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  1. 1-1-the-nature-and-purpose-of-business
    3 主题
  2. 1-2-forms-of-business
    5 主题
  3. 1-3-the-external-environment
    5 主题
  4. 2-1-management-and-leadership
    3 主题
  5. 2-2-management-decision-making
    4 主题
  6. 2-3-the-role-and-importance-of-stakeholders
    3 主题
  7. 3-1-marketing-objectives
    1 主题
  8. 3-2-understanding-markets-and-customers
    5 主题
  9. 3-3-making-marketing-decisions
    2 主题
  10. 3-4-the-marketing-mix
    7 主题
  11. 4-1-operational-objectives
    2 主题
  12. 4-2-operational-performance
    1 主题
  13. 4-3-efficiency-and-productivity
    3 主题
  14. 4-4-quality
    1 主题
  15. 4-5-inventory-and-supply-chain-management
    3 主题
  16. 5-1-financial-objectives
    2 主题
  17. 5-2-financial-performance
    6 主题
  18. 5-3-sources-of-finance
    3 主题
  19. 5-4-cash-flow-and-profit
    1 主题
  20. 6-1-human-resource-objectives
    1 主题
  21. 6-2-human-resource-performance
    1 主题
  22. 6-3-organisational-design
    3 主题
  23. 6-4-human-resource-planning
    4 主题
  24. 6-5-motivation
    4 主题
  25. 6-6-improving-employer-employee-relations
    2 主题
  26. 7-1-mission-objectives-and-strategy
    4 主题
  27. 7-2-assessing-the-internal-position-of-a-business
    10 主题
  28. 7-3-changes-in-the-external-environment
    7 主题
  29. 7-4-the-competitive-environment
    1 主题
  30. 7-5-investment-appraisal
    2 主题
  31. 8-1-strategic-direction
    1 主题
  32. 8-2-strategic-positioning
    2 主题
  33. 9-1-changes-in-scale
    4 主题
  34. 9-2-innovation
    2 主题
  35. 9-3-globalisation-and-internationalisation
    4 主题
  36. 9-4-digital-technology
    1 主题
  37. 10-1-managing-change
    3 主题
  38. 10-2-organisational-culture
    2 主题
  39. 10-3-implementing-strategy
    2 主题
  40. 10-4-strategic-failure
    2 主题
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The value of setting human resource objectives

  • Human resource (HR) objectives are clear targets that help a business plan and manage its workforce more effectively

  • Setting them has several benefits:

  1. Improves business performance

    • Aligning employee effort with business goals increases productivity and efficiency

  2. Supports strategic planning

    • Clear HR objectives guide recruitment, training and organisational development

  3. Enables measurement and control

    • Progress can be tracked using HR metrics such as staff turnover or engagement levels

  4. Helps attract investment and leadership support

    • Data-backed goals reassure senior managers and investors that the business is managing its people effectively

Different types of human resource objectives

Objective

Definition

Example

Employee engagement

  • Boosting employees’ enthusiasm and involvement in their work

  • The John Lewis Partnership uses staff ownership to increase motivation and engagement

Talent development

  • Growing employees’ skills to prepare them for more senior roles

  • Rolls-Royce runs a graduate programme to develop future engineering and management leaders

Training

  • Equipping staff with the skills needed to perform effectively

  • BT offers digital skills courses through its “Skills for Tomorrow” initiative

Diversity

  • Building a workforce with a range of backgrounds, perspectives and experiences

  • PwC UK publishes diversity targets to improve ethnic and gender representation in leadership

Alignment of employee and employer values

  • Ensuring staff values match the business’s culture and mission

  • The Co-operative Group promotes ethical values that attract and retain like-minded employees

Number, skills and location of employees

  • Ensuring the business has the right people, with the right skills, in the right places

  • Amazon UK strategically locates fulfilment centres and staff to meet regional delivery demands

Soft versus hard HRM approaches

  • Businesses use different approaches to meet their HR objectives. These are typically grouped into soft and hard human resource management (HRM) strategies:

    • Soft HRM

      • Focuses on employees as valuable long-term assets

      • Emphasises motivation, engagement and development

      • Often linked to higher staff retention and job satisfaction

      • E.g. The John Lewis Partnership applies soft HRM by giving employees a stake in the company and a voice in key decisions

    • Hard HRM

      • Treats employees more like a resource to control and minimise costs

      • Focuses on efficiency, short-term contracts and minimal employee involvement

      • Often linked to lower labour costs but higher labour turnover

      • E.g. Sports Direct has been criticised for using zero-hour contracts, a hallmark of hard HRM

  • Most businesses combine elements of both approaches depending on their strategy, budget and industry