Human Resources

• Workforce Planning

  Steps in workforce planning..

  • Analysing current employment trends within the context of organisational needs.
  • Forecasting potential future staffing requirements for all departments within the organisation.
  • Forecasting potential future supply of workers with the appropriate skills.
  • Forecasting potential labour turnover.
  • Planning how best to satisfy and motivate employees.
  • Planning on how to support training and development.
  • Planning processes to release surplus staff.
  • Planning for employees retiring and identifying if they need replaced.
• Workforce Planning

  Benefits of workforce planning..

  • Gaps in the current staffing can be identified.
  • Strategies can be put in place in order to fill gaps in staffing.
  • Relevant training can be given.
  • Staffing forecasts can be carried out.
  • Allows continuity of production.
  • Helps to avoid over staffing.
  • Helps the business save costs through outsourcing.
  • Flexible working practises may be considered so that staff are available when they are needed.
  • Workforce planning forces managers to prepare and plan for changes.
  • Allows businesses to prepare for periods of change.
• Internal Recruitment vs External Recruitment

  • Members of staff are already known to the business whereas, new members of staff are unknown to the business so this is more risky.
  • Lower costs than external recruitment due to reduced advertising expenses whereas, more expensive due to cost of advertising jobs.
  • Routine and methods are less likely to change recruiting internally whereas, external candidates will bring in fresh ideas.
• Internal Recruitment vs External Recruitment

  • Induction training will not be necessary whereas, external candidates are new so will take up production time on induction training.
  • Restricting the job to internal candidates who will be promoted may be motivating for staff whereas, can be de-motivating staff as promoted positions are filled by new staff.
• Selection Methods

  Advantages and Disadvantages of Application Forms..

  • All applicants get the same questions.
  • Easier to compare candidates.
  • Can be compared to job description and person specification to see if they have the right qualities and skills.
  • Gives candidates the opportunity to sell themselves.
  • Does not reveal the candidate's interpersonal skills and qualities.
• Selection Methods

  Advantages and Disadvantages of Curriculum Vitae..

  • Candidates can decide on its contents.
  • Gives applicants the opportunity to sell themselves.
  • Candidates can create a CV, then just amend it to suit the job they are applying for.
  • Unique to each candidate, so it can be difficult for the business to compare candidates.
• Selection Methods

  Advantages and Disadvantages of One-to-One Interviews..

  • Allows the candidate/employer to ask further questions.
  • Allows the organisation to compare candidates in a pressure situation.
  • Less stressful for the applicant than a panel interview.
  • Some applicants may be nervous and not perform well.
  • Unfair judgements may be based on appearance.
• Selection Methods

  Advantages and Disadvantages of Panel Interviews..

  • Allows the candidate/employer to ask further questions.
  • May be more objective as it allows for the opinions of more than one person.
  • Allows the organisation to compare candidates in a pressure situation.
  • Some applicants may be nervous and not perform well.
  • Unfair judgements may be made based on appearance.
• Selection Methods

  Advantages of Successive Interviews..

  • Each interviewer can ask specialist questions to target different areas and skills.
• Selection Methods

  Advantages and Disadvantages of Group Interviews..

  • Allows interviewers to observe how the candidates interact with each other and listen and contribute.
  • Since, there are several interviewers, it may be more objective.
  • Allows the organisation to compare candidates in a pressure situation.
  • Some applicants may be nervous and not perform well.
  • Some candidates may be too dominating, making it difficult for the others to shine.
• Selection Methods

  Advantages and Disadvantages of Telephone Interviews..

  • Saves on travel and accommodation costs.
  • Can hear the tone of voice to aid communication.
  • May be a bad telephone signal hindering the process.
• Selection Methods

  Types of Testing -> Aptitude Tests..


  • Test the candidate's natural ability in areas such as literacy, numeracy and logic.
  • Usually, objective tests ( giving candidates options ).
  • Therefore, each candidate's performance can be measured and compared.
  • Tests natural reasoning abilities in different areas.
• Selection Methods

  Types of Testing -> Attainment Tests..

  • Test the level of skill a candidate has acquired in a specific area.
  • Used to confirm the candidate can perform the skill to a particular standard.
  • Can compare the performance of candidates.
• Selection Methods

  Types of Testing -> Medical/Physical Tests..


  • Used to access the physical fitness and the candidate's ability to perform the duty of the job.
  • Determines whether the applicant is fit and healthy enough to do the job.
• Selection Methods

  Types of Testing -> Personality Tests..

  • Used to access the personality of the candidate and whether they will fit into the business and what their particular strengths and weaknesses are.
  • Can require a qualified individual to set and conduct these tests.
  • Gives more of an insight into the applicant's personality.
  • Helps the business make a more informed judgement about the candidate.
• Selection Methods

  Advantages and DIsadvantages of Testing..

