Various Phases in the Employment Process Within Peronnel Psychology
TABLE OF CONTENTS
1. INTRODUCTION……………………………………..2
2.VARIOUS PHASES IN THE EMPLOYMENT PROCESS WITHIN PERSONNEL PSYCHOLOGY USING THE OPEN SYSTEMS DIAGRAM AND LINKING IT TO IMPALA-PETROLEUM……………………………………………………2
2.1 Job analysis and evaluation……………………………………………….3
2.1.1 Workforce Planning……………………………………………………3
2.1.2 Recruitment Phase………………………………………………………4
2.1.3 Selection and Training……………………………………………………4
2.1.4 Performance Management……………………………………………….5
2.1.5 Organisational Exit………………………………………………………..5
3. THE ELEMENTS OF THE STRATEGIC WORKFORCE PLANNING PROCESS AND LINKING THE IMPACT OF THE THREE LEVELS OF BUSINESS PLANNING ON WORKFORCE PLANNING (REFERING TO IMPALA-PETROLEUM)…………6
4. BARRIERS TO IMPEMENTING AN EFECTIVE PERFORMANCE MANAGEMENT SYSTEM IN IMPALA-PETROLEUM………………………………………………………….8
5. RELATE STRATEGIC HUMAN RESOURCE MANAGEMENT TO PERFORMANCE MANAGEMENT AT IMPALA-PETROLEUM BY APPLYING A MODEL LINKING HUMAN RESOURCE MANAGEMENT TO PERFORMANCE……………10
5.1 Strategic human resource management………………………………………….10
5.1.1 Performance Management……………………………………………………..10
5.2 Theoretical and empirical problems in the linkage between human resources management and performance…………………………………………………….11
5.3 A conceptual model in managing performance………………………………12
5.4 Key propositions of the model…………………………………………………13
5.5 Performance management at IMPALA-PETROLEUM…………………….14
6. CONCLUSION…………………………………………………………………..15
7. REFERENCES…………………………………………………………………..16
8. ASSESSMENT…………………………………………………………………...16
1. INTRODUCTION
There are various phases in the employment process within personnel psychology which are used in the management of human resources. Human resource management to operate well it has to consider these phases. That is job design and evaluation, workforce planning, recruitment, selection, training, performance management and organisational exit. These phases influence each other. Among these phases others plays an important role in personnel psychology for the
1. INTRODUCTION……………………………………..2
2.VARIOUS PHASES IN THE EMPLOYMENT PROCESS WITHIN PERSONNEL PSYCHOLOGY USING THE OPEN SYSTEMS DIAGRAM AND LINKING IT TO IMPALA-PETROLEUM……………………………………………………2
2.1 Job analysis and evaluation……………………………………………….3
2.1.1 Workforce Planning……………………………………………………3
2.1.2 Recruitment Phase………………………………………………………4
2.1.3 Selection and Training……………………………………………………4
2.1.4 Performance Management……………………………………………….5
2.1.5 Organisational Exit………………………………………………………..5
3. THE ELEMENTS OF THE STRATEGIC WORKFORCE PLANNING PROCESS AND LINKING THE IMPACT OF THE THREE LEVELS OF BUSINESS PLANNING ON WORKFORCE PLANNING (REFERING TO IMPALA-PETROLEUM)…………6
4. BARRIERS TO IMPEMENTING AN EFECTIVE PERFORMANCE MANAGEMENT SYSTEM IN IMPALA-PETROLEUM………………………………………………………….8
5. RELATE STRATEGIC HUMAN RESOURCE MANAGEMENT TO PERFORMANCE MANAGEMENT AT IMPALA-PETROLEUM BY APPLYING A MODEL LINKING HUMAN RESOURCE MANAGEMENT TO PERFORMANCE……………10
5.1 Strategic human resource management………………………………………….10
5.1.1 Performance Management……………………………………………………..10
5.2 Theoretical and empirical problems in the linkage between human resources management and performance…………………………………………………….11
5.3 A conceptual model in managing performance………………………………12
5.4 Key propositions of the model…………………………………………………13
5.5 Performance management at IMPALA-PETROLEUM…………………….14
6. CONCLUSION…………………………………………………………………..15
7. REFERENCES…………………………………………………………………..16
8. ASSESSMENT…………………………………………………………………...16
1. INTRODUCTION
There are various phases in the employment process within personnel psychology which are used in the management of human resources. Human resource management to operate well it has to consider these phases. That is job design and evaluation, workforce planning, recruitment, selection, training, performance management and organisational exit. These phases influence each other. Among these phases others plays an important role in personnel psychology for the
References: Cascio.W.F. & Aguinis, H(2011). Applied psychology in human resource management (7th ed) Upper Saddle River, New Jersey: Prentice Hall Chen, HM, & Fu, H.M.(2008) Den Hartog,D.N,Boselie,P & Paauwe,J(2004). Performance management. A model and research agenda. Applied Psychology: An International Review 53(4),556-569. Hiltrop.J.(1996).The impact of human resource management on organisational performance: Theory and Research . European Management Journal, 14(6),628-637.