HR objectives

• How has technology has affected activities in human resources?

  Employee management

  Background checks

  Simulations

  Communication

  Data analysis

  Increase in efficiency recruiting
• Human resources objectives are the targets that the function of a business responsible for all employee related issues wanted to achieve in a given period. This includes:

  • Employee engagement + involvement
  • Talent development
  • Training
  • Alignment of values
  • Number, skills and locations of employees
• Employee engagement is the degree of commitments shown by employees to their individual work as well as towards the business objectives as a whole

  Employee involvement is the amount of contributions an employee can make to their working practices and decision making
• Engaged and involved workers will?

  Be positive in the workplaces

  Be active rather than passive

  seek opportunities to influence the workplace

  Want to be involved in decision making
• The talent development identifies those employees who have potential and nurturing this to help them progress

  Talented employees have the potential to help the business achieve its goals in the future

  It is important to retain these employees and give them opportunities to shine and progress
• What does the talent development cycle looks like?

  Needs talent and planning --> recruitment/selection --> orientation/onboarding --> skill development --> performance evaluation --> succession planning (one big circle)
• What is recruitment/selection?


  Recruitment and selection are processes used by organizations to identify, attract, and choose individuals to fill job vacancies
• What is needs/talent planning?


  Needs or talent planning, often referred to as workforce planning, is a strategic process used by organizations to anticipate and manage their current and future staffing requirements
• What is orientation/onboarding?

  Orientation or onboarding is the process through which new employees are introduced to their new workplace. It helps them understand their roles, the company culture, and the organization's policies and procedures
• What is skill development?

  Skill development is the process of learning new skills or improving existing ones, often to enhance one's ability to perform a job, advance in a career, or handle different tasks more effectively. This involves activities like training, courses, workshops, and practical experience, aimed at increasing knowledge, proficiency, and competencies in specific areas.
• What is performance evaluation?


  Performance evaluation is a systematic process where an employee’s job performance is assessed, typically by their supervisor. This evaluation often involves reviewing the employee’s accomplishments, skills, and challenges over a specific period. The goal is to provide feedback, guide future development, and make decisions related to promotions, pay raises, and training needs
• What is succession planning?

  Succession planning is a strategic process organizations use to identify and develop new leaders who can replace old leaders when they leave, retire, or pass away. Essentially, it ensures that the organization continues to operate smoothly by preparing for transitions in key positions, maintaining the availability of experienced and capable employees who are ready to step up when necessary.
• Hard HRM?


  Staff are treated as resources that must be managed in order for the business to control costs and output
• Soft HRM?


  Staff are treated as an asset to the business that can contribute and help the business achieve its objectives
• Characteristics of soft HRM?

  • Opportunities for staff development - trading, internal promotions
  • Empowerment
  • Consultation
  • Greater autonomy and responsibility - flatter organisational structure
• Characteristics of hard HRM?

  • Control mechanisms - judgemental appraisals, centralised decision making, tall organisational structure
  • Fixed term contracts
  • Minimum wage
  • External recruitment
• Strengths of soft HRM?

  • high staff retention
  • new ideas
  • staff feel more comfortable
  • higher productivity
• Strengths of hard HRM?

  • high levels of productivity
  • no time wasted
  • control
• Weaknesses of soft HRM?

  • not much done
  • no control - decisions take a long time to be made
  • increasing business costs - feedback meetings
• Weaknesses of hard HRM?

  • lower staff motivation
  • high labour turnover
  • less skilled staff