HRM Task 1 Job Analysis Job analysis is considered as an organized procedure for gathering and examining facts regarding a job. Job analysis describes the job based actions, for example the tasks and the work processes. It facilitates to deliver information to companies, which assists in defining which employees are suitable for particular jobs (Prien, Goodstein, Goodstein & Gamble, 2009)…
Job analysis enables to document the requirements of job and the work that need to be executed (Levine, Ash, Hall & Sistrunk, 1983). There are numerous methods of job analysis that managers can use for collecting information i.e. interviews, questionnaire survey, observation and focus group among others. Often managers use combination of these methods on the basis of situation of the organization (Franklin, 2005). Job Description Job description is a brief account of job responsibilities and necessities. It provides the purpose of a particular job which suits the company’s structure. Job description is divided into four major sections which are job summary, job function, job requirement and other information. Job summary represents a brief outline of the job position and the key roles associated with it. Job function is the thorough description about the duties and the responsibilities of a particular job. Job requirements section provides the educational necessities, documentations and other vital experiences essential for applying for a particular job. Furthermore, job description enables to ensure that an organization is well aware of the employee requirements in order to fulfill a vacant position (Mader-Clark, 2008). Job Description ABC Ltd. Job Position: Marketing and Sales Manager Location: United States of America Major Job Responsibilities: Planning and managing marketing operations and handling employees Job Status: Full-time employment Main Objectives: Accomplishing sales target, administering business improvement and supervising employees Duties and Responsibilities Managing online recruitment services exclusively for sales and marketing position Developing marketing plan in collaboration with the sales, production and finance departments Creating budget for marketing activities through forecasting demands and allocating expenditures Managing advertisement and distribution Managing all promotional programs in a timely way Directing subordinates regarding spending money according to the budget Motivating team members for effective performance Providing training and coaching to the employees Developing marketing strategy and performing in conjunction with other departments Arranging scheduled meetings with other managers Accomplishing appropriate organizational performance through providing required information to the customers, recognizing customers’ trends and resolving any marketing issue Skill and Aptitudes Good communication skill Ability to manage numerous tasks simultaneously through utilizing personal knowledge Ability to maintain good relationship with major stakeholders Ability to ensure that organizational marketing strategies are practiced appropriately Ability to plan, assess and observe performance of subordinates and to ensure that constant improvement is in progress Relationship Internally demonstrate strong collaboration with every worker in the organization Develop trust among staffs and other managers and valuing them respectively Maintain professional relationship with the employees and the customers Maintain strong team association and support other departments Experience Requirement Minimum 4 to 6 years sales and marketing experience in the other company Experience in accounting and computer software solution Experience in ...
Cite this document
(“HRM Essay Example | Topics and Well Written Essays - 2250 words”, n.d.)
Retrieved from https://studentshare.net/other/9114-hrm
(HRM Essay Example | Topics and Well Written Essays - 2250 Words)
“HRM Essay Example | Topics and Well Written Essays - 2250 Words”, n.d. https://studentshare.net/other/9114-hrm.
The sustainability of a firm primarily depends on its management’s efficiency in identifying the need for change and executing appropriate amendments right time. The need for change would reflect an array of symptoms which will have multiple effects on the business as a whole.
However the company runs by four people in the management level and other sixteen people working as staff members was facing the heat of human resource turmoil in recent times. The main problem that was attributed for causing a decline in the motivation of the staffs was problem regarding their service allocations.
An example of this case is the GS Plumbing, a firm operating in the plumbing industry. Despite its rapid growth, the firm has to address a series of critical issues including the low employee performance and the fact that employees leave the firm for competitors.
Conclusion 9 References 10 Appendix 12 Executive Summary The success of organizational practices is usually related to their effects on the organizational performance. However, the content of these practices cannot be ignored even if their contribution in business growth is important.
Indigenous employment program is a combination of on the job work experience which can be accomplished by wage affiliates or brokered assignments together with proper support for native employees (Dockery and Milsom 2007). Rio Tinto, one of the leading global mining organisations has also been focused on Indigenous employment programs for provincial growth as well as for local employment.
Intellectual capital is the main source of competitive advantage and therefore the management should incorporate the needs of its human resource throughout its objectives and plans. Jeffrey Mello, a renowned management writer defined strategic human resource management as “consistent development of practices, policies, and programs to enhance the ability of an organization in achieving its strategic objectives.” Despite the visible disparities in concepts and definitions, the people are vital aspects of strategic HRM.
The problem is that the above failure is usually identified quite late, meaning that the effects of this failure on the firms’ stakeholders can be extremely adverse, as in the case of Enron. In any case,
One of the most important reasons why HR department is becoming so important is because of their imperative role in improving the productivity, efficiency and performance level of the organisation. Almost all of the functions performed by the HR department play a crucial role in motivating employees.
For instance, the businesses of today face challenges like having to work in a global timing, incorporation of latest business technologies and coping up with increased global competition (Jamieson, 2007).
5 Pages(1250 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic HRM for FREE!