Summary IB Business Management unidad 2 (recursos humanos)
12 views 0 purchase
Course
Selectividad EBAU y PCE
Institution
Selectividad EBAU Y PCE
Todo el material de la clase de Business Management del IB, resumido y esquematizado. Para estudiantes de nivel superior, e incluye todo el contenido del nivel medio. Con estos apuntes que hice, saqué un 7!
meet " impact size + availability of the pool of
? to strata
-
why me "
objectives EXTERNAL potential employees for the business over
INTERNAL ←
µ
,
"°¥É "
ectanas
-
Changes in business organization : business changes their
causes business to
lower some
management strategies
requirements to keep workforce motivated
-1 business
running
-
technological
↳ a , ,, , ,
change
on , , , ,
:
man ,, men,
better tech
,
.mn,
= can work
mung , , , ,, , , ,,
,
from
w, ,
home
, ,ng
,
on , ,n , mam ,
ng www.ggwnay.irggeot result
oil
labor relations : labor union
demographic populations aging population migration
-
Change in
ization formed by workers to protect -
demographic change
: ex .
Changes in
occupational : move todifferent Jobs
, ,
status & working conditions ,
requiring different skills
↳
dependent population
their economic increased
labor mobility - ,
→ reasons for changes in
geographical : move geographical region reduced labour
"☐ " M " "" " "" °" to take up new jobs mobility changes
unemployment ◦
f " ◦" relocation cost .
friends 1-
family ,
financial difficulties
•
'n
consumption patterns
in business finance : .
cost of living
-
language + cultural differences , change
-
changes in
employment patterns
: recession high unemployment
the state of economy
-
ex in a rate
,
.
\
[ business have more options to find people WI skills -1 experience ,
" " "°" " "" """ "
""
increase in productivity improve
,
quality generate new ideas
Importance !
,
,
must employ right people Provide appropiate customer service
g
- -
- -
PROCESS OF RECRUITMENT influencing
↳ to achieve me aims +
objectives
factors people add value
(
→
HR 7
PLANNING HR :
what influences
the vacancy establish the class of Job the
1) identify
-
firm requires doing
C- perform son analysis )
r
2) write job description job title , tasks to be performed have developed new
ways of managing people
organizations
-
,
3) person specification organization sets what they want from employee y fairness complying to legal
includes; discrimination
-
qualifications personal quality
considerations :
- -
, ,
experience positions of responsibility ethical
following country 's cultural expectations
-
. -
/
' "" " "
guidelines ,
&
4) advertise the position can take form of recruitment
HVMAZN FLL SOURCES
7
-
\ external
"
- cultural differences : occurs when organization has employees w/ different
5) Shortlist applicant -
application form / Cv will be looked at & a shortlist of most suitable social 1- ethnic backgrounds
applicants is created I
needs
6) conduct interviews these candidates gets interviewed and are ridged on now they
workforce planning : process of analyzing 1- forecasting business
-
→
,
fit against
",,
the job description
get references from past employer to ensure organization has the right people
@M @ Mf
→
holiday +
µ AN Ag
sick
7) Issue + sign contract - includes title + specific duties of Job ,
rates + methods of pay ,
entitlements , names & signatures from both . _ .
deals w/ existing & upcoming demands
✓ → Short -
term WP :
8) Induction best candidate gets selected & begins working EXTERNAL
Lor planning) ex hiring new people because someone is leaving
INTERNAL
-
us
.
.
term WP : looks at HR needs in the future
RECRUITMENT →
long
-
of new store
ex training staff before opening
definition :
.
identifying
adv ad " -
of
.
-
-
cost
less
efcectiue
unproductive
-
new
wider
people
range of experience
process HOW IS IT ACHIEVED ?
organizational
_
trends , sales + income levels labour turnover rates , demographic changes
current & future HR needs to achieve
time review historical data +
. .
• .
: ,
-
"" " "° " °ᵗ APP" " " "
↓
less risk it
know takes time 1- money
-
◦
motiua, , employee ,
Objectives
-
disadv .
disadu .
measures % of workforce that leaves the organization
more uncertainty
recruitment, appraisals dismissal / termination number of staff leaving
-
-
fewer applicants ex / CAUSES OF LABOUR <
✗
.
-
time consuming
, = ✗ "°
time consuming
training TURNOVER ! total number of staff
-
-
internal conflicts
the business
-
human resource : all the people working in -
nature of the industry
TYPES OF TRAINING { -
morale of the workforce ANALYSIS : ←
many leave
levels of unemployment
process of providing opportunities for workers to acquire
HIGH STAFF TURNOVER
-
-
employment related skills -1 knowledge ↳ low →
staff turnover increases
occurs when
because workers find it
-
Annual labour turnover :
ADV DISADV easy to get new job •
employees aren't motivated
CHARACTERISTICS
. .
TYPE measures me rate at which •
staff hired isn't apt for
the job
challenge
-
trainees may pick up bad working habits employees are leaving an ✓
remuneration package might
not be competitive Location
I
relatively ideas from
'
-
cheap + new new Advancements
at workplace trainers can't conduct their work @ same time organization in 1 year business :
CLAMPS money
takes place valid reasons to leave
-
the employees
-
on - -
job -
1 training targeted to
→
& experienced workers pride
-
training given by training department business needs
slow until ski " ' are teamed + can lose underperforming E many stay job security
business rules ' culture process
-
staff for guidance
- - -
involves induction
on :
fya , n , ng training for new
1 establish relationships @ work employees when they LOW STAFF TURNOVER
-
-
experience w/ mentee to 9am skills + knowledge
-
exist mentoring ; mentor shares -
1 convenient location Voluntarily resign
occurs when
high recruitment costs
-
-
takes place
off the job
outside workspace costly the job
business hired right people for
-
I
experts provide training
-
instability ;
-
creates
-
- -
-
involves outside training using an agency what's learned might not be valuable to firm doesn't look like the employees motivated & content
-
wider are
-
1 range of training it -
_
staff itself
TRAINING
to train
in a good Place
used lacks expertise & resources available &
when firm have to find time ( difficult) business is employees have opportunities to improve
-
colleagues
- -
_
, disruption
no
from
-
brings ideas 1- methods customers are provided w/ continuous training
-
-
new loss of output while worker is away ✓
-
t
possibility of networking extent to which
+ decrease cost ← employer retains its
cognitive
-
based on developing how employees think @ work
+ positive company culture employees
+ help employee improve may not fit workers w/ different goals
riighstaff retention
-
improves the way people
work overall
-
business achieves
can be
-
deeper connections
training mental process + acquire +
-
expensive
thinking
'
tries to develop self confidence , creative made between staff
employees
-
in new
knowledge
- . .
.
+ aid decision working -1
-
difficult to measure effect of training _
lack of diversity &
( pensamiento ) solve work related innovation
problems
-
employees may ask
how
behavioural based developing interact/ communicate w/ others over time
-
on workers employee develop
help might not work for all workers for higher wage ,
-
+
interpersonal skills
-
AKA soft skills training
training like communication negotiation , customer service
-
costly
includes training skills
-
. .
- ,
( com portamento)
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through EFT, credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying this summary from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller carlotaalvarez. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy this summary for R208,12. You're not tied to anything after your purchase.