Human Resources

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.