HUMAN RESOURCE ANALYSIS

Human Resource Analysis

Table of contents

Introduction1

Discussion1

TASK 13

a)Define Human Resource Management and evaluate the impact or HRM on the Human Resource function. Describe the models and phases in the HRM debate.3

b)Evaluate the role of Strategic Human Resource Management in relation to the organisations broader objectives, Evaluate HR practice in both profit making and not-for-profit organisations.5

c)Discuss the contribution made by HRM in controlling the management of change5

TASK 27

a)Evaluate traditional and contemporary approaches to Human Resource Planning (HRP). What are the advantages and disadvantages of HRP in practice?7

b)Discuss the need for learning in organisations today and evaluate the role of both the organisation and the individual in the development process today7

TASK 39

a)Evaluate and discuss the legal requirements with which organisations have to operate within with regard to HR Management.9

b)Analyse to what extend organisations take account of global social technological and ethical considerations in relation to HRM.10

Conclusions10

Reference and bibliography12

Introduction

"Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5). There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.

Generally, in small organizations—those with fewer than a hundred employees—there may not be an HR department, and so a line manager will be responsible for the functions of HRM. In large organizations—those with a hundred employees or more—a human resource manager will coordinate the HRM duties and report directly to the chief executive officer (CEO). HRM staff in larger organizations may include human resource generalists and human resource specialists. As the name implies, an HR generalist is routinely involved with all seven HRM functions, while the HR specialist focuses attention on only one of the seven responsibilities.

Discussion

Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed. Human resource management works to ensure that employees are able to meet the organization's goals.

Prior to discussing the seven functions, it is necessary to understand the job analysis. An essential component of any HR unit, no matter the size, is the job analysis, which is completed to determine activities, skills, and knowledge required of an employee for a specific job. Job analyses are "performed on three occasions: (1) when the organization is first started, (2) when a new job is created, and (3) when a job is changed as a result of new methods, new procedures, or new technology" (Cherrington, 1995).

Jobs can be analyzed through the use of questionnaires, observations, interviews, employee ...