Unit 6 LAC Human Resources

?
View mindmap
  • Human Resources
    • Factors of production
      • Land, Labour, Capital and Enterprise
        • Labour is the HR aspect, and includes all of the workforce in an economy. Human capital is the value of the worker
    • Strategic Planning is the process of defining a strategy and making decisions on where to allocate resources.
    • Succession planning is identifying existing staff who have potential to progress into higher positions.
      • Businesses may do this as the process is cheaper and less time consuming if skilled staff are already within the business.
    • Core workers are crucial to smooth, day-to day running of the business
      • Peripheral workers support core workers, usually paid less, or work less hours.
    • Types of workers
      • Part-time , workers usually working less than 30 hours a week. Offers greater flexibility and hours can be increased if demand arises. More applicants usually available to apply.
      • Subcontracting, business using services of another business to complete some parts of manufacturing process.Provides flexibility in supply and increased expertise. Increase capacity without high expenditiure.
        • Cons could be that sometimes the quality could slip and could be expensive as the other business still needs to make profit.
      • Zero Hour Contracts- employees who have no fixed/guaranteed hours and only called when needed.Increase flexibility for business but not necessarily fair or ethical.
      • Temporary Employees, contracted to work for a certain period and help meet short term needs of business e.g Xmas temps. Can work full/part time. No long term job security.
      • Agency Staff- workers supplied to the business through a third-party. Usually used for low skill jobs e.g security and the agency are responsible for paying staff, can be expensive for businesses who also have to pay the agency.
        • Benefits for business is that its a quick way of recruiting staff and can cover for unforeseen circumstances
    • Skills Shortages- Changes in working practices and technology may mean that thecurrent workforce do not have the necessary skills. This is a shortterm issue that can be resolved with training.
    • Workplace stress, employees being too stressed can lead to high levels of absenteeism.  E.g mental health issues businesses are offering staff help and guidance.
      • Absenteeism- number of staff missing work.
        • number of staff absent/number of days staff could work X100
    • Engagement with business culture
      • shared  responsibility of visions  and objectives
        • motivated and loyal workforce
          • Untitled
  • HR plans
    • Process of assessing current and future staffing needs.
      • Allows for effective management
    • Human Resources
      • Factors of production
        • Land, Labour, Capital and Enterprise
          • Labour is the HR aspect, and includes all of the workforce in an economy. Human capital is the value of the worker
      • Strategic Planning is the process of defining a strategy and making decisions on where to allocate resources.
      • Succession planning is identifying existing staff who have potential to progress into higher positions.
        • Businesses may do this as the process is cheaper and less time consuming if skilled staff are already within the business.
      • Core workers are crucial to smooth, day-to day running of the business
        • Peripheral workers support core workers, usually paid less, or work less hours.
      • Types of workers
        • Part-time , workers usually working less than 30 hours a week. Offers greater flexibility and hours can be increased if demand arises. More applicants usually available to apply.
        • Subcontracting, business using services of another business to complete some parts of manufacturing process.Provides flexibility in supply and increased expertise. Increase capacity without high expenditiure.
          • Cons could be that sometimes the quality could slip and could be expensive as the other business still needs to make profit.
        • Zero Hour Contracts- employees who have no fixed/guaranteed hours and only called when needed.Increase flexibility for business but not necessarily fair or ethical.
        • Temporary Employees, contracted to work for a certain period and help meet short term needs of business e.g Xmas temps. Can work full/part time. No long term job security.
        • Agency Staff- workers supplied to the business through a third-party. Usually used for low skill jobs e.g security and the agency are responsible for paying staff, can be expensive for businesses who also have to pay the agency.
          • Benefits for business is that its a quick way of recruiting staff and can cover for unforeseen circumstances
      • Skills Shortages- Changes in working practices and technology may mean that thecurrent workforce do not have the necessary skills. This is a shortterm issue that can be resolved with training.
      • Workplace stress, employees being too stressed can lead to high levels of absenteeism.  E.g mental health issues businesses are offering staff help and guidance.
        • Absenteeism- number of staff missing work.
          • number of staff absent/number of days staff could work X100
      • Engagement with business culture
        • shared  responsibility of visions  and objectives
          • motivated and loyal workforce
            • Untitled
    • Nature of work e.g physical, tertiary and shift work
    • Skill levels, unskilled, semi-skilled or specific skills e.g computer literate
    • Experience. amount and type of previous experience
    • Educational level, GCSE or degree
    • Aptitude - ability to naturally do something e.g problem solving
    • Flexibility in the workforce, matching workforce skills to size and location of the business. A business will do this to meet new challenges/seasonal factors.
  • How can management address HR issues?
    • Training to ensure employees have the right skills.
    • Organisational structure ensures correct supervision for staff.
    • Disciplinary action
      • Recruitment to ensure there is enough staff with the right skills.
  • Reasons for labour turnover
    • Unsatisfied staff
    • Restructuring of business
    • Maternity/ health leave
    • Promotions
    • Contracts running out
    • Conflict with management
    • number of staff leaving/ average number of staff X100
  • Ways staff can be motivated
    • Financial rewards/incentives
      • Desire to reach goal/targets.
        • Motivated employees will work harder.

Comments

No comments have yet been made

Similar Business resources:

See all Business resources »See all Unit 6 resources »