c 4 - HR
Section 1 Role of HRM
1.1 Strategic role of human resources
Refers to the management of the total relationship between an employer and emplo
it links people related activities to the strategy of a business.
Its strategic role is to provide the business with people who have the skills & attribu
required to achieve the long term goals of the business.
To ensure HR adds value by developing and maintaining a workforce that is efficien
productive, loyal, flexible & adaptive to change.
1.2 Interdependence with other key business functions
Operations → Works with HR to ensure business has recruited staff with skills &
experience necessary to produce the product. Implements training and developme
programs
Marketing → Involved in product design & development. HR trains employees for th
departments. Staff are public face of the business → actions towards consumers
influence their decision to purchase & recommend to others.
Finance → Helps HR achieve objectives & is main source of performance measurem
data provides insight into the staffing needs of a business. HR managers must work
within budgets provided by finance to fund training & development, workplace
education issues, WHS, and remuneration.
1.3 Outsourcing - Refers to the transfer of a business function to an external service
provider, often to obtain a cheaper and more superior service.
1.3.1 Human Resource Functions - HRM is the most likely corporate function to be
outsourced, mainly in its traditional areas such as recruitment, induction, training,
payroll. It reduces the need for the business to employ full time staff. Occurs a lot in
small businesses.
,1.3.2 Using contractors
A contractor is an external provider of services to a business.
Employees are subject to contract of service: they offer their services to a business
regular basis and are subject to the lawful control/authority of the employer.
Independent contractors subject to contract for service: employment not ongoing a
an agreed fee is paid in return for their service, which they will provide usually for a
fixed period.
, Global contractors
Section 2: Influences on HRM
SECTION 2.1
Stakeholders in the Employment Relations Process:
(GUESEE)
Stakeholder - someone who has a vested interest in the business – eg employees,
customers, govts, future generations, suppliers, govt depts, competitors.
Governments - Low u/e, High wages, low inflation, eco growth
Employees/ Trade Unions - safe working conditions, high incomes, flexibility and lea
career paths
Employers/ Emp Associations - low wage growth, skilled workforce, increased profi
and productivity
2.1.1 Employer: A person or business that seeks labour under a contract of employm
Section 1 Role of HRM
1.1 Strategic role of human resources
Refers to the management of the total relationship between an employer and emplo
it links people related activities to the strategy of a business.
Its strategic role is to provide the business with people who have the skills & attribu
required to achieve the long term goals of the business.
To ensure HR adds value by developing and maintaining a workforce that is efficien
productive, loyal, flexible & adaptive to change.
1.2 Interdependence with other key business functions
Operations → Works with HR to ensure business has recruited staff with skills &
experience necessary to produce the product. Implements training and developme
programs
Marketing → Involved in product design & development. HR trains employees for th
departments. Staff are public face of the business → actions towards consumers
influence their decision to purchase & recommend to others.
Finance → Helps HR achieve objectives & is main source of performance measurem
data provides insight into the staffing needs of a business. HR managers must work
within budgets provided by finance to fund training & development, workplace
education issues, WHS, and remuneration.
1.3 Outsourcing - Refers to the transfer of a business function to an external service
provider, often to obtain a cheaper and more superior service.
1.3.1 Human Resource Functions - HRM is the most likely corporate function to be
outsourced, mainly in its traditional areas such as recruitment, induction, training,
payroll. It reduces the need for the business to employ full time staff. Occurs a lot in
small businesses.
,1.3.2 Using contractors
A contractor is an external provider of services to a business.
Employees are subject to contract of service: they offer their services to a business
regular basis and are subject to the lawful control/authority of the employer.
Independent contractors subject to contract for service: employment not ongoing a
an agreed fee is paid in return for their service, which they will provide usually for a
fixed period.
, Global contractors
Section 2: Influences on HRM
SECTION 2.1
Stakeholders in the Employment Relations Process:
(GUESEE)
Stakeholder - someone who has a vested interest in the business – eg employees,
customers, govts, future generations, suppliers, govt depts, competitors.
Governments - Low u/e, High wages, low inflation, eco growth
Employees/ Trade Unions - safe working conditions, high incomes, flexibility and lea
career paths
Employers/ Emp Associations - low wage growth, skilled workforce, increased profi
and productivity
2.1.1 Employer: A person or business that seeks labour under a contract of employm
