HUMAN RESOURCE Management HUMAN RESOURCE Management Higher Business Management HumanResource Human ResourceManagement

HUMAN RESOURCE Management BM Unit 2 - LO22 Success Criteria: Learning Intentions: You should be able to: Describe the role and importance of HRM Describe the changing patterns of employment Describe the modern UK workforce To introduce Human Resource Management

HUMAN RESOURCE Management HUMAN RESOURCE Management What is the topic about? 1Workforce planning 2Recruitment Process 3Selection 4Training 5Legislation affecting the workplace 5Employee Relations 6Appraisal 7Motivation theories

HUMAN RESOURCE Management Role and importance of human resource management The most valuable asset in any organisation is its workforce. It is the human resources that generate wealth by providing services and producing goods. Care must be taken over employees, especially if the business wants to secure and retain staff.

HUMAN RESOURCE Management Function of human resources Human resource planning Recruitment and selection Training and development Maintenance of personnel records Legislation Employee relations Grievance and discipline

HUMAN RESOURCE Management HUMAN RESOURCE Management Workforce Planning Learning and Teaching Scotland

HUMAN RESOURCE Management Changing patterns of employment In the UK 26 million people (70% of the working population) are employed. Decline in full-time, permanent work. Decline in heavy engineering. Increase in tertiary (service) sector employment (call centres, IT). Increase in women working (suited to new areas of employment).

HUMAN RESOURCE Management Changing patterns of employment Part-time work Variable hours Home working/teleworking Flexi-time Zero hours contracts Temporary work Self-employment More mature workforce – meaning people are working beyond 60 Increased automation

HUMAN RESOURCE Management Human resource planning Changing goals of a business Changes in market Changes in technology Competition Population changes Trades unions Government legislation Factors affecting human resource planning

HUMAN RESOURCE Management HUMAN RESOURCE Management Workforce planning This is forecasting future recruitment requirements. The will mean estimating: -the number of employees required per department -the labour turnover (how many/often) staff leave -Customer demand – this determines staff required -Company finances – this could determine redundancies Factors that will determine the level of staff required: - Retirements- Promotion - Maternity/paternity leave- Work-life balance requests

HUMAN RESOURCE Management HUMAN RESOURCE Management Workforce planning What should the HR department consider when looking to increase/decrease the number of staff? Finances available – is there a budget to recruit? -Local area – are there suitable employees nearby? -Training – is there a cost to employing new staff? -Current economic climate – are redundancies likely? -Grants – are there incentives to employ? to employ?

HUMAN RESOURCE Management

HUMAN RESOURCE Management Contractors Contractors are people/businesses who provide goods and services that the organisation does not wish to provide for itself. Examples: cleaners, consultants, security guards, suppliers. Because they are not permanent they are less expensive (no pension pay or holiday entitlement, for example).

HUMAN RESOURCE Management Reasons for subcontracting Potentially better skilled workforce. Professional expertise. Economies of scale. Can focus on what you’re good at (sticking to the knitting). Saves money in equipment and training.