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2.1 Functions and Evolutions of Human Resources, Labour mobility: …
2.1 Functions and Evolutions of Human Resources
Changes in work patterns, practices and preference
Changes in work preferences:
Methods:
Carrer break:
Sabaticcal year
Formalize(Labour license)
Job share:
Collaborative work
Common on project based organizations
Downshifting:
Give up senior position
Job Security
Promote:can’t reduce salary(legal actions)
Changes in Work Patterns
Happens because of improvements in ICT
Traditional are less demanded because new jobs are rising.
Refers to types of works that a business needs as weell some jobs that people wnat.
Changes in Work Practices
Way people work, and different ways people are able to work
Works in decline:
Full timeWor
Permanent Contracts
Works in increase:
Part-time work
Temporary
Freelance
Teleworking
Homeworking
Casual Fridays
Three-day weekend
Stage 4: Termination, Dismissal and Redundancy
Termination
Terminate the contract. Can be from the Employee and the Employer
Variety of reasons:
Professional Development
Change of career
Promotion
Retirement
Legal Document is needed = Letter of Resignation
Signed by the Employer
It is seen as evidence
Settlement Payment/Severance Package = Liquidation
In Ecuador:
Financial Perks (13/14 salary)
Desahucio (25% salary x years of service)
Vacations
Dismissal
Fire people (Justified reasons)
Reasons:
Absenteeism
Disrupting
Conflict
Dishonesty
EVIDENCE IS NEEDED!!!
If dismissed don't expect a reference
A period of notice is needed.
Precaution is needed with dismissals, they can become an unfair dismissal an this can bring a lot of costs to the company
Redundancy
Used when a company decides they don't have space for workers
Can be caused by:
Recession
Drop in demand
Takeover or mergers
Relocation
Reorganization
If you have evidence there is no problem
If employyes lost their job with no fault, they will normally have the compensation and a letter of reference
2 types
Voluntary
If employees want to go
May lose some you didn't want to lose
Involuntary
Based on age, years of service or other criteria
HRM:
Manage staff in order to complete objectives
Needs:
Sales forecast
Labour turnover rates
Demographic changes
Technological changes
Labour turnover:
Number of staff leaving over a year / Average number of staff employed
Leaves because of different factors.
Internal and external factor influencing HR planning
Externals:
Tech change: Capital vs Labour intensive
Goverment regulation : Policy
Social trends: In fashion
State of economy: Unenployment, economical situation, Inflation
Change to education: Professional development
Internal Factors:
Company
Changes in business strategy: Aim(vision)
Change in Labour reaction: Working environment, relation, emotions
Changes in busssiness finances: Hire more o less. Profitability, liquidity
Changes in business organization:
Legal structure
HR Plan
Stage 1:
Recuitment: Best candidate
Announce a candidate
Candidates apply the jobs
Interview
Identification:
Job description and identification
Redeployment
Application:
External employment-internal skip
Job advert: Consider things about the applicant( Information)
(Cv More detailed than application)
Selection:
After receiving all the CVS and and passed all the filters.
(shortlist, testing, interview)
HR Plan
Stage 2:
Training:
Professional development
Reskilled and de skilled
Makes them more productive and effective
Types:
Induction: Rules, policies, etc
On the job: Mentoring
Off the job:
Attendance certificate or accomplishment certificate
other types:
Cognitive: Not focus on the business
Behavioral: Emotions
Stage 3
Appraisal:
Assesment education
Performance
Judgement
Can be good for the employee
Not directly linked to pay or promotion
Disciplinary systems
Methods:
Formative:
Learning process(strength and weakness)
Summative:
Employees knowledge (Fail not going to be fired)
360 Degree:
Different perspective to see what they think about you
Self appraisal:
Reflect on own performance
Inspection vs appraisal:
Inspection:
Negative focus on your mistakes
Appraisal:
Focus on positive aspects giving motivation
Outsourcing and offshoring:
Outsourcing:
Another bussiness doing the work for you in the same country
Reduce cost
Offshoring:
The work is done overseas.
Relocationg bussiness activities and processes.
Head hunts staff
Re shoring:
Reversal of offshoring. Transfer back to the country of origin.
Labour mobility:
Location: Worker move around
Industry:
Ocuppation: more from different areas.
Luis Andaluz And Luis Teran