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Example research essay topic: Human Resource Management Short Period Of Time - 1,304 words

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Job Analysis As we enter the new millennium more and more companies are recognizing the importance of managing their human resources as effectively as possible. They are also recognizing that doing so, however, cannot be done without recognition and incorporation of the global context. As the environment becomes more global, managing people also become more challenging, more unpredictable and uncertain and more subject to rapid change and surprise. The importance of managing people effectively, many companies are devoting a great deal more time, attention, skill and effort to have a competitive edge. Researchers indicate that the competency levels of HR managers in high performing firms are significantly higher than those of HR managers in low performing firms. (One of the aims of HRM is to give an organization a competitive edge) Job analysis is an important tool employment tool. Staff is basis for work and on staff depends whether or not business will be successful.

All hiring decisions should be made on objective criteria. It is necessary for supervisor to know each job under his supervision and qualification needed to perform it. It helps supervisor in developing of objective interview questions and objective evaluation of employee performance. It may sounds strange but specialist in human resources is valuable asset for a working team because he is responsible for initial screening of job applicants and mediating performance appraisal disputes. In this paper the key components of the jobs in their organization will be examined on the example of management level position in a Canadian Bank. Job analyses come handy when it is necessary to provide an objective basis for hiring, evaluating, training, etc.

For example before hiring people on the position of manager in the bank we need to determine the purpose of this job, the essential functions (job duties which you think are essential for the good performance of this job), job setting (conditions where necessary functions are performed), job qualifications (the minimal skill possessed by the individual). Human resources expert must remember that job analysis describes the job, not the person who fills it. There are different techniques of job analysis. Lets overview the most widely used.

It is method of observation. It is well-suited technique for filling following positions: machine operator / adjuster , construction worker, police officer / patrol officer, flight attendant, bus driver, housekeeper / janitor , skilled crafts worker. According to HR Guide Direct Observation of incumbents performing their jobs enables the trained job analyst to obtain first-hand knowledge and information about the job being analyzed. The Observation method of Job Analysis is suited for jobs in which the work behaviors are 1) observable involving some degree of movement on the part of the incumbent, or 2) job tasks are short in duration allowing for many observations to be made in a short period of time or a significant part of the job can be observed in a short period of time, or 3) jobs in which the job analyst can learn information about the job through observation. (Job Analysis) Interview method is also very popular because it helps to collect information from an incumbent by asking the incumbent to describe the tasks and duties performed. It has many advantages and is not hard to perform but the main disadvantage is that incumbent may exaggerate or omit tasks. The technique of Questionnaire seems the most complicated to me.

Maybe due to the large variety of offered methods (Common Metric Questionnaire (CMQ), Fleishman Job Analysis Survey, Functional Job Analysis Scales, MOSAIC, Occupational Analysis Inventory (OAI), Position Analysis Questionnaire (PAQ), Work Profiling System (WPS) ) Common Metric Questionnaire (CMQ) shows the highest results after testing on 4, 552 positions. It is dedicated to exempt an nonexempt jobs and has five sections: 1) Background; 2) Contacts with People; 3) Decision Making; 4) Physical and Mechanical Activities; 5) Work Setting. After completing the job analysis you will be in better position to develop, objective job-related interview questions, write current and accurate position descriptions, perform objective performance appraisals, etc. Decision making strategy in human resources is an important thing because The effective development and implementation of strategy depend on the strategic capability of the organization, which will include the ability not only to formulate strategic goals, but also to develop and implement strategic plans through the process of strategic management. (One of the aims of HRM is to give an organization a competitive edge) In the process decisions making strategy three models are used. First of all it is high performance management. Enhancing the skills and engaging the enthusiasm of employees can achieve it.

High commitment management aims at eliciting a commitment so that behavior is primarily self-regulated rather than controlled by sanctions and pressures external to the individual, and relations within the organization are based on high levels of trust. (One of the aims of HRM is to give an organization a competitive edge) And of course, high involvement management, which creates a working climate inside the team. Continuing dialogue between managers and the members influence positively on organizations values and goals. Strategies must be with clearly stated objectives and deliverable. The process of strategy implementing is not easy even in cases when positive result of such implementing is obvious.

It is necessary for a smooth implementing of strategy to overcome all barriers. It can be done in following ways: it is necessary to conduct a rigorous initial analysis, which covers business needs, corporate culture, and internal and external environmental factors. The framework could be a SWOT of the organization. Secondly, to formulate strategy, the formulation should set out the rationale for the strategy and spell out its aims, cost and benefits. (One of the aims of HRM is to give an organization a competitive edge) Developing of decision making strategy can help and organization to become mobile and well oriented in the world of constantly changing organizational strategy, structure, shape and technology. Decision making strategy is a valuable tool in understanding and utilizing knowledge in strategic human resource management. Recruitment strategy is vital for a good job performance.

Failing in successful recruitment leads to negative irreversible process. That is why the underlining of key factors for successful recruitment seems important to me. They are job analysis and job design. Recruitment strategy as well as other human resource management tools should be responsive to the rapid changes in organizational structures and strategies, employee skills, competencies. All this made the employment decision more and more complex and only meticulous and accurate using of job analysis may ease the difficulty of good job performing. That is why HR management must evaluate most effective methods of recruitment.

In response to this dynamic change, HR managers must approach the recruitment and selection process from a strategic perspective. Recruitment and selection strategies and policies must integrate within both HR and organizational strategies. In turn, HR and line managers must successfully source and attract potential employees in a highly competitive environment as well as abiding by legislation. (One of the aims of HRM is to give an organization a competitive edge) Performance criteria is a tool, which measures a continuous process of the departments performance - efficiency, effectiveness and client satisfaction - in relation to the vision and business plan. The steps in this process are sequential and cyclical. It consists of business plan goals and strategies, department human resource plan, performance measure, targets, learning supports. With the help of performance criteria progress towards the goals van be monitored.

This in turns, helps to specify what is the most valuable and brings more profit and what is useless and must be deleted. Performance criteria is the constantly changing progress engine which push HR management forward. Bibliography: One of the aims of HRM is to give an organization a competitive edge, August 3, 2005. < web > < web >


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Research essay sample on Human Resource Management Short Period Of Time

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