The human resource management
行政司机Introduction:生日送花祝福语
Human resources are the most valuable and unique asts of an organization. The successful management of an organization's human resources is an exciting, dynamic and challenging task, especially at a time when the world has become a global village and economies are in a state of flux. The scarcity of talented resources and the growing expectations of the modern day worker have further incread the complexity of the human resource function. Even though specific human resource functions/activities are the responsibility of the human resource department, the actual management of human resources is the responsibility of all the managers in an organization.
It is therefore necessary for all managers to understand and give due importance to the different human resource policies and activities in the organization. Human Resource Management outlines the importance of HRM and its different functions in an organization. It examines the various HR process that are concerned with attracting, managing, motiva
ting and developing employees for the benefit of the organization.
Content:
Job Analysis:
Job analysis is a systematic of the activities within a job. It is a technical procedure one that is ud to define the duties, responsibilities and accountabilities of a job. It involves the identification and description of what is happening on the required tasks, the knowledge and skills necessary for performing them and condition under which they must be performed now and in the future. Job analysis facilitates accurate recruitment and lection practices, ts standards for performance appraisals and allows appropriate classification of positions.
Job description:
Job descriptions are bad on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and t
he needs of the organization to produce work.
Job descriptions clearly identify and spell out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment ud, knowledge and skills needed, and relationships with other positions.
The best job descriptions are living, breathing documents that are updated as responsibilities change. The best job descriptions do not limit employees, but rather, cau them to stretch their experience, grow their skills, and develop their ability to contribute within their organization.
规划管理>普京照片 Job specification:
防空兵指挥学院 A job specification describes the knowledge, skills, education, experience, and abilities you believe are esntial to performing a particular job. The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a particular job.
A job specification cuts to the quick with your requirements whereas the job description defines the duties and requirements of an employee’s job in detail. The job specification provides detailed characteristics, knowledge, education, skills, and experience needed to perform the job, with an overview of the specific job requirements.
燧明国墨镜英文Like The Experience: experience in the job you are eking to fill. Number of years requires progressively more complex and responsible experience, and supervisory or managerial experience.
Like The Education: State what degrees, such as training, or certifications are required for the position.
The Recruitment:
Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective lection of an efficient working force.
曲折近义词
1-Recruitment Strategy:
You need a strategic plan in order to find and lect the right people.
Do the following.
∙Carry out a regular inventory of the employment needs of every department, division and ction in your organization. Carry out this exerci at least once a year. This provides you with information on the immediate and the short-term needs for additional manpower. This is manpower needs analysis.
∙Gather information from your organizational strategic plan. You will find information on the need for additional people and the most likely areas for deployment.
∙Scrutinize management decisions and interpret them in terms of manpower management and the needs for additional manpower.
∙Keep abreast of new developments in the industry in which your organization is in, the pr
evailing market conditions and what competitors are doing. You may need to create new positions.
