Human Resource Management
Based on the article, what I can conclude here is the components of strategic human resources management planning process include analysis, forecasting, recruiting, selecting, training, appraising, and rewarding. Job analysis is the primarily process used for gathering current information about a job to understand what knowledge, skills, abilities, and attitudes are needed in order to perform well in the job. It involves assimilating all the information that is used to develop two important document which is the job description and job specifications.
Forecasting is determining the supply of and demand for human resource for both short-term and lone-term planning. Demand forecasting are involves determining the number of employees the organization will need at some point in the future as well as the knowledge, skills, and abilities that these employees must possess. Supply forecasting involves determining sources will be available both inside and outside the organization.
Training is planned effort to assist employees in learning job related behaviours that will improve their performance. There is variety of types of training. Orientation is the formal process of familiarizing new employees with the organization, their job, and their work unit. Technical training is designed to provide employees with specialized skills and knowledge in the methods, processess, and technique associated with the job. On the job training is conducted while employees perform jon related tasks. Management development programs are designed to improved the technical, interpersonal, and conceptual skills of supervisor, managers, and executives.
A key factor resulting in the increased importance of human resource managers is the number and complexity of legal issues faced by organizations. Federal and state laws that specify required, accepteble, and prohibited employment practices place many constraints on recruiment, selection, placement, training, and other human resource activities.
The increasing number of jobs in services and very flexible high-tech companies plus proactive SHRM practices may have caused declines in union membership.
As a conclusion, by managing human resource well, the organization will have the right jobs. The right people, guided and motivated to achieve the organizations goals and overall strategy, are the most important assets of the organization. The right people include managers who are successful leaders.
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