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HUMAN RESOURCE STRATEGIES] BUSS3 - AQA
Understanding HR Objectives and
Strategies
Effective human resource management has become more important in recent times.…read more

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HUMAN RESOURCE STRATEGIES] BUSS3 - AQA
o Financial Constraints ­ these may affect HR objectives relating to the provision
of staff training and development, or the level of pay they can offer employees.
o Corporate Culture ­ the impact of financial constraints may not be seen as sever
if the corporate culture is such that HRM has a high profile in the organisation and
HR are recognised as a valuable asset that needs to be trained and developed.…read more

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HUMAN RESOURCE STRATEGIES] BUSS3 - AQA
Developing and Implementing
Workforce Plans
Workforce Planning is the method by which a business forecasts how many
and what type of employees it needs now and future, and matches up the right
types of employees to the needs of the business
Workforce Planning is one of the central activities of human resource management and
helps organisations to foresee change, to identify trends and implement human
resource policies.…read more

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HUMAN RESOURCE STRATEGIES] BUSS3 - AQA
- Corporate objectives ­ it is vital that workforce planning, which ensures that
human resources are sufficient to facilitate the meeting of overall corporate
objectives, is recognised as part of the strategic planning process.
- Production and marketing objectives ­ The required production capacity, product
quality and delivery timetables are significant to the business demand for labour.…read more

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HUMAN RESOURCE STRATEGIES] BUSS3 - AQA
o An effective workforce plan helps a business achieve its corporate objectives by
ensuring the business has a workforce of the right size, with the right skills, in the
right place.…read more

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HUMAN RESOURCE STRATEGIES] BUSS3 - AQA
Competitive Organisational Structures
The way in which a business is organised has a direct effect on its competitiveness. For
a business to be able to achieve its aims and objectives, it needs to organise its people
in a suitable way ­ that is known as the "organisational structure".
Factors Determining Organisational Structure
Size of the business ­ Small businesses will tend to have informal or flat hierarchical
structures.…read more

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HUMAN RESOURCE STRATEGIES] BUSS3 - AQA
whether it should be delegated further down the hierarchy, away from the centre
(decentralised).
Centralised Structures:
Businesses that have a centralised structure keep decision-making firmly at the top of
the hierarchy (amongst the most senior management). The need to ensure consistency
of customer experience and quality at every location, together with a desire to exploit
economies of scale, are the main reasons for this type of organisational structure.…read more

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HUMAN RESOURCE STRATEGIES] BUSS3 - AQA
The traditional organisation structure of a business has focused on the functions,
departments and main activities of a business. This structure could be adapted and
used for businesses that organise themselves according to geographical location or
product brands. A functional organisation is based on a hierarchy in which each
department operates separately under the leadership of those above it.…read more

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HUMAN RESOURCE STRATEGIES] BUSS3 - AQA
structure. Frequently, the layers removed are those containing middle managers.
Delayering does not necessarily involve cutting jobs and overheads. But it does usually
mean increasing the average span of control of senior managers within the business.…read more

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