Learning Outcomes
1 Understand and evaluate human resource management
- Explain the role and purpose of human resource management in a selected service industry.
- Justify a human resources plan on the basis of an analysis of supply and demand for a British Airways business.
2 Understand the effect of employee relations and employment law on service industries businesses.
- Generate the current state of employment relations in a selected service industry.
- Explain how employment law affects the management of human resources in a selected service industry business.
3 Understand the recruitment and selection procedures
- Explain a job description and person specification for a selected service industry job.
- Compare the selection process of different service industries businesses.
4 Evaluate the training and development in service industries businesses.
- Assess the contribution and role of training and development activities to the effective operation of a selected service industry business
Unit content
1 Human resource management
Human resource management: concept and techniques of human resource management (HRM) For example planning and forecasting, recruitment process, contracts of employment, deployment and monitoring of employees, training and development, budget monitoring, relationships; role and purpose of HRM, soft HRM, hard HRM.
2 Explain the effect of employee relations and employment law on service industries businesses.
Employee relations: unionisation for instance structure, culture, collective bargaining, negotiation, consultation; employee participation, involvement and conflict management, empowerment; grievance procedures, disciplinary procedures
3 Recruitment and selection process
Recruitment: effects for example factors affecting and making impact on the labour market, organisational requirement analysis, job analysis, job design, organisational needs, job descriptions, person specifications, methods of recruitment advertising
4 Training and development in service industries businesses
Training and development: influence for example link between induction programmes and training, the role and need for training, training versus development debate, types of training and development activities, training needs analysis, use of appraisals and target setting, advantage of training and development, barriers and attitudes to training, competency-based training, analysation of training against overall organisational objective.
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