1. Unit 2 Chapter 11 - Human Resource Management
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2. In this chapter we will look at the following:
Measuring and improving employee performance
Monitoring and applying labour legislation
Managing industrial relations between the workforce and management
Labour Productivity ‘ the output per worker in a given time period. It is calculated by:
Total output in time period , e.g. 1 year
Total staff employed

3. Absenteeism Rate ‘measures the rate of workforce absence as a proportion of the employee total. It is measured by:
No. of staff absent
100
Absenteeism % = X
Total No. of Staff
Why is absenteeism bad for a business?

4. Labour turnover?
Measures the rate at which employees are leaving an organization.
Number of staff leaving in 1 year
100 X
Average number of staff employed
What are the Advantages/Disadvantages?
Calculate labour turnover for the school in the past year

5. Employee Performance – Strategies to improve it
Regular appraisal of performance against agreed pre-set Targets
Training to increase efficiency
Quality circles – small groups of workers encouraged to take responsibility for identifying problems
Financial incentives
Management by Objectives (MBO)
This method is used to motivate and coordinate the workforce by dividing the overall aim of the business into different division, department, individual
Explain?

6. Advantages of using MBO
Staff involvement in setting targets may increase motivation in an employee
Every member of staff would know exactly what they are expected to do
Level of conflict between department may decrease
Would help in Monitoring performance of workers
Disadvantages of using MBO
Can be very time consuming to break up the overall objectives
Objectives may be achieved then the process may start all over again
Setting targets does not always guarantee sucess

7. Workforce and Management – Scope for Conflict and Cooperation
Autocratic Management Style
Explain
Forming Trade Unions
What are trade unions?
Advantages/Disadvantages?
Trade Union An organization of working people with the objective of improving they pay and working conditions of their members and providing them with support and legal services

8. Reasons to join a Trade Union:
Power through solidarity
Collective industrial action meaning all employees go on strike in order to revolve disputes
Provide legal support to employee that maybe treated unfairly
In order to pressurize employers to meet all legal requirements.
National, Business, and Plant Bargaining
What are these?

9. National Bargaining:
Trade Unions discuses pay and working conditions at a national level with employers’ association such as the Engineering Employers Federation
Meaning?
Business Bargaining:
Collective bargaining at a business level is when a firm such as Ford (South Africa) negotiates with union officials to establish pay and conditions for all Ford workers in that country
Discuss

10. Plant-Based Bargaining
These Factors have increasingly let to plant-based bargaining, where each administration centre agrees a deal between union officials and local management
Good for Workers?
When an employers formally agrees to conduct negotiations on pay and working conditions with a trade union rather than bargain individually with each worker
Union Recognition

11. Single – Union Agreements
An employer recognises just one union for purposes of collective bargaining
No-Strike Agreements
Unions agree to sign a no-strike agreement with employers in exchange for greater involvement in decisions that affect the workforce

12. Employees – What Actions Can They Take?
Industrial Action – Measures taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favour of the employees
Negotiations - Arbitration
Go Slow – What is this?
Work to rule
Overtime bans
Strike action
Advantages/Disadvantages
Arbitration
Resolving an industrial dispute by using an independent third party to judge and recommend an appropriate solution

13. Employers – ways of achieving profit and growth objectives by settling disputes with unions
Negotiations
Public Relations
Threats of redundancies'
Changes of contract
Closure
Lock-Out
Who benefits?
Conciliation
The use of a third party industrial disputes to encourage both employer and union to discuss an acceptable compromise solution

14. Chapter Finished Guys
Thank You