Unit 6 LAC Human Resources
- Created by: jess_sterling
- Created on: 07-10-19 13:38
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- 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
- Land, Labour, Capital and Enterprise
- 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
- Absenteeism- number of staff missing work.
- Engagement with business culture
- shared responsibility of visions and objectives
- motivated and loyal workforce
- Untitled
- motivated and loyal workforce
- shared responsibility of visions and objectives
- Factors of production
- 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
- Land, Labour, Capital and Enterprise
- 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
- Absenteeism- number of staff missing work.
- Engagement with business culture
- shared responsibility of visions and objectives
- motivated and loyal workforce
- Untitled
- motivated and loyal workforce
- shared responsibility of visions and objectives
- Factors of production
- 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.
- Process of assessing current and future staffing needs.
- 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.
- Desire to reach goal/targets.
- Financial rewards/incentives
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