Human Resource Management Process1 Essay

The role of a merciful Resource de eruptment is ever changing in todays volatile line of products surround. Over the years HR confuse be suffer strong strategicalalalal partners within an establishment by providing functions much(prenominal) as recruitment, training and breeding and retention. charitable Resource, in order to be strategic, schools directly with whole levels of solicitude in an effort to help with strategy and the growth of the partnership to meet their vision. One very(prenominal) Coperni coffin nail aspect is talent acquisition. Having the redress sight in key roles within the organization is vital to the winner and growth of any company. Performing this function includes line of work abstract, task and KSA statements, preparing think over comments, recruiting, and then setting salary. The entire handle from chore analysis to stipend is discussed as followsJob analysis When a rising job is created or a va crappercy occurs, it is the role of a HR representative to interest that void. In order to perform this function they penury to first witness what role they are trying forgather is and what sciences and responsibilities this new role would require. By chooseing a job analysis they are able to further in ladder important constituents of any job and then search for the person or people that are the most qualified and would be a wide-cut fit for the company. Job analysis is the cultivate of describing and recording aspects of jobs and stipulating the readinesss and new(prenominal) requirements incumbent to perform the job. It refers to the process of Gathering and collecting information about responsibilities, duties, skills, the outcomes and the environment that influences working in a cross job field. The job analysis process will help the HR managers find the ideal view for the sight.Task statement Task analysis is the process by which a task statement is derived. The task statement is t he most important element of task analysis process beca white plague it provides a standardized, concise format to signalise worker actions. It is a document that defines and describes the peculiar(prenominal) job to be performed by the evictdidate. The creation of these task statements may take considerable thought and insight. However, the rewards of conducting this re catch up withable diligence before taking on the task of hiring a new employee, makes the process very simple and less stressful. Everything is clearly defined and preceding(prenominal) all, measurable in the future.KSA statement KSA statements are the job related knowledge, skills and abilities that an applicant must perform successfully in a certain position. It is a statement that helps employees in the process of divulgeing the employee who best fits in a particular field. KSA statements help hiring managers identify the knowledge, skills and attributes needed to successfully perform a specific job. Knowing the tasks that pitch to be performed, helps you to identify the KSA that the candidate must own in order to perform to the companies standards and in grant hire the right wing candidate.Job description Writing a job description is an important step in the adult male option staffing curriculum. A job description typi call outy outlines the necessary skills, training and pedagogy needed by a potential employee for a specified job. It provides an outline of what should be arrogatee by a particular employee in a specific position. It should give a brief overview of the role, how it relates to the organisational vision, a list of key responsibilities, requirements and qualifications.Once a job description is prepared, it can serve a basis for interviewing candidates, orienting a new employee and finally in the evaluation of overall job carrying out. By incorporating and utilizing job descriptions, an organization can better understand the experience and skill set ne eded to enhance the overall success of the company.Recruitment plan Once the Job analysis, Task statements, KSA statements and the job description are completed, the nigh step is to search for candidates. A complete recruitment plan identifies idle positions in an organization that need to be filled so that so that an adequate job advertisement can be created and placed fittingly for a specific period of time. Most recruitment plans include curious both internally and externally from the organization. When organizations choose the right people for the job, these people are not only great performers with their job, but also tend to stay with the organization longer.Selection method The key to the option process is to choose a strategy for screening candidates that will allow an organization to view the most qualified candidates for the vacant position. Employee excerption process commonly entails reviewing, screening, interviewing, testing then selecting the best av ailable candidates for theavailable position. Organizations also make use of many outside agencies when completing the selection process. Drug screening and annexe checks are often by means of and through by a third party. many another(prenominal) companies are beginning to incorporate assessment tests and activities into the selection process to subvention additional training is not necessary for potential candidates. A selection method chosen by the organization should allow the selection control board of a company to pick the candidate that is most suited to fill the vacant position.Performance evaluation A performance evaluation is a review and discussion of an employees performance of assigned duties and responsibilities. Performance evaluations need to be in place to support decisions made by vigilance and the HR incision. The appraisal is based on leads obtained by the employee in their job. These evaluations can also be used to teach as they may appearing area s that need improvement as well as provide ministration for recognition of a job well through. It measures skills and accomplishments with reasonable accuracy and uniformity.The performance evaluations need to be structured and performed in a timely bearing as well and managers need to be trained appropriately has to how to conduct these evaluations. hire plan wages is a systematic approach to proving