Flashcards
3.6.1: Setting human resource objectives
Cards in this deck (14)
- 1Human Resources:the management of people in the workplace to assist the organisation to achieve its objectives
- 2What Do The HR Department Do?:-measure performance and ensure jobs are carried out effectively
-ensure staff are motivated and that the organisational structure can support the workforce
-ensure good employer-employee relations so that work can be carried out efficiently - 3Typical HR Objectives:-employee engagement & involvement
-talent development
-training
-diversity
-alignment of values
-number,skills and location of employees - 4Employee Engagement & Involvement:designed to ensure all employees are committed to the business' goals/values and will contribute to the success of the organisation
*about IMPROVING performance and productivity by offering job satisfaction, organisational commitment and empowerment to employees
BEHAVIOUR, ATTITUDE, OUTCOMES - 5Talent Development:TRAINING, EDUCATION, DEVELOPMENT
-what training do they need to improve them for the future
-what education would they need for future jobs (qualifications etc.)
-linked to future roles that the employee might do (employee into a manager) - 6Training:help the organisation to achieve/succeed through the help of the employees
Through:
-new programmes for existing/new employees
-most appropriate method of training/how to deliver it to employees - 7Diversity:-reflect the population in which they are selling which is usually globally
-allows a business to enter new markets and find dynamic solutions to problems encountered as well as prepare for global markets
-encourage new recruits from various backgrounds
-retain employees through embracing and recognising cultural differences (not singling employees out) - 8Alignment of Values:Alignment = integrate different features of an organisation
Values = essence of a business' identity
-alligning values or organisational culture into every department of the business through the employees
-hard to change as it is embedded when new recruits start - 9Number, Skills, and Location of Employees:-ensure there are sufficient number of employees recruited and trained for the business requirements
-ensuring they are also in the correct location within the business and meeting the business needs - 10Purpose of HR:-make this aspect as efficient and effective as possible
-meet demands of its customers
-high-quality customer service - 11Internal Influences on HR Decisions/Objectives:-financial constraints (staff training can be expensive)
-corporate culture (how important is HR within the business culture e.g. schools constantly training teachers)
-organisational structure (flat or tall have different approaches to HR)
-trade unions/employee relations (strong unions will affect how HR objectives are defined/achieved)
-new technology (reduction in workforce or training)
-overall performance of the business (expanding/contracting will affect employee requirements) - 12External Influences on HR Decisions/Objectives:-political factors (change in the government/government spending)
-economic factors (being in recession will affect demand)
-social factors (work-life balance means greater flexibility on working hours)
-technological factors (increase training for new technology)
-legislation (new employee related legislation e.g. leave for new fathers)
-actions of competitors (shortage of skills and increased competition can force up salaries)
-structure of the population (ageing population or more graduates could alter objectives) - 13Hard HR Strategy:-treats employees as a resource to be monitored/used efficiently in ordfer to achieve strategic objectives
-autocratic leadership
-mostly pay insensitive e.g. commission/bonuses
Consequences for the business:
-lacks creativity
-less successful recruitment
-higher absenteeism
-lower staff morale - 14Soft HR Strategy:-treats employees as valuable assets, a major source of competitive advantages which is vital in achieving strategic objectives
-will focus on culture, motivation and relations
-democratic leadership style
-motivational techniques through delegation, empowerment, communication and appraisal
Consequences for the business:
-competitive disadvantage due to the benefit costs
-slower productivity
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- A level Business Studies (3.6: Decision making to improve human resource performance) Flashcards on 3.6.1: Setting human resource objectives, created by Ashleigh-Jade Jones on 02/06/2017.
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- Ashleigh-Jade Jones
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