HRM exam weeks 1-4

Criticisms of HR

bureaucratic, over focused on process, standardisation, adds costs without value

what has driven growth of HR profession

increased employment law & regulation

Why good HRM matters

quality of working life, career development, supportive culture, fairness, respect, leadership

Pseudo - consulation occurs when

employee views are sought but ignored

strategic HRM includes

workforce and succession planning

continuous improvement in HR relies on

measurement & evaluation

staff turnover =

rate at which employees leave + are replaced

staff turnover matters most when:

skills are scarce and training costs are high

crude turnover rates are limited because they

do not explain reasons for leaving

stability indices are used to measure

employee retention over time

lost opportunity costs include

knowledge transferred to competitors

push factors =

dissatisfaction within organisation

pull factors =

attractive external job opportunities

job embeddedness refers to

social & community ties at work

effective line management improves retention by

building trust and respect

efficiency related costs

inefficiency due to: sickness, failure to meet deadlines, temporary cover

rudiementary costs

simple direct costs

sophisticated costs

includes hidden cost estimates

bullying involves

repeated and unreasonable behaviour causing harm

harassment =

unlawful when behaviour relates to protected characteristic

gaslighting =

undermining someone’s confidence in their judgement

social exclusion is harmful because it

damages psychological safety

the dignity at work report promotes

zero tolerance of bullying, develop policies, change culture, review workplace design, awareness, training

organisational impacts of bullying

absence and turnover

primary objective of absence management

promote attendance at work

trigger points

identify patterns of absence, high rates of absence can be used to enact ‘triggers’ for assessment

presenteeism

being present but not productive due to illness

punitive absence management can lead to

increased sickness certification

preventative absence strategies focus on

wellbeing and job design

steers and rhodes : two factors

attendance motivation & ability to come to work

reducing absence

exit interviews, explore patterns, utilise trigger point, recognition, monetary

attributes of good HRM

clarity of purpose, legal awareness, ethics, strategic HRM, continous improvement

what good people management looks like

praise, no favourites, clear comms, encourage autonomy, involve staff in decisions