Hrm 531 Week 4 Job Analysis Paper

NORTHCENTRAL UNIVERSITY
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The technique an organization employs for its recruiting practice depends on how employment opportunities come available. However, the size of an organization will have an effect on recruitment functions. Job analysis is considered to be the cornerstone of an (HRM). Therefore, internal selection of candidates can come through employee profiling (Snell and Bohlander, 2013). In most cases, larger firms may provide their own intranet websites for job opportunities that come available. There are employees that meet additional qualifications in other positions within the organization. In addition, electing to recruit internally can also cut cost for advertisement. Hiring internally allows the organization to find employees that quality for other jobs openings. On the other hand, recruiting externally is another way organizations are adopting a source for posting career opportunities. Organizations are using Facebook now as their social network. More and more people are seeking job opportunities through social networking. In addition, organizations have started to create their own facebook page as a way of promoting career opportunities as well (Snell and Bohlander, 2013). Recruiters have also taken out ads to post or attract external employment opportunities that come available. One reason for hiring externally is to avoid losing top performers of the
Decades of research on effective leadership in the workplace leaves one to believe that the core concept between leading and managing is still uncertain in the social context of leadership. However, “the managerial function involves such things as implementing processes, allocating resources, monitoring results, and overseeing day-to-day operations, while the leadership function involves envisioning new directions, generating strategic change, and inspiring people to accept and act upon a corporate mission” (Daniel, 2009, pg. 525). Human relations are important when implementing competitive strategies. Good leaders provides a mission and a visional goal that requires research skills and knowledge as an aid to assist with implementing innovative processes that will allow effective and positive outcomes for the success of an organization. Therefore, there are situational variable, and leadership processes that considers strategic leadership according to theories that back-up such processes. For example, The Flexible Leadership Theory (FLT) provides and formulates ideas provided from earlier research literature in terms of effective organization performance aspects. “Flexible leadership is vital to organizational adaptability and performance, and it is important to measure flexibility to identify leadership potential and to guide the development of managers” (Kaiser,