Job descriptions are the duties and requirements that are necessary for the recruitment of an employee. It is a list of general chores, duties and role of the employee for a specific and general job. Without job description a person cannot perform his role accordingly. In simple words job description is the basic or main responsibilities that an employee is supposed to perform for any organisation or company. Any job description must contain these things; A job summary: Detailed information regarding the general tasks and duties of the job. A list of job functions: List of those functions and duties that an employee needs to perform his duty. Requirements: For different jobs there are different requirements. The job description must contain the specific requirements for the job. Other requirements: If there are any other requirements for a specific job a job description explains those relevant requirements. Preparing a job description Continue reading
Human Resource Management Basics
Concept of HR strategy (Human Resource Strategy)
After the revolution of personnel management into human resources management now we are open to new concept “human resources strategy”. Today Human beings are the most important recourse for an organization and the existent of an organization are exclusively dependable on employees. Today the most of problems and challenges in an organization are all human related. HR Manger is more concern with employee thoughts, development, set values, expectations, motivation, and psychology well-being. Repeated and frequent development in global markets and technology make it more difficult for higher managers to develop HR strategies. To meet the competitive requirement of market manger should acquire conceptual strategic skills and practices. That why HR manager should adopt up to date training techniques so that low level employee’s productivity can be elevate. Implementation of advance technology at workplace enable employee to defeat up rising complications from upcoming technology. Demographic resemblance is in social context is Continue reading
The Art of Managing Human Resources in an Organization
Organizations and corporations are multifaceted. Such complexity within a business necessitates the need to strategic approach to the management of the employees, whose task is to enable the business to achieve its objectives. Human capital is an imperative asset of an organization and proper use of a potent assent can construct a successful and resourceful organization. In an organization, human capital can make or break an objective or a strategy. The human resource department is the most important department of an organization. Almost all activities directed at attracting, developing, and maintaining effective workforce are implemented in this department. The functions of human resource management are, but are not limited to, hiring the right candidates, at the right time, and at the right price. It also involves training the existing employees, motivating them to give the best to the organization, resolving conflicts, discipline the employees who violate the organization’s rules and Continue reading
Job Analysis and Human Resource Planning
Within the Human Resource Planning process, matching the demand and supply of labor informs decision-makers about potential trends and changes in labor requirements, and also provides information about the best labor mix. Job analysis refines and complements this information to determine exactly what each job involves and who is required before specific staffing decisions can be made. Broadly speaking, job analysis refers to the process of getting detailed information about jobs. Organizational conditions often change in response to new technology and machinery, as well as legislative and market requirements. Job analysis therefore becomes important in interpreting what the job currently involves. Having identified the objective of the job analysis, the HRM analyst must determine the type of information that needs to be collected, the source of the information, the method of data collection and how the data will be analyzed. The type of information that is collected is usually associated Continue reading
Causes and Effects of Low Productivity at Work
Productivity is measured of the efficiency of production. Productivity is defined as total output per unit of a total input. Low productivity in the workplace can have a dramatic effect on the company but the moment managers see the signs there are immediate change they make to help turn the situation around. Causes for Low Productivity Poor management: The main cause of low productivity is poor management. The manager does not take steps to implement the most productive way of doing the things. If the employee feels that their work is not recognized by their supervisor they will not give their 100 percent. Outdated system: If the company is using outdated machine or methods, it will lead to lower productivity. Employee dissatisfaction: Dissatisfied employee are unproductive ones, as compared to productive employees who are passionate about their work. If there is wrong person in the job or right person in Continue reading
Employee Turnover – Meaning, Causes and Effects
In today’s highly dynamic commercial work, it is becoming a challenge for job-seekers to find jobs that best fit their personality, and for employers to hire the right people who can do the job and also integrate well into the company culture. Failure to overcome this issue can be resulted in high turnover of employees. Employee turnover is a part of normal business activity; whereby employees come and go as their life situations change. Most employers realize this and, indeed, large firms typically have entire departments devoted to the management of human resources in order to make the transition as easy as possible for both management and employee and to minimize the associated hiring and training costs. Employee turnover is a ratio comparison of the number of employees a company must replace in a given time period to the average number of total employees. A huge concern to most companies, Continue reading