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2.1 Human Resources

2.1 Human Resources. Chapter 10. Human Resource Management. The strategic approach to the effective management of an organization’s workers so that they help the business gain a competitive edge. Human Resource Planning. Get the right number of people With the right skills

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2.1 Human Resources

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  1. 2.1 Human Resources Chapter 10

  2. Human Resource Management • The strategic approach to the effective management of an organization’s workers so that they help the business gain a competitive edge.

  3. Human Resource Planning • Get the right number of people • With the right skills • With the right experience • With the right competencies • In the right jobs • At the right time • At the right cost

  4. Demographics Affect Labor Supply • Changing demographics can affect businesses: • Birth rate • Migration rate • Retirement age • Unemployment • Mobility of workers • Flexibility of workers • Education level of workers • Women working/returning to work • Aging population

  5. Labor Mobility • Occupational MobilityWorkers are willing and able to move to different jobs requiring different skills • Geographical MobilityWorkers are willing and able to move to new regionsto take new jobs • High levels of skill and home ownership tend to make workers IMMOBILE. Why?

  6. Workforce Planning • Forecasting the NUMBER of staff required • Change in demand for product • Staff productivity • Business objectives • Economic and business outlook • Changes in employment law • Technological changes • Historical trends • Changes in employee skills available for hire

  7. Workforce Planning • Forecasting the SKILLS of staff required • Keeping pace with technologyProduction methods, complexity of machinery,computer applications. • Flexible or multi-skilled staffRecruit and train workers with more than oneskill to be applied in many ways.

  8. Recruitment • What is the nature of the job vacancy? Create a job description • What skills are needed of the applicant? Create a person specification • Advertise Include the job description and person specification • Short list of applicants Review CV’s (curriculum vitae – type of resume) • Conduct Interviews

  9. Training • Induction TrainingGiven to all new employees (introduces them to company policies and procedures) • On-the-Job TrainingOn-site job instruction. New employee may be paired with an experienced employee • Off-the-Job TrainingTraining that occurs off of the jobsite. Includes college courses, training centers, or from a vendor.

  10. Training & Poaching • Training is can be expensive. Why? • NOT training can be expensive. Why? • Well-trained staff can be recruited by other firms and leave for better paying jobs. This is called “POACHING”

  11. Appraisal of Staff • Usually completed annually – 1 X per year • An appraisal form is used. Why? • Employee and Manager discuss employee performance. • Employee and manager establish career plans and skills to develop the employee. • MBO – Management by ObjectiveDeveloping skills in and with employee agreement that furthers the objectives of the company.

  12. Dismissal • Employee is unable to perform job duties to the standard required by the company • Employee may have broken a condition of employment (example: failed random drug test) • Unfair dismissal may lead to lawsuits • HR must assist employee with improvement efforts before dismissal can occur to avoid lawsuits for unfair dismissal

  13. Redundancy (Layoff) • A workers job is no longer required by the company. • A replacement employee will not be hired. • Causes of redundancy: • Job no longer required by the company • Budget cuts • Reduction in workforce (RIF – Reduction in Force)

  14. Retrenchment (Downsizing) A company policy of reducing expenditures or redirecting focus to particular market, product, or service to become more financially secure. This usually involves layoffs of employeesand restructuring expenses.

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