New ideas
Larger pool of applicants
-
Uncertainty
Employees does not know the corporate culture
Expensive
More time consuming
Draw up a shortlist of applicants
Conduct interviews
Training (AO2)
Training = Providing opportunities for workers to acquire skills & knowledge
+
Improve effeciency
Higher staff morale as they feel the business is investing in them
Increased adaptiveness to change
Flexible workforce
-
Costly for business
Employees may leave since they are qualified for better jobs
Types of training
Induction (On the job)
Mentoring (On the job)
Off the job training
Cognitive training
Behavioural training
Appraisal (AO2)
Types of appraisal
Formative
Summative
360-degree feedback
Self-appraisal
Redundancies (AO1)
Dismissal
Redundancies
Voluntary
Involuntary
Changing employment practices (AO2)
Teleworking
Portfolio working
Part-time
Flexi-time contract
Migration
Outsourcing, offshoring & re-shoring as HR strategies (AO3)
Outsourcing
The practice of transferring internal business activities to an external firm to reduce costs.
Offshoring
A form of outsourcing that involves relocating business activities and processes abroad.
Re-shoring
The transfer of business operations back to the country of origin.
How innovation, ethics and cultural differences influence HR practices and strategies
Ethical considerations
Need to follow anti-discrimination laws
Equal pay
Health and safety at work.
Cultural differences
Productivity could be affected due to conflicts arising from culture
May imply that behavioural training is needed.
Some HR practices like upwards appraisal are appropriate in some countries but unpopular in other
Innovation
Requires managers to think about ICT contribution to workforce planning
Companies must hire innovative people and foster innovative environment
