Job analysis is understood as the analysis of job-related activities in the organization. Job analysis collects and analyses the information related to jobs and various aspects of jobs. It is performed upon ongoing jobs only which contain job contents and the skill requirement to perform the specific task. It involves a formal study of jobs which is essential in determining the duties and the nature of the jobs in the organization. Job analysis is a very important function of HR, which is related with many activities of Human Resource Management (HRM). Theoretically speaking, job design, job analysis, job descriptions and job specifications and are all around “work” to be, but from the company’s current situation, the design work than not to change, the only way is indeed feasible that using job analysis to evaluate the value of work position, even reasonable analysis can achieve job enrichment and purposes of diversification. Continue reading
HRM Functions
Outsourcing of Training and Development
Organizations now are using a unique approach to provide training internally by outsourcing their training departments. This they have found is a way that reduces costs improves productivity and relives them from the need of constant upgradation. Handing over the organizations training function over to “experts” in many ways also improves the quality of training. These experts have a lot of advantages; they are constantly upgrading themselves to differentiate themselves from the competition and add value to their clients, by virtue of the multiple clients they serve – they have an upfront feel of the best industry practices; training costs can be tracked more objectively and can help align your training’s with your strategic objectives in a far better manner. Outsourcing of training and development activities means comprehensive, end-to-end outsourcing–from the management of the training function to the design, delivery and reporting. Training BPO refers to the transfer of management Continue reading
The Strategic Role of Human Resource Management
Human resource development is the process of assisting employees in a certain organization to improve their personal and organizational skills, their abilities, and use of knowledge. This includes helping them through taking them for training, career development courses, organizational and performance management. The main aim of human resource development is to develop an advanced workforce that will enable the organization to achieve its goals and offer the best to its customers. Human resource development can be done from within the organization or from outside the organization. It can also be done formally such as a planned organizational change, offering classroom training to employees or taking them through a certain college course, or informally where a manager may decide to coach the employees on a particular issue. Human resource development in any organization is the role of human resource management. This deals with all the matters of the employees. This article, Continue reading
Development of Human Resources in an Organization
Human resource development (HRD) is a sub-system that operated in the main system; the organization. In order for the organization to be successful the objectives and goals of the subsystems must be aligned towards achieving the set goals of the main system. For example, the primary objective of the organization would be to maximize return on shareholder investment. We may find that the objectives of training and development would be a level removed down, that is to maximize the capabilities of the employees, induce innovation, and produce high quality products and service. They may be different but a closer look at each of these objectives reveals that they serve a singular purpose; maximize the return. HRD and Motivation Motivation is certainly the key for the people to keep returning to the job. However it must not be viewed through a single window which shows you that rewards and bonuses makes Continue reading
Concepts of Job Description and Job Specification
Job Analysis is the systematic process of collecting and making judgments about all the important information related to a job. Job Analysis is the procedure through which one determines the duties and nature of the jobs. It also determines the kinds of people who should be hired for those jobs. General purpose of job Analysis is to document the requirements of a job and the work performed. Moreover job Analysis is fundamental to the preparation of job specification and description. Job Description Job description is a broad statement of the purpose, duties and responsibilities of a job or position. A job description is based on a detailed job analysis and usually summarizes the essential information gathered through job analysis. It describes the main tasks and responsibilities of the job clearly and concisely in order to facilitate the systematic comparison of jobs for evaluation purposes. The kind of information and amount Continue reading
Competitive Imperatives of Compensation
Compensation is what employees receive in exchange for their contribution to the organisation. Generally, employees offer their services for three types of rewards. Pay refers to the base wages and salaries employees normally receive. Compensation forms such as bonuses, commissions and profit sharing plans are incentives designed to encourage employees to produce results beyond normal expectation. Benefits such as insurance, medical, recreational, retirement, etc., represent a more indirect type of compensation. So, the term compensation is a comprehensive one including pay, incentives, and benefits offered by employers for hiring the services of employees. In addition to these, managers have to observe legal formalities that offer physical as well as financial security to employees. All these issues play an important role in any HR departments efforts to obtain, maintain and retain an effective work force. So, the employers are, therefore are required to know that what are competitive imperatives which can Continue reading