Human Resources Managemnt
Explain what HR management is how it relates to the management process?
Human Resource management is all about the people needs of the business and the personal needs of the employees. To object is to place the people with the necessary qualifications and abilities in the appropriate positions within the organisation to maximise their usefulness to the enterprise while also considering the employees needs and their career path.
Chapter 4
1. What items are typically included in the job description? What items are not shown? A job description is a written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed. There is no standard format for writing job descriptions, but most descriptions include sections on:
• job identification
• job summary
• relationships, responsibilities, and duties
• authority of incumbent
• standards of performance
• working conditions
• job specifications
2. What is job analysis? How can you make use of the information it provides? Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them. You can utilize the information it provides to write job descriptions and job specifications, which are utilized in recruitment and selection, compensation, performance appraisal, and training. 3. We discussed several methods for collecting job analysis data—questionnaires, the position analysis questionnaire, and so on. Compare and contrast these methods, explaining what each is useful for and listing the pros and cons of each. Interviews are probably the most widely used method of collecting information for job analysis. The interview allows the incumbent to report activities that might not otherwise come to light (mental activities and activities that occur only occasionally). Observation is useful for jobs that consist mainly of physical activity that is clearly observable.
Human Resource management is all about the people needs of the business and the personal needs of the employees. To object is to place the people with the necessary qualifications and abilities in the appropriate positions within the organisation to maximise their usefulness to the enterprise while also considering the employees needs and their career path.
Chapter 4
1. What items are typically included in the job description? What items are not shown? A job description is a written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed. There is no standard format for writing job descriptions, but most descriptions include sections on:
• job identification
• job summary
• relationships, responsibilities, and duties
• authority of incumbent
• standards of performance
• working conditions
• job specifications
2. What is job analysis? How can you make use of the information it provides? Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them. You can utilize the information it provides to write job descriptions and job specifications, which are utilized in recruitment and selection, compensation, performance appraisal, and training. 3. We discussed several methods for collecting job analysis data—questionnaires, the position analysis questionnaire, and so on. Compare and contrast these methods, explaining what each is useful for and listing the pros and cons of each. Interviews are probably the most widely used method of collecting information for job analysis. The interview allows the incumbent to report activities that might not otherwise come to light (mental activities and activities that occur only occasionally). Observation is useful for jobs that consist mainly of physical activity that is clearly observable.