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Chapter 6 - Human Resource Management - Coggle Diagram
Chapter 6 - Human Resource Management
Purpose and roles of Human resource management
Human Resource Management aims to ensure that a business has the appropriate number of employees with the appropriate skills at the time and place they are required
Role of HRM in meeting organisational objectives
Recruit and select new staff when needed
Induction: arrange familiarisation with organisational structure, policies and working practices
Organise training
Record key performances
Advise management and employees on issues
Disciplinary and grievance procedures
Negotiate with employees, management and trade unions
Workforce planning
Reasons for and role of workforce planning
A business needs to anticipate its future labour requirements, comparing those needs with the current workforce
Needs to make plans to correct imbalances
Includes ensuring equality and diversity within the workforce
Possible causes of high labour turnover
Employees leaving for another business
Low levels of employee motivation
High temporary employees number
Redundancy due to increased automation
Possible causes of low labour turnover
Loyal, long serving employees
Difficulties in finding other jobs
Good promotion opportunities
Implications of high and low labour turnover for a business
Low labour turnover leads to continuity and low recruitment costs
May mean that few new ideas or little expertise are brought into the business
High labour turnover leads to high recruitment costs, younger employees bringing expertise and ideas from other organisations
Recruitment and selection
Methods of recruitment and selection
Reasons for recruitment include, growth of a business, open spaces within the business, relocation, changes in activities
Internal recruitment
Advantages of internal recruitment
Saves time and advertising costs
Selection process shorter
Employees see efforts rewarded by internal promotion
Business already knows the candidate
Disadvantages of internal recruitment
Might be a better candidate externally
Prevents new ideas being brought in from outside
Difficult for some to have to supervise former colleagues
Demotivating for unsuccessful internal applicants
External Recruitment
Disadvantages of external recruitment
More expensive and time consuming
Unsuccessful internal candidates may be demotivating and look for work elsewhere
New appointee may not be familiar with he internal structure and systems of a busines
Advantages of external recruitment
Gaining new ideas from outside the business
Benefits from knowledge and skills acquired in other businesses
Bigger and more diverse pools of potential applicants
Job descriptions, person specifications, job advertisemetns
Once a busines has decided a post must be filled, the HRM will find out exactly what tasks and responsibilities will be involved in the job
Job descriptions, and a person specification will be written, then the job advertisement written
Purpose of job descriptions
Includes detail like tasks and responsibilities, includes pay and holiday entitlement, explains who they report to and whom they are responsible for
Purpose of person specification
Describes qualities, skills and qualifications that applicants should have if they are to be considered for the advertised post, some desired some essential
Purpose of job advertisements
Must be written so that only suitable applicants are attracted to apply, sufficient detail to attract candidates
Included: job tittle, where the job is, essential skills, description, pay and conditions, how to apply, postal/email address
Methods of reaching potential applicants
Recruitment agencies
Head hunting (people away from other businesses)
Government funded jobs
Websites
Personal contacts
Selection methods
Once a business has received applicants, it must decide if the candidates are to be interviewed
Interviewing all suitable applicants
Aptitude tests (suitability to task)
Psychometric tests (reaction to stressful situations)
Demonstrations/presentations
Employment contracts
Working hours, title, description of roles and responsibilities, how long valid for, detail of pay, holiday entitlement
Includes pay, holidays, tasks and responsibilities
Outlines terms and conditions of employment,
They law says that a new employee must be given an employment contract which is legally binding
Benefits are clearance about terms and conditions, resolves arguments
Reasons for terminating employment could be changes in contract, resignation, breach of terms, short term contract come to end
Redundancy and dismissal
Difference between redundancy and dismissal
Redundancy is when a business no longer requires a particular job to be done
Dismissal is when the contract for employee is terminated because of inappropriate actions
Reasons for dismissal
Failing to work to standard
Persistent unauthorised absenteeism
Persistently late to work
Using violent or threatening behavoir
Dishonesty during recruitment
Damaging goods
Morale and welfare
HRM department aims to ensure high levels of staff morale, and welfare
Low staff morale and welfare can result in a poorer standard of work, and can also increase absenteeism and labour turnover
Relationship between HRM and staff morale/welfare
Ensures health and safety is followed
Offers help and guidance
Encourages and monitor the provision of healthcare
Sensible work-life balance
Policies on equality and diversity
Many countries and businesses have specific laws and policies related to equality and diversity
Equality aspect of the policy ensures equal opportunity, no discrimination
Recruitment and selection for promotion within a business are important areas for ensuring equal opportunities
Training and development
Takes place in order to ensure that employees have the required knowledge and skills to perform tasks to best ability
Needed when a person is newly appointed to a business, business diversifies, underperformance, promotion
Takes various forms: induction is for new employees to familiarise them, on the job training is carried out at the place of work watching another worker , off the job training is away from the work, multi skilling is carrying out various functions
On the job training
Advantages
Training relevant to work
Motivating to be the training officer
Cheaper than off the job
Disadvantages
Trainer drawn away from own work
Trainee learns how to perform specific tasks
Production errors may be made
Off the Job training
Advantages
Employees not taken away from work
Trainers more expericned
Employees acquire broader skills and knowledge
Disadvantages
Employees not producing anything for the business while away
Not all skills and training relevant
Expensive
Management and workforce relations
Benefits of cooperation for management
Developing a strong employer 'brand'
Viewed as a good employer makes recruitment easier
Improves employee morale
Improved businesses corporate image with a range of stakeholders
Avoids costs of disputes and negative relationships
Benefits of cooperation for workforces
Financial benefits (not losing pay)
Job security (more likely to make jobs redundant)
Opportunities like greater participation
Impact on employers and employees of trade union involvement
Impacts of trade union involvement on employers
Collective bargaining leading to higher pay and better conditions for employees
Easier to negotiate with a representative than an individual employee
Benefits from being seen as a good employer
Impact of trade union involvement on employees
Collective bargaining leading to best rates possible
Improved working conditions and job security