Setting human resource objectives

• What is the nature of human resource management?

  It is complex
• How many key categories of human resource objectives are there?

  Six
• What are the six key categories of human resource objectives?

  1. Employee engagement and involvement
  2. Talent development
  3. Training
  4. Diversity
  5. Alignment of values
  6. Number, skills and location of employees
• What is a focus of employee engagement and involvement objectives?

  Maximise reported levels of engagement
• What is an objective related to appraisals in employee engagement?

  Extent of satisfactorily completed appraisals
• What is a focus of talent development objectives?

  Investment in employees training
• What is an objective related to staff retention in talent development?

  Staff retention rates
• What is an objective regarding job vacancies in talent development?

  Percentage of job vacancies filled by internal candidates
• What is a focus of training objectives?

  Spend on training
• What is an objective related to training effectiveness?

  Measures of training effectiveness
• What is a focus of diversity objectives?

  Diversity in senior management positions
• What is an objective related to external recruitment in diversity?

  Diversity in external recruitment
• What is a focus of alignment of values objectives?

  Recruitment & induction training focused on core values
• What is an objective related to employee awareness in alignment of values?

  Employee awareness of core values
• What is a focus of objectives regarding the number, skills, and location of employees?

  Labour turnover
• What is an objective related to staff retention in the number, skills, and location of employees?

  Staff retention
• What is an objective related to recruitment in the number, skills, and location of employees?

  Recruitment targets
• What is a focus of training budgets in the number, skills, and location of employees?

  Training budgets
• What is an objective related to skills gaps in the workforce?

  Extent of skills gaps in the workforce
• What are the two approaches to human resource management?

  Soft and hard approaches
• What does human resource management (HRM) focus on?

  Strategies for managing a business's people
• How does the hard approach view employees?

  As just another resource of the business
• What is the key objective of the hard approach to HRM?

  Maximize efficiency and productivity of resources
• What does the soft approach to HRM emphasize about employees?

  They are the most important resource of the business
• What are some questions the soft approach considers?

  How to develop and motivate employees
• What are the key features of a hard approach to HRM?

  • Employees seen as another resource
  • Focus on efficiency and productivity
  • Frequent hiring and firing
  • Limited communication
  • Financial rewards linked to performance
  • Tall organizational structure
  • Little employee empowerment
• What are the key features of a soft approach to HRM?

  • Employees as a source of competitive advantage
  • Strong two-way communication
  • Pay linked to overall business performance
  • Non-financial motivation methods
  • Flatter organizational structure
  • Democratic leadership style
• What leadership style is typically associated with a hard approach?

  Autocratic leadership style
• What leadership style is typically associated with a soft approach?

  Democratic leadership style
• What is a potential advantage of a hard approach to HRM?

  Lower unit costs through efficient labor use
• What is a downside of a hard approach to HRM?

  Higher labor turnover and absenteeism
• What is a potential disadvantage of a soft approach to HRM?

  Higher employee costs
• What are some benefits of a soft approach to HRM?

  Higher motivation and job satisfaction
• How can a soft approach impact a business's reputation?

  It can build a reputation as a great workplace
• What is the overall focus of a strategic approach to HRM?

  Balancing soft and hard approaches
• What metaphor is used to describe the hard approach to HRM?

  Hard-boiled egg
• What metaphor is used to describe the soft approach to HRM?

  Runny egg
• How does the hard approach affect employee turnover?

  It likely results in higher turnover
• How does the soft approach affect employee absenteeism?

  It likely results in lower absenteeism
• What role does communication play in HRM approaches?

  More frequent in soft approaches