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Summary IB Business Management unidad 2 (recursos humanos) R211,13   Add to cart

Summary

Summary IB Business Management unidad 2 (recursos humanos)

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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!

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  • September 16, 2023
  • 8
  • 2022/2023
  • Summary
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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
-
,


responsibilities involved -1 working conditions innovation :
)
360 degree appraisal
-


( including team
- work ,
-
. . .




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)

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