Strategic HR management (HRM)

Explains what needs to be known for the BUSS3 exam regardding HRM

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Strategic hr management (hrm)
Personnel Management HR Management
Provides welfare Does all that Personnel did
REACTIVE ­ not proactive Thinks that staff = success
Recruitment & Training Controls `organisation development'
Support for managers `People are the most important asset
HRM
The strategic process of making the most efficient use of an organization in achieving its
aim and objectives.
employing retaining people
developing people to their full capacity/potential
utilizing, maintaining and compensating peoples services
making sure that people are in tune with their job and organisational requirements
GENERIC HR OBJECTIVES
to match the workforce skills, size and location to the requirement of the business
to minimize labour costs (e.g. to ensure that wages are competitive, delayering,
restructuring etc)
to implement change within the business
to make full use of the workforces potential ­ training & development, motivation
etc
to maintain good employeremployee relations.
HR DUTIES
Workforce planning
Management development
Pay roll & rewards
Training (on the job/off the job/induction
Recruitment & Selection
Employment Legislation
Employee relations
Grievances and discipline
Annual leave (holidays & sickness)
Appraisals (system)
Health and Safety
INTERNAL FACTORS THAT EFFECT HRM
Corporate objectives (survival, growth = staff)
Finance (what is available? Cash flow)
Nature of the business (is it customer facing? Labour intensive?
Trade unions

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Structure of the business (flat? How much motivation is needed?)
EXTERMAL FACTORS THAT EFFECT HRM
Politics (apprentiships?)
Economy (do you need more staff?)
Social (demographic changes aging population/ethnicity...…read more

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