2.1 - Hr management and resistance to change

human resource management definition

systematic process of managing current and future needs of workforce to achieve business objectives

functions of HR management

• recruitment

• induction

• retention

• appraisals

• absenteeism

• dismissal and redundancies

• training

poor workforce planning outcomes

• higher costs of recruitment, training and induction

• lower morale

• lower levels of productivity and profits

• poor corporate image

internal factors influencing HR planning

• size of organisation

• strategic direction

• organisational structure

• finances of the organisation

• motivation in workplace

• corporate culture

external factors that influence HR planning

• demographic change

• change in labour mobility (geographical + occupational)

• immigration

• flexitime

• gig economy

gig economy

labour markets with workers on short-term flexible contracts

flexitime

working practice where staff determines their own working hours

• teleworking

• home-working

advantages of flexi time

• lower rates of absenteeism

• flexible and extended working hours

• continuity of service

disadvantages of flexi time

• management and monitoring are more difficult

• technological breakdowns can cause major disruptions

advantages of gig economy

• flexibility 

• lower costs for a business

• more control of work-life balance

disadvantages of gig economy

• lack of regular income level

• burnout is common

• lack of clear professional career path

reasons for resistance to change

• self interest

• low tolerance of change

• misinformation

• interpretation of circumstances

change management definition

process and techniques used to plan, implement and evaluate changes in business

six methods for dealing with resistance to change

• education and communication

• participation and involvement

• facilitation and support

• negotiation and agreement

• manipulation

• explicit and implicit coercion