1.Supply of human resources and demographic changes (population characteristics)

- Amount of human resources

  • Net birthrate
  • Net migration rate
  • Flexibility of the work force
  • Level of unemployment
  • Woman – legal rights
  • Mobility of labour (geographical adaptation/flexibility)
  • Retirement age

2.Workforce Planning

The process of anticipating the current and future demands for workers in an organisation.

  • Work study
  • Capital intensity
  • Flexibility and workload
  • Clamps (why people might leave their jobs) – challenge – location – advancement - money – pride - security
  • Historical data
  • Derived demand
  • Job analysis – skills & training, qualification &qualities, rewards

3.Human Resources Recruitment and selection

  • Anticipate
  • Methods (internal and external selection)
  • Agencies (can hire them to do the job of recruitment)
  • Government set up job centers
  • Head hunter agencies
  • Recommendations and reputation
  • Induction
  • Contrast

Recruitment Process

  1. Job analysis
  2. Draw up the job description (responsibility, duties) and person specification (qualification and skills, experiences)
  3. Advertise
  4. Screen candidates (filter) –short list
  5. Interview
  6. Aptitude test (optional)
  7. Check referees
  8. Offer job
  9. Sign contract and Inform and thank the other candidates they didn’t get the job.
  10. Induction and training

5. Appraisal =assessment of an employees performance in fulfilling his/her job.

  • Is he/she suitable for the job? (Yes/No) If yes, the probability/percentage of being promoted is assessed. If no, the person is fired, sent to a different department, trained to be useful.
  • Advantages: The easier to assess progress, easy, specific, lots of info gained.
  • Disadvantages: costly and time-consuming might not be accurate.

Examples: Upward appraisal, 360 degree appraisal, essay appraisal, rating system, management by objectives (MOB), Peer, Self, performance appraisal.

7. Dismissal and redundancy

  • Dismissal: Fair manner – incompetence, misconduct, gross misconduct, legal requirements.
  • Unfair manner – discrimination, constructive dismissal.
  • Main methods – Voluntary redundancy, redundancy package, conflict

-compulsory redundancy

-LIFO

-Retention by merit

  • Redeploy

8.Employment Rights

  • Working hours – working time limits/rest breaks/overtime
  • Vacation – holidays and holidays pay, time of work, time off for dependents.
  • Payment of the employees and labours – company sick pay rights,, non-financial grants, wages
  • Sickness absence – time off for sickness
  • Legal rights – Health and safety, no bullying, no harassment and discrimination.
  • Flexible working – working from home, part time work, the right to request flexible working

9. Changes in employment patterns

  • Employment sectors - Primary sector – mechanization reduces needs for farmers
  • Secondary – initially requires a large secondary workforce eventually replaced by machines
  • Tertiary –large and growing informal service sector with growing demand for services

Population change

  • Future workforce decreasing
  • Birthrate decreasing
  • Flexible people – appointed Older people – retained

Flexible work structures

  • Less investment on training
  • Less working hours
  • To increase productivity, customer service and morale
  • Practices – teleworking, homeworking, portfolio working, part time , flexible time.