  • Can see how a candidate copes with pressure under timed conditions.
  • Can compare candidates using quantitative information once stored.
  • Verifies the claims made by the applicants in their application form or CV.
  • Results might be unreliable if tests aren't conducted properly by trained staff.
  • Applicants may be affected by nerves.
• Selection Methods

  Advantages and Disadvantages of Assessment Centres..

  • Employers can see how candidates perform in a variety of tasks.
  • Tasks can be more realistic as they are modelled on work related activities.
  • Large amounts of candidates can be assessed at one time.
  • Reduces panel interview bias towards certain candidates and gives an unbiased opinion.
  • Tests being carried out by qualified and experienced specialists.
  • Assessment centres can be expensive to set up and run.
  • Candidates may be overlooked due to other candidates dominant personalities.
  • Can take a lot of time to complete.
• Training and Development

  Advantages of Training Staff..

  • Increase in output as staff become more efficient.
  • Increased motivation due to being able to take on more challenging tasks.
  • Staff are better able to take on change and be more flexible.
  • Reduced staff stress, therefore reducing absence.
  • Improved reputation for the business as one which values its staff, can attract high quality staff.
  • Reduction in wastage.
  • Could reduce the number of workplace accidents.
• Training and Development

  Disadvantages of Training Staff..

  • Financial costs may be high.
  • Staff with greater skills can demand higher wages.
  • Loss of output while employees are being trained.
  • May need to employ staff to cover for those being trained.
  • Once trained, staff may leave.
• Appraisal

  Benefits of Appraisal..

  • Employee performance is evaluated.
  • Feedback is given on recent employee performance - can increase employee job satisfaction and motivation.
  • Expectations can be set for the future for the employee.
  • Helps to identify future development and training needs.
  • May be linked to bonus schemes or pay increases.
  • Can improve communication between staff and managers.
  • Employees will have a better understanding of how to do their job.
  • Identify those who have potential for promotion or who have additional skills which could be used.
• Appraisal

  Costs of Appraisal..

  • Having a formal meeting may be stressful for some employees.
  • Negative feedback can demotivate employees.
  • Can be a time consuming process for HR.
  • Some staff may resent that appraisal leads to other staff getting a bonus.
• Appraisal

  Types of Appraisal Methods - One to One..


  • Face to face with a direct line manager.
  • Usually part of a formal process which is documented and evaluated.
  • Regular review of job performance and last year's targets - often occurs annually.
  • May be linked to a review of pay.
  • Training needs are identified.
  • Targets may be set about future performance.
• Appraisal

  Types of Appraisal Methods - Peer to Peer..

  • Carried out by a colleague in the same or similar position.
  • They are asked to provide feedback on specific aspects of an employee's performance.
  • More informal.
  • Encourages effective buddying.
  • Managers are excluded from this type of appraisal.
• Appraisal

  Types of Appraisal Methods - 360°..

  • Involves self evaluation.
  • Contributes will come from a number of different people - peers, managers and customers.
  • All those involved will answer the same questions, which allows for comparison.
  • Allows for a variety of viewpoints from colleagues.
• Motivation

  Advantages of Having Motivated Employees..

  • Increased productivity and quality, leading to lower costs per item produced and a reduction in wastage.
  • Reduced absenteeism as employees are satisfied at work, which means fewer delays or less overtime to make up for a lack of workers.
  • Low staff turnover, which will reduce training costs.
  • The employer's reputation increases, which will attract the best employees.
  • Improved customer service, leading to increased sales.
• Motivation

  Features of Maslow's Hierarchy of Needs.


  • Maslow's theory classifies human needs and how they are related to each other.
  • A person starts at the bottom of the hierarchy and will seek to satisfy each stage in order.
  • Once these needs have been satisfied they are no longer a motivator.
  • Physiological needs - Decent wage and staff rooms.
  • Safety needs - Secure job and pension scheme.
  • Belonging and Love needs - Staff night out and team working.
  • Self-esteem needs - Promotion and own office.
  • Self-actualisation needs - leadership opportunities and initiative.
• Motivation

  Features of Herzberg's 2-Factor Theory..

  • He developed the motivator-hygiene theory and promoted job enrichment.
  • Hygiene factors will not motivate employees but if they are not met they will demotivate employees.
  • Motivator factors won't lower motivation if they are not there, but if they are there, they will increase motivation.
  • Hygiene factors - Working conditions and job security.
  • Motivator factors - Status and responsibility.
• Leadership

  Types of Leadership - Autocratic..

