1. HUMAN RESOURCES HIGHER BUSINESS MANAGEMENT

2. IMPORTANCE OF THE HR DEPARTMENT The workforce of any business is essential to making a firm work well. The workforce of any business is essential to making a firm work well. Getting the right employees for the business is vital. Getting the right employees for the business is vital.

3. OBJECTIVES OF THE HR DEPARTMENT To recruit and retain quality staff To recruit and retain quality staff To train, develop and appraise staff To train, develop and appraise staff To manage employee relations To manage employee relations Ensure that working conditions are safe Ensure that working conditions are safe Ensure that staff are treated fairly and in line with legislation Ensure that staff are treated fairly and in line with legislation

4. ROLE OF THE HR DEPARTMENT 1. Facilitator Role Provide training opportunities for employees Provide training opportunities for employees 2. Auditor Role Monitor and report on how well staff and other departments are obeying HR policies. Monitor and report on how well staff and other departments are obeying HR policies.

5. 3. Consultancy Role Provide guidance and info to managers on how to deal with certain staffing situations. Provide guidance and info to managers on how to deal with certain staffing situations. 4. Executive Role They are the resident expert on all staffing matters They are the resident expert on all staffing matters 5. Service Role Provide info and keep up to date with current legislation Provide info and keep up to date with current legislation

6. HUMAN RESOURCE PLANNING This is the method by which a business forecasts how many and what type of employees it needs now and in the future. This is the method by which a business forecasts how many and what type of employees it needs now and in the future. It involves: It involves: Forecasting labour turnover Forecasting labour turnover Planning how to satisfy and motivate workers Planning how to satisfy and motivate workers Planning how to utilise staff Planning how to utilise staff Planning training Planning training Planning how to release surplus staff. Planning how to release surplus staff.

7. CHANGING PATTERN OF EMPLOYMENT There have been increases in: There have been increases in: number of part-time workers number of part-time workers women in work women in work service sector employment service sector employment public sector employment public sector employment homeworking/teleworking homeworking/teleworking flexible working practices flexible working practices temporary work temporary work self-employment self-employment

8. 3 TYPES OF WORKERS Theory by Charles Handy Theory by Charles Handy 1. Core Workforce – those essential to the firm 2. Flexible Labour Force – people employed on a part-time or temporary basis 3. Contractual Fringe – people or firms who provide services e.g. cleaners, consultants

9. CORE WORKFORCE FLEXIBLE LABOUR FORCE CONTRACTUAL FRINGE

10. IMPACT ON THE ORGANISATION ADVANTAGES ADVANTAGES Save on salaries Save on salaries Save on office space Save on office space Reduces or removes the need for sick pay, pensions etc Reduces or removes the need for sick pay, pensions etc Reduce the amount firm needs to pay on NI contributions Reduce the amount firm needs to pay on NI contributions More responsive to change More responsive to change DISADVANTAGES DISADVANTAGES More money spent on Recruitment and Selection More money spent on Recruitment and Selection May be staff shortages in certain sectors May be staff shortages in certain sectors Increased need for training Increased need for training Lack of continuity in personnel Lack of continuity in personnel