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Job Analysis And Design/Human Resources Management
Human resource job analysis
Human resource job analysis
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I would qualify as a good candidate for this program considering my experience in working in Human Resources. I know people will say this in their essay, although I really mean it. I have a Bachelor in Art and Science from Tennessee State University. When I first started college, I was going for Nursing on the other hand reconsidered and decided to major in Art and Science to finish school. After I graduated, it was hard for me to figure out what I want to do with my degree. Before promoting to human resources, I was currently working as a psychiatric technician for the State of Tennessee. When the opportunities of working in the Human Resource department as a HR Technician 2 open, I applied. I did not have any knowledge in this field yet …show more content…
If that does not happen then I would like to work in the private sector and become a Human Resource coordinator or manager. Any higher Human Resource positions the state government offer has required a Master degree in Human Resource or more than three years of experiences. With the private sector, there is more opportunity to move into different areas in Human Resource then there is working for the state. I would like to start guiding the startup and management of a full range of Human Resource operations. In addition, I want to work with senior management to create Human Resource policies and procedures. However, I know that this will take time and experience as I work my way up in this field as a Human Resource generalist or coordinator. As part of a Human Resource team, I want to add value and continue to grow the company. My long-term goal will depend on where the company goes. My plan is to move into a position of responsibility where I can lead a team. I would like to work in all aspects of Human Resource like Benefits, Employee Relations, Transaction, Class Compensation etc. This is why I plan to get my Master degree in this field and using this degree to maybe one day become a Human Resource coordinator or director of a company or
To understand Engstrom’s issues of low morale as well as diminished employee productivity and quality, workplace analysis is fundamental. Using the human behavior perspective, this analysis focuses on existing workplace organizational issues and their root causes. Moreover, the paper discusses the impacts of poorly aligned and administered human behavior theories and concepts on these organizational issues.
“NewYork-Presbyterian Hospital is committed to excellence in patient care, research, education and community service. When you or a member of your family requires care, we will provide the exceptional services that you expect from a first-rate medical institution”(NewYork-Presbyterian, n.d.)
In an effort to gain a working understanding of the Human Resources field, I chose to interview the Director of Human Resources for an organization in Miami, Florida. What I learned goes far beyond any classroom or textbook instruction. It is clear; the field of Human Resources will never be static, as society, technology, and legal environments change, so will the field of Human Resources.
As assigned, a new competency model for the design engineering roles for the Spray boat need to be designed from scratch for the company of Sunsailors. The two new roles for the current Spray boat work are Chief Design Engineers (CDEs) and Junior Design Engineers (JDEs). Two of CDEs and ten of JDEs need to be recruited within two months’ time.
Different mediums can convey similar stories. This is apparent between the play, Death of a Salesman, by Arthur Miller and the documentary, Roger & Me, by Michael Moore. The conflict between the powerful and powerless members of society, which will be regarded in a socioeconomic scope throughout, and the theme of being naïve and unrealistic are evidently comparable and existent in both texts. The struggle amidst the powerful and powerless people is exhibited within Death of a Salesman and Roger and Me. Firstly, within Death of a Salesman, there is a struggle between the socioeconomically powerful, Howard, and the powerless, Willy. This occurs when Willy requests Howard, Willy’s Boss, for an increase in
Human Resource Management is the management process of an organization's workforce, or human resources. It is responsible for the assessment, attraction, rewarding, selection, and training of employees, while also overseeing organizational culture and leadership and ensuring compliance with employment and labor laws ("Human resource management," 2014). Human Resources is the set of individuals who make up the workforce of a business sector, economy or an organization. There are five items on the strategic plan that are the responsibility of Human Resource Management:
2. Job research is a methodical discovery of the actions within a job. It is a primary technological process, one that is used to determine the responsibilities, obligations and accountabilities of a job.
Human Resource Management The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees. Without out them they would surely fail. Particularly, how a company is run and how they treat their employees and customers help set the core competencies, which distinguish one organization from its competitors. This paper is intended to give an overall view of how important Human Resources re to a organization, by looking at the people involved, the laws that effect, and the methods used in Human resource management.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Job analysis is the systematic study of jobs to determine what activities and responsibilities they include, their relative importance in comparison with other jobs, the personal qualifications necessary for performance of the jobs and the conditions under which the work is performed. An important concept in job analysis is that an evaluation is conducted of the job, not the person doing the job (even though some job analysis data may be collected from incumbents).
The Employment relationship is the only reason public and private limited organisations work effectively. The Employment relationship is a fragile tie between an employer “management” and employee “worker”. This relationship can be affected by 3 factors which are interests, control and motivation. Employers have to balance these factors in order to maintain a productive working relationship.
Here are some key points and ideas about exercises we could do in class. PLease contact me if you have any questions. I think we could have the speaker and do the mock interview I suggested toward the end of this e-mail. Shana Cohn CLASS DESIGN Important points, class discussion questions and activities. Part I Job Analysis defined: Identifying lists of activities or tasks associated with the job. Determining the skills needed to perform the job successfully. A well-designed job analysis can help to create a work environment where expectations are clear and future problems can be alleviated through communication. Some detailed benefits of job analysis include: 1. It provides uniform guidelines for dealing with employment selection, compensation, performance standards, and the skills needed for any given position. 2. It lays a foundation for gaining a competitive advantage by identifying training needs for the incumbent employee or an employee entering into the organization. 3. A successful job analysis draws clear boundaries between the employer and employee regarding qualifications, job responsibilities, lines of authority, and ways of preventing or dealing with grievances. 4. It allows employers to hire qualified candidates by linking applicants' skills to the job analysis. Employers can also prove that their requirements for selection are related to the job. The ADA defines a qualified applicant as "one who can perform the essential functions of the job." A job analysis provides the employer with justification of why they chose a particular applicant. Other areas to note: 1. The most common reason for a job analysis is to gather information for job descriptions. The job description should focus on results and outcomes instead of how to accomplish the job, because each person attains results in a different fashion. 2. Preparation for the future is key to dealing with a changing workplace. The job analysis should integrate issues the organization may confront in the future, such as turnover and technology advances that could change its structure. 3. Forecasting HR needs is critical to the success of the organization. These should be assessed with past trends, evaluating the skills of incumbent positions, and being aware of changing skills and requirements. Some questions/activities regarding job analysis: A class activity would be a case study that involves a new person hired into an organization where a job analysis is not utilized. The following questions serve as a guideline for the types of issues that could arise without a clear job analysis.
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
Bohlander, Snell & Sherman (2001) introduce the human resource planning model. Before proceed to the human resource process, organization must consider the environment factor that influenced the human resource planning. Economic change like inflation influences the demand and supply of workforce where technology change make new challenges to human resource planning process where the manager need to align workforce with technologies. The organization also must make sure that the planning follows the rules and law such as employment law 1955 and occupational safety and health act. Three different elements which are job analysis, forecasting demand and supply, and legal restraint should consider by organization when doing human resource planning.
have more of a major effect on the company's health. Irving Burstiner was quoted in in The