The end product of the job analysis process is the job description. A job description spells out work duties and activities of employees. Job descriptions are a vital source of information to employees, managers, and personnel people because job content has a great influence on personnel programmes and practices. Staffing: Staffing emphasises the recruitment and selection of the human resources for an organisation. Human resources planning and recruiting precede the actual selection of people for positions in an organisation.
Many proponents of theorists that include that of scientific management and Hawthorn studies have been carried out in an effort to understand the human relations in organizations. This assignment will endeavor to discuss the growth of Human Relations Movement as a result of the Hawthorne studies and also strive to highlight the major developments in the management of the employees. It will of course give a number of proponents of theorists that were for and those that were against the Hawthorn studies. The growth of the human relations movement has involved a redefinition of the nature of work and the gradual perception of managers and workers as complex human beings. Two landmarks in the study of motivation and worker needs are 'Frederick Taylor's work in scientific
4). Advancement technology has led to advances of transportation and telecommunication, and these advances have led to connections and interactions between people that may not have encountered each other. Globalization has also led to an increase of available resources to companies around the world. When it come to the four functions of management and how globalization affects them, an organization must plan a companies goals and mission according to whether or not they want to globalize, export or import, then they must organize their company and departments to help implement the plan, next they must be able to lead their employees to implement those plans, and then control their company to follow the plan and stay on track while learning and adapting to changes as they go. Doing business with companies half way across the world has become easy with instant communication.
Factors that contribute to people’s perceptions and attributions in the workplace can be extremely important to understand how it relates to forming opinions. There are several key factors as it relates to coworkers and forming or changing opinions. In the case study of Joe Salatino, operant conditioning and self-efficacy as it relates to improving the workplace performance and hiring will be discussed in the coming paragraphs. In the workplace, understanding the perceptual process can be very helpful when it comes to many factors such as hiring, viewing coworkers and how to change your perceptions of others. Below I will discuss the different ideas and the importance of why Joe Salatino in the case study “President of Great Northern American” should help his employees understanding about how people form perceptions and make attributions.
That focus helped create awareness, change mind set, and create new opportunities for many. Analyzing Draper Manufacturing, are embracing a more inclusive definition of diversity that recognizes a spectrum of differences that influence how employee approach work, interact with each other, drive satisfaction from their work, and define who they are as people in the workplace. A cultural audit tool will helpful to Draper Manufacturing. A cultural audit is a tool that identifies problems or areas needing improvement in a corporation’s culture. Cultural audit.
The analysis results in changing the company’s HRM activities. It serves as the link between the organization’s goals and the actions to ensure the company can meet its objectives. The company now must determine how it organizes, what jobs need to be done and how many and what types of workers will be required. Assessing current Human resources begins by developing a profile of the current employees. This analysis includes inventory of the workers and the skills they current possess.
Abstract The employees in an HR department contribute to a company’s growth by maintaining focus on the organization's objectives and business strategies, maintaining a healthy work environment between company policies and individuals, and focusing on recruiting, maintaining, and utilizing an effective work force, which organizations cannot survive without. . In order to incorporate equality and consistency, it is important for an organization’s human resource department to create a well thought-out interview structure, enabling them to ask the same or similar questions to elicit the desired information. Overall, having a balance between focus on the skillset demanded by the role and the interpersonal style demanded by the organizational culture will create a strong foundation for the recruitment process. Once an employee has been hired, it is the responsibility of the organization’s human resource department to train and inform them of the guidelines and expectations of the company.
The Manager?s Human Resource Management JobsWhy is HR Management Important to all Managers?Line and Staff Aspects of HRMCooperative Line & Staff HRM: An ExampleFrom Line Manager to HR ManagerThe Changing Environment of HR ManagementHR?s Changing RoleA Changing EnvironmentMeasuring HR?s Contribution: Strategy, Metrics, and The HR ScorecardAn Emphasis on PerformanceKey terms:management process: The five basic functions of management are: planning, organizing, staffing, leading, and controlling. human resource: The staffing functions of the management process. Or, themanagement (HRM): policies and practices needed to carry out the "people" or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. authority: The right to make decisions, to direct the work of others, and give orders. line manager: Authorized to direct the work of subordinates-they're always someone's boss.
Challenges of Human Resource Managers In a time of increasing globalization, economic rationalization, competitiveness, deregulation, technological revolution and changing workforce there is an increasing need for human resource management to be able to capitalize and gain on the challenges that this changing environment will bring. For a company to be able to successfully stay ahead of its competition, human resource management has to be seen as a significant contributor within the company. Human resource management will face many challenges and will operate in a constant environment of change. Two of the most important challenges to the role of human resource management in the future is the capacity to develop and utilize a new set of competencies to fulfill the changing roles and the ability to move to a strategic human resource. In this assignment I will outline how each of these areas have developed to become two of the most important changes for Human Resource Managers and why I believe they are critical to the success of an organization.
It provides both organizational information’s (like location in structure, authority etc) and functional information (what the work is). It gives information about the scope of job activities, major responsibilities and positioning of the job in the organization. This information gives the worker, analyst, and supervisor with a clear idea of what the worker must do to meet the demand of the job and is used as the basis of group discussion. It helps in of new employees, to learn duties & responsibilities. JOB SPECIFICATION refers to details of the human qualifications, which are required for performance of a job.