Topic 6 HR mr simpson Flashcards
What things does HEN include (4)
- workforce planning
- recruitment and selection
- training and training development
- managing diversity
What 3 things does HE objectives do
- connect HR activities and decision making with overall business objectives
- link HR with customers service and quality
- help create effective working environment for a key stakeholder group- employees
What are the 5 external influences on HR objectives
- market changes
- economic changes
- technological changes
- social changes
- political and legal changes
What is soft HRM (2)
- treats employees as the most important resource in the business and a source of competitive advantage
- employees are treated as individuals and their needs are planned accordingly
What is hard HRM (2)
- treats employees simply as a resource in the business
- strong link with corporate business planning- what resources do we need, how do we get them etc
What is the focus on soft HRM
To concentrate on the needs of employees- their roles, rewards, motivation etc
What is the focus of hard HRM
To identify workforce needs of the business and recruit and manage accordingly (hiring, moving and firing)
Key features of soft HRM (7)
- workforce planning
- type of communication
- pay
- employees are encouraged to …
- appraisal systems focused on …
- type of organisational structure
- type of leadership style
- strategic focus on longer-term workforce planning
- strong and regular two-way communication
- competitive pay structure, with rewards
- employees are empowered and encouraged to seek delegation and take responsibility
- appraisal systems focused on identifying and addressing training and other employee development needs
- flatter organisational structures
- democratic leadership style
Key features of hard HRM
- short-term changes in …
- type of communication
- type of pay
- type of empowerment …
- appraisal systems focused on …
- type of organisational structure
- type of leadership style
- short-term changes in employee numbers (recruitment, redundancy)
- minimal communication, from top down
- pay - enough to recruit and retain enough staff
- little empowerment or delegation
- appraisal systems focused on making judgements (good and bad) about staff
- taller organisational structures
- autocratic leadership style
Evaluation of soft HRM (2)
- seen as an approach that rewards employee performance and motivates staff more effectively
- however, be too ‘soft’ and when all the employee benefits are added up, the cost of the workforce may leave a business at a competitive advantage
Evaluation of hard HRM (2)
- might result in a more cost-effective workforce where a decision-making is quicker and focused on senior managers
- but a genuinely ‘hard’ approach might expect to suffer from higher absenteeism and staff turnover and less successful recruitment
Methods of internal recruitment (2)
- job given to staff already employed by business
- involves promotion and reorganisation
Methods of external recruitment (5)
- job centres
- job advertisements
- recruitment agencies
- headhunting
- personal recommendation
Benefits of internal recruitment (3)
- cheaper and quicker to recruit
- people already familiar with business and how it operates
- provides opportunities for promotion with on business
Drawbacks if internal recruitment (4)
- business already knows strengths and weakness of candidates
- limits number if potential applicants
- no new ideas can be introduced from outside
- may cause resentment amongst candidates not appointed
