Assignment 1: Trends in the Workplace Specify the key functional areas of Human Resources Management. Explore the manner in which each function contributes to the overall performance of an organization. Support your response with specific examples of the activities for which HRM is typically responsible. In general, the role of the human resource management in an organization or entity entails planning, development, administration of policies and designing programs 2003). Therefore, the human resource management is concerned with the relationship of both the employer and employee within an enterprise. The human resource management effectively utilizes of human resources, desires for working relationships among all Secord, 2003). From this objectives, it clear that there are four main functional areas in human resource management namely Planning, Staffing, Employee development, and Employee maintenance as described below. The human resource planning function involves the determination of the number and type of employees needed to accomplish organizational goals through research given the fact that planning entails the collection and analysis of information critical in the forecasting of human resources supplies, as well as the prediction of the future human resources, human resource is job analysis that refers to the description of the nature of a job and specification of the human requirements including skills and experience needed to the job that as well entails the specification of the work duties and activities of 2
Running Head: ORGANIZATIONAL STRUCTURE 2 Organizational Structure This paper’s purpose is to outline and examine different job analysis approaches, which can be used by an HR manager to define and describe a job position within an organization. A job analysis is to be developed for a customer service representative for a company that sells many products online. The problem that this organization is facing is that they have experienced rapid growth in a little amount of time, and they have been unable to fill customer service positions. As a result, the HR manager must develop a job analysis for this position. A job analysis is the process of studying and collecting information relating to the operations of a specific job (Noe, et.al., 2014). As an HR manager, one of the main tasks is creating and analyzing positions within the organization. In order to do so the HR manager must systematically analyze the job and identify all facts that is relevant to the positron. They must also observe and study all tasks associated with the particular job in question, which in this case is the customer service representative. They must completely define the job to identify a person who would be a good fit for this position within the organization. In doing so the HR manager ensures that anyone who fills these positions are in line with the values of the company and they will be able to achieve any goals set by the organization. The job analysis includes three main components, the job description, the job specification, and the job context. These are imperative to the hiring process and when conducting employee development. If the job analysis is done correctly it will provide candidates with an understanding of the job and what is expected of them. In addition to this is assists the management team with developing performance requirements and aides in training and evaluation of knowledge gain after on boarding.