9189048
Description
Flashcards by Ashleigh-Jade Jones, updated more than 1 year ago
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Created by Ashleigh-Jade Jones
almost 7 years ago
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| Question | Answer |
| Human Resources: | the management of people in the workplace to assist the organisation to achieve its objectives |
| What 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 |
| Typical HR Objectives: | -employee engagement & involvement -talent development -training -diversity -alignment of values -number,skills and location of employees |
| Employee 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 |
| Talent 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) |
| Training: | 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 |
| Diversity: | -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) |
| Alignment 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 |
| Number, 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 |
| Purpose of HR: | -make this aspect as efficient and effective as possible -meet demands of its customers -high-quality customer service |
| Internal 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) |
| External 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) |
| Hard 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 |
| Soft 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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