Mẹo Coordinated and aggregated series of work elements used to produce an output
Kinh Nghiệm Hướng dẫn Coordinated and aggregated series of work elements used to produce an output Mới Nhất
Hoàng Lê Minh Long đang tìm kiếm từ khóa Coordinated and aggregated series of work elements used to produce an output được Update vào lúc : 2022-12-11 08:20:13 . Với phương châm chia sẻ Bí quyết Hướng dẫn trong nội dung bài viết một cách Chi Tiết Mới Nhất. Nếu sau khi Read Post vẫn ko hiểu thì hoàn toàn có thể lại Comments ở cuối bài để Mình lý giải và hướng dẫn lại nha.TOPIC 1
THE ROLE OF HUMAN RESOURCES
What Is Human Resources? Every organization, large or small, uses a variety of capital to make the business work. Capital includes cash, valuables, or goods used to generate income for a business.
Nội dung chính Show- THE ROLE OF HUMAN RESOURCESWhat is the purpose of a job analysis?Which of the following is a way to identify the job performed when conducting job analysis?How can job analysis help in a company or an institution's success?Is a quick and economical to be used in job analysis methods when there are a large number of jobs needs to be analyzed?
For example, a retail store:
- uses registers and inventory, while a consulting arm may have proprietary software or buildings. No matter the industry, all companies have one thing in common:
*they must have people to make their capital work for them. This will be our focus throughout the text: generation of revenue through the use of people’ skills and abilities.
Human resource management (HRM) is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them.
THE ROLE OF HUMAN RESOURCE MANAGEMENT Keep in mind that many functions of HRM are also tasks other department managers perform, which is what makes this information important, despite the career path taken. Most experts agree on seven main roles that HRM plays in organizations. These are described in the following sections. 1.2 Staffing You need people to perform tasks and get work done in the organization. Even with the most sophisticated machines, humans are still needed. Because of this, one of the
major tasks in HRM is stacng. Stacng involves the entire hiring process from posting a job to negotiating a salary package. Within the stacng function, there are four main steps:
Development of a staffing plan. This plan allows HRM to see how many people they should hire based on revenue expectations. 2 of policies to encourage multiculturalism work in the workplace is becoming more and more important, as we have many more people from a variety of backgrounds in the workforce. 3.Recruitment involves anding people to all the open positions. 4.Selection this stage, people will be interviewed and selected, and a proper compensation package will be negotiated. This step is followed by training, retention, and motivation.1.2 Development of Workplace Policies Every organization has policies to ensure fairness and continuity within the organization. One of the jobs of HRM is to develop the verbiage surrounding these policies. In the development of policies, HRM, management, and executives are involved in the process. For example, the HRM professional will likely recognize the need for a policy or a change of policy, seek opinions on the policy, write the policy, and then communicate that policy to employees. It is key to note here that HR departments do not and cannot work alone. Everything they do needs to involve all other departments in the organization. Some examples of workplace policies might be the following:
- Discipline process policyVacation time policyDress codeEthics policyInternet usage policy
1.2 Compensation and BeneFIts Administration
HRM professionals need to determine that compensation is fair, meets industry standards, and is high enough to entice people to work for the organization. Compensation includes anything the employee receives for his or her work. In addition, HRM professionals need to make sure the pay is comparable to what other people performing similar jobs are being paid. This involves setting up pay systems that take into consideration the number of years with the organization, years of experience, education, and similar aspects. Examples of employee compensation include the following: ● Health Benefits ● Pay 401(k) (retirement plans) ● Stock purchase plans ● Vacation time ● Sick leave ● Bonuses ● Tuition reimbursement
1.2 Retention KEEPING AND MOTIVATING EMPLOYEES
Human resource people must be aware of all the laws that affect the workplace. An HRM professional might work with some of thHRM Retention involves keeping and motivating employees to stay with the organization. Compensation is a major factor in
employee retention, but there are other factors as well. Ninety percent of employees leave a company for the following reasons:
The job they are performingChallenges with their managerPoor with organizational culturePoor workplace environment Despite this, 90 percent of managers think employees leave as a result of pay. 2 As a result, managers often try to change their compensation packages to keep people from leaving, when compensation isn’t the reason they are leaving all.1.2 Training and Development Once we have spent the time to hire new employees, we want to make sure they not only are trained to do the job but also continue to grow and develop new skills in their job. This results in higher productivity for the organization. Training is also a key component in employee motivation. Employees who feel they are developing their skills tend to be happier in their jobs, which results in increased employee retention. Examples of training programs might include the following:
- Job skils training, such as how to run a particular computer programTraining on communicationTeam-building activitiesPolicy and legal training, such as sexual harassment training and ethics training
In addition to being concerned with the seven internal aspects,
HRM managers must keep up to date with changes in the external
TOPIC 2_ HUMAN RESOURCE PLANNING HUMAN RESOURCE PLANNING HRP means deciding the number & type of the human resources required for each job, unit & the total company for a particular future date in order to carry out organizational activities.
