Human resource management encompasses a plethora of activities and job analysis forms the core of the management of human resources as this function determines the necessary abilities, skill set and qualifications required for a job.
Job analysis is precursor to recruitments,…
As such, job analysis can be termed to be a component of planning where jobs are studied and analyzed to know the requisite characteristics and nature of the job. With the help of this information, competent and suitable candidates can be employed on that particular job (Ostwald 2003).
Jobs make positions, positions make occupations and occupations transform themselves into organizational structure. As such, job analysis is the building block of not only human resources function, but also organizational behavior, structure and planning (Fig.1).
Planning, recruitment, training and appraisal- all other HRM activities directly stem out from job analysis. Job analysis is actually a comprehensive data collection technique where some data relates to the job specifications and other pertains to the individuals. Thus, number of employee, characteristics of employees, nature and mode of training and objective appraisal of employees can be done only on the basis of job analysis.
Evaluation of job- with the help of job analysis, relative worth of jobs is ascertained which in turn helps in determining the base compensation and relevance of the job in the organization. This proves to be an important criterion of cost cutting and cost saving activity for a firm.
Employee development- when both the specifications of job and the individuals handling the job are determined in advance, it becomes easier to benchmark the performance levels and analyze the gaps. Moreover, specific areas of gap can be figured out which can then be resolved by using employee counseling and training sessions.
Safety measures- process of job analysis is applied in all kinds of jobs be it technical, clerical or managerial. Therefore, it extends a bit beneficial in technical jobs where use of tools, machinery and equipments can give rise to hazardous conditions and unhealthy workplace environment. Job analysis tries to do away with ...
Cite this document
(“Human Resource Management Essay Example | Topics and Well Written Essays - 750 words - 7”, n.d.)
Retrieved from https://studentshare.net/miscellaneous/406794-human-resource-management
(Human Resource Management Essay Example | Topics and Well Written Essays - 750 Words - 7)
“Human Resource Management Essay Example | Topics and Well Written Essays - 750 Words - 7”, n.d. https://studentshare.net/miscellaneous/406794-human-resource-management.
In the contemporary market characterised with intense competition, most organisations have diverted from conventional perception of human resource as passive resource that can be manipulated to get things done.
One of the major functions of human resource management is to ensure that all decisions and activities that affect the human resources are effectively managed. This includes, recruitment of staff, ensuring that staff is highly motivated through better remuneration, provision of benefits and training among others.
Human resource management of an organization deals with a number of management decisions which have a major impact and influence on the people of the organization. The human resource management when dealt with in a strategic manner with strategic plans and well thought out and strategically devised practices, then this is referred to as Strategic Human Resource Management. The main aim of this paper is to compare and contrast the various approaches of strategic human resource management.
This transformation has had major impacts in organizational management. The concept of SHRM has evolved as a bridge between the management of organizational human resource and business strategies. The major impact has been seen through the alignment of the human resources to the performance of the firm to give it a competitive advantage.
Strategic human resource management can be defined as an efficient management process of utilizing human resources to the best extent and it aims at enhancing the organizational efficiency (Fombrun et al., 1984). It is a complex process that is continuous in nature
al with this problem, the HR department will have to make required changes in its policy, management style and strategy so that the employees are motivated to perform well and remain loyal to the company for a long period. Two theories that can be applied to an organization
The two concepts are interrelated but one elicits higher performance than the other. There was need to develop this advanced form of human resource management as a result of the changing nature of technology, economy and market. There was a need to come up with a
One element that plays a substantive role in ensuring the success of an organization is the job description, and, therefore, the paper discusses the aspect of job analysis as the cornerstone of human resource
Fordism supported domestic mass production and the allocation of high wages among laborers. It was under fordism concept that mass consumption considerations got integrated with accountabilities on production. The philosophy of fordism has influenced business operation
They can improve the knowledge, skills, and increase retention of quality employees while enhancing the nonperformers ability to suit the firm’s needs (Liker & Michael, 2010). An inquiry made regarding this argument is that a company’s current
1 Pages(250 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic Human Resource Management for FREE!