What does human resource management do in a company?
Although the formulation of organizational objectives
results in clear guideposts for evaluating performance, resource - human
and other - are necessary for their achievement. Human resource planning
is the development of a comprehensive strategy for meeting the
organization's future human resource needs. It is the process by which
management makes certain that it has the right number of people with the
right number of appropriate skills at the right places at the right
time.
Human resource planning involves three steps.
First, present human resource must be assessed. At this stage, management determines whether the present work force is appropriate for the firm's current needs and whether it is being used properly.
Second, the human resource forecast of future personnel needs must be conducted. This forecast compares current employee skills and their expected projected skills at some future date with the expected organizational needs at that date.
Finally, a program must be developed for meeting future human resource needs. The forecast serves as a blueprint for training current employees and recruiting new employees to meet organizational needs as they occur.
Human resource planning cannot be accomplished without a clear picture of current employees, skills, and qualifications. Three techniques are useful in providing this information; job analysis, job description, and job specification.
Job analysis is the systematic, detailed study of a job; it identifies and examines the elements and characteristics of a job and the requirements of the person assigned to the job. From the job analysis, the human resource department develops a job description, a document specifying the objectives of a job, the work to be performed, the responsibilities involved, the skills needed, the relationship of the job to other jobs, and the working conditions.
Next, the job specification - the written description of the special qualifications required of a worker who fills a particular job - is prepared. The specification lists experience, education, special skills, and other requirements.
The job description and job specification are typically combined into one document. This type of document is invaluable to human resource departments seeking qualified applications for job openings. First used in factory jobs, such combination documents are common today in retail stores, offices, banks, and almost all large organizations.
What do human resource management does?
Human resource planning involves three steps.
First, present human resource must be assessed. At this stage, management determines whether the present work force is appropriate for the firm's current needs and whether it is being used properly.
Second, the human resource forecast of future personnel needs must be conducted. This forecast compares current employee skills and their expected projected skills at some future date with the expected organizational needs at that date.
Finally, a program must be developed for meeting future human resource needs. The forecast serves as a blueprint for training current employees and recruiting new employees to meet organizational needs as they occur.
Job analysis, job description, and job specification
Human resource planning cannot be accomplished without a clear picture of current employees, skills, and qualifications. Three techniques are useful in providing this information; job analysis, job description, and job specification.
Job analysis is the systematic, detailed study of a job; it identifies and examines the elements and characteristics of a job and the requirements of the person assigned to the job. From the job analysis, the human resource department develops a job description, a document specifying the objectives of a job, the work to be performed, the responsibilities involved, the skills needed, the relationship of the job to other jobs, and the working conditions.
Next, the job specification - the written description of the special qualifications required of a worker who fills a particular job - is prepared. The specification lists experience, education, special skills, and other requirements.
The job description and job specification are typically combined into one document. This type of document is invaluable to human resource departments seeking qualified applications for job openings. First used in factory jobs, such combination documents are common today in retail stores, offices, banks, and almost all large organizations.
What does human resource management do in a company?
Reviewed by BP Admin
on
August 25, 2017
Rating:
Reviewed by BP Admin
on
August 25, 2017
Rating:
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