Lesson aims
Conceptual links
Globalisation has changed the way in which business organisations find and recruit their employees. Globalisation has changed the labour market drastically, as now companies can expand to locations all over the world. They can either recruit their employees at the new location or bring them from the headquarters.
- How does the change in the labour market affect the workforce planning of businesses such as Pixar?
- To what extent does the national culture affect the HR recruitment process?
- How does the globalised business environment at the workplace affect the national culture?
U2.1 Functions of HR management.pptxWork force planning
The method used by a business to forecast how many and what type of employees are needed now and in the future.
- Determine the desired organisational strategic goal.
- Assess current employees.
- Analyse demand for employees (past data, productivity of workers, management knowledge, calculating staff turnover
- Analyse the supply of employees (consider internal and external sources of labour) .
- Compare the demand and supply data.
- Develop and implement the work force plan.
Labour turnover
The proportion of employees leaving within a given period. The labour turnover of an organisation is measured by the number of employees leaving the business divided by the entire work force.
Labour turnover rate = (Number of employees leaving / Number of employees in the business) × 100
https://recruitmentbuzz.co.uk/employee-turnover-rates-industry-comparison/
Avoidable causes of employees leaving
- Dissatisfaction with payment
- Poor working environment
- Job dissatisfaction
- Human resources policies
- Lack of facilities
- Dissatisfaction with working time
Unavoidable causes of employees leaving
- Family circumstances
- Physical reasons
- Marriage
- Birth of children
- Retirement
- Dismissal
- Redundancy
Costs of labour turnover
- Recruitment
- Loss of productivity
- Inefficiency, machine breakdown, waste, defective products
- Training
- Reputation of the company
Task
Internal and external factors that influence HR planning
Task
- Pick one of your case study businesses and draw up a list of external and internal factors that may impact on its workforce plan.
- Explain how this impact might occur.
Task
Discuss the advantages and disadvantages of Dome Hospital's recruitment strategy. [10 marks]
The HR (workforce) plan
Recruitment
Common steps in the recruitment process:
- Job analysis / identification - what the job entails (person specification
- Job advertisement
- Candidate selection - application, job interview, testing, job offer
Methods of External Recruitment
- Newspaper advertising
- Special trade publications
- Internet advertising
- Commercial employment agencies
- Job centres
- Headhunting
- University visits
- Employee referrals
Internal recruitment
External recruitment
Training
The acquisition or improvement of knowledge and competencies as a result of learning.
Objectives of Training
- Enhance efficiency and effectiveness of staff
- Improve quality of work
- Facilitate career and personal development
- To develop multi-skilled and productive workforce
- To help staff adapt and change
Types of training
- Induction training - Focuses on making employees familiar with the ways the business functions and lines of authority
- On-the-job training - Conducted while the employee is performing work activities, without leaving the work place.
- Off-the-job training - Takes place away from the employee's normal work place.
Task
Discuss suitable training methods for GESS, providing a balanced answer that includes advantages and disadvantages of the different types of training.
types of training .pptxAppraisal
The process of appraisal or performance review involves different methods and uses preset standards to evaluate the employee’s performance. The performance review may be completed quarterly or annually.
Types of performance appraisal
- Performance appraisal by superior
- Appraisal by a manager up in the hierarchy
- Formative appraisal
- Summative appraisal
- Self-appraisal
- 360-degree appraisal
- Management by objectives
Dismissal and redundancy
Reasons for dismissal
- Incompetence
- Misconduct
- Gross Misconduct
Legal issues with dismissal
- Unfair dismissal
- Discrimination
- Constructive Dismissal
Common steps in the dismissal process
In the case of dismissal for misconduct, the following steps are usually taken:
- Full investigation
- Complete check
- Provide written evidence
- Meeting with the employee
- Written notice
Common steps in the redundancy process
Redundancy is a lawful reason to dismiss employees when there is insufficient work in the company.
- Planning the redundancy
- Identifying alternatives to redundancy
- Prepare a schedule
- Inform employees
- Redundancy selection
- Individual consultations
Changing employment patterns and practices
- Homeworking
- Portfolio Working
- Part Time Employment
- Flexitime
- Teleworking
Forbes - Flexible Workspaces: Employee Perk Or Business Tool To Recruit Top Talent?
Outsourcing and Offshoring as HR strategies
Outsourcing - when a company transfers or contracts part of its work to outside suppliers or companies instead of completing it internally. This practice is used by many companies in order to facilitate specialisation and ensure more efficient production. Outsourcing also allows companies to reduce their costs.
Offshoring - when a company relocates a manufacturing operation to a foreign country without giving up control or ownership of the operation.
Impact of innovation, ethical considerations and cultural differences on HR planning
Innovation
Ethics
Ethical issues arise in :
- Remuneration and benefits
- Race, gender and disability
- Employment issues
- Worktime issues
- Privacy issues
Culture
Clearly Cultural - Power Distance Index
The following aspects of HR management might be regarded as being influenced by culture:
- Organisational structure: in terms of power distance, flat/tall, consultative/authoritarian
- Recruitment: should it be based on merit, such as experience and qualification, or on relationships, such as relatives and friends.
- Pay: should it be determined individually or collectively? (individualism vs. collectivism)
- The level of regulation in employment (uncertainty avoidance)
- Maternity, paternity, childcare provisions (masculinity vs. femininity)
Review
