Studied by 4 people
Human Resources (HR)
The department within a business that manages all aspects related to employees.
Recruitment and Selection
Finding and hiring the best candidates for job vacancies.
Training and Development
Providing employees with the skills and knowledge they need to perform their roles.
Performance Management
Assessing and managing employee performance to ensure organizational goals are met.
Employee Relations
Managing relationships between employers and employees, including handling disputes and ensuring a positive work environment.
Compensation and Benefits
Designing and managing salary structures, bonuses, benefits, and rewards.
Compliance
Ensuring the business adheres to employment laws and regulations.
Health and Safety
Implementing policies to ensure a safe and healthy workplace
HR Roles
HR Manager, Recruitment Officer, Training Coordinator, Employee Relations Specialist.
HR Activities
Conducting interviews, organizing training sessions, managing payroll, resolving conflicts
Recruitment
The process of finding and attracting suitable candidates for job vacancies
Selection
The process of choosing the most suitable candidates from those who apply
Recruitment Process
Job Analysis, Job Description, Person Specification, Advertising the Vacancy, Application Process
Job Analysis
Identifying the duties, responsibilities, and qualifications needed for a job.
Job Description
A detailed description of the job's responsibilities and requirements
Person Specification
A profile of the ideal candidate, including skills, experience, and qualifications
Advertising the Vacancy
Using various channels (e.g., online job boards, company website, recruitment agencies) to attract candidates
Application Process
Receiving and managing applications through CVs, cover letters, or application forms
Selection Process
Screening Applications, Interviews, Testing and Assessment, Reference Checks, Decision Making
Screening Applications
Reviewing CVs and applications to shortlist candidates.
Interviews
Conducting ________ to assess candidates' suitability
Types of Interviews
Structured, unstructured, group, panel, telephone.
Testing and Assessment
(e.g., psychometric, aptitude) to evaluate candidates' skills and abilities.
Reference Checks
Contacting previous employers or references to verify candidates' background and performance.
Decision Making
Selecting the best candidate and making a job offer
Internal Recruitment
Promoting existing employees to fill vacancies
External Recruitment
Hiring candidates from outside the organization
Training
Providing employees with the skills and knowledge they need to perform their current job.
Development
Preparing employees for future roles and responsibilities.
Induction Training
On-the-Job Training
Off-the-Job Training
Types of Training
Induction Training
Introducing new employees to the company, its policies, and their role
On-the-Job Training
Training employees while they perform their job.
Off-the-Job Training
Training conducted outside the workplace, such as workshops or courses.
Mentoring
Coaching
Continuous Professional Development (CPD)
Development Methods
Mentoring
Experienced employees provide guidance and support to less experienced colleagues.
Coaching
Focused, short-term training to improve specific skills
Continuous Professional Development (CPD)
Ongoing learning to maintain and improve professional skills.
Technical Training
Learning how to use new software or machinery
Soft Skills Training
Improving communication, teamwork, and leadership skills
Motivation
The factors that drive employees to work towards achieving their goals
Retention
Keeping employees within the organization and reducing turnover
Maslow's Hierarchy of Needs
Employees are motivated by fulfilling basic needs (e.g., safety, social, esteem) leading up to self-actualization
Herzberg's Two-Factor Theory
Distinguishes between hygiene factors (e.g., salary, working conditions) that prevent dissatisfaction and motivators (e.g., recognition, responsibility) that increase satisfaction
Taylor's Scientific Management
Employees are motivated by financial rewards and productivity-based pay
Mayo's Human Relations Theory
Social factors, such as teamwork and recognition, motivate employees
Retention Strategies
Competitive Salaries, Benefits and Perks, Career Development, Work-Life Balance, Positive Work Environment
Employment Law
Legal standards and regulations governing the relationship between employers and employees.
Employment Rights Act 1996
Employment Laws that Covers employee rights such as fair dismissal, redundancy, and employment contracts
Equality Act 2010
Employment Laws that Prohibits discrimination based on characteristics like age, gender, race, disability
Health and Safety at Work Act 1974
Employment Laws that Ensures safe and healthy working conditions
Employee Rights
Contract of Employment, Minimum Wage, Working Hours, Protection from Discrimination, Right to a Safe Workplace
Contract of Employment
Legal agreement between employer and employee outlining terms and conditions
Unfair Dismissal
Terminating an employee without a fair reason.
Performance Management
Ongoing process of evaluating and improving employee performance
Annual Reviews
Regular assessment of employee performance against set objectives
360-Degree Feedback
Feedback from multiple sources, including managers, peers, and subordinates.
Self-Assessment
Employees evaluate their own performance
Specific, Measurable, Achievable, Relevant, Time-bound objectives.
SMART Goals meaning
Organizational Structure
The way a business is organized to achieve its objectives
Hierarchical Structure
Traditional structure with a clear chain of command
Clear roles and responsibilities.
Easier supervision and control.
Can lead to slower decision-making
Flat Structure
Fewer levels of management and a broader span of control.
Encourages employee involvement and faster decision-making.
Can lead to role ambiguity and overload for managers
Matrix Structure
Combines functional and project-based structures.
Flexibility and efficient use of resources.
Can create confusion and conflicts between managers
Hierarchical Structure
Flat Structure
Matrix Structure
Types of Structures
Internal Communication
Communication within the organization
External Communication
Communication with individuals and organizations outside the business
Types of Internal Communication
Formal Communication
Informal Communication
Vertical Communication
Horizontal Communication
Formal Communication
Official channels such as emails, memos, reports.
Informal Communication
Unofficial channels
Vertical Communication
Communication between different levels of the hierarchy (e.g., between managers and employees).
Horizontal Communication
Communication between employees at the same level (e.g., between departments).
Types of External Communication
Business Communication
Public Relations
Marketing Communication
Customer Service
Business Communication
Interactions with clients, suppliers, investors, and other stakeholders.
Public Relations
Managing the company’s public image and handling media relations.
Marketing Communication
Promoting products and services to customers through advertising, social media, and other channels
Customer Service
Communicating with customers to provide support and handle inquiries and complaints
Written Communication
Verbal Communication
Non-Verbal Communication
Digital Communication
Methods of Communication
Written Communication
What Method of Communication?
Emails, letters, reports, newsletters
Verbal Communication
What Method of Communication?
Meetings, phone calls, video conferences.
Non-Verbal Communication
What Method of Communication?
Body language, facial expressions, tone of voice.
Digital Communication
What Method of Communication?
Social media, company intranet, instant messaging.
Note 
Flashcard (93)