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Unit 16 - HRM

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abdul shahar

on 23 September 2015

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Transcript of Unit 16 - HRM

Unit 16: Human Resource Management
Outcome 3 - Understand how to gain committed employee cooperation
Outcome 1 - Know the factors that are involved in human resource planning in organisations
Outcome 2 - Know how organisations motivate employees
Outcome 4 - Understand the importance of managing employee performance at work
P1 - describe the internal and external factors to consider when planning the human

resource requirements of an organisation
M1 explain why human resource planning is important to an organisation
Internal planning factors:
workforce profiles
organisational needs
skills requirements
External planning factors:
supply of labour
labour costs
workforce skills
government policy
labour market competition
changing nature of work
employee expectations
impact of automation
demand for products and services
P2 - describe how the skills that employees require to carry out jobs in an organisation are identified
Employee skills:
people as organisational resources
skill sets
skill acquisition
skills audit
impact of technology
P3 - outline how an organisation

motivates its employees
M2
-
compare the use of motivation theories in an organisation
D1 - suggest, with justification,
ways of improving motivation

in an organisational setting
theories of motivation:
eg Taylor, Mayo, Maslow, Herzberg, McGregor, McClelland, Vroom
Reward systems:
pay
performance-related pay
pension schemes
profit sharing
employee share options
mortgage subsidies
relocation fees
bonuses
company vehicles
loans/advances
childcare
school fees
corporate clothes
staff discounts
flexible working
leave
health care
extended parental leave
cafeteria incentive schemes
salary sacrifice schemes
P4 - explain how organisations obtain the cooperation of their employees
Contracts of employment:
contractual entitlements
employee and employer rights
types of employment contract
disciplinary procedures
grievance procedures
union membership
codes of behaviour
Employee involvement techniques:
membership of work groups
intra-organisational groups
suggestions schemes
devolved authority and responsibility
open communications
types of communication
organisational culture
national accreditation
P5 - explain how employee
performance is measured

and managed
M3 - explain how the results from measuring and managing performance inform employee development
D2 - assess the importance of measuring and managing employee performance at work
Measuring performance:
performance indicators
goal theory
SMART targets
benchmarking
Managing performance
probation
appraisal
supporting employees
occupational health
managing workloads
delegating authority
responsibility
capacity
competence
autonomy
linking rewards to performance
discipline
employee development
Deadline: 28th September
1. Assess Current Workforce
2. Assess future needs of the organisation
3. Find the gaps
4. Use strategies to fill gaps
JOB ANALYSIS PROCESS
1. Organisational Needs
Important for HR planning to:
Ensure Staff are appointed with the right skills in line with the organisation's future needs
Ensure Staff recruitment is in line with the strategy of the organisation e.g. expansion or diversification into new area requiring technology, staff with suitable skills are required

2. Recruitment Needs
Planning HR allows for:
Training and development of new staff into their new workplace
Staff leaving or retiring can be replaced in good time
Recruitment documents are updated and carefully monitored to ensure they include the latest needs of the organisation
3. Improved Motivation
Planning HR
Can improve the motivation of staff within an organisation
Remove a chaotic, unplanned response to changing HR needs
Can utilise the skills of the staff in a more effective way
Full transcript