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Strategies for human resource development
Organizational structure
Strategies for developing human resources
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Organizational Structure Significance of Hiring and Employee Development It is vital that organizations hire employees that will support their goals to meet their mission and vision statement objectives. In order to hire the “right” people for the job; an organization must properly define what exactly the organization needs the employee to provide or produce to meet the company’s goals and objectives. This done in today’s workplace through job analysis. A job analysis is s systematic study of a job to identify its major components (Werner & DeSimone, 2012, P. 119). The analysis needs to capture what is required to complete the tasks of the job, what basic knowledge and physical abilities required to complete the job tasks successfully, and what are the working conditions of the position. One of the most significant elements of a job analysis is determining what knowledge, skills and abilities an employee must have to become a successful employee. This information is essential for the selecting officials and the perspective candidates to understand. Mandating specific knowledge for a position sets the organization and the employee up for success. If a candidate does not have the basic knowledge for the job, both the organization and the employee quickly become disgruntled and frustrated. Having the knowledge requirements assists organizations in avoiding the poor work environment and having to deal with uncomfortable discussions with workers that do not have the knowledge to be successful in the position. Training supports the second significant element of a job analysis, skills. Skills are the levels of proficiencies that are needed to perform various tasks of a job. Technology is rapidly changing; therefore, it is impor... ... middle of paper ... ... customer perceptions of the service and the quality of service they received. The goal of organizations is to be efficient and effective. In the case of a customer service representative, they need to respond quickly and effectively resolve the issue at hand. References Levy, P. E., (2010). Industrial Organizational Psychology, Understanding the Workplace (3rd ed.). New York, NY: Worth Publishers Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill. Society for Human Resource Management website (2014). Fleishman Job Analysis Survey Online, Retrieved from http://www.shrm.org/templatestools/assessmentresources/shrmtestingcenter/products/mri/pages/fjas.aspx Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed). Mason, OH: South-Western Cengage Learning.