3.6 Human Resource Objectives

Question 1

What is the purpose of HRM

Answer 1

To ensure a business achieves the maximum benefit from employees at minimum cost

Question 2

What are 3 HR department objectives

Answer 2

• Matching the workforce to business needs
• Helping employees reach their full potential
• Supporting employee/employer relations

Question 3

How may a business use HR to match the workforce to business needs?

Answer 3

• Anticipate the size of a workforce (company expanding may require more workforce)
• Decide skill level of workforce and whether they need more training
• Workforce needs to be diverse and no discrimination on race, age and gender

Question 4

How may HR objectives help employees reach their full potential

Answer 4

• HR invest in training so they can improve productivity
• HR makes sure there are opportunities for career progression - more engaged staff leads to greater motivation and therefore improved productivity
• effective management, good staff organisation and pleasant working environment improves morale

Question 5

How may HR objectives help support employee/employer relations

Answer 5

• HR listens and reacts to employee concerns which helps lead to better communication
• Employees witch responsibility feel more valued and trusted
• good relationship with employees and management reduces absenteeism and labour turnover

Question 6

What is the definition of Human resource management

Answer 6

“The design, implementation and maintenance of strategies to manage people for optimum business performance”

Question 7

Internal influences on HR

Answer 7

• The culture within the business influences HR objectives e.g Fast food restaurants may not worry about high labour turnover and therefore wont spend Time and money to reduce it
• Other departments within the business influence HR as they give information they need to predict workforce needs
• Amount of funding available within the business

Question 8

External factors influencing HR objectives

Answer 8

• state of economy (boom/recession) will influence HR objectives such as recruitment and training
• UK businesses subject to employment laws (HR may change objectives to fit with new legislations)
• Improvements in technology may mean HR recruit individuals who can use certain software or machines

Question 9

Characteristics of hard HRM

Answer 9

• Employees seen as a resource
• Employees hired on short term basis
• Mangers feel employees are motivated by money and will do as little work as possible
• Appraisals are judgemental
• Training only done to meet production needs

Question 10

Characteristics of soft HRM

Answer 10

• Employees are most important resource
• Employees are managed on a long term basis
• Mangers motivate through empowerment and development
• Appraisals are developmental
• Training is done to meet development needs

Question 11

Benefits of hard HRM

Answer 11

• Mangers control workforce so less likely to make mistakes. Employees only seen as a resource and therefore easy to replace

Question 12

Disadvantages of Hard HRM

Answer 12

• Employees not used to their full potential and therefore could be missing out on chances to increases profits
• Hard HRM can be de motivational / boring repetitive jobs makes employees feel undervalued which could lead to high staff turnover

Question 13

Benefits of soft HRM

Answer 13

• Likely to increase staff morale as employees feel more valued allowing retaining of staff to be made a lot easier
• Benefitting from the skills and experience of staff and therefore allowing a business to maximise profit
• Encourages commitment and good performance from staff as employees feel loyalty towards the organisation

Question 14

Why is Soft HRM not appropriate a times

Answer 14

• Employees may not be interested in development or empowerment ( Soft HRM involves costs and business needs to be as cost effective as possible)
• Extra training is time consuming
• Employees may want to leave for a better job after completing all training