Introduction to HRM

• Chain of Command- The link in the levels of authority from those at the top with the most authority to those at the bottom with the least
• Span control- The number of subordinates (people underneath) who report directly to the line manager
• Human Resource Management is the practice of managing and developing an organizations workforce to achieve its goals and objectives
• Labor Mobility -The movement of workers from one job or location to another within the organization or between organization
• Unemployment- Individuals who do not have a job, but are actively seeking for employment
• Workforce Planning- The process of systematically planning and forecasting the future workforce needs of an organization
• Demography- The study of characteristics and structure of a population, factors such as age, gender
• Ageing Population- The phenomenon of a growing proportion of older people in the population, leading to changes in workforce dynamics
• Dismissal- The process of terminating an employees contract, often due to underperformance or misconduct
• Redundancy- Practice of adjusting size of the workforce in response to change in business needs
• External Factors- Issues that a way beyond control of the organization that could affect HRM such as Labor mobility, Immigration and the gig economy
• Human Resource Management- HRM is a broad term used to describe the overall management of an organization's workforce, e.g. attracting, selecting, training, assessing, rewarding and retaining workers.
• Human resource Planning- Also known as workforce planning, this is the management process of anticipating the organization's current and future human resource needs.
• Gig Economy- A working arrangement where individuals take on short-term or freelance jobs, often through online platforms
• Flexi-time- Practice of offering employees flexibility to determine their own working hours within certain parameters
• Reasons for resistance to change- Fear of the unknown, dislike of the person implementing the change, lack of skills/ confidence, fear of redundancy or pay cuts
• A human resource manager aims to:

  • Match employee skills to the strategic direction of the business
  • Develop a competitive advantage by maximising quality and motivating the workforce to perform at their best
  • Maximise efficiency of the workforce
• Human Resource Management

  The practice of managing and developing an organisations workforce to achieve its goals and objectives
• Workforce Planning

  The process of systemically planning and forecasting the future workforce needs of an organisation
• Demography

  The study of charcteristics and structure of a population, including factors such as age, gender and ehtnicity
• Ageing Population

  The phenonmenon of a growing proportion of older people in the population, leading to changes in workforce dynamics
• Training

  Process of evaluating the skills and knowledge gaps in the workforce and providing training and development opportunities to new workers
• Dismissal

  The process of terminanting an employees employment contract often due to poor performance or misconduct
• Immigration

  The movement of people from one country to another with the intention of settling and working in the new country
• Flexitime

  The practice of offering employees the flexibility to determine their own working hours within certain parameters
• Unemployment

  The condition of not having a job, but are actively seeking employment
• Gig Economy

  A working arrangement where individuals take on short-term or freelance jobs, often through online platforms
• Reasons for resistance to change

  • Fear of the unknown
  • Dislike of the person implement the change
  • Lack of skills/confidence to cope with new demands
  • Fear of redundancy or pay cuts
  • Fear of relocation
• Internal Factors

  The issues or features that are within the control of the organization, e.g., staff remuneration and approaches to training.