Human Resource Strategies

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Human Resource Strategies 2018-01-11T09:51:40+00:00

Human Resource Strategies

Arbitration: An alternative to a court of law in determining legal and employment disputes. Involves a specialist outsider being asked to make a decision on a dispute

Centralisation: An organisational structure where authority rests with senior management at the centre of the business

Communication: The process by which a message or information is exchanged from a sender to a receiver

Conciliation: A way of mediating industrial disputes to gain agreement without going to arbitration

Core workers: Employees who are part of the core workforce of a business – central to the business activities

Decentralisation: An organisational structure where authority is delegated further down the hierarchy, away from the centre

Delayering: The process of removing one or more layers from the organisational structure

Downsizing: The reduction in the scale and resources of a business, usually involving job losses and/or the sale or closure of business units

Flexible working: The range of employment options designed to help employees balance work and home life (e.g. part-time, job-sharing, home-working, annualised hours contracts)

Gap analysis: Analysis of the difference between the workforce needs or a business and its current capabilities

Hard HRM: An approach to HRM based on treating employees as resources in the same way as any other business resource

Human resource management (HRM): Strategies for managing people in order to achieve business objectives

Labour shortage: Where a business finds it does not have sufficient employees in number, or with the right skills and experience, for its needs

Peripheral workers: Employees who are on the fringe of the core workforce. They are not essential (core) workers, and their activities can often be outsourced or provided using flexible contracting

Soft HRM: An approach to HRM based on treating employees as the most important resource in a business

Staff (Labor) turnover: The proportion of staff that leave their employment with a business over a period – usually measured over a year

Team working: Individuals work in groups rather than focusing on their own specialised jobs

Trade union: Organisations of employees who seek to negotiate their employment terms through collective bargaining

Workforce planning: How a business determines how many and what kind of employees are required

Works council: A formal meeting of employer and employees to consider issues affecting the business and workplace – mandatory for larger businesses in the EU

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