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33 Cards in this Set
- Front
- Back
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What is HRM |
Human resource management (HRM) is themanagement function of using and developing people within a business to meetits organisational objectives |
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HRM entails roles suh as: |
Workforce planning (also known as human resource planning) The recruitment, selection and induction of new employees Training and development of staff Performance management and staff appraisals reviewing pay and remuneration packages Disciplinary and grievance procedures Looking after the welfare (wellbeing) of employe |
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Sort term workforce planning |
deals with the existing and upcoming demandsof an organisation, e.g. employing workers to cover for staff who are about toresign, retire or go on maternity leave |
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Long term workforce planning |
looks at the humanresource needs of the business in the foreseeable future, e.g. the Walt Disneycompany recruited and trained employees up to 2 years before Hong KongDisneyland was opened |
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How is workforce planning achieved |
Historical data and trends Sales and income level Labour turnover rates Flexibility and workload of staff Demographic changes |
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Labour turnover |
measuresthe percentage of the workforce that leaves the organisation in a given timeperiod, usually one year. |
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six acceptable reasons why people leave their job |
Challenge Location Advancements Money Pride (or Prestige) Job Security |
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Factors that influence human resource planning |
Demographic change changes in labour mobility new communication technologies |
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Recruitment and selection |
isa scrutinising process that involves a job analysis that creates two documents;the job description and the person specifications |
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How to make a job advertisement effectively? (TRAPS) |
Truthful relevant accurate positive short |
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Testing in recruitment process |
Psychometric tests Aptitude tests Intelligence test Trade test |
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Internal recruitment |
involves hiring people who already work for the business to fill a vacant post |
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Ad and Dis to internal recruitment |
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External recruitment |
hiring someone from outside the organisation |
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Ad and Dis of external recruitment |
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4 types of training |
on-the-job of-the-job cognitive behavioural |
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On-the-job training |
refersto training carried out whilst at the workplace |
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Ad and Dis of On-the-job training |
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Off-the-Job training |
refers to training carried out off-site |
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Ad and Dis of Off-the-job training |
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Cognitive training" |
is about training and developing mental skillsto improve work performance |
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Ad and Dis of cognitive training |
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Behavioural training |
dealswith identifying functional issues that could improve performance in theworkplace by developing behavioural change |
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Types of behavioural training |
Team building Ethical business practice Emotional intelligence Motivation training Conflict resolution Stress management Anger management Leadership skills Business etiquette |
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Apprasial |
is the formal assessment of an employee'sperformance in fulfilling his/her job based on the tasks and responsibilitiesset out in their job description. |
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Main reasons of conducting an appraisal |
Assess and record records employee's performance Help reflect on their performance Can praise staff for their good efforts Identify any barriers hindering performance of employee Identify appropriate training and development needs of appraise Set new goals Aid the development of company Aid management |
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Ad and Dis of Appraisal |
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types of appraisal |
formative summative 360-degree feedback self-appraisal |
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Dismissal |
meansthe termination of a worker's employment due to incompetence or a breach ofcontract (fired or sacked) |
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Redundancies |
occurs when a business can no longer afford toemploy the worker or when the job ceases to exist. |
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Outsourcing |
refersto the practice of using external providers for certain non-core businessactivities |
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Offshoring |
isan extension of outsourcing that involves relocating business activities andprocesses abroad |
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Re-shoring |
isthe reversal of offshore outsourcing (the transfer of business operations backto the country of origin) |
