Unit 3 Human Resource Management

  

Unit 3 Human Resource Management

Unit 3 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.

4 Apply Human Resource Management practices in a work-related context.    

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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