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Unit 6: Principles of Management week 10
Transcript of Unit 6: Principles of Management week 10
Helen DAnks and Marion Bradford-Allen
Week 10: Human Resource PLANNING PART B
Human Resource issues for Operation
Recall learning from before Christmas on Managing Human Resources
Recall the recruitment process
Analyse the labour turnover for an organisation and evaluate the possible reasons for the statistics shown.
Examine factors affecting productivity.
Examine ways businesses can reduce workplace stress
Analyse HR strategy in a given organisation
When staff leave your company, you also lose their skills. Planning human resources includes ensuring sufficient skills. HR should encourage regular update of existing staff CVs and skills audits and log skills within appraisals. It helps plan restructures, promotions, progression, training and skills required in new staff members.
Complete the case study on classroom called Assessment practice 6.3.
Analysis of current management challenges from information provided along with labour market analysis
Proposal to address issues (ensure you cover questions 2-5 on case study
Summary of Recommendations with justifications
Upload completed work to classroom before your final lesson next week.
Absenteeism affects productivity. Why are people absent? What are the impacts?
Managing welfare and wellbeing of the workforce = productivity. ...
Stress affects 1:5 workers
Stress is the biggest cause of sickness in UK
105m days lost to stress each year in UK = £12.4b cost
Managers work with HR to address people resources. Possible process:
Manager receives employee's resignation. Informs HR
HR agrees recruitment process can happen and salary
Manager checks job role and person specification
HR draft advert, amend job description
Applications to HR. Manager pre-selects for interview
Manager (possibly with HR) interview and agree candidate
HR make formal offer, receive acceptance, prepare contract of employment, agree start date.
Manager inducts new employee and arranges any external training with HR.
Labour turnover - the rate at which staff leave the business. Staff leave through resignation, dismissal or attrition (natural loss through death, sickness, retirement). Low turnover rate is best - staff are happy!
HR analyse absenteeism in individuals, teams, seasons, to identify problems and support planning of labour.
In pairs, identify the questions HR might want answered
HR planning includes development and training, to keep staff motivated and stimulated. 2/5 UK businesses do not train their staff (Gov.uk). Discuss the benefits of CPD (continuing professional development) to staff/businesses and identify businesses who invest in employees' training
Similarly, managers tend to deal with grievance and disciplinary issues, whilst HR provide policy and support.
Problems with individuals (specific days, reasons)
Year on year comparison
Expected return dates for those on extended leave
Comparison across job roles, departments
Forecast for planned leave eg holiday
Example: 15 staff leave a business employing 120.
Calculate this as a %, fraction and ratio.
Calculation: 15/120= 1/8 or 1:8
How would HR analyse this? What questions would they ask?
Compare year on year,
reasons for leaving,
by job roles,
compare with industry standards and national average.
Productivity measures efficiency of the workforce.and impact between departments, eg if the invoice team are short staffed, they may impact cash flow
See classroom for activity
Productivity can be measured in output per hour, output per job or output per worker.
HR will monitor productivity to see if additional training or supervision is needed.
TASK: The HR department for a building contractor is asked to find 8 bricklayers. The contractor wants them to work a 20-day month. Over this time, the bricklayers will be expected to lay 120,000 bricks.
Explain how HR would work out the productivity per worker per month and what would it mean.
TIP: Calculate the average number of bricks laid per worker per month and assess whether it is a good indication of productivity.
What factors could affect productivity?
Pay and Rewards
RECAP ON HR
Let's play Kahoot - log onto Kahoot.it
the process of recruitment from an employee leaving to a new employee starting
Skills shortages in industries or across the UK are identified by Government bodies, so that improvements can be made.
literacy and numeracy skills shortages in the UK in people aged 16-25 (compulsory GCSEs for 16-18s)
shortage in good vocational skills (apprenticeships)
STEM skills shortages
Industries eg AI, hospitality in Warwickshire, etc
Extra reading on classroom to indicate that UK has lower productivity levels than USA, France or Germany.
According to HSE, what 6 factors can be managed to reduce stress?
Demands: eg workload, work patterns, work environment
Control: how much say the person has in way they do work
Support: encouragement, sponsorship and resources provided by organisation, line management and colleagues
Relationships: promoting positive working to avoid conflict and dealing with unacceptable behaviour
Role: understanding role within organisation and organisation ensuring they do not have conflicting roles
Change:–how organisational change (large or small) is managed and communicated in the organisation
What causes stress in your workplace?
What could your manager do to reduce this for you?
Some organisations have a holiday policy, eg limit amount of leave, notice for leave, maximum number of employees off at one time, dates when you cannot take leave, etc.
Look at the figures in the chart on the next page
More cost effective than taking on new employees
Helps plan sustainability and succession
Engagement with Business Culture
HR play major role in business culture, encouraging employees to recognise and portray business ethos. This links to job satisfaction and CPD
HR play a key role in achieving employee satisfaction. Review all learning on this unit and analyse the roles which support employee satisfaction.
Working in a team of 3, read and create a brief presentation to cover the questions in case study 'Making its Mark'