Training and development is one of the main things that the human resources department of Siemens have to deal with. Training an Development is the way which the humans resources department deal with induction training as this is very crucial in helping to get the best out of the workers, mentoring the workers by pushing them to their maximum potential and coaching as this helps the workers to move forward in the right direction are only just a few things they deal with. Performance management is the need to manage the performance of its employees effectively if it is to remain competitive. The human resources department of Siemens deal with this by using different methods to manage performance. Performance reviews including appraisals is used so that the worker and the human resources manager know how well the worker is doing by getting their own input on how well they are doing their job. Target settings for individuals and groups will encourage the workers not to give up and keep well motivated are only just a few. Human Resources planning are the need for the business to plan careful to ensure that they have the right number so suitable employees for their needs. The human resources department of Siemens uses a number of various information to help them. These include information on local employment trends, as this is very important to find the best staff possible for the job. Information on local skills shortages so the business knows if they need to offer training is only just a few. Recruitment and Selection is the way the business recruit staff for a variety of reasons. The reasons for recruitment and selection include changing job roles within Siemens as this occurs regularly in a business and preparing person specifications are only just a few ways the human resources department deals with recruitment and selection.
Most of the records are stored on the computer and the department have to be aware of the information under the Data Protection Act 1984. All records must be kept safe, secure and confidential.
Siemens need to plan carefully to ensure that they have the right number of employees for their needs. To do this the business needs to understand long-term aims of the business, sort of workforce that they will need in order to achieve these aims and labour market in the area in which they operate.
Labour turnover is another thing that the business has to deal with. Labour turnover measures the number of workers leaving the organisation over a time period, usually a year.
Labour stability is another going that the business has to deal with. Labour stability focuses upon employees that are staying, rather than leaving.
Sickness and accident rates are another thing that the business has to deal with. Sickness and accident rates is important for Siemens as it helps to keep track of sickness rates as they need to be certain whether sick leave is work or non-work related.
Siemens may try to stop this happening by setting up an internal promotion system, developing a staff training programme, making sure there is good communication between employees and employer and increase level of pay are some of the things that they need to think about.
E2
Labour market information is material and data about the supply and demand for labour within a certain labour market. The labour market is defined as the informal mechanism where demand and supply of labour interacts. A labour market could be a community, a city, and a region of a province, a country or larger area. Labour market information covers economic, social, demographic, and labour force data. It should describe the characteristics of the supply of labour; the people who are workers or potential workers in the market. It should also provide information on job opportunities in the market and the needs of the employers, future needs of existing employers and of new employers who will enter the market must be considered as well.
Often a wide range of information must be collected and analysed to describe, as full as possible, important features of the labour market. Labour Market Information often gives historical current and forecast information. Different users have different information needs.
Labour Market is systematically produced information about the labour market. This can include descriptive and statistical occupational information, economic and employment data by industry, unemployment and labour force data, social and demographical data, and school and training provider data.
The purpose is to inform you of short-term and long-term employment prospects, helping you to make better-informed decisions towards your employment goals.
There are a number of ways to collect labour market information; the Internet, cold calling, networking and informational interviews are only just a few.
There are a number of things that are happening in the labour market. Survey data for the three months ending in July show a rise in the working age employment rate, no change in the unemployment rate and a higher growth rate in average earnings. In August, the number of people claiming Jobseeker’s Allowance decreased.
The labour market trend assessments this month are that the employment rate is increasing and the unemployment rate is lowering off. The claimant count trend is falling slightly. Growth in average earnings remains moderate.
Employment data is very vital to businesses success so the government collects the date and makes it available tin a variety of publications. Official government data includes data from the office of national statistics such as Regional trends, Annual abstract of statistics, labour force survey and New Earnings Survey.
Labour market data is needed to provide details of the external labour available. This data may include number and occupations of seeking work; Average rates of pay and the numbers of full-time and part-time workers are only just a few.
Knowledge of the businesses local labour market is very important to the business as it helps the business stay one step ahead of their competitors.
The UK labour market trends: -
Population – depending upon the size of a business will need to consider the trends in population, locally, nationally and internationally; full/part-time employment and unemployment are only just a few market trends.
Table 1: Key Statistics for the Regional Economy
The table above provides data for the different sub-regions. Here are some of the key features:
- In terms of household income, the region as a whole fares better and the extent of intra-regional variation is reduced. Nevertheless, while Kent and the Isle of Wight are close to the UK average, figures for Surry are almost 30 per cent higher. These data demonstrate the importance of out-commuting, mainly to London, within the Surrey economy: the county is comparatively wealthy, but the source of this wealth is external, both to the county and the region. Siemens would use this information in a number of ways. This could be a reason of concern for Siemens has this might mean their workers have to be paid more, as they may pay more taxes as the income they have is more and as you earn more your taxes are more too, also the products found in Surrey may be more expensive then other parts of the UK this could mean that Siemens are required to pay their workers more in order for them to live comfortably.
- The region as a whole has seen population growth of 9 per cent since the 1980’s, mainly as a result of in-migration. The fastest growth rates have been in the north and west of the region: Oxfordshire, Buckinghamshire and Berkshire, Surrey has only seen an increase of 3.2%. This could be another bad thing for Siemens has this could mean that they would not have the right people in the future, trying to fill the vacancy left for some reason unfilled, this could also cause Siemens many problems as this could mean they may not be able to find the right people suitable for the job, this could mean that Siemens would not be able to find the right people to replace workers who for some reason aren’t working there any more and their aims may decline has the number of workers available would be a problem for any company not just Siemens.
