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Create facilities and opportunities for individual or group development Identify and satisfy individual and group needs by providing adequate
and equitable wages , incentives , employee benefits and social
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In order to achieve the above objectives, Human Resource Management undertakes the following activities: 1. Human resource or manpower planning. 2. Recruitment, selection and placement of personnel. 3. Training and development of employees. 4. Appraisal of performance of employees. 5. Taking corrective steps such as transfer from one job to another. 6. Remuneration of employees. 7. Social security and welfare of employees. 8. Setting general and specific management policy for organizational relationship. 9. Collective bargaining, contract negotiation and grievance handling. 10. Staffing the organization. 11. Aiding in the self-development of employees at all levels. 12. Developing and maintaining motivation for workers by providing incentives. 13. Reviewing and auditing manpower management in the organization 14. Potential Appraisal. Feedback Counseling. 15. Role Analysis for job occupants. 16. Job Rotation. 17. Quality Circle, Organization development and Quality of Working Life.
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Q.2 Tell the steps on Human Resource Planning. Human Resource Planning is the process by which an organization ensures that it has the : right number and kinds of people at the right places, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Objectives : Ensure optimum use of human resources currently employed. Avoid unbalances in the distribution and allocation of manpower. Assess or forecast future skill requirements of the organization's overall objectives. Provide control measures to ensure availability of necessary resources when required. Control the cost aspect of human resources. Formulate transfer and succession policy. STEPS IN HRP Assessing current Human Resources. Forecast of future human requirement. Drawing up recruitment plan. Designing training and development plan.
1. Assessing current HR (HR inventory): The input to this report would be derived from forms completed by employees and then checked by supervisors and the personnel department. Such reports would include a list of names, education, training, prior employment,
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Q.3 Explain the purpose of job analysis Job analysis may be defined as a methodical process of collecting information on the functionally relevant aspects of a job. Job analysis tells the human resources personnel:
the time it takes to complete relevant tasks the tasks that are grouped together under a single job position the ways to design or structure a job for maximizing employee performance the employee behavioral pattern associated with performance of the job the traits and attributes of a proper candidate for the job the ways the data can be used to develop human resource management
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statutory concerns, such as equal employment opportunity responses to business competitionrecruiting and retaining talent technological changes that create new jobs and render others obsolete
Uses of job analysis information Job analysis information is used in human resources on a regular basis to define:
Job description: A job description gives an account of the work and duties associated with a particular job. It describes the way the job is performed currently. Most job descriptions contain the following information:
the job name summary description of the job a list of duties for the job a list of organizational responsibilities related to the job
Job specifications: Job specifications define the characteristics of the activities associated with the job and given in the job description. They describe the skill sets and qualifications that a candidate for the job should possess. Job classification: Job classification groups similar jobs into classes and families. This simplifies the overview for managers and is essential for streamlined functioning of an organization. Job evaluation: Job evaluation involves finding out the monetary worth of a job and helps to set up equitable pay structures. Job design: Job design integrates employee productivity needs to maximize worker efficiency. needs with
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Identifying training needs of personnel Creating recruitment strategies Making performance reviews
Without proper job analysis by the human resources department, it is difficult for any organization to remain competitive and be able to attract and retain talent.
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