Please enable JavaScript.
Coggle requires JavaScript to display documents.
AL Chapter 10 - Human Resource Management - Coggle Diagram
AL Chapter 10 - Human Resource Management
Approaches to HRM
The way HRM is undertaken affects:
Whether the business has the right number of employees
Whether the employees have the right skills
Motivation of employees
Productivity of employees
How long employees stay in the business
How cooperative the employees are
Hard HRM
Views employees as resources to be used by a business in its pursuit of its objectives
Under hard HRM, employees are recruited, trained or dismissed to meet the needs of the business
There is often a high level of monitoring/supervision to ensure that employees are performing at the highest level to meet targets
Soft HRM
Treats employees as individuals, with awareness of individual development and the needs of each worker
Workers are treated as indivuduals rather than a resource to enable the business to achieve its goals
A motivated worker will be more productive and loyal to the business
HRM and Flexibility
HRM departments needs to focus on flexibility in order to allow for the times when the business has different workforce requirements
Zero hour contracts where the employee doesn't have any guarantee of work, only paid for hours required to work
Part-time contracts are employees who work fewer hours a week, can be used during busy periods
Temporary contracts are used when the business doesn't need extra staff but might need them seasonally
Flexible contracts allow a business to vary the hours worked
Homeworking saves time that would be spend commuting to work
Compressed working hours meaning a employee can work fewer days a week
The gig economy is based on flexible, temporary jobs, make contact with customers online, and are contractors not employees
Job sharing is when 2 or more people share a full tiem job
Shift working is when employees work in shifts throughout the day
Measuring employee performance
Labour productivity = Total output / Number of employees
Absenteeism = Number employees absent / employees employed x 100
Number of accidents at work, what types of accidents in a given time period
Staff appraisal is when performance is measured against preset targets of predicted outcomes
Causes of poor employee performance: lack of equipment, inappropriate training, lack of motivation, lack of clear objectives
Consequences of poor employee performance: lower productivity, poor quality, poor customer service, lost sales
Management by objectives
Management by objectives is used to ensure that all employees are working towards the overall business objective
Objectives can be agreed between employee and manager, individual or for the whole department, direct from senior management
All objectives should be SMART, in line with business objectives, recognised, monitored
Advantages
Employees feel involved
Motivating
More committed to objectives
Know what is expected of them
Disadvantages
Time consuming
Suggested easy targets for more financial rewards
Too difficult objectives are demotivating
Development in information technology
Developments in technology mean that in HR:
Information about people can be analysied, accessed and shared more easity
People can work from home easier
Progress and productivity more easily monitored
Developments in AI allow HR to
Analyse employees applications and shortlist
Gather data on employees work habits, and improve processes
Replace jobs