Setting HR objectives

?
Define HR
The term is used to describe an organisations employees; more usually it describes the department/function that is focused on activities related to employees.
1 of 9
Define HR management
The management of people at work in order to assist the organisation in achieving its objectives.
2 of 9
State some HR objectives (refer to notes for more detailed explanations of each objective).
Training, talent development, alignment of values, diversity, employee engagement and involvement, number, skills, and locations of employees, maximising labour productivity and minimising labour costs, maintaining good employer-employee relations.
3 of 9
State the reasons for setting HR objectives
To act as a focus for decision making and effort, provide a yardstick against which success or failure can be measured, improve co-ordination by setting a common purpose, improve efficient by examining the reasons for success and failure, motivation.
4 of 9
What are the benefits of setting HR objectives?
Can be designed to be consistent, specific objectives provide clarity for employees, if theres a common purpose they are more likely to adopt a team approach, measurable+timed objectives provide a yardstick, can motive employees when realistic.
5 of 9
What are the problems of setting HR objectives?
External changes are not always easy to predict, internal changes can damage the objective set, HR objectives may conflict, may be reluctance to set realistic objectives in times of difficulty, not having sufficient resources on a large enough budge.
6 of 9
What are internal influences on HR objectives and decisions?
Overall business aims, available finance and resources, corporate culture, organisational structure (if it becomes flatter it may influence HR objectives in relation to communication+motivation).
7 of 9
What are eternal influences on HR objectives and decisions?
Political factors (e.g. change in government), economic factors (e.g. change in state of economy), social factors, technological factors, legislation, actions of competitors and market factors (e.g. shortage of skills in a particular area).
8 of 9
What is the difference between Hard and Soft HRM approaches?
Hard- Treats employees as a resource that should be monitored and used in an efficient manner to achieve the strategic objectives (more authoritarian+autocratic). Soft- Views employees as valuable assets (democratic management style)
9 of 9

Other cards in this set

Card 2

Front

Define HR management

Back

The management of people at work in order to assist the organisation in achieving its objectives.

Card 3

Front

State some HR objectives (refer to notes for more detailed explanations of each objective).

Back

Preview of the front of card 3

Card 4

Front

State the reasons for setting HR objectives

Back

Preview of the front of card 4

Card 5

Front

What are the benefits of setting HR objectives?

Back

Preview of the front of card 5
View more cards

Comments

No comments have yet been made

Similar Business Studies resources:

See all Business Studies resources »See all Human resource strategies resources »