Human resources

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  • Created by: megs999
  • Created on: 21-03-16 20:16

Human Resources

To esure a business gets max benefit from employees at min cost

Influenced by corporate objectives

Work closely with other departments/ help HR to anticipate workforce needed and react to this by recruiting more staff or more training and work with finace for a suitable budget

How to -  treat staff/ use their skills/ keep them working/ train/ reward/ terminate

HR objectives help HR to manage staff successfully 

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MATCHING THE WORKFORCE TO BUSINESS NEEDS

Anticipate future size of workfore needed – recurit or lay off

Skill level

Full or part time

Decide to retrain or recruit new workers

Where employees are needed and what departments need what specific skills

Diversity – a workfore diverse in age/ gender ect will have a varied skill/ experiences/ ideas

Budget – wages are appropriate and balance with staying within the budget and correct number of staff/ training/ rewards

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HELPING EMPLOYEES REACH THEIR FULL POTENTIAL

Training to increase productivity

Right equipment

Need to offer opportunities for career progression, employees more engaged if they something to aim for

Match workforce skill levels to jobs, if job to challenging demotivating and low self esteem, to easy board

Effective management, good organisation, good woring conditions increase morale 

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SUPPORTING EMPLOYEE/EMPLOYER RELATIONS

Good communication

Advise to managers deal with problems

Give responsibility and involved in decision making feel valued and trusted

Improve relationship can reduce absenteeism and labour turnover

Enagaged more likely loyal

Breakdown in relationship decrease productivity, low morale, strike

Relationship works best when the values of employee align with the employer

?decisions

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INTERNAL AND EXTERNAL INFLUENCES ON HR OBJECTIVES

INTERNAL

The culture within the business

deparments within the business - give HR the information that they need to predict the workforce

amount of funding

EXTERNAL

state of economy a boom or recession effect recruitment and training

employment laws

ethical and environmental isssues eg zero hour contracts

technology means HR recruit people who can use a certain type of software

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HARD HRM

  • employees seen as a resource
  • hired on a short term basis
  • managers think employees mainly motivated by money and think they can do as little as possible
  • judgemental
  • training only to meet production needs

HRM benefit = help to keep control, less likley to make mistakes, seen as just a resource easily replaced 

Using HRM don't use employees to there full potential= missing out on chances to increase profit 

demotivate and make them feel under vlaued 

= unlikely to be loyal = high staff turnover 

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SOFT HR

  • employees most important resource 
  • managed on long term basis
  • motivate employees through empowerment and development 
  • trianing to meet development needs 

BENFITS - increase staff morale = feel valued = easier to retain staff + B benefits from the skills and experience of staff

encourages commitment/ good performance/ loyalty

BUT . . .

employees may not be interested in developmet or empowerment 

involves more costs = encourages investment 

extra training time consuming 

risk that employees who complete training might leave for a better job

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