If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on roles and responsibilities of human resources. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality roles and responsibilities of human resources paper right on time.
Out staff of freelance writers includes over 120 experts proficient in roles and responsibilities of human resources, therefore you can rest assured that your assignment will be handled by only top rated specialists. Order your roles and responsibilities of human resources paper at affordable prices!
The human resources role has changed tremendously from being a mostly personnel function, consisting primarily of a lot of paper pushing, hiring and firing, to being totally responsible for the maximization of work efficiency. This primarily creates a better-trained, more flexible workforce that will add more to the bottom line. Believing that employees are key to the success of the business means human resource practices such as job design, job classification, using an intensive employee selection process, investing in employment development, rewarding employee performance, measuring employee satisfaction, and promotion from within.
Job design is the process of defining the way work will be performed and the tasks that will be required in a given job. To effectively design jobs, one must thoroughly understand the job as it exists, and its place in the larger work unit's workflow process. There are three different approaches to job design 1.) The motivational approach, .) The mechanistic approach and .) The biological approach.The motivational approach to job design focuses on the job characteristics that influence the psychological meaning and motivational potential. The mechanistic approach identifies the simplest way to structure work that maximizes efficiency. The biological approach minimizes the physical strain on the worker by structuring the physical work environment around the way the body works, where as the perceptual motor approach emphasizes on the human mental capabilities and limitations.
To determine relative worth of a job, the ranking and classification methods are used. The job ranking system arranges jobs in numerical order on the basis of the importance of the jobs duties and responsibilities to the organization. Job classification slots jobs into pre-established grades with higher rated grades requiring more responsibilities, working conditions, and job duties. Job classification also entails determining a pay scale. This can be determined by a wage survey. Data obtained from the surveys will help establish the organizations wage policy while ensuring that the employer does not pay more, or less, than needed for jobs in the relevant labor market.
In order to compete, an organization has to be able to do a good job of managing
their human capital the knowledge, skills, and capabilities that add value to the organizations. Human resources must develop strategies for identifying, recruiting, and hiring the best talent available. They must develop these individuals in ways that are
specific to the needs of their individual firms, encourage them to generate new ideas while familiarizing them with the company strategies, invite information sharing, and rewarding collaboration and team work.This can be done internally or externally. Internal recruitment sources has several advantages. It generates a sample of applicants
who are well known to the company. These applicants are relatively knowledgeable about the company's vacancies, which can minimize the possibility of inflated expectations about the job. It is also generally cheaper and faster. However, there may not be enough internal sources for entry-level positions or even higher level specialized positions. Bringing on outside people may lead to new ideas and ways of doing business. Using only internal recruitment can result in a workforce whose members all think alike and who therefore may be poorly suited to innovation.
The selection process should provide as much reliable and valid information as possible about applicants so that their qualifications can be clearly matched with job specifications. The information gathered from applications and interviews must be reliable and valid, clearly job-related or predictive of success on the job and free from potential discrimination. The interview is an important source of information about the job applicant. It can be unstructured, wherein the interviewer is free to pursue whatever approach and sequence of topics that might seem appropriate or structured where each applicant receives the same set of questions, which have pre-established answers. Regardless of the technique chosen, those who conduct interviews should receive specialized training with interviewing methods. This gives the Human Resource manager the most relevant information for making a knowledgeable decision about which applicant will fulfill the needs of the organization.
When hiring a candidate, human resources is the first line of communication.An employee handbook is a necessary part of communication. The handbook sets out the rules and policies within which employees and managers must operate, how the organization sets wages, allocates training, and promotions opportunities, what services it provides, and what it expect from employees is discussed in the handbook. Obviously, merely writing a handbook is not enough. It must by continuously updated, publicized to employees, and supervisors must be thoroughly familiar with it, since they are the ones who translate policy into action.
A human resources department must also develop benefit packages that will attract qualified persons to want to work for their organization.In order to have a sound benefits package there are certain basic considerations. It is essential that a program be based on specific objectives that are compatible with the organizational philosophy and policies as well as affordable to the company. By utilizing a flexible benefits package, employees are able to choose those benefits that are best suited to their individual needs.
Today organizational operations cover broad areas and require continuous training for effective job performance, evolutions in product areas, and corporate growth. In order to have effective training programs, organizations can utilize a systems approach. Key areas of this approach include needs assessment, program design, and evaluation. Needs assessment begins with organizational analysis. Managers must establish a context for training by deciding where training is needed, how it connects with strategic goals, and how organizational resources can best be used. In designing a training program, managers must utilize principles of learning in order to create an environment that is conducive to learning.
A smart organization tries to prevent problems before they occur.This is done by establishing a prevention program.Prevention programs take many forms. They include redesigning jobs to diminish hazardous conditions, conducting, safety training programs, even offering pay bonuses for good safety records. Safety hazards are those aspects of the work environment, which have the potential for immediate and sometimes violent harm to employee. Examples are lost of hearing, or eyesight, cuts, sprains, bruises, broken bones, burns and electric shock.Health hazards are those aspects of the work environment that slowly and cumulatively lead to deterioration of an employee s health. Typical causes include physical and biological hazards, toxic and cancer - causing dusts and chemicals, and stressful working conditions.
A performance appraisal program is a tool used to improve productivity and morale of an organizations workers.Performance appraisal programs serve many purposes, but in general those purposes can be clustered into two categories administrative and developmental. The administrative purposes include decisions about who will be promoted, transferred, or laid-off. They can also include compensation decisions and the like. Developmental decisions include those related to improving and enhancing an individuals capabilities. These include identifying a persons strength and weaknesses, eliminating external performance obstacles, and establishing training needs.
Human resources creates effective motivation and leadership. recruiting and retaining the right personnel, rewarding and treating employees fairly, establishing an environment that supports the people and benefits the organization, the Resource Manager looks towards a future with exciting challenges and opportunities for managing an organizations most valuable resource - its people.
Please note that this sample paper on roles and responsibilities of human resources is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on roles and responsibilities of human resources, we are here to assist you.Your cheap custom college paper on roles and responsibilities of human resources will be written from scratch, so you do not have to worry about its originality.
Order your authentic assignment fromand you will be amazed at how easy it is to complete a quality custom paper within the shortest time possible!