HRP or manpower planning is essentially the process of getting the right number of qualified people into the right job the right time. It is a system matching the supply of people(existing employees & those to be hired or searched for) with openings the organization expects over a time frame.
<Manpower planning is the process(including forecasting, developing, implementing & controlling) by which a firm ensures that is has the right number of people & the right kind of people, the right places, the right time, doing things for which they are economically useful. - Edwin B. Geisler
< Manpower planning is the process of determining manpower requirements in order to carry out the integrated plan of the organization= P. Coleman
OBJECTIVES/PURPOSE OF HUMAN RESOURCE PLANNING ● Forecasting Human Requirements ● Effective Management of Change ● Realizing Organizational Goals ● PROMOTING EMPLOYEES
● Effective Utilization of Human Resource
Topic 3 METHODS USED IN JOB ANALYSIS
● INTERVIEW ● OBSERVATION ● QUESTIONNAIRES ● EMPLOYEE RECORDINGS/ USE OF LOGBOOK DEFINITION OF JOB TERMS
POSITION- consists of the responsibility and duties performed by an individual. There are as many positions in a firm as there are employees.
JOB - group of positions that are similar in their duties. In some instances, ony
OCCUPATION – group of jobs that are similar as to kind of work and are found throughout an industry. It is a category of work found in many firms.
JOB ANALYSIS- the procedure used for determining/ collecting information relating to the operations and responsibility of a specific job. The end results are job description and job specifications.
JOB DESCRIPTION – organized, factual statements of the duties and responsibilities of a specific job. It tells what is to be done, how it is done and why. It is a list of job duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities.
JOB SPECIFICATION- a written explanation of the minimum acceptable human qualities necessary for effective performance of a given job.
JOB CLASSIFICATION- grouping of jobs of some specified basis such as kind of work or pay.
JOB EVALUATION- systematic and orderly process of determining the worth of a job in relation to other jobs.
TASKS- coordinated and aggregated series of work elements used to produce an output.
FUNCTIONAL JOB ANALYSIS- a task-based or work-oriented technique describing the work performed.
POSITION ANALYSIS QUESTIONNAIRE (PAQ)- an example of a job analysis method
What is the purpose of a job analysis?
Job analysis is the process of studying a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for performance of the job and the conditions under which the work is performed.Which of the following is a way to identify the job performed when conducting job analysis?
A typical method of Job Analysis would be to give the incumbent a simple questionnaire to identify job duties, responsibilities, equipment used, work relationships, and work environment. The completed questionnaire would then be used to assist the Job Analyst who would then conduct an interview of the incumbent(s).How can job analysis help in a company or an institution's success?
Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives. Effectively developed, employee job descriptions are communication tools that are significant in an organization's success.Is a quick and economical to be used in job analysis methods when there are a large number of jobs needs to be analyzed?
Explanation: When a large number of employees perform similar or identical tasks, then a group interview is a quick and inexpensive way to gather job analysis information. The work environment or age of the employees are not important factors in deciding whether a group interview is appropriate. Tải thêm tài liệu liên quan đến nội dung bài viết Coordinated and aggregated series of work elements used to produce an output Job analysis requirements
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