2.1-Functions and evolution of human resource management

Human Resource Management (HRM)

The process of making the most efficient use of an organization’s employees, including acquisition, training, motivation, and reward.

Personnel Management (PM)

Describes a range of discreet tasks necessary to administer the human dimension of business activities.

Labour Turnover

Refers to the movement of employees into and out of a business in a given time period, often indicating how stable a business is.

Flexi-time

A way of working which allows employees to fit their working hours around their individual circumstances.

Gig Economy

A labour market characterized by short-term contracts or freelance work as opposed to permanent jobs.

SWOT Analysis

A strategic planning tool that identifies strengths, weaknesses, opportunities, and threats related to business competition or project planning.

STEEPLE Analysis

A framework for analyzing external factors affecting a business: Social, Technological, Economic, Environmental, Political, Legal, and Ethical factors.

Demography

The study of human populations and the implications of population size and structure for planning future workforces.

Appraisal

The process of reviewing an employee's performance, including constructive feedback to foster a positive working environment.

Termination

The situation when an employee leaves the business, which can be voluntary or involuntary.

Redundancy

Occurs when a business no longer has any work for an employee, often due to changing market conditions or restructuring.

Labour Mobility

The ability of people to move to jobs in different areas or occupations, influenced by geographic and occupational mobility.

External Influences on HR Planning

Factors like government regulations, technological change, demographic shifts, and economic conditions that affect human resource planning.

Internal Influences on HR Planning

Changes within the organization such as shifts in business strategy or labor relations that affect how HR planning is conducted.

Training

Activities designed to enhance the skills and knowledge of employees to improve work performance and productivity.

Organizational Culture

The shared values, beliefs, and norms that influence how employees interact and work within the organization.

Industrial Relations

The relationship between employers and employees, often involving negotiation and cooperation regarding work conditions.

Employee Engagement

The emotional commitment an employee has to their organization and its goals.

Motivation

The factors that drive individuals to take action towards achieving a goal, particularly within the workplace.

Employee Retention

The strategies and practices designed to keep employees engaged and reduce turnover.

Job Analysis

A systematic process of studying a job to determine its duties, responsibilities, and qualifications.

Onboarding

The process of integrating new employees into an organization and its culture.

Performance Management

Ongoing process of communication and feedback between managers and employees to improve performance.

Diversity and Inclusion

Practices that promote the representation and participation of diverse groups of individuals.

Succession Planning

A strategy for identifying and developing future leaders within an organization.

Workforce Planning

The process of analyzing an organization's current and future staffing needs.

Compensation and Benefits

The overall package of pay, bonuses, and benefits provided to employees.

Job Satisfaction

The level of contentment employees feel towards their jobs and working conditions.

Employee Relations

The management of the relationship between employers and employees, including handling grievances and disputes.