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[HUMAN RESOURCE STRATEGIES] BUSS3 - AQA

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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.
Here are some reasons why:
- Most businesses now provide services rather than produce goods ­ people are the
critical resource in the quality and customer service level…

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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…

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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…

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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,…

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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. Seen like that, you can argue that good workforce planning is a source…

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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…

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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…

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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…

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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.
Delayering can offer a number of advantages to…

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