topic 2

• human resource management

  the strategic approach to the effective management of employees so that they help the business gain a competitive advantage
• HRM focuses on

  • workforce planning on number of employees, skills needed for the future
  • recruitment and selection process
  • training
  • employment contracts
  • dismissal and redundancy
  • responsibilities in workforce relations
  • monitoring morale and welfare
  • introducing and managing payment
  • measuring and monitoring performance
• workforce planning

  forecasting the number of workers and the skills that are required by the organisation to achieve its objectives
• workforce audit

  a check on this skills and qualifications of existing workers/managers
• number of employees needed depends on

  -forcasted demand of product

  -productivity level

  -objective

  -legal changes

  -labour turnover and absentism rate
• skill level depends on

  -technological change in the industry

  -need for multiskilled workers
• labour turnover

  measures the rate at which employees are leaving an organisation
• • costs of high labour turnover:

  -costs of recruitment, selecting and traning

  -poor output levels

  -difficult to gain customer loyalty

  -difficult to establish team spirit

  • benefits:

  -low skilled workers leaving

  -new ideas

  -reduce employee numbers
• recruitment and selection is needed when a business is expanding or if employees are leaving

  • recruitment: the process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, and attracting suitable candidates for the job
  • selection: the series of steps by which candidates are interviewed, tested and screened to choose the most suitable person for a vacant post
• recruitment agency

  business that offers the service of recruiting applicants for vacant post
• job description

  a detailed list of the key points about the job to be filled, stating its key tasks and responsibilities
• person specification

  a detailed list of qualities, skills and qualifications that a successful applicant must have
• application form

  set of question answered by job applicant to give potential employer info about the applicant
• cv

  a detailed document highlighting all of a persons achivements, experiences, and awards
• resume

  a brief document which itemised experience, backgroud and skills revelant to the job
• reference

  comment from ttrusted person about applicant character
• assessment centre


  a place where a range of tests is used to judge jonb applicants on their ability to do a role
• recruitment methods


  online recruitment

  job advertisments

  recruitment agencies
• internal recruitment

  when a business aims to fill a vacancy from whithin its existing workforce

  
  

  • already know the business culture, rules and team
  • quicker
  • cheaper
  • motivats others
• external recruitment

  when a business aims to fill a vacancy with a suitable applicant from outside of the business

  
  

  • new ideas
  • wider choice
  • avoids resetment
• emplyment contract

  a legal document that sets out the terms and conditions governing a workers job

  • features:

  -employees responsibilities

  -permenant or temporary

  -working hours

  -holiday entitlements

  -number of days of notice that must be given by worker
• redundancy

  -when a job is no longer needed, the employee doing the job becomes unnecessary through no fault of their own
• dimissal

  being dissmissed or fired from a job due to incompetence
• unfair dissmissal

  ending a workers employement contract for a reason that the law regards as being unfair
• employee morale

  overall outlook, attitude and level of satisfaction of employees when at work
• employee welfare

  employees health, safety and level of morale when at work
• work-life balance

  a situation in which employees are able to allocate the right amount of time and effort to work and their personal life
• equality policy

  practice nd processes aimed at achieving a fair organisation where everyone is treated the same with prejecduce and can reach their full potential
• diversity policy

  practices and polices aimed at creating a mixed workforce and placing a positive value on diversity in the workplace
• impact

  high employee morale

  good rep

  measure performance

  bigger market share

  incresing knowledge, creativity
• training

  work related education to increase workforce skills and efficiency
• induction training

  introduction to workplace to familiarize new recruits with the business

  
  

  • helps employees settle,may be a legal requiremnet, less liek to make mistakes
  • time consuming, delays workers, getting paid with doing work
• on-the-job training


  instruction at the place of work on how the job should be carried out

  • no travel costs, ensure production is being done, cheap
  • trainer is not as productive, employee will get the bad habits
• off-the job training

  training undertaken away from the place of work

  • broad skills can be taught, usually expert trainers
  • costs are high, employee may leave after
• multiskilling

  training of an employee in several skills to allow flecibilit
• employee appraisal

  the process of assessing the effectiveness of an employee judged against pre set objectives
• encourange entreprenuership

  encourage to be independand, be given opportunities, assured that failure is expected and tell to start with small ideas before big ones
• industrial action

  measure taken to put pressure on management to settle an industrial dispute in facour of employes
• trade union: group of employees who joined for the mutual benefit

  reasons to join:

  collective bargaining: negotiating terms of employemnt between employer and a group of workers who are represented by a trade union official

  influence

  legal support

  put pressue on employers for security