HUMAN RESOURCE MANAGEMENT

Human Resource Management

Human Resource Management

Human Resource Management has evolved since the time the function was called Personnel Administration. It is no longer administered but manager human capital. HR Management has many facets, all equally important as others. In a limited approach, the human resources management is generally associated with the simple management of staff assigned to a chief of staff whose main task is to manage the workforce working from a quantitative point of view and conduct the pay of employees. The human resource management is responsible for obtaining and coordinating with people in an organization, so they get the goals (Legge, 2005). This is very important caring relationships. The phases that have passed HR management are fourfold:

1. Management: It is purely bureaucratic and works on the discipline and rewards. The measures taken are reactive.

2. Management: We start to consider the needs of social and sociological trends personas. The measures taken are proactive type.

3. Development: Seeking to reconcile the needs of workers and economic needs of the company. It considers that people are elements important for the company and is looking for motivation and efficiency.

4. Strategic Management of Human Resources: HR management is linked to the strategy company. Workers are the main source of competitive advantage for the company.

OBJECTIVES OF THE HUMAN RESOURCE MANAGEMENT

To attract job candidates who are potentially qualified.

Retain the best employees

Motivating employees

Help employees grow and develop in the organization

Increased productivity

Improving the quality of work life

Compliance and legislation

If the nonprofit or be capable of survival to do the same with fewer resources. As the business grows and becomes more complex, management of human resources so does, and become more important if the purpose is the same. In the small business rarely has a formal structure and / or HR specialist (Boxall and Purcell, 2003). Trying to meet the objectives of human resource management derived from the goals set in the respective company, to illustrate an example we will say that the specific objectives of human resource management is to maintain and develop a group of individuals with different abilities, motivations and satisfaction to serve as support for the organization in pursuit of goals, create and maintain conditions which enable business application development and satisfaction of employees with achieving their individual goals and reaching efficiency and effectiveness human resources available (Guest, 2000).

DESIGN AND ANALYSIS OF JOB

JOB DESIGN

The intention with the design of job assignments to develop a work to meet the organization and technology, and meet the requirements worker's personal. The key is to reconcile the demands of the business with holders of jobs.

JOB ANALYSIS

With the job analysis should be clearly defined characteristics and demands of work, both technically and human. Know the analysis is done, how it is done and under what conditions. The analysis is used to check the design has been successful. You may know that as a result of the analysis is to redesign the job (Legge, ...