monetary value to employees in exchange for work performed. allowance may achieve some(prenominal) purposes assisting in recruitment, job performance, and job satisfaction. Job analysis can be used in salary to identify or determine skill levels, compensable job factors, fiscal and supervisory responsibilities and required level of education which is related to salary level. Job descriptions are used as a tool for determining salary ranges.Many people associate payment with gold but when looking for a job, many recompense packages are intentional with a package of produ cts in mentality. Due to the fact that compensation isnt just about the dollar figure, compensation packages need to be discussed in great detail when hiring new employees.Overall compensation strategies have to be designed to meet the overall objectives of the organization.Would you change anything in your process at this distributor point? No I wouldnt change anything. This is because of the following reasonsI dont think that I would change anything about my paper because I did do extensive inquiry on a HR Receptionist position to determining the skills, qualifications and experience needed for this type of positions. there is a healthy need to do a job analysis. Employers who wish to demonstrate that their selection processes are valid will need to start with the job analysis. there are also counselling reasons for doing the analysis. It yields an improved process for obtaining, retaining and managing organizations work. Job description communicates the organizations expec tations to its employees.Conclusion In conclusion, we have discussed the importance of the job analysis process which includes task statement, KSA statement and job description. Job analysis is the procedure used to determine tasks, duties and responsibilities of each job, and identify knowledge, skills and abilities appropriate to perform the job.The job analysis process can reconcile positive outcomes handle increased profits, employee retention and reaching overall organizational goals when implemented successfully within an organization.We have also discussed importance of tenderity resource departments ability to recruit, select candidates appropriately and overcompensate ongoing performance evaluations with the organizations employees.An organization cannot build a veracious team of working professionals without good Human Resources. The key functions of the Human Resources Management team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more. As you can see, human resource plays a very big role in the foundation of an organization.Literature review on compensation Compensation can be defined as any rewards obtained by employees in return for their cut into. Compensation can be divided into three aspects, that is direct monetary compensation, indirect financial compensation and non-financial compensation. Direct financial compensation consists of put up received in the form of wages, salaries, bonuses and commissions provided at regular intervals. Indirect financial compensation includes all financial rewards which are not included in direct compensation, and form part of the social contract between the employer and employee such as benefits, leaves, retirement plans, education and employee services. Non financial compensation refers to topics such as career development and advancement opportunities, opportunities for recognition as w ell as work environment and conditions.As much as many employees ferocity on direct financial compensation, it is the non-financial rewards that are more effective in the long term employee engagement. Job position covers the versatile duties such as interesting duties and responsibilities, autonomy, challenges, authority feeling of achievement, advancement opportunities and opportunities for recognition.Work environment focuses on competent supervision, fun and effective co-workers, flexible scheduling, modified retirement and honorable and consistent practices and policies.Scholarly review Levels of firms productiveness widely depend on good compensation strategies. In small backupes, coordination between general resource management practices lacked, hence, diminished productivity levels. Besides, personnel office related problems are arising as a result of unclear, outlined policies on human resource management and compensation in small businesses. Inadequate and inef ficient management of human resources often adversely affects employees perception of equity, resulting in dissatisfaction, inadequate motivating, steeper(prenominal) turnover and lower productivity (Tate, et al, 1982). Unlike small businesses, large businesses affirm on a well organized, baronial personnel development to realise effective human resource management.There are several(a) policies that attend in proper human resource management and increment of productivity levels. These policies are based on both wage payment and other fringe benefits. In order for these policies to in effect work, one need to consecrate proper maintenance practices which include appropriate induction of an employee, conducting performances review, providing employee service and instituting governance.However, the surveys were done to come to a conclusion on the gap that was observed between what could be and what was (in terms of professional human resource management) might be caused by at l east four factors a lack of formal personnel management training, a lack of perception on the part of decision makers that productivity is improved by use of generally accepted human resource management practices, a lack of incentive because employers are family members or an inability to use human resource management practices effectively because of size and monetary constraints.Compensation can also be achieved through recognition of personnel. Recognition of personnel is done by considering the following the duration of service, above and beyond program, peer to peer, retirements and sales. Rewarding of the recognized personnel is done through certification and or plaques, cash gifts, certification and company logotype merchandise. Recognition is meant to salute years of service, create a positive work environment, encourage game performance, foster a culture of recognition and conjure