Human resources planning - is the management process of

anticipating and meeting zhe organisational current and future staffing

needs

Labour turnover - measures the rate of change of human resources

within an organisation, per period of time.

Internal and external factors that influence human resources

planning.
● Demographic change- is when the company takes into account the
trends in the population this usually refers to hiering
● Change in labour mobility- this refers to the ability in which workers
are willing to change their job this could be change jobs, changing
locations
● New communication technologies- when new methods of
communication aries companies need to adapt their ways of
communication to allow them to be more oficeint

Types of
HRM
- The strategic approach to the effective management of an organisation’s
workers so that they help the business gain a competitive advantage
Workforce planning
- Analysing and forecasting the number of workers and the skills of those
workers that will be required by the organisation to achieve its objectives
Occupational mobility of labour
- The extent to which workers are willing and able to move to different jobs
requiring different skills
Geographical mobility of labour
- The extent to which workers are willing to move to a new geographical region
to take up new jobs
Workforce audit
- A check on the skills and qualifications of all existing employees
Workforce plan
- Thinking ahead and establishing the number and skills of the workforce
required by the business to meet its objective

Leaderships
● Autocratic
○ Advantages: faster decision making
● Paternalistic
● Democratic
● Laissez-faire
● Situational