  • Absolute authority.
  • No consultation with subordinates.
  • The leader dictates what employees do.
  • Obedience expected without question.
• Leadership

  Types of Leadership - Democratic..

  • Participate - discuss with employees.
  • Involves good 2-way communication.
  • The leader will share problems by setting up teams and taking part in them.
  • The leader makes decisions but explains why.
  • Achievement is encouraged and recognised.
• Leadership

  Types of Leadership - Laissez-Faire..


  • Delegative type of leadership.
  • Allows the employees to make decisions once they have been given a task.
  • Employees are expected to solve problems on their own with little guidance from the group leader.
  • Leaders only step in if they are asked.
  • Leaders leave employees to it and don't interfere.
• Leadership

  Benefits and Costs of Autocratic Leadership..

  • Decisions are made very quickly.
  • Staff benefit from specific instructions from the leader.
  • Staff with little experience value and are motivated by the direction of an experienced leader.
  • There is very little input from employees about decision making.
  • Little opportunity for staff to develop.
  • There will be a lack of trust between staff and the leader and poor motivation.
• Leadership

  Benefits and Costs of Democratic Leadership..

  • More job satisfaction and motivation for staff.
  • Staff get better preparation for promotion by being involved in more activities.
  • Staff are more likely to embrace any change if they have been involved in decision making.
  • Making decisions could take a lot longer.
  • Some staff may not respond well to being given more responsibility and need to be supervised.
  • The leader needs to be good at keeping staff together and avoiding conflict.
• Leadership

  Benefits and Costs of Laissez-Faire Leadership..

  • Highly motivating for staff.
  • High level of trust required between staff and leaders.
  • Staff get the opportunity to increase their range of skills.
  • Less stress for the leader.
  • Staff may feel more stressed as they are under pressure to make decisions and perform.
  • Potential for poorer quality output if there is less supervision.
  • Higher wages demanded due to extra responsibility.
• Employee Relations

  Benefits of Positive Employee Relations..

  • Employees will have a chance to discuss changes so they will feel happier.
  • Disputes are less likely to arise as workers will have been consulted and understand why changes are necessary.
  • Employees are more accepting of change if it has been consulted - better job satisfaction.
  • Satisfied and motivated employees may stay with the business, reducing turnover.
  • The organisation will have a good reputation for treating its employees well and therefore will attract new employees easily.
• Employee Relations

  Problems with Poor Employee Relations..

  • Conflict may result between staff and managers.
  • If staff are unhappy and unmotivated they will be less cooperative with managers.
  • It may result in a poor image of the business being portrayed to customers.
• Employee Relations

  Grievance Procedure..

  • These exist to deal with complaints by an employee against their manager or another employee.
  • A grievance procedure normally comes about because of the way someone has been treated.
  • The procedure involves HR and must be followed to ensure the employee is supported through the process. Also, the employee may choose to involve their Trade Union in this.
  • If there is no agreement, then the matter could be taken to an employment tribunal.
  • Following the procedure ensures the complaint is taken seriously and the employee is treated fairly.
• Employee Relations

  Discipline Procedure..

  • Procedures should be in place so employees know what will happen if they break rules.
  • The rules should apply to all employees.
  • Verbal warning - Issued by a manager to an employee, face-to-face.
  • Written warning - Issued by HR after a verbal warning already has been given, a record will be kept of this written warning.
  • Final Written warning - Issued by HR after a written warning or a serious breach of rules, this could be the final step in the process.
  • Dismissal - If the final written warning is not heeded, then an employee could be dismissed.
• Employee Relations

  Benefits of Having a Disciplinary Policy..

  • Employees know what is acceptable behaviour in the workplace and what will happen if it is not adhered to.
  • Disciplinary policy is required by law.
  • Allows all employees to be treated fairly in disciplinary situations.
  • It helps to avoid unfair dismissal claims and avoid high legal costs.
  • It helps protect the employer from wrongful claims by employees.
• Employee Relations

  Absenteeism..


  • How employees tell the business they are sick.
  • What employees must provide the business with if they are off sick.
  • How "return to work" interviews will be managed.
  • What the procedures are for a phased return to work if necessary,
  • What the procedure will be if attendance doesn't improve.
• External Institutions and Their Role in Employee Relations

  The Role of Trade Unions..

  • To represent people at work. There will be a shop union representative who will act on behalf of an employee or the members as a whole.
  • The purpose of the union is to protect and improve people's pay and conditions of employment.
  • The union will also campaign nationally for laws and policies that will benefit working people.
  • The union undertakes collective bargaining which is the process where the trade union negotiates with the employer on behalf of the employees.
  • Membership also gives other benefits.