The Major Human Resource Management Functions Essay

1623 Words 7 Pages
Private and public sector are vitally concerned with productivity and cost-effectiveness in managing resources. Human resource department in most organizations act in a staff capacity by giving advice and performing services for supervisors and employee. In most organizations, human resources department establishes policies and coordinates functions that are as follow
1. Job Analysis and Design

Job analysis deals with the determination of specific tasks and responsibilities common to a job or class of jobs as well as identifying the skills, knowledge and abilities that a person holding the job should possess. This information is vital in the development and validation of the selection devices such as application blanks, structured
…show more content…
Unless organizations are able to project future staffing needs and make provisions to have on hand a sufficient number of employees whose knowledge, skills and abilities can meet his demands, serious problems may arise.
The personnel planning process involves three essential steps. First, a supply and demand forecast for each job category is being made. Second, net shortages and excess of personnel by job category are projected for a specific time horizon. Finally, plans are developed to eliminate the forecast shortages and excess.
The careful use of a systematic personnel planning program enables the personnel department to forecast needs, plans for employee succession, staff critical areas and allow the organization to meet its goals without unnecessary disruptions caused by shortage of personnel.
3. Recruitment and Selection of Employees
Recruitment involves assembling a pool of applicants from which employees may be selected. Public and private employment agencies, union hiring halls, advertisements in newspapers and professional journals, and colleges and universities are among the sources from which organizations draw applicants. Selection deals with screening, testing, and hiring the best qualified applicants from the recruitment pool. Organizations use devices such as weighted application blanks, honesty and polygraph tests, ability and

Related Documents