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TOPIC 6: HUMAN RESOURCES - Coggle Diagram
TOPIC 6: HUMAN RESOURCES
6.1
value of setting human resource objectives: - employee engagement/ involvement - talent development - training - diversity - alignment of values - number, skills & location of employees
external influences on HR: - economy, political factors, technology, competitive environment
internal influences: corporate objectives, type of product/service, style of management
soft & hard HR
SOFT - employees are the most valuable resource available to the business, developed over a long period of time, empowered & encouraged to take decisions, democratic leadership style, give employees control over their working lives
HARD: short term employees hired & fired, pay = a minimum, no empowerment, communication is downwards, autocratic, minimal use of delegation
6.2
analyzing human resource performance:
- labour turnover
- labour productivity
- absenteeism
- employee costs as a % of revenue
- using HR data to inform decision making
6.3
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delegation, centralisation/decentralisation
delegation: passing authority to a subordinate within an organisation, allows managers to focus on more important decisions
centralisation décentralisation will determine where authority & decision making lie in an organization.
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decentralized structure: lower down the hierarchy play a greater part in the decision - making process
influences:
- uniformity of decisions
- management style
- skills & ability of workforce
- economic influences
- technology
recruitment and selection:
- training (job related skills & knowledge. familiarize the employee to policies and procedures)
- appraisal and promotion (manager examines and evaluates an employees work and provides feedback)
redundancy, redeployment and termination
REDUNDNACY: 2+ years working = redundancy pay, voluntary basis
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an employee may be dismmised if :
- gross misconduct
- persistent minor misconduct
- a substantial reason
6.4
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improving motivation
ELTON MAYO: conducted wether employee performance was affected by factors - breaks & level of lighting
female group - productivity increased when lighting lessend & increased. Motivation depends on: type of job being carried out, type of supervision, group relationships, group morale
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MASLOW: 
- physiological
- security
- social
- esteem
- self - actualization
HERZBERG: focused on psychological aspects of motivation, motivators, hygenine factors = may cause dissatisfaction among employees.
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use of financial methods of motivation:
- wages and salaries
- piece - rate pricing
- commission
- profit-related pay
- performance related pay
non-financial methods of motivating employees:
- meaningful work
- involvement in decision making processes
- responsibility and recognition
- leadership & management style
- opportunity
- culture of the business
influences on the choice of effectiveness of financial/non-financial reward systems:
- finance = keep a check on labour turnover & labour costs
- nature of the work = type of work and skills needed
- culture = hard/soft approaches
- external factors = economic cycle
influences on methods of employee involvement in decision making: - management style - nature of the work - legislation (gov. trade unions, work councils)
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value of good employer/employee relations :
- productivity
- employee loyalty
- decision making