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Human Resource Management Essay

2449 words - 10 pages

Human Resource Management
Introduction
Human resources management is defined as a scheme of activities and strategies that focus on how to manage employees successfully at all levels of an organization to achieve organization objectives (Byars & rue 2006). According to Stone (2005) HRM is important to determine the effective and efficient use of people in achieving the organization’s strategic, business objectives and the satisfaction of individual employee needs. In order to have a successful HRM it is important to have a strategic HRM, strategic HRM is the process of interconnecting the HR purpose with the strategic objectives of the organization in order to increase performance ...view middle of the document...

HR planning can be defined as a process within organization that can use to make sure it has enough number of employees and the right employees to carry out numerous jobs in the company (Lorette 2012). To achieve an effective HR planning it is important to deliberate both the internal and external environmental impacts of an organization goals, structure and HRM. Besides, HR planning it focuses on the demand and supply of labour and encompasses the acquisition, development and departure of employee due to achieve a successful of an organization depends on its employees (Stone 2005). The another phase that has to be consider in HR planning is forecasting demand and supply, for forecasting demand involves determining the numbers or known as quantitative and kind of personnel or called as quantitative that an organization will require in the future. While, forecasting supply involves defining what personnel will be available, the sources are comes from internal and external which mean from people that already employed by the organization those from outside organization (Lunenburg 2012). The importance of HR planning is to determine objective of HRM which is includes staffing, appraising, remunerating and development, to ensure the people are available with the appropriate skills and ability whenever organization need then and to improve performance and satisfaction of employee that may impact on organizational (Sculer & Jackson 1990). HRIMS is a “computerized system used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an human resources in organization, HRIMS includes hardware and software, it also includes people, forms, policies and procedures, and data (Kavanagh 1990, p. 29). According to mayhew (2013) there are several advantages and disadvantages of using HRIMS, the advantages is high accuracy of information and has the ability to perform HR audits using any arrangement parameters. While the disadvantage of HRIMS is human error during input the information.
Job analysis is part of HRM activities, the definition of job analysis is the procedure through which HR department determine the duties of job position and the characteristic of the people to hire for their organization (Dessler 2002). According to Stone (2005) job analysis delivers information about three basic aspects of a job which is job content that includes the duties and responsibility of the job; job requirement involves qualification, skills, abilities and personal characteristic which employees need to accomplish the content of the job; and the last aspect is job context which includes the situational and supporting information regarding the specific job. Job analysis does two things, first defining about why the job exist, categories of duties performed, and responsibilities involved in performing the job, this is called as job description. Second describes the skills, knowledge, abilities, and other characteristic needed to perform...

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