D ECISION T REES Jianping Fan Dept of Computer Science UNC-Charlotte.
6.1.1 S ETTING HUMAN RESOURCE OBJECTIVES AQA Business 6 D ECISION MAKING TO IMPROVE HUMAN RESOURCE...
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Transcript of 6.1.1 S ETTING HUMAN RESOURCE OBJECTIVES AQA Business 6 D ECISION MAKING TO IMPROVE HUMAN RESOURCE...
6.1.1 SETTING HUMAN RESOURCE OBJECTIVES
AQA Business
6 DECISION MAKING TO IMPROVE HUMAN RESOURCE PERFORMANCE
Draw a spider diagram to show how technology has affected decision
making and activities in relation to human resources.
6.1.1 SETTING HUMAN RESOURCE OBJECTIVES
In this topic you will learn about
The value of setting human resource objectives
Internal and external influences on human resource objectives and decisions
HUMAN RESOURCE OBJECTIVES
Human resource objectives are the targets that the function of a business responsible for all employee related issue want to achieve in a given time period
These include:
Employee engagement and involvement
Talent development
Training
Diversity
Alignment of values
Number, skills and location of employees
Voted #1 big company to work for. What do you think are the HR objectives at TGI Friday?
EMPLOYEE ENGAGEMENT AND INVOLVEMENT
Employee engagement is the degree of commitment shown by employees to their individual work as well as towards the business objectives as a whole
Employee involvement is the amount of contributions an employee can make to their working practises and decision making
Engaged and involved workers will:
Be positive about the workplace
Be active rather than passive
Seek opportunities to influence the workplace
Want to be involved in decision making
Read the CIPD factsheet on employee engagement.
TALENT DEVELOPMENT
Talent development identifies those employees who have potential and nurturing this to help them progress
Talented employees have the potential to help the business achieve its goals in the future
It is important to retain these employees and give them opportunities to shine and progress
Discuss the aspects of the talent
development cycle.
TRAINING
Training is the process of equipping employees with the skills and knowledge necessary to carry out their job effectively
Training can take time and money but the benefits of a productive and motivated workforce are considered greater
With reference to Costa Coffee explain the difference between training and talent
development. What do you think are the HR objectives at Costa?
DIVERSITY
Diversity is recognising and respecting the fact that all employees are different
Employees have different priorities, backgrounds and beliefs
An objective of diversity will aim to ensure that personal differences do not hinder progress in the workplace and that employees are not discriminated against on grounds of:
Age
Gender
Race
Religion
Sexual orientation
Does the BBC have a diverse workforce?
What are the benefits?
What evidence is there of a lack of diversity in the public sector?
ALIGNMENT OF VALUES
Alignment of values is bringing the core values or beliefs of all employees together to focus on achieving a common aim
This can lead to a strong corporate culture where all employees fit in to “the way we do things around here” mind set
In year2 you will learn more about corporate culture including: Handy’s task,
role, power and person culture
Hofstede’s national cultures
Value alignment is the foundation of corporate culture. Read more.
NUMBER, SKILLS AND LOCATION OF EMPLOYEES
Matching workforce skills, size and location to business needs
This is important for the business to run smoothly and be able to match supply to demand Enabling all aspects of the business to function Meet new challenges to the business Meet seasonal fluctuations Respond to changes in the workforce e.g. people leaving, changing
jobs internally, taking maternity or paternity leave
How will changes to parental leave effect the ability of small and big businesses to match workforce skills,
size and location to business needs?
INTERNAL INFLUENCES ONHR OBJECTIVES
Corporate objectives
Cost minimisation
Market growth
Maximise shareholders’ returns
Increased competitiveness
Financial objectives and strategies
Allocating capital expenditure
Cutting budgets
Implementing profit centres
Increasing ROCE
How might a HR function respond to each of these
corporate objectives?
IN PAIRS
A business is looking to increase profitability. It has identified 2 possible strategies.
1. A move to more capital intensive production techniques
2. Relocate abroad to a place with cheaper labour costs
How might the HR objectives vary depending upon the option chosen?
INTERNAL INFLUENCES ON HR OBJECTIVES
Operations objectives and strategies
Labour v. capital intensive
Innovation
Effective time management
Lean production
Marketing objectives and strategies
Low cost v. differentiation
Market development v. product development
Consider how HR may respond to each of these
operational issues
EXTERNAL INFLUENCES ON HR OBJECTIVES
Workforce skills and availability
Number of school leavers and graduates
Skills shortages v. skills surplus
Demographics e.g. ageing population, immigrants
Technological change
Capital intensity
Skills
Market conditions
Growth, static or decline
Consumer habits
To what extent is the UK’s skills gap a major influence on HR objectives?
EXTERNAL INFLUENCES ON HR OBJECTIVES
Political factors
UK legislation Minimum wage
Age discrimination
EU directives Work time directive
Paternity leave
Social factors
Family commitments Mothers returning to work
Single parent families
Students working to fund university
How will ethical and environmental issues affect HR objectives?
HR APPROACHES
The overall way in which a business treats its staff
Has a direct impact upon the level of performance, motivation of employees and management styles
There are 2 opposing HRM approaches
Hard HRM
Staff are treated as a resource that must be managed in order for the business to control costs and output
Soft HRM
Staff are treated as an asset to the business that can contribute and help the business achieve its objectives
Office philosophy according to Dilbert.
HR APPROACHES
Soft HRM Hard HRM
• Opportunities for staff development• Training• Talent development• Internal promotion
• Empowerment• Consultation• Greater autonomy and
responsibility• Flatter organisational
structure
• Control mechanisms• Judgemental appraisals• Centralised decision
making• Tall organisational
structure• Fixed term contracts• Minimum wage• External recruitment
I N PA I R S T H I N K A BO U T T H E S T R E N GT H S A N D W E A K N E S S E S O F T H E S E 2 A P P R O AC H E S T O H R M A N D C O M P L E T E T H E TA B L E B E LO W
Strengths Weaknesses
Soft
Hard