Please enable JavaScript.
Coggle requires JavaScript to display documents.
THE FUNCTIONS ADN EVOLUTION OF HRM - Coggle Diagram
THE FUNCTIONS ADN EVOLUTION OF HRM
HRM
Management function incharge of using and developing people within a business to meet its organizational objectives.
They need to have
Sales forecasts
Labour turnover rates
Demographic changes
Technological changes
They have internal and external factors
External:
Technological Change
Government Regulations
Demographic Change
Social Trends
State of the economy
Changes to education
Labour Mobility
Internal:
changes in the business strategy
changes in business organization
changes to business finance
changes in labour reactions
OUTSOURCING AND OFFSHORING AS HR STRATEGIES
It is the practice of transferring internal business activities to an external firm as a method of reducing costs.
Off shoring
Is an extension of outsourcing that involves relocating business activities and processes abroad.
OUTSOURCING AND OFFSHORING
Outsourcing
Someone else does the work for us.
Off shoring
The work is done overseas.
RE-SHORING
Re-shoring is the reversal of offshore outsourcing, i.e. the transfer of business operations back to their countries of origin.
Plan or Workforce
Stage 1: Recruitment
The first stage of the HR plan, refers to the process of a business to recruit the right person for the job. : :
Selection
Application
Identification
Stage 3 Appraisal: Third stage of the HR plan, which occurs when the performance of the employee is reviewed.
Benefits of Appraisal:
For an employee, appraisal can:
Be motivating
Be instructive
Help employees progress along their career path.
Lead to a change in career direction.
Appraisal Methods
Formative
As appraisal is intended to be a learning process, it is often a continuous approach to evaluate performance during an employee’s time at work. Remember, give your appraisees constant feedback.
Summative
This measures an employee’s performance according to set standards. This is done through a criteria mark scheme to see whether the employee passes or fails.
Summative assessment test employees’ knowledge. Then sums up the score and check them based on set standards.
Note to take: Failure in the summative test should not necessarily lead to termination.
Stage 2 Training: Second stage of the HR plan that is in charge of help with the employee’s professional development
Training can keep the employee up to date with the latest ideas and technologies.
Opens new opportunities to the employee of finding a new career path by being reskilled.
It is useful to prevent employee of falling in deskilling.
Stage 4 Dismissal: Final stage of the HR plan, when an employee leaves the business.
This situation might happen because:
The employee chooses to leave the business.
The business decides that the employee should no longer work there
Both employer and employee agree that separation is in the best interest of both parties.
CHANGES IN WORK PATTERNS, PRACTICES AND PREFERENCES
A change in patterns of work refer to the types of jobs required by businesses as well as the types of jobs people want.
WORK PRACTICES IN DECLINE
Full time work
Employees work the maximum hours per week accepted by law.
In Ecuador we work 40 hours a week (8 hours per day)
Permanent Contracts
An employee who has been hired for a position without a predetermined time limit.
Teleworking, Homeworking and Flexitime
Job share
Two or more employees decide to share a job in order to free up more time for other activities.