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This video is about job analysis in Human Resource Management
prepared by:
1) Yusra Syarina Binti Yushisham (198219)
2) Che Nurul Akashah Binti Che Mazlan (195983)
Reference:
Maimunah Aminuddin(2013), Job Analysis, Human Resource Management in the Hospitality Industry, pg 45-50
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs.
Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes.
Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management.
Human resource planning includes figuring out where you are, where you want to go, and how to get there.
Using this process, you will develop the core elements of a human resource plan – strategy, goals, and actions. Strategy is an extension of an organization’s mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals.
Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? – to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.
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The planning stage of human resource management involves: conducting a job analysis, forecasting the supply and demand of labor, and matching the supply of labor with consumer demand. In this brief video, I’ll describe each of these elements and explain the process of planning in the area of human resources.
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Hear from some of the foremost authoritative experts on what HR managers do and why they do it.
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define human resource management with a simple model.
Before we explore the model, lets define human resource management. Human Resource Management comprise the formal systems designed to manage people in an organization. To best understand human resource management, we will look at a brief history, understand the roles human resource management plays in organizations and review a model to best organize the functional areas of human resource management.
What is now called human resource management has evolved a great deal since its beginnings around the year 1900. Personnel departments, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned technical functions. What began as a primarily clerical operation in larger companies concerned with payroll and employee records began to face changes with the social legislation of the 1960s. HRM developed in response to the increase in competitive business organizations experienced by the late 1970s as a result of deregulation and rapid technological change. In the 1990s, globalization and competition required human resource departments to become more concerned with costs, planning, and the implications of various HR strategies for both organizations and their employees.
The role of human resource management professionals has dramatically evolved over the years. If an organization has a formal HR group (perhaps a department) there are typically three different roles that group might play in the organization.
The strategic role links human resource stagey with organizational mission and the work of people in the organization. The operational role manages functional human resource activities and serving an ‘employee champion.’ And the administrative role provides recordkeeping, process administration and compliance efforts.
The pinwheel human resource management model suggest that the management of human resources in an organization centers eight key functional areas. These functions are a collection of specialized human resource management work. For each functional area, Human Resource Professionals are responsible for key activities.
This human resource model should give you context to understand and apply the important role human resource management plays in today’s organizations.
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