Good to do Helping you understand the principles of workforce management

Transcription

1 Good to do Helping you understand the principles of workforce management HR The relationship between Human Resources (HR) and other business functions HR has specialist knowledge in people management methods and processes, and in employment law. So they work closely together with other business functions, and they are jointly responsible for some activities, such as performance management and training and development. HR may be involved in one or more of the following: (1) providing clear strategic direction for human resource linked to the overall business goals. 1

2 (2) giving advice in their specialist area (3) providing administration and support. HR also takes the role of employee advocate when needed. This means listening to people, understanding their viewpoint and communicating to them the viewpoints of other stakeholders. Find out about HR in your organisation and explain in your own words below its relationship with other business functions: Workforce Planning Workforce planning is about forecasting the amount and types of knowledge, skills, behaviours and experience that will be required in future and planning how they can be acquired. The aim is to make sure the organisation has the resource it needs to implement its strategy and achieve its long term and short term objectives. Find out about how workforce planning is done in your organisation and explain in your own words (a) its purpose and (b) the process that your organisation uses: a) b) 2

3 Contract Different types of employment contracts Emp loym cont ent ract There are different types of employment contracts that an organisation may use depending on factors such as the business environment, the needs of users or customers and the employment market. Most employees are legally entitled to a written statement of the main terms and conditions of their employment. Find out what types of employment contract are used in your organisation and list them below: Each different type of contract has its own advantages and disadvantages for the organisation and for employees. It is important for managers to understand what these are so that they can make their decisions based on all the facts. 3

4 Describe in your own words the advantages and disadvantages for both organisations and people of the following different types of employment contracts. Full time contracts A person works a minimum number of hours defined as such by his/her employer which is typically 35 hours per week in the UK. 4

5 Part time contracts Part time work is when a person is contracted for anything less than the basic full time hours. There are no set number of hours that makes someone full or part time. Part-time workers have the right to be treated no less favourably than comparable full-timers. They should receive the same rates of pay, holidays in proportion to the hours worked, not be excluded from training because they work part time, and have any other benefits made available to them in the same way as for full time workers, and be treated no less favourably than full timers should workers be selected for redundancy. 5

6 Zero hours contracts Zero hours contracts are usually for piece work or on call work, so people are on call to work when needed. On a zero hours contract there is no requirement for work to be given by the employer or accepted by the employee. Fixed term contracts Employees are on a fixed term contract if they have an employment contract with the organisation they work for and their contract ends on a particular date, or at the end of a specific task. 6

7 Freelancers, consultants, contractors They are normally self employed or are part of other companies and so they often look after their own tax and National Insurance contributions (NICs). They are not usually entitled to the same rights as workers, though the employer is responsible for their health & safety. 7

8 Employment Law Employ ment law Employment law determines the rights and obligations, on both sides, between employer and employee. HR is responsible for keeping up to date with current law and for translating it into organisational policies which are implemented through procedures which HR is also responsible for, in consultation with employees. Everyone must follow the procedures and the organisation must comply with the law at all times. HR oversees to make sure that this happens. In your own words, explain how employment law affects an organisation s HR and business policies and practices: Support Human Resources Copyright The Institute of Leadership and Management ILM is a registered trade mark of The City and Guilds of London Institute. These materials may not, in whole or part, be copied, reproduced, communicated, or otherwise distributed without the prior written permission of ILM. 8