Unit 2 – Tasks 4 & 5 Human Resources
Lesson Objectives • To be able to define Human Resources Management • To know the key parts associated with human resource management • To be able to apply HR to your business and evaluate the effects they have
Starter You are in year 1 and you have applied for 6 form job (Joe does now) starting in September for your gap year. • Write down 3 questions you would expect to be asked in that interview (3 mins) • With a partner take it in turns to interview each other using your questions • Discuss the outcomes as a class, leading on to the roles of the Human Resources department
Copy this diagram down into your assignment but make it look presentable – The next part of this assignment requires you to discuss each element
Recruitment • The process by which a job vacancy is identified and potential employees are notified. • Recruitment process is subject to employment law. • Forms of recruitment through advertising in newspapers, magazines, internal vacancy lists and commonly today...internet. • A Job description is created. Outlines role of the job holder. • A Person Specification is given. Outline of the skills and qualities required of the post holder. • Applicants then apply using CV and covering letter.
Selection • The process of assessing candidates and appointing a post holder – The order: • Applicants short listed • Selection process. Can consist of: • Interview- most common method • Psychometric testing – assessing personality • Aptitude testing – assessing the skills of applicants • In-tray exercise - activity based around what the job requires • Presentation
Employment Legislation • Increasingly important aspect of HRM role • Adds to the cost of the business • Even in a small business such as a salon, the chemicals have to be carefully stored and handled to protect the employees. • Discrimination • Contract • Health and safety
TASK - Discrimination and Contract Law • In pairs decide one person to research discrimination in employment and the other to research contract law. • Only need a brief explanation of the areas this refers to and what a business needs to be aware of.
Discipline • Firms cannot just ‘sack’ workers • Wide range of procedures and steps in dealing with workplace conflict • Informal meetings • Formal meetings • Verbal warnings • Written warnings • Grievance procedures • Working with external agencies
Development • Developing the employee can be regarded as investing in a valuable asset • A source of motivation • A source of helping the employee fulfil potential
Training • Similar to development: • Provides new skills for the employee • Keeps the employee up to date with changes in the field • Aims to improve efficiency • Can be external or ‘in-house’
Reward Systems • The system of pay and benefits used by the firm to reward workers • Money not the only method • Fringe benefits • Flexibility at work • Holidays, etc
Trade Unions • Find a definition of Trade Unions • Importance of building relationships with employee representatives • Role of Trade Unions has changed • Importance of consultation and negotiation and working with trade unions • Contributes to smooth change management and leadership
Productivity • Measuring performance: • How to value the workers contribution • Difficulty in measuring some types of output – especially in the service industry • Appraisal • Meant to be non-judgmental • Involves the worker and a nominated appraiser • Agreeing strengths, weaknesses and ways forward to help both employee and organisation • Usually every 6 months but can vary