1.1. Key responsibilities of the human resources function, i.e.
human resource function - refers to the division of a business responsible for finding, recruiting, screening, and training jos applicants. HR department also handles employee
compensatios, benefits and terminations. the human rescource function aids the smooth transitioning of a business.
exit process - a process intitated when an employee resigns from their role. the process involves minimising the impact on the business.
• compensation and benefits refers to the monetary payment given to an indivdual in exchnage for their service.
• employee relations refers to an organizations effort to maintain positive relationships with employees.
• employee engagement describes the level of enthusiasm and dedication a worker feels towards a job.
• ensuring compliance with employment legislation
• health and safety refers to regulations and procedures intended to prevent accident or injury in the workplace or public envrionment.
• linking with other functions of a business to contribute to the success of a business refers to different function such as marketing, business operations, human resource and finance
working together.
• recruitment and selection is the process of finding and hiring the right candidates for a job vacancy.
• skills audit is the process of assessing the skills and knowledge of employees. it helps identify the gaps in their expertise and undertand the areas that need improvement.
• training and development is the process of improving the knowledge and skills of employees.
• exit process refers to the policies and procedures that are followed when an employee leaves an organisation.
1.2. Internal factors which affect human resources planning, i.e.
• business growth
• diversification into new sectors
• employee skill sets
• finance available from internal sources
• labour turnover rates
• restructuring
• retirement rates
, 1.3. External factors which affect human resources planning, i.e.
• access to finance from external sources
• advances in technology
• demographic changes
• economic growth
• current UK and EU legislation relating to human resources, i.e.
o DataProtectionAct ensures personal data is kept within the organisation in a secure manner.
o EmploymentAct states the conditions of leave and arrangement of work.
o EqualityAct the act seeks to abolish discrimination. This can impact recruitment, training and pay of workers.
o Health&Safety at WorkAct ensures that the workplace is safe for employees.
o NationalMinimumWageAct sets the lowest amount workers can recieve each hour to avoid exploitation.
o PersonalProtectiveEquipmentat Work Regulations workers are entitled to protective garments when there is an
element to risk to their work.
o WorkingTimeRegulations prevents employees working more than 48 hours a week.
the implications for a business of meeting legal obligations including, e.g.:
• maintaining the business’ reputation,
• motivated employees
• financial costs of meeting the legislation:
o payingminimumwage
o providingsafetyequipment
o trainingstaff
• time requirements
o checkingthatlegislationisbeingmet
o trainingstaff
the potential consequences of breaching legislation affecting HR processes including, e.g.:
• litigation and/or tribunals
• financial costs of breaching legislation
• difficulty recruiting skilled and experienced employees
human resource function - refers to the division of a business responsible for finding, recruiting, screening, and training jos applicants. HR department also handles employee
compensatios, benefits and terminations. the human rescource function aids the smooth transitioning of a business.
exit process - a process intitated when an employee resigns from their role. the process involves minimising the impact on the business.
• compensation and benefits refers to the monetary payment given to an indivdual in exchnage for their service.
• employee relations refers to an organizations effort to maintain positive relationships with employees.
• employee engagement describes the level of enthusiasm and dedication a worker feels towards a job.
• ensuring compliance with employment legislation
• health and safety refers to regulations and procedures intended to prevent accident or injury in the workplace or public envrionment.
• linking with other functions of a business to contribute to the success of a business refers to different function such as marketing, business operations, human resource and finance
working together.
• recruitment and selection is the process of finding and hiring the right candidates for a job vacancy.
• skills audit is the process of assessing the skills and knowledge of employees. it helps identify the gaps in their expertise and undertand the areas that need improvement.
• training and development is the process of improving the knowledge and skills of employees.
• exit process refers to the policies and procedures that are followed when an employee leaves an organisation.
1.2. Internal factors which affect human resources planning, i.e.
• business growth
• diversification into new sectors
• employee skill sets
• finance available from internal sources
• labour turnover rates
• restructuring
• retirement rates
, 1.3. External factors which affect human resources planning, i.e.
• access to finance from external sources
• advances in technology
• demographic changes
• economic growth
• current UK and EU legislation relating to human resources, i.e.
o DataProtectionAct ensures personal data is kept within the organisation in a secure manner.
o EmploymentAct states the conditions of leave and arrangement of work.
o EqualityAct the act seeks to abolish discrimination. This can impact recruitment, training and pay of workers.
o Health&Safety at WorkAct ensures that the workplace is safe for employees.
o NationalMinimumWageAct sets the lowest amount workers can recieve each hour to avoid exploitation.
o PersonalProtectiveEquipmentat Work Regulations workers are entitled to protective garments when there is an
element to risk to their work.
o WorkingTimeRegulations prevents employees working more than 48 hours a week.
the implications for a business of meeting legal obligations including, e.g.:
• maintaining the business’ reputation,
• motivated employees
• financial costs of meeting the legislation:
o payingminimumwage
o providingsafetyequipment
o trainingstaff
• time requirements
o checkingthatlegislationisbeingmet
o trainingstaff
the potential consequences of breaching legislation affecting HR processes including, e.g.:
• litigation and/or tribunals
• financial costs of breaching legislation
• difficulty recruiting skilled and experienced employees
