Human Resources
Importance and Aim Of the HR department
Includes all the activities and decisions that are intended to improve the effectiveness of
the employees and of the enterprise as a whole. (Personnel Function, Human Resource
Management OR Human Capital Management) - other names
Importance and Aim
Aims to bridge the gap between management goals and the needs of the workforce.
The Personnel function manages human resources in order to maximise their potential
thus enabling the business to achieve their mission and goals. The HR function focuses
on:
➔ Interpretation of employer/employee needs.
➔ Coordination of management and staff requirements.
➔ Implementation of the personnel management activities:
◆ Manpower planning.
◆ Recruitment.
◆ Selection.
◆ Employment contracts.
◆ Placement.
◆ Remuneration and staff benefits.
◆ Induction.
◆ Training and skills development.
◆ Evaluation, Retention, Succession planning.
Human Resource Activities
Manpower planning
, An ongoing task, even if there are no current vacancies. (Always needs to have a plan B
in case of an emergency). Rapid Growth requires creative labour planning in order to
stay up to date with requirements.
Purpose:
➔ How many employees are needed?
➔ What skills are required.
➔ When will employees be needed?
The following techniques are required in order to answer the above:
1. Work-load analysis
Done in order to identify how many people are needed in terms of the amount
of work that must be done.
2. Job analysis
Method of obtaining all information about the tasks
related to a specific job, in order to make certain
decisions. Job analysis requires that:
➔ The job is completely and accurately identified.
➔ All tasks in the job must be completely and
accurately described.
➔ The demands the job makes on the worker must
be analysed.
Job Description: About the job. A summary of the info collected through the Job
Analysis that shows the duties, responsibilities and level of authority of the
worker.
Job Specification: About the worker. Specifies the minimum ability the worker
must have, experience, education, physical requirements, skills required by the
job.
3. Manning table
Contains the number of people required and the skills they must have. It is
always a part of a Workplace Skills Analysis.
Position. Required No. of Skills Required.
employees.
Domestic Workers 3 Cleaning, Preparation of refreshments and
basic First Aid.
Importance and Aim Of the HR department
Includes all the activities and decisions that are intended to improve the effectiveness of
the employees and of the enterprise as a whole. (Personnel Function, Human Resource
Management OR Human Capital Management) - other names
Importance and Aim
Aims to bridge the gap between management goals and the needs of the workforce.
The Personnel function manages human resources in order to maximise their potential
thus enabling the business to achieve their mission and goals. The HR function focuses
on:
➔ Interpretation of employer/employee needs.
➔ Coordination of management and staff requirements.
➔ Implementation of the personnel management activities:
◆ Manpower planning.
◆ Recruitment.
◆ Selection.
◆ Employment contracts.
◆ Placement.
◆ Remuneration and staff benefits.
◆ Induction.
◆ Training and skills development.
◆ Evaluation, Retention, Succession planning.
Human Resource Activities
Manpower planning
, An ongoing task, even if there are no current vacancies. (Always needs to have a plan B
in case of an emergency). Rapid Growth requires creative labour planning in order to
stay up to date with requirements.
Purpose:
➔ How many employees are needed?
➔ What skills are required.
➔ When will employees be needed?
The following techniques are required in order to answer the above:
1. Work-load analysis
Done in order to identify how many people are needed in terms of the amount
of work that must be done.
2. Job analysis
Method of obtaining all information about the tasks
related to a specific job, in order to make certain
decisions. Job analysis requires that:
➔ The job is completely and accurately identified.
➔ All tasks in the job must be completely and
accurately described.
➔ The demands the job makes on the worker must
be analysed.
Job Description: About the job. A summary of the info collected through the Job
Analysis that shows the duties, responsibilities and level of authority of the
worker.
Job Specification: About the worker. Specifies the minimum ability the worker
must have, experience, education, physical requirements, skills required by the
job.
3. Manning table
Contains the number of people required and the skills they must have. It is
always a part of a Workplace Skills Analysis.
Position. Required No. of Skills Required.
employees.
Domestic Workers 3 Cleaning, Preparation of refreshments and
basic First Aid.
