Human asset Management

Human Resource Management

Human Resource Management

Introduction

In the up to date HRM perform, selection performances a very important role. It is very important for an organisation to be able to choose the right person when recruiting, especially when high ranks such as managerial positions are concerned. As it has already mentioned, there are many methods but before we go on, we must discuss the two principal models, the psychometric and the social model.The psychometric model is the one where all today's methods come under. Its focus is the job itself. In this form, performance criteria and the specific attributes are selected on which the candidates will be assessed. This form also standards individualism and managerialism. The main criticism about this model is that it is based on the assumption that attributes displayed by an individual remain stable and that objective selection is possible. (Armstrong 2006 pp.89-109)

Hiring Process

The hiring process is the most important factor in ensuring that only quality employees get the job because of this organization hire employment agencies. The actual recruitment of potential employees is normally done in newspapers, employment agencies and the internet (Meyer & Donaho, 1979).

In today's comparable recruiting environment, businesses are constantly faced with finding better ways to computer display candidates for open positions. Manager's and human resource departments are challenged with finding strong tools for screening applicants. Some industries have had large achievement with this practice. For instance, the U.S. Postal Service regularly administers tests to screen for capable candidates. Even though these employers have had achievement with testing candidates for pre-employment screening, not all industries have had these optimistic experiences. In fact, many corporations have found that there are many legal and ethical considerations in testing(Meyer & Donaho, 1979).

Training

There are five steps to create an effective systems approach in training: make needs assessment, design a training program, develop the program for a working environment, implement the developed training program, and finally, and develop a system to evaluate the training.

Needs assessment

Aneeds assessment is the first step in the instructional design process. Needs evaluation mentions to the method utilised to determine if teaching is essential (Noe, 2002). Aneeds evaluation engages three steps:

1. Organizational Analysis

2. Person Analysis

3. Task Analysis

Design a Training Program

Once the determining components are in place, a teaching design should be considered. This engages conceiving a learning natural natural environment and applying ideas of teaching transfer. This will help educate the individual their job simulating what they will or are doing for their employer. An example would be system demonstration or showing how to input information into a system that he or she will be using while at their desk (Erickson, 2005).

Development

First, management needs to converse to their workers in finding out what the worker considered their job comprise of. Most employees will tell their managers that the job consist of answering the phone, answering the questions the customers have, taking orders, and getting them off of the phone as quickly as possible (Noe, ...