Aitana Fernandez Sedeño SL
HUMAN RESOURCES
ROLE OF HUMAN RESOURCE MANAGEMENT
Focuses on effectively managing an organization’s workforce to achieve business goals.
It involves attracting, selecting, training, motivating, assessing, and retaining employees to ensure the right people are.
in the right roles at the right time.
Key functions include:
• Recruitment: Hiring suitable and qualified employees.
• Induction: Helping new staff adapt to the organization.
• Retention: Keeping employees satisfied and reducing turnover.
• Appraisal: Evaluating and improving employee performance.
• Absenteeism: Managing employee attendance issues.
• Dismissal and Redundancy: Removing employees due to poor performance or job elimination.
• Training and Development: Enhancing employee skills and productivity.
FACTORS THAT INFLUENCE HR PLANNING
INTERNAL FACTORS
Things inside a business that affect how it manages its workers. These include:
o Size of the business: Big companies need more workers and must plan carefully for hiring, training, and
promotions.
o Business goals: If the company wants to grow, it will need to hire more people and promote some staff.
o Organization structure: A clear structure helps the HR team see which jobs are needed or no longer useful.
o Money available: The company needs enough money to hire people, pay wages, and offer training.
o Employee motivation: When workers are happy and motivated, they work better and are less likely to leave.
o Company culture: The way a company does things affects HR decisions about working hours, teamwork,
training, job sharing, and promotions.
EXTERNAL FACTORS
Things outside the control of a business that affect how it plans for its workers for example, employment laws, the
minimum wage, or changes in how people work (like working from home).
1. DEMOGRAPHIC CHANGE
• Demography means the study of the population and its trends.
• Demographic change refers to shifts in the population’s structure, such as:
o Average age
o Ethnic distribution
o Gender balance
o Education levels
o Household income
o Official retirement age
, Aitana Fernandez Sedeño SL
AGEING POPULATIONS
In many high-income countries, people are living longer, and both birth rates and death rates are lower. This means
populations are getting older on average.
Effects on human resource planning include:
• Higher retirement ages in many countries
• Lower labour mobility (older workers move jobs less often)
• Possibly lower labour productivity (as older workers may be less productive)
Countries like Japan, Italy, and Germany have some of the oldest populations in the world.
GENDER AND WORK TRENDS
More women are now career-focused and have better job opportunities, especially in developed countries. As a result:
• Many women have children later in life
• Families are smaller, partly due to the higher cost of raising children
2. CHANGE IN LABOUR MOBILITY
• Means how easily workers can move between jobs or places to find work.
• When labour mobility is high, workers can find jobs faster and businesses can fill vacancies more easily.
Types of labour mobility:
(I) OCCUPATIONAL MOBILITY
Means how easily people can change careers or job types.
• It depends on workers’ skills, education, and experience.
• If workers don’t have the right qualifications or there are strict rules, it becomes hard to switch jobs — this is
called occupational immobility.
o Example: Teachers need a PGDE or similar qualification before they can work in schools.
(II) GEOGRAPHICAL MOBILITY
Means how easily people can move to a new area or country for work.
• Some jobs need people to travel or move, like truck drivers, pilots, or sales staff.
• People may not want to move because of:
• Family ties
• High moving or living costs
• Lower wages in the new area
• Businesses can improve mobility by offering better pay, housing, or travel benefits.
• Training and development also help workers become more mobile, though these can cost money for
businesses.
Why it matters: High labour mobility means:
HUMAN RESOURCES
ROLE OF HUMAN RESOURCE MANAGEMENT
Focuses on effectively managing an organization’s workforce to achieve business goals.
It involves attracting, selecting, training, motivating, assessing, and retaining employees to ensure the right people are.
in the right roles at the right time.
Key functions include:
• Recruitment: Hiring suitable and qualified employees.
• Induction: Helping new staff adapt to the organization.
• Retention: Keeping employees satisfied and reducing turnover.
• Appraisal: Evaluating and improving employee performance.
• Absenteeism: Managing employee attendance issues.
• Dismissal and Redundancy: Removing employees due to poor performance or job elimination.
• Training and Development: Enhancing employee skills and productivity.
FACTORS THAT INFLUENCE HR PLANNING
INTERNAL FACTORS
Things inside a business that affect how it manages its workers. These include:
o Size of the business: Big companies need more workers and must plan carefully for hiring, training, and
promotions.
o Business goals: If the company wants to grow, it will need to hire more people and promote some staff.
o Organization structure: A clear structure helps the HR team see which jobs are needed or no longer useful.
o Money available: The company needs enough money to hire people, pay wages, and offer training.
o Employee motivation: When workers are happy and motivated, they work better and are less likely to leave.
o Company culture: The way a company does things affects HR decisions about working hours, teamwork,
training, job sharing, and promotions.
EXTERNAL FACTORS
Things outside the control of a business that affect how it plans for its workers for example, employment laws, the
minimum wage, or changes in how people work (like working from home).
1. DEMOGRAPHIC CHANGE
• Demography means the study of the population and its trends.
• Demographic change refers to shifts in the population’s structure, such as:
o Average age
o Ethnic distribution
o Gender balance
o Education levels
o Household income
o Official retirement age
, Aitana Fernandez Sedeño SL
AGEING POPULATIONS
In many high-income countries, people are living longer, and both birth rates and death rates are lower. This means
populations are getting older on average.
Effects on human resource planning include:
• Higher retirement ages in many countries
• Lower labour mobility (older workers move jobs less often)
• Possibly lower labour productivity (as older workers may be less productive)
Countries like Japan, Italy, and Germany have some of the oldest populations in the world.
GENDER AND WORK TRENDS
More women are now career-focused and have better job opportunities, especially in developed countries. As a result:
• Many women have children later in life
• Families are smaller, partly due to the higher cost of raising children
2. CHANGE IN LABOUR MOBILITY
• Means how easily workers can move between jobs or places to find work.
• When labour mobility is high, workers can find jobs faster and businesses can fill vacancies more easily.
Types of labour mobility:
(I) OCCUPATIONAL MOBILITY
Means how easily people can change careers or job types.
• It depends on workers’ skills, education, and experience.
• If workers don’t have the right qualifications or there are strict rules, it becomes hard to switch jobs — this is
called occupational immobility.
o Example: Teachers need a PGDE or similar qualification before they can work in schools.
(II) GEOGRAPHICAL MOBILITY
Means how easily people can move to a new area or country for work.
• Some jobs need people to travel or move, like truck drivers, pilots, or sales staff.
• People may not want to move because of:
• Family ties
• High moving or living costs
• Lower wages in the new area
• Businesses can improve mobility by offering better pay, housing, or travel benefits.
• Training and development also help workers become more mobile, though these can cost money for
businesses.
Why it matters: High labour mobility means:
