maximising labour productivity, minimising labour costs, training, diversity, alignment of values, talent development, employee engagement
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internal influences on HR objectives
organisational structure, performance of business, overall business aims
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external influences of HR objectives
competitors, economic situation, social factors
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benefits of setting HRM objectives
SMART targets will ensure consistent decisions, all employees working towards same goal means a team approach
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drawbacks of setting HRM objectives
external changes are hard to predict, bad reputation means staff will be hard to recruit, objectives may conflict (training and cost cutting)
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hard HR definition
employees viewed as a resource to be monitored and used
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soft HR definition
views employees as the most valuable resource as a competitive advantage
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problems with high labour turnover and low retention rates
high costs to replace staff, high training costs for new employees, need to redesign jobs to be simpler, reduced productivity, low morale among existing workers
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external causes of high labour turnover
more employment opportunities outside firm, attractive jobs available with competitors
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