IB Business - Topic 2 (Human Resource Management) Full Notes
41 keer bekeken 3 keer verkocht
Vak
Business Management
Instelling
Boek
IB Business Management Course Book
I achieved 7 in HL Business Management. I spend a lot of time making my notes as detailed and coherent as possible, so they can be used as study guides to help you ace the challenging course. Thanks for checking this out!
Complete notes for the 2022 IB Business Management course
IB BUSINESS MANAGEMENT unidad 1
IB BUSINESS MANAGEMENT Unidad 3 y 4 (finanzas y marketing)
Alles voor dit studieboek
(16)
Geschreven voor
Middelbare school
Business Management
1
Alle documenten voor dit vak (37)
Verkoper
Volgen
tlthaochi
Ontvangen beoordelingen
Voorbeeld van de inhoud
2.1 The Functions and Evolution of Human
Resource Management
Objectives
Define human resource planning (workforce planning).
Explain the concept of labour turnover.
Identify internal and external factors that influence human resource planning (such as demographic
change, change in labour mobility, new communication technologies).
Outline common steps in the process of recruitment.
Define the following types of training:
on the job (including induction and mentoring)
off the job
cognitive
behavioural
Define the following types of appraisal:
formative
summative
360-degree feedback
self-appraisal
Outline common steps in the processes of dismissal and redundancy.
Describe how work patterns, practices and preferences change and how they affect the employer and
employees (such as teleworking, flexitime, migration for work).
Explain outsourcing, offshoring and re-shoring as human resource strategies.
Evaluate how innovation, ethical considerations and cultural differences may influence human resource
practices and strategies in an organisation.
HR PLANNING
Define human resource planning (workforce planning).
Ensure that a business has the right types of employee and that those employees are working effectively.
also called workforce planning; a continuous process.
especially important for businesses in the tertiary and quaternary sectors.
make sure employees are in jobs for which they are properly trained and properly suited.
estimates future HR needs (type and number of employees), so that it will rarely have:
, too many employees, which increases costs;
too few employees, which can hurt productivity.
in large businesses, this plan is a written document for reference.
Elements of HR plan
recruitment – how the business recruits the right person for the right job.
training – how the business ensures that employees receive proper professional development.
appraisal – how the employee’s job performance is evaluated.
termination/dismissal – how the business manages the situation when the employee leaves, whether:
voluntarily: the employee leaves of his or her own free will;
involuntarily: the employee is fired for cause or is retrenched.
LABOUR TURNOVER
Explain the concept of labour turnover.
Labour turnover refers to the movement of employees into and out of a business in a given time period.
proportion of workforce that leaves, usually over a year.
indicator of how stable a business is.
can depend on economic growth and employees' demographics.
HR plan should ensure the labour turnover rate is kept at an acceptable level.
vary according to the industry and the skill and experience requirements for the position.
A high labour turnover rate:
suggests that the business has labour problems.
workers are dissatisfied by some aspect of their employment situation.
this source may also affect remaining workers, lead to lower productivity.
cause the business to frequently hire new labour; expensive recruitment and training.
new workers are often less productive than established ones.
can affect employees’ motivation due to interruption in work practices.
may lead employees to believe that they should be dissatisfied.
However:
some labour turnover can be good.
a low turnover rate indicates stability, which can lead to complacency and lack of progress.
new employees tend to bring energy and new ideas.
managers may want incompetent employees (who can't legally be fired) to leave.
FACTORS OF HR PLANNING
,Identify internal and external factors that influence human resource planning (such as demographic change, change in
labour mobility, new communication technologies).
Some external factors can have an effect on the pool of labour available for potential employment.
The business itself may change and internal factors influence the HR plan that is already in place.
External factors
Technological change
improvements in ICT can lead to more teleworking and working from home.
infrastructural improvements can make employing someone from further away easier.
Government regulations
changes in laws regarding health and safety issues can influence a potential workforce.
can affect maximum weekly working hours or contractual issues, such as equality in the workplace.
determine obligations such as pension provisions or age of retirement.
Demographic change
e.g. ageing population, reduced fertility rates, or changes in migration patterns.
impact the potential employees available and their specific requirements to work.
Social trends
, e.g. the role of women, single parent families, or the importance of leisure in the "work–life balance".
State of the economy
economic boom lead to a strain on the pool of labour available and consequently increased wages.
recession has opposite effect: more unemployed workers are available so may accept lower wages.
Changes in education
sometimes considered a factor of demography.
rising or falling education levels can directly impact the suitability of labour for employment.
also relevant is the range and type of courses available to students.
Labour mobility
factors that influence labour mobility can refer either to:
occupational mobility (changing occupations)
geographical mobility (changing locations)
Internal factors
Changes in business organisation
to better meet their strategic objectives.
any reorganisation can affect the current HR plan.
can also occur when a business acquires another business or is acquired.
Changes in labour relations
e.g. if the labour force chooses to unionise, the firm has to abide by the union's work requirements.
if the power of a union decreases, it may have more flexibility with workers.
Changes in business strategy
in response to changes in circumstances in the market or to the business re-orientating itself.
Changes in business finance
limited resources may not be able to pay high wages & salaries; affect recruitment and retention.
unfunded pension liabilities can influence available resources for the current workforce.
significant increase in profitability may allow for a greater number of staff.
RECRUITMENT PROCESSES
Outline common steps in the process of recruitment.
STAGE 1
Voordelen van het kopen van samenvattingen bij Stuvia op een rij:
Verzekerd van kwaliteit door reviews
Stuvia-klanten hebben meer dan 700.000 samenvattingen beoordeeld. Zo weet je zeker dat je de beste documenten koopt!
Snel en makkelijk kopen
Je betaalt supersnel en eenmalig met iDeal, creditcard of Stuvia-tegoed voor de samenvatting. Zonder lidmaatschap.
Focus op de essentie
Samenvattingen worden geschreven voor en door anderen. Daarom zijn de samenvattingen altijd betrouwbaar en actueel. Zo kom je snel tot de kern!
Veelgestelde vragen
Wat krijg ik als ik dit document koop?
Je krijgt een PDF, die direct beschikbaar is na je aankoop. Het gekochte document is altijd, overal en oneindig toegankelijk via je profiel.
Tevredenheidsgarantie: hoe werkt dat?
Onze tevredenheidsgarantie zorgt ervoor dat je altijd een studiedocument vindt dat goed bij je past. Je vult een formulier in en onze klantenservice regelt de rest.
Van wie koop ik deze samenvatting?
Stuvia is een marktplaats, je koop dit document dus niet van ons, maar van verkoper tlthaochi. Stuvia faciliteert de betaling aan de verkoper.
Zit ik meteen vast aan een abonnement?
Nee, je koopt alleen deze samenvatting voor €7,16. Je zit daarna nergens aan vast.
