Studied by 7 people
Human resources
All the people working in a business
Human resource planning
Identifying current and future HR needs to ensure the staff is sufficient, qualified and competent.
Four key parts of HR planning
Recruitment, training, appraisal, dismissal
Recruitment
Hiring the right person for the right job
Training
Ensuring that an employee receives proper professional development
Appraisal
Evaluating an employee's job performance
Termination or dismissal
Employee's voluntary or involuntary leave
Labor turnover
A measure used in HR planning of how many people leave a business over a given period of time, expressed as a percentage
High labor turnover
Suggests labor problems, as it means that there is a reason why staff don't stay in the business
Low labor turnoner
Means that the business is stable but also lacks progress
External factors
Impact size and availability of the pool of potential employees for the business. Includes: technological and demographic change, and the state of economy
Internal factors
Changes from within the business itself. Includes: changes in business organization, in labor relations and in finance.
Three steps of recruitment
Identification: defining the job description.
Application: to find the best job applicants, businesses make a job advert.
Selection: applicants may be shortlisted and interviews may be scheduled.
Four types of training
On the job, off the job, cognitive, behavioral
On the job training
Done while the employee is doing their normal job, such as induction.
Off the job training
Happens outside working hours, such as workshops.
Cognitive training
Helps employees develop their thinking and processing skills.
Behavioral training
Helps employees develop interpersonal skills like stress management and communication.
Staff appraisal
The process of reviewing the performance of employees against preset objectives
Four appraisal strategies
Formative, summative, 360 degree, self-appraisal
Formative appraisal
An ongoing process that focuses on giving the employees recognition for what they have done well and indicate what they can do better
Summative appraisal
Measures an employee's performance based on standards set by the business, usually done at the end of a project
360 degree appraisal
Feedback is received from the manager and the coworkers
Self-appraisal
Employees reflect on their own performance
Termination
When employees leave the business at the end of their contract
Dismissal
When an employee has broken some of the terms of their contract
Redundancy
When a job is no longer required
Teleworking
Employees work a set amount of hours at the office and the remainder from home
Flexitime
The employee only has to work a set amount of hours per week
Migration for work
Some employees migrate to other places due to better infrastructure and connectivity.
Note 
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