Human Resources
IEB Business Studies
Nicola Waite
, Nicola Waite Business Studies May 2021
Human Resources
Includes all activities and decisions to improve effectiveness of HR (employees) and
the business.
Importance and Aim
• Bridges the gap between management goals and needs of the workforce
• Manage employees to maximise their potential, enabling the business to achieve
its mission
• Focuses on:
o Interpretation of employee/employer needs
o Co-ordination of management and staff requirements
o Implementing relevant administrative systems
HR Activities
1. Manpower Planning
Identifies manpower shortages and determines
• What skills employees should have’
• When the employees are needed
The following techniques should be applied
during manpower planning:
WORK-LOAD ANALYSIS
Determines how many people are required in
terms of the work that needs to be done.
JOB ANALYSIS
Obtains all relevant information about the tasks related to a specific job. Basically, the
job is identified, tasks are described and any demands on the worker are identified. You
can gather this information through interviewing current employees, observing workers,
and questionnaires.
Job description (about the job)
Summarises the information collected through a job analysis and shows the duties,
responsibilities and level of authority of the worker. It states what is to be done, how it
should be done, why, when and where.
Job specification (about the worker)
1|Page
IEB Business Studies
Nicola Waite
, Nicola Waite Business Studies May 2021
Human Resources
Includes all activities and decisions to improve effectiveness of HR (employees) and
the business.
Importance and Aim
• Bridges the gap between management goals and needs of the workforce
• Manage employees to maximise their potential, enabling the business to achieve
its mission
• Focuses on:
o Interpretation of employee/employer needs
o Co-ordination of management and staff requirements
o Implementing relevant administrative systems
HR Activities
1. Manpower Planning
Identifies manpower shortages and determines
• What skills employees should have’
• When the employees are needed
The following techniques should be applied
during manpower planning:
WORK-LOAD ANALYSIS
Determines how many people are required in
terms of the work that needs to be done.
JOB ANALYSIS
Obtains all relevant information about the tasks related to a specific job. Basically, the
job is identified, tasks are described and any demands on the worker are identified. You
can gather this information through interviewing current employees, observing workers,
and questionnaires.
Job description (about the job)
Summarises the information collected through a job analysis and shows the duties,
responsibilities and level of authority of the worker. It states what is to be done, how it
should be done, why, when and where.
Job specification (about the worker)
1|Page