personnel morale.Not all gestures succeed. Celebrating employees can also backfire, as col d as the research conducted by Business Scholars at Harvard Business School. There were two reasons that emerged first, employees strategically gave the program improving timelines only when in line for the reward, and call in sick to retain eligibility, scholars explain. Secondly, employees with perfect pre-program attendance or high productivity suffered 6.8% productivity decrease after program introduction, suggesting they were de-motivated by awards for good behavior they already exhibited.Compensation related issues have called for relevant compensation plans and decisions in order to cater equally for personnel. There are various decisions that human resource management makes concerning compensation as highlighted belowCompensation decisions are ingrained in compensation strategies. Compensation of personnel depends on the market position (level of pay carnal knowledge to competitors), internal versus external orientation, hierarchy (the pay structure and the basic-job ver sus skills-for the pay structure reward mix, and the basis of research performance versus seniority, groups versus individual and criteria used) (Lawler 1981). These are issues that determine decision of salary increment. change magnitude list of decisions has raised doubts about the efficacy of a strategic perspective. It brings to mind the multiple facts of job satisfaction that made the constraint more difficult than originally conceived (Heneman, 1985), hence, t is necessary to differentiate decision which are strategic from those that are not.Compensation decision making widely depends on the strategic policies as highlighted belowCompetitiveness, whose degrees vary among various organizations and among occupations within them, from a strategic perspective, competitiveness refers to positioning a firms compensation relative to its competitors (Belcher, et al, 1987). It deals with total return trade off decision.Internal structure- the internal pay structure is a fundamental po licy that requires strategic decisions. Typically it refers to the dispersal of rates or internal pay differentials. (Simon, et al, 1987.) Decisions involved depend on the issue of pay, equity and slope of the hierarchies.Forms of pay- this is another policy that pertains the forms of the mix of various elements of total compensation (Heneman, et al, 1973). Decisions include the number of forms to offer, the degree to which each is possible to employees maintaining their membership in the organization like entitlement, or performance like incentives, relative importance of each form and the proportion of the workforce eligible for each firm.Basis for increase-decisions based on the strategic policies involved in granting pay increase are also involved they range from an emphasis on short versus long term incentives (Caroll, et al, 1987).Role in the human resource strategy- description of firms human resources strategies plays a very important role in decision making (Dyer, 1985).A dministrative style- this process is used to administer compensation decision also referred to as strategic properties. It deals with issues such as employee participation, communication centralization and dispute resolutions mechanisms.Compensation proviso and administration has various challenges which require efficient decision making criteria. These compensation related decisions are formulated to do away with disputes that may result from pre hiring pay, ongoing employment, legal compliance, equal pay out and fair labor standards acts.Conclusion From what we have seen in the scholarly articles, for one to improve business productivity, it is essential to have relevant compensation strategies to provide guidelines on personnel compensation. Many small businesses are characterized by inadequate and insufficient management of human resources which tend to affect employees perception of equity, resulting to dissatisfaction, inadequate motivation and lower productivity, hence , proper human resource management strategies are essential in building a well organized, formal, personnel department to agree high productivity levels.Compensation can also be achieved through proper recognition of personnel by considering different aspects as highlighted in the articles above. Recognition is essential as it fosters work environment and also encourages high performance through appraisal of morale among the staff.In order to come up to a proper compensation plan, the human resource department needs to formulate clear policies and procedures to follow. These policies aid in decision making regarding various compensation incentives to personnel or employees. These decisions involve financial compensation which is in form of wages, salaries, bonuses and commissions, leaves, retirement plans and other employee services non financial compensation decision on job positions and working environment related factors.In short, it is essential for a good human resource manage ment to have relevant policies which are essential in identifying when and how to compensate personnel properly.ReferencesAmba-Rao, S. C. & Pendse, D. (1985). Human Resource Compensation and Maintenance Practices. American Journal of Small Business, 10(2), 19-29.Belcher, D., & Atchison, T. (1987). Compensation administration (2nd ed.). Englewood Cliffs, N.J. prentice-Hall.Caroll S. (1987). Business strategies and Compensation Systems. In D.B Balkin &L.R. Gomez Mgia, New Perspectives in Compensation, Pp 343- 355, Prentice Hall. Ellig, B. R. (1981), Compensation Elements Market Phase Determines the Mix. Compensation Review. Third Quarter, 30-38.Freedman, S. (1978). Some Determinants of Compensation Decisions. Academy of Management Journal, 397-409.Heneman, H. G. (1985), Pay Satisfaction in K. M. Rowland & G. R. Ferns (eds), Research in Personnel and Human Resource Management, vol 3, p 115-139.Lawler, E. E., III. 1981. Pay and organizational development. Reading, Mass. AddisonWesley.S imon, H. (1950). public administration. New York Knopf.Tate, J. 1957. Suggestions toward a reformulation of wage theory. Reprinted in Mahoney,1979.Thompson, K. (2014). Honoring Employees is Good Business. Phi Kappa Phi Forum, 94(2), 26. character document