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Human Resource Management - Coggle Diagram
Human Resource Management
Human Resource Planning
HR planning ensures that the business has the correct number of staff with the necessary skills and qualifications to fill all vacancies in the business.
Steps of human resource planning
Step 3: Estimate Labour Turnover
The HR manager estimates the number of employees who will leave the business.
Step 4: Create an HR Plan
The HR manager formulates a plan to ensure that the firm has the correct number of employees with the required skills when needed.
Step 2: Forecast Human Resource Needs
The HR manager estimates the number of employees and the
types of skill that will be needed to fill all future roles.
Step 5: Review the Plan
The HR plan should be reviewed regularly. If the plan does not meet the needs of the business, changes can be made.
Step 1: Review Current Staff
The HR manager reviews the current staff numbers and each staff member’s qualifications, skills and experience.
Benefits of Human Resource Planning
Training Needs
The HR manager can identify training needs and provide training programms for staff
this enables employees ti carry out their jobs effectively
Enough Staff
Enough Staff: the business always has enough staff with the required skills to complete all tasks in the business. this enables the business to provide high-quality goods and services to customers
Labour Turnover
HR planning identifies labour turnover in the firm. if the figure is high, the HR manager can take steps to reduce it, e.g. improve recruitment and selection. this helps to reduce recruitment an selection costs for the firm
Rewards
Non-financial rewards: rewards received by an employee that are not in the form of money.
Financial Rewards: these are monetary payments received by employees for their workplace effort.
Employer/Employee Relations
Positive HR relationships can result in increased staff productivity, less industrial action and improved recruitment and retention of staff.
Social activities
HR managers organise social activities, e.g. sports events, to meet Maslow’s social needs
Health and safety
The HR manager ensures that the work environment is healthy and safe for all staff
Training
Training can improve employees’ skills and knowledge so that they can perform their duties to a high standard
Grievance procedure
The HR manager is responsible for formulating a grievance procedure to deal with staff complaints
Honest communication
Regular face-to-face meetings enable the business to communicate with staff openly and honestly
Benefits of employer/employee relations
Morale
If there are good relationships in a business, the employees are happier in their work and therefore employee morale increases. As a result employee’s willingness to do their best for the business increases.
Less Industrial Action
If there are good industrial relations in a business, there will be less chance of industrial action and strikes.
Employee recruitment and retention
Positive industrial relations between management and stuff helps to recruit and retain staff in the business . this reduces recruitment and training costs for the firm
Lowers absenteeism
Health and safety training can reduce the likelihood of accidents in the workplace. this lowers absenteeism levels among employees and reduces business disruption
Employee motivation
High-quality training and organised social activities can help to make employees feel valued in the workplace, which increases their motivation
Productivity
If the employees have a good relationship with their employer, they will put in extra effort at their job, do more and work harder. Thus employee productivity is increased.
How can a Human Resource Manager improve employer employee relationships?
Train Managers
HR Managers should give training to other department managers in how to deal with employee problems in a sensitive and understanding way.
Careful Selection
To avoid relationship problems in the first place, the HRM should select employees who will fit in and share the business’s beliefs.
Grievance Procedures
The HRM and the employees should agree in advance on procedures for dealing with conflict situations. This means that whenever conflict does arise, there is agreed way to solve it. E.g. a formal means of making a complaint.
Train Employees
Employees should be given adequate training so that they can perform the duties expected of them. This will reduce conflict between managers and employees over the employees work.
Regular Open Communication
The HRM should hold regular face-to-face meetings with the employees to keep them informed about the current state of the business. This helps to build trust between both parties.
Recruitment and Selection
Recruitment: involves attracting suitable candidates with the relevant skills, qualifications and experience to apply for a job vacancy.
Selection: the process of deciding which applicant is the most suitable for the advertised job vacancy.
Job Advertisement
The HR manager creates a job advertisement based on the job description and person specification.
The vacancy should be advertised in a location that will be seen by the largest number of potential candidates.
The advertisement usually contains the following information:
Main duties of the advertised role
Qualifications and skills required
Pay and benefits.
Location of the job
Method by which candidates should apply.
Screening Candidates
The HR manager matches the job applications received against the job description and person specification. A shortlist is made of suitable candidates. Applications that do not meet the criteria are rejected.
Person Specification
This sets out the ideal candidate for the job vacancy.
It outlines the qualifications, skills, characteristics and experience needed by the person to fill the role.
Job Description
This is a written outline of the job title, duties and responsibilities associated with the role. It may include details of pay and the person to whom the employee will report.
Interview
A formal meeting between the applicant and representative(s) of the company, e.g. the HR manager.
Panel interviews
involve the candidate and a number of interviewers, e.g. the HR manager and the manager of the relevant department.
One-to-one interviews
take place between the candidate and a representative of the business.
Reference Check
The HR manager conducts a reference check on the candidates who performed best at interview.
The reference is usually provided by someone who can confirm the education and work experience details given by the candidate.
Job Offer
The HR manager makes a job offer to the successful candidate, usually by phone.
A formal job offer is then sent to the candidate in writing and it includes details such as the job title, salary and length of probationary period.
Performance Appraisal
Performance appraisal is a review of an employee’s performance and is usually carried out by the employee’s direct manager or the HR manager.
Step 2 – Measure employee performance
The HR manager meets with the employee on a regular basis to measure and track progress. The employee may be given additional help from management to achieve the target
Step 3 – Performance appraisal meeting
the HR manager and employee meet for the formal performance appraisal the HR manager compares the target set against the actual performance achieved by the employee. the employee may receive a pay increase if targets have been met and additional training may be given if they have not been met
Step 1 – Set performance targets
The employee and HR manager meet to set the targets to be achieved by the employee within a particular time frame
Benefits of Performance Appraisal
Performance-related pay
It can be used to decide on financial and non-financial rewards for employees
Employee motivation
As employees know that their work is monitored, they may be more motivated to work harder
Promotion
It can help the HR manager to identify candidates for future promotion
Industrial relations
Employees can highlight problems in the business during a performance appraisal
Training needs
It can help identify training needs for employees and these can be organised by the HR manager
Training and Development
Training is a process that ensures that employees have the skills, knowledge and attitudes needed to carry out their jobs effectively.
On-the-job Training
This type of training takes place in the workplace. It can include:
Work shadowing
Observing a more experienced staff member.
Demonstration
Showing a new employee how to carry out their role.
Job rotation
The new employee moves around the firm doing different jobs.
Off-the-job Training
This type of training takes place in a venue outside the workplace and can include: workshops, demonstrations, lectures and courses.
Induction Training
When a new employee starts a job they complete induction training. induction training helps new employees become familiar with the business, employees, culture and procedures. it ensures that employees have the work skills to make them fully productive as quick as possible
this can include: A general introduction to the business, information on the layout of the business, health and safety rules and business goals.
Development
Development can include employees taking educational courses or developing career plans. It increases employees’ self-esteem and prepares them for promotion.
Advantages of Training and Development
Increased productivity
Employees have the correct skills and knowledge to complete their duties effectively.
Future managers
Training and development prepares staff for management roles in the firm.
Industrial relations
Training and development ensures that employees understand the quality standards expected by management. This reduces industrial relations problems in the firm.