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Strategies for human resource development
Organizational structure
Strategies for developing human resources
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Organizational Structure Significance of Hiring and Employee Development It is vital that organizations hire employees that will support their goals to meet their mission and vision statement objectives. In order to hire the “right” people for the job; an organization must properly define what exactly the organization needs the employee to provide or produce to meet the company’s goals and objectives. This done in today’s workplace through job analysis. A job analysis is s systematic study of a job to identify its major components (Werner & DeSimone, 2012, P. 119). The analysis needs to capture what is required to complete the tasks of the job, what basic knowledge and physical abilities required to complete the job tasks successfully, and what are the working conditions of the position. One of the most significant elements of a job analysis is determining what knowledge, skills and abilities an employee must have to become a successful employee. This information is essential for the selecting officials and the perspective candidates to understand. Mandating specific knowledge for a position sets the organization and the employee up for success. If a candidate does not have the basic knowledge for the job, both the organization and the employee quickly become disgruntled and frustrated. Having the knowledge requirements assists organizations in avoiding the poor work environment and having to deal with uncomfortable discussions with workers that do not have the knowledge to be successful in the position. Training supports the second significant element of a job analysis, skills. Skills are the levels of proficiencies that are needed to perform various tasks of a job. Technology is rapidly changing; therefore, it is impor... ... middle of paper ... ... customer perceptions of the service and the quality of service they received. The goal of organizations is to be efficient and effective. In the case of a customer service representative, they need to respond quickly and effectively resolve the issue at hand. References Levy, P. E., (2010). Industrial Organizational Psychology, Understanding the Workplace (3rd ed.). New York, NY: Worth Publishers Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill. Society for Human Resource Management website (2014). Fleishman Job Analysis Survey Online, Retrieved from http://www.shrm.org/templatestools/assessmentresources/shrmtestingcenter/products/mri/pages/fjas.aspx Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed). Mason, OH: South-Western Cengage Learning.
Bohlander, George, and Scott Snell. Managing Human Resources. 15th. Mason, OH: South-Western Pub, 2009. 98-147. Print.
Stewart, Greg L. and Kenneth G. Brown. “Human Resource Management.” Human Resource Management. 2nd Ed. Hoboken, NJ: Wiley, 2010. 590.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
The primary reason an organization will perform a job analysis is to ensure the selection procedures they use to choose between job applicants are valid and defensible per (AUTOGOJA, n.d.), in addition to the following: Workforce planning -An effective job analysis can work in tandem with an organization’s future-casting. By identifying the duties and KSAPCs for various job titles, HR professionals can match the needs of their organization with the talent of their current and future workforce. Succession planning - A strategy of workforce planning, HR professionals can use job analysis results to help fill key roles within their organization, now and in the future. Training - By basing training procedures on the findings of a job analysis,
As stated by Dessler (2011) selection of the right employees is imperative for numerous reasons. These reasons can include the knowledge that organizations performance is contingent on its subordinate’s ability. Moreover, it should be common knowledge that employees with the reliable skills and characteristics will perform better for the company. On the other hand, employees who lack those skills or who are slacker will not perform efficiently, and the organization’s performance will suffer (Dessler, 2011).
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
a. Job analysis is a process of collecting data form determining the knowledge, skills, and abilities required to perform a job successfully and to make judgements about the job. The process of analyzing a job is used a tool for recruitment, classification, selection, training, and appraisals to name a few. Job analysis provides a current information which can be used to write job descriptions and job rankings assisting with position classification, in terms of recruitment this process provides information that is up to date for position announcements.
Effron, Marc, Robert Grandossy, and Marshall Goldsmith (eds). "Chapter 3 - The 21st Century Workforce". Human Resources in the 21st Century. John Wiley & Sons, © 2003. Books24x7. Web. Apr. 6, 2012.
There are two main components to prerequisites that include knowledge of the organizations strategic goals and knowledge of the jobs being evaluated in a performance management system (Aguinis, 2009). First is setting strategic goals, which allow the organization to clearly define their purpose thus establishing similar goals downward until each employee has individual goals that are aligned with the organization (Aguinis, 2009). Second is job analysis where job duties are defined and understood so that criteria can be developed for success at the job level and how it ties back to organizationa...
Reed, S. M. & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification study guide. (4th ed.). Indianapolis, IN: John Wiley & Sons.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Here are some key points and ideas about exercises we could do in class. PLease contact me if you have any questions. I think we could have the speaker and do the mock interview I suggested toward the end of this e-mail. Shana Cohn CLASS DESIGN Important points, class discussion questions and activities. Part I Job Analysis defined: Identifying lists of activities or tasks associated with the job. Determining the skills needed to perform the job successfully. A well-designed job analysis can help to create a work environment where expectations are clear and future problems can be alleviated through communication. Some detailed benefits of job analysis include: 1. It provides uniform guidelines for dealing with employment selection, compensation, performance standards, and the skills needed for any given position. 2. It lays a foundation for gaining a competitive advantage by identifying training needs for the incumbent employee or an employee entering into the organization. 3. A successful job analysis draws clear boundaries between the employer and employee regarding qualifications, job responsibilities, lines of authority, and ways of preventing or dealing with grievances. 4. It allows employers to hire qualified candidates by linking applicants' skills to the job analysis. Employers can also prove that their requirements for selection are related to the job. The ADA defines a qualified applicant as "one who can perform the essential functions of the job." A job analysis provides the employer with justification of why they chose a particular applicant. Other areas to note: 1. The most common reason for a job analysis is to gather information for job descriptions. The job description should focus on results and outcomes instead of how to accomplish the job, because each person attains results in a different fashion. 2. Preparation for the future is key to dealing with a changing workplace. The job analysis should integrate issues the organization may confront in the future, such as turnover and technology advances that could change its structure. 3. Forecasting HR needs is critical to the success of the organization. These should be assessed with past trends, evaluating the skills of incumbent positions, and being aware of changing skills and requirements. Some questions/activities regarding job analysis: A class activity would be a case study that involves a new person hired into an organization where a job analysis is not utilized. The following questions serve as a guideline for the types of issues that could arise without a clear job analysis.
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.