Unit 3 Human Resource Management
Unit
3 Human Resource Management
Unit3 Human Resource Management
Aim
The aim of this unit is to enable students to appreciate and
apply principles of
effective Human Resource Management (HRM). People are the
lifeblood of any
Organization and being able to attract, recruit and retain
talented staff is at the core
of all HRM activity. This unit will explore the tools and
techniques used in HRM to
Maximize the employee contribution and how to use HR methods to
gain competitive advantage. Students will explore the importance of training
and development in building and extending the skills base of the organization
and ensuring it is relevant to the ever-changing business environment. Students
will also consider the growing importance of becoming a flexible organization
with an equally flexible labour force, and become familiar with techniques of
job design and with different reward systems. The unit investigates the
importance of good employee relations and the ways in which employers engage
with their staff and possibly with trade unions. Students will gain an
understanding of the law governing HRM processes as well as the best practices
which enable an employer to become an ‘employer of choice’ in their labour
market.
Learning outcomes
On
successful completion of this unit a learner will:
1 Explain the purpose and scope of Human Resource Management in
terms of
Resourcing an organization with talent and skills appropriate to
fulfill business
Objectives.
2 Evaluate the effectiveness of the key elements of Human
Resource Management in an organization.
3 Analyze internal and external factors that affect Human
Resource Management
Decision-making, including employment legislation.
Unit
3 Human Resource Management
Unit content
LO1 Explain the purpose and scope of
Human Resource Management in
Terms of resourcing an organization
with talent and skills appropriate
To fulfill business objectives
The nature
and scope of HRM: Definitions of HRM. What are the main functions and
activities of HRM. The ‘Best
Fit’ approach vs ‘Best Practice’. The
hard and soft models of HRM. Workforce
planning. Types of labour
market, labour market trends and PESTLE.
The internal labor market. Analyzing
turnover, stability and retention. The impact of legal and regulatory
frameworks. The impact that advances in technology have had upon improving the efficiency
of HR practices.
Recruitment:
Sources of recruitment: internal vs
external recruitment. Job analysis, job descriptions, personal specifications
and competency frameworks.
Selection:
Main methods of selection: strengths
and weaknesses of each. Reliability and validity as key criteria. On-boarding and induction: The issues
affecting successful induction and socialization of employees.
Unit
3 Human Resource Management
LO2 Evaluate the effectiveness of the
key elements of Human Resource
Management in an organization
Learning,
development and training: Differentiating development and
training.
Identifying training needs the training
gap. Types of training. Evaluation of training.
Pearson BTEC Levels 4 and 5 Higher
Nationals in Business Specification – Issue 3 – December 2016 © Pearson
Education Limited 2016 84 Job and
workplace design: Reward management: extrinsic and intrinsic rewards
from work. The link between motivational theory and reward. Series of job
design-job extension techniques. The
flexible organization:
Types of flexibility: numerical,
structural and functional flexibility. Models of flexible organizations (e.g.
Handy, Atkinson). Flexible working options in modern organizations.
Benefits to employers and benefits to
employees of flexible working practices.
Performance
and reward:
Performance management and methods
used to monitor employee
Performance Types of payment and
reward system Methods of a determination.
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Unit
3 Human Resource Management
LO3 Analyze internal and
external factors that affect Human Resource
Management decision-making, including
employment legislation
Employee
relations:
Maintaining good employee relations. Strategies
for building and improving employee relations and engagement.
Employee
relations and the law:
The purpose of employment law. Key
legal issues and constraints (e.g. equality, data protection, health and safety,
redundancy, dismissal, employment contracts). Ethical and social
responsibilities. Trade unions and
workplace representation: The ro Collective agreements. Discipline, grievances and redundancy best practice.
Unit
3 Human Resource Management
LO4 Apply Human Resource
Management practices in a work-related
Context
Job and
person specifications:
Preparing job specifications and
person specifications applicable to the
Recruitment context and needs of the
organizations, taking into account
Legislation and company policies. Pearson
BTEC Levels 4 and 5 Higher Nationals in Business Specification – Issue 3 –
December 2016 © Pearson Education Limited 2016
85 Recruitment and selection in practice: The impact of technology
on improving the recruitment and selection process; the use of online
resources, digital platforms and social networking. Designing and placing job
advertisements.
Shortlisting and processing applications.
Interviewing preparation and best practice. Selection best practice.
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