Trends in the Workplace
Running head: Trends in the Workplace
Trends in the Workplace
Assignment 1
HRM-500
Human Resources Management Foundations
March 10, 2014
Material Requirements Planning (MRP) is a production planning and inventory control system used to manage the manufacturing process. Most MRP systems are software-based. However, it is possible to conduct MRP by hand as well. The intent of a MRP system is to simultaneously meet three objectives; (1) Ensure materials are available for production and products are available for delivery to customers; (2) Maintain the lowest possible level of inventory; and (3) Plan manufacturing activities, delivery schedules, and purchasing activities.
As expected, there are certain functions of human resources that will be directly affected with the implementation of a MRP system. First would be job analysis, the process of getting detailed information about the job. Secondly, the job description, which consist of the list of tasks, duties and responsibilities (TDRs) that the job entails; and third, the job specifications, which focuses on the activities involved in caring out a job (Noe et al., 2014, p. 103). With a shift from a manual process to an automated one, an organization will obviously need to modify the standards of performance for numerous tasks and other requirements. Thus the job, analysis, job description, and the job specifications will all require revisions accordingly.
Methods I would propose as the human resource manager that could assist the organization with carrying out these changes successfully would begin with training and development. With the implementation of the MRP system, training and development will be a priority and a dedicated orientation for employees to the new system would be required.
This orientation would require an undertaking that is well planned, informative, and addresses all inquiries for effected employees and staff. Furthermore, skill development is needed to prepare users
Trends in the Workplace
Assignment 1
HRM-500
Human Resources Management Foundations
March 10, 2014
Material Requirements Planning (MRP) is a production planning and inventory control system used to manage the manufacturing process. Most MRP systems are software-based. However, it is possible to conduct MRP by hand as well. The intent of a MRP system is to simultaneously meet three objectives; (1) Ensure materials are available for production and products are available for delivery to customers; (2) Maintain the lowest possible level of inventory; and (3) Plan manufacturing activities, delivery schedules, and purchasing activities.
As expected, there are certain functions of human resources that will be directly affected with the implementation of a MRP system. First would be job analysis, the process of getting detailed information about the job. Secondly, the job description, which consist of the list of tasks, duties and responsibilities (TDRs) that the job entails; and third, the job specifications, which focuses on the activities involved in caring out a job (Noe et al., 2014, p. 103). With a shift from a manual process to an automated one, an organization will obviously need to modify the standards of performance for numerous tasks and other requirements. Thus the job, analysis, job description, and the job specifications will all require revisions accordingly.
Methods I would propose as the human resource manager that could assist the organization with carrying out these changes successfully would begin with training and development. With the implementation of the MRP system, training and development will be a priority and a dedicated orientation for employees to the new system would be required.
This orientation would require an undertaking that is well planned, informative, and addresses all inquiries for effected employees and staff. Furthermore, skill development is needed to prepare users
References: Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of Human Resource Management (5th ed.). New York, NY: McGraw-Hill. O 'Toole, J., & Lawler, E. E. (2006). The New American Workplace. New York: Palgrave Macmillan. Heathfield, S. M. (2013). Create a Work Environment That Encourages Employee Engagement Retrieved March 10, 2014, from http://humanresources.about.com/od/Employee-Engagement/qt/Employee-Engagement.htm Power, B. (2012). Focus HR on Process Improvement. Retrieved March 10, 2014, from http://hbr.org/2012/02/focus-hr-on-process-improvemen/