Hrm 300 Job Analysis
Human Resource Management Overview
Fundamentals of Human Resource Management HRM/300 Jennifer C. Brito, MS HRM, PHR
Human Resource Management Overview Human Resource Management (HRM) function within an organization is to focus on the recruitment of, employees, manage, and provide education and guidance to the employees within the organization. HRM deals with issues including organizational function as it relates to people within the organization such …show more content…
Job Design or arranging tasks duties and responsibilities for the purpose of accomplishing certain objectives is a very important function of HRM. Job Analysis describes position and, its tasks, responsibilities without this function an organization could not assign the right person to the right position. Recruitment involves attracting suitable candidates to vacant positions from both internally and externally this is also important in assigning the right people to suitable positions. Selection, application evaluation, and Interviewing are all part of the hiring process. Selecting the best person to do a particular job from all those who have been recruited, evaluating the applications sent by the candidates, and interviewing the most qualified applicants are all part of the hiring process used by HRM to get the best workers for their …show more content…
HRM also handles grievances, labor Relations, and even collective bargaining when necessary. HRM is indispensable for all of these functions and more it basically controls all human aspects of the organization. Even though HRM is considered indispensable to most aspects of organizational management in strategic planning it is usually used solely as a compliance function. Management usually looks to the HRM consulting type services such as leadership development, performance and hiring. HR is brought in to implement initiatives pertaining to strategy after the decision has already been made not during the planning process. The role HRM plays in the strategy process is focused on workforce planning and succession planning. These functions are opportunities for HRM to become involved during the development of strategic plans. Strategy is more difficult to develop without considering human capital; no strategic plan can be successful without recruiting, developing, and managing human capital and this is the job of HRM. HRM must have the ability to create value to the organization at every step in the strategic planning process from environmental scanning, to organizational assessment, to strategy development, implementation, and performance measurement (PIHRA,
Fundamentals of Human Resource Management HRM/300 Jennifer C. Brito, MS HRM, PHR
Human Resource Management Overview Human Resource Management (HRM) function within an organization is to focus on the recruitment of, employees, manage, and provide education and guidance to the employees within the organization. HRM deals with issues including organizational function as it relates to people within the organization such …show more content…
Job Design or arranging tasks duties and responsibilities for the purpose of accomplishing certain objectives is a very important function of HRM. Job Analysis describes position and, its tasks, responsibilities without this function an organization could not assign the right person to the right position. Recruitment involves attracting suitable candidates to vacant positions from both internally and externally this is also important in assigning the right people to suitable positions. Selection, application evaluation, and Interviewing are all part of the hiring process. Selecting the best person to do a particular job from all those who have been recruited, evaluating the applications sent by the candidates, and interviewing the most qualified applicants are all part of the hiring process used by HRM to get the best workers for their …show more content…
HRM also handles grievances, labor Relations, and even collective bargaining when necessary. HRM is indispensable for all of these functions and more it basically controls all human aspects of the organization. Even though HRM is considered indispensable to most aspects of organizational management in strategic planning it is usually used solely as a compliance function. Management usually looks to the HRM consulting type services such as leadership development, performance and hiring. HR is brought in to implement initiatives pertaining to strategy after the decision has already been made not during the planning process. The role HRM plays in the strategy process is focused on workforce planning and succession planning. These functions are opportunities for HRM to become involved during the development of strategic plans. Strategy is more difficult to develop without considering human capital; no strategic plan can be successful without recruiting, developing, and managing human capital and this is the job of HRM. HRM must have the ability to create value to the organization at every step in the strategic planning process from environmental scanning, to organizational assessment, to strategy development, implementation, and performance measurement (PIHRA,