Mentoring and counseling are very important aspects when it comes to management of human resources in an organization. They are also helpful when it comes to assessing who is to be appraised at various levels in the organization. Counseling is considered as a reactive approach to management that aims at helping the organization to achieve the desired productive level. Counseling can be initiated by the individual who requires to be counseled or a counselor. It essentially assumes that there is some certain amount of deficit that requires to be filled. In essence counseling is helping an individual who is already in a crisis problem. Mentoring on the other hand, entails the personal development of a relationship that aims at enabling developing a synergy, having conversations that reflect on personal experience there by assisting in decision making. In other words, mentoring is managing a relationship that encourages, nurtures, teaches and offers respect that is mutual and aims at responding to the needs of the mentee (Tenenbaum, Crosby & Gliner, 2001).
This paper will focus on the two aspects in relation to human resources management highlighting the various differences and similarities that relates to the two concepts. In addition, the application of various techniques in appraising of staff in an organization will be discussed as well as the impact of poor mentoring and counseling techniques. The better ways of improving the techniques employed in staff mentoring and counseling will be discussed with particular life experience and examples provided if need be.
Counseling is the encouragement of an individual towards a particular desired direction so as to help the person from the problem they are in. In relation to human resour...
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...ovement was impressive. In my opinion there should have been training on better marketing strategies so as to improve the sales as well as increased outlet points (Erdogan, 2003).
In conclusion, mentoring and counselling are very important aspects in overall organisational developments and growth. It is through proper mentorship and counselling programs that the organisation is bound to make progress in productivity and even profit making as well as individual employee’s satisfaction. Staffs appraisals are also dependant on how best an employee is mentored and that would automatically affect their output at the workplace. There is therefore need for the human resources management team to put into consideration and ensure that there are proper mentoring and counselling sessions and programs in their various organisations so as to ensure success in the organisation.
creation of a job description through the job analysis process (Aguinis, 2013). During the job analysis process, the human resource team will compile all the information about the necessary KPAs to be effective in the job position. The cleaners has a variety of different positions that require varying levels education and skills. The documents of the knowledge, skills and abilities it takes to carry out the daily duties of the job is an important of the job description. The job description is the summary
Job Description The main purpose of the recruitment and selection process is to bring into the organization the best fit for the position. Job description is one of the tools used in the Job Analysis. The job description is useful to explain the scope, purpose, duties and responsibilities of a specific job. Job Description Job Identification Job Title Director of Recruitment and Compensation Department Human Resources Location Athlone Relationship with others Reports To The Vice President
In today’s world Human Resources professionals are taking many roles out of the original job descriptions they once had. In the beginning their job descriptions consisted of a much more traditional role, working with upper management to keep systems organized and perform administrative duties. These duties have changed and are becoming more intricate on a daily scale. The Human Resources role needs to change and here is how. The day to day tasks of a Human Resources professional started out as
Human Resource Manager Analysis Kristina Palmer Compensation August 30, 2014 Introduction Job Analysis is pertinent, legally defensible, and is highly recommended to be completed for each job title (Talukder). Job analysis is defined as “the systematic process of collecting information that identifies similarities and differences in the work” (book). Job analysis provides direction as to what an employee is responsible for, and ultimately is one of the deciding factors for compensation and
Recruitment & Selection One of the most important functions of an organization's Human Resources Department is the Recruitment and Selection of qualified employees. It is important that HR selects individuals with the skills and background that precisely match the requirements of their job opening. In putting the right applicant in the right positions, HR will ensure that the new employee will quickly attain full productivity and contribute to the success of the organization. In this organization
What is job analysis and why is it done? Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis
Introduction: As we known, Recruitment and selection decisions are always being major issues for human resource specialists. Much of many human resource practitioners time were spent with the job recruitment and selection decisions. It is often heard that employees are the backbone of the company. Therefore, the role of human resource department has become more and more important during the decade, which can be describe as a strategic partner in business decisions. Some global companies, will
international assignment, international human resource managers must identify the global competitiveness of the potential applicants at the time of the recruiting process. Recruitment has been defined as process of searching/seeking and attracting potential jobs candidates in sufficient of number and wide range of qualities (Stone, 2013). This is done with the purpose of having range of people so that an organisation can select the most applicants who are fit for the job (Caligiuri, Tarique & Jacobs, 2009)
Bohlander, Snell & Sherman (2001) introduce the human resource planning model. Before proceed to the human resource process, organization must consider the environment factor that influenced the human resource planning. Economic change like inflation influences the demand and supply of workforce where technology change make new challenges to human resource planning process where the manager need to align workforce with technologies. The organization also must make sure that the planning follows
aspects of current and future role and design HR interventions keeping in mind the core business of the organizations. It may promote self-assessment, peer assessment, and assessment by experts for achieving HR goals of the organization. The human resources management is considered to be a key to manage the core business of the organizations and competency framework is the frame of HR process. HR professionals with a strategic performance management competency are well positioned to facilitate the
coming up. After many talks and research, I decided to go into human resource management. Many people questioned and often said “Why human resource management?” My answer, I chose human resource managers because I believe they are a vital part of a hospitals success. They make the plans, they direct the staff and they coordinate how people work together and where they need to be. Throughout this paper, I will describe human resource managers- what they do, what are the requirements to become a manger
Program White Feather Corporation (WFC) is a consumer products company that employs approximately 3,400 that has developed a college recruitment strategy. WFC human resources (HR) department determined that there was a need for 40 new college graduate hires. Marianne Collins a ten year employee of WFC was promoted to the human resources department and tasked with beginning the new college graduate recruitment effort. The first year that recruiting efforts were completed on campuses, resulted in
Q.1 Current Human Resource Management (HRM) issues that need to be addressed at James Hotel are policy structure, employee policy, employee issues and staffing plan for the hotel. Strategic HRM planning needs to link to the organisation of the James hotel to remain a sustained competitive advantage and that is linked to the wider picture of the organisation itself (Macky, 2008,p. 14, para. 26). HRM at the hotel goes both ways for Cindy, its personnel management to strategic HRM, where she manages
of the organization and knowledge of the job. Increasing customer focus through a solid performance management plan will serve the organization well in increasing effectiveness in this regard because this goal will be clearly tied to each positions role within the organization. That being said, the lack of job analysis will hinder any progress in this area. Reasons to prove this statement along with proposed plans for improvement will now be discussed. Job Analysis Considering the fact that knowledge
employees the human resources department compiles a job description and person specification for the specific job they have a vacancy for. The job description gives potential candidates a taste of what is expected of them in the job. The job description is also used after the vacancy has been filled to ensure that the job is being carried out properly. The person specification is focused on the applicant and gives a description of the type of person that would be ideal for the job. The person