11/1/2014

INTRODUCTION OF HUMAN RESOURCES

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Contents
1.

Introduction of Human Resources ........................................................................................... 3

2.

The function of human resource department ........................................................................... 4

3.

Job analysis .............................................................................................................................. 5

4.

Recruitment and selection ....................................................................................................... 6

5.

Training ................................................................................................................................... 7

6.

References ............................................................................................................................. 10

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Human Resource Management

1.

Introduction of Human Resources

An organization is nothing without a well organised human resource department. In an

organization human resource department is the backbone of company and servers as a functional
center of the organization. Human resources department operates in both ways forefront and
behind the scene as it is involved with every aspect of the organization and its business.
(Mooney, 2011)
The human resource management is responsible for the Extensive and diverse categories of
paperwork and employee services within the organisation. The employees of HR must be skilled
in administrative duties and as well as interpersonal interaction to cover all the activities
associated with the human resource department.
The human resource department responsible for managing the benefit packages offered by the
business to its employees. Various health care plans, pension plan and profit sharing programs
are among the offering of many organizations. The human resource department professional
deed to possess a well-defined discernment of these benefits, help make determination on the
best package for their organizations and be skillful in explaining these benefits to the staff of the
company.
Human resources generalists, specialists and managers generally are responsible for a numeral of
the central uses of an HR department. Human resource department functionally doesnt always
take a great number of humans resource employees to be efficient. It depends on the size of the
business the small business can operate with one human resource employee instead of an entire
department of human resources. Regardless the size of HR department, certain function is
necessary to sustain the companys workforce and employee basis (Mayhew, 2012).

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Human Resource Management

2.

The function of human resource department

Job analysis

Hiring

Promotions

Reassignments

Position classifications

Salary determination

Performance appraisal review and processing

Awards review and processing

Personal data entry and record maintenance

Consultant and advisory services to management and employees

Policy development

Technical policy interpretation

Benefits

Employee assistance referral

Workers compensation

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Human Resource Management

3.

Job analysis

The completion of job description and job specification, based on job analysis, is at the heart of
the many other human resource department activities. If legal requirement did not force
employers to do job analysis, even then effective human resources department would demand it.
The work of human resource department starts with job analysis. In simple term, job analysis
may be inferred as a process of gathering information about a business.
Job analysis contains the following steps:
1. Gathering and recording job information
2. Go through the job information for accuracy.
3. writing a job description based on the info.
4. Applying the data to find the skills, abilities and cognition that are required on the chore.
5. Updating the data from time to time.
By this process they get two sets of data
i)

Job description

ii)

Job specification

Job description is crucial document, which is essentially descriptive in nature and contains a
statement of business analysis. It contain both information organizational (location, authority)
and functional information (what the work is).

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Human Resource Management

Job characterization specifies the scope and nature of the work including all the important
relationship. It should be clear regarding work position and its duties. It also describe about the
skills required for job, detailed kind of work, degree of complexity, and extent of worker
responsibility for each phase of the work.
Job specification is a programme in which human resource department make a list of all jobs in
the company and where they are placed. Gathered all the information of each of the jobs in
company and the information of each includes physical specification, mental specification and
behavioral specification.
Job analysis is one of the crucial functions of any organization seeking to improve its growth and
productivity. By job analysis the duties and responsibilities assigned in detailed for the
employee. This helps organization to hire the most capable staff for their company. By this
activity the performance of organization will achieve the higher goals by hiring the most suitable
person for the job (habeeb, 2009).

4.

Recruitment and selection

The management of human resource department recruit the right person by using a detailed task
analysis and task description and some time they apply one of the selection models to ensure
they are applying the correct employees.
Equal employment opportunity guidelines clearly require a sound and comprehensive job
analysis to validate recruiting and selection criteria.
Recruitment and selection hiring process is a detailed process which human resource department
follow to hire the most best for the job. Recruitment and selection starts by the vacancy ( new

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Human Resource Management

created position or replacement), develop a detailed position description, identify the duties and
responsibilities ( General information, position purpose, essential job function, minimum
requirement, preferred qualification) Develop requirement plan (posting period, placement goals,
additional advertising resources) Publish the job ad ( internet, print advertisement, social media,
job fairs, professional conference and campus recruiting, resume banks) Select search committee,
Review application and develop short list, Conduct interview ( panel interview, Virtual
interview, testing and other selection methods) Final applicants (reference check, mandated
hiring prerequisites), Finalize recruitment ( initiating the offer, negotiating the offer, countering
the offer, finalizing the offer).
By hiring the most competent person for the vacancy will contribute his efforts to increase the
organization activities and its output and set them cost effective (OTHMAN, 2009).

5.

Training

Employee breeding and growth needs to fit your organization's context, task descriptions, work
contracts and collective understandings. When selecting employee training and evolution
methods, it is significant to remember the learning procedure. Thither are many ways to offer
employees with learning opportunities, including: Committees, conferences and forums, critical
incident notes, field trips, job aids, job expanding, job rotation, job shadowing, learning alerts,
special projects. Term classroom training is also effective for the employee of the organization
the HR department conduct seminar and workshops provide educational training by sending the
employee to the professional institute. These training enhance the skills of employee which helps
him to perform his duties more accurate and efficient. (Dias, 2011).

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Training Program Development Model

Although there are many ways which companies can gain a competitive advantage, human
resource department practices enable companies to gain a competitive advantage in two ways;
the one is helping themselves and other the helping others. The training programme output is
positive for the employer as same positive for the employee.
Human resource training and development is an organized learning that provides the possibilities
of performance change and improvement towards individuals and groups through development
of their knowledge, skills and abilities which is necessary for the successful performance of the
organization.

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This is one of the important functions of the human resource department in any organization.
This boosts the organizational development and also encompasses the overall performance of the
organization. Includes helps the organization for the career development of the employees.
It emphasized that the human resource department play a critical role in determining companies
success in meeting the challenges. Human resource management practices that help companies
deal with the three major challenges, to meet the sustainability challenge, companies to need
identify their selected employee are value able for them or have the levels of interpersonal skills
necessary to work with fellow employees in teams.
Human resource management focuses on matching the needs of the business with the needs and
development of employees. In an organization every employee has a value able role to play. The
emphasis is on helping individuals to work together. Workforce is one of the part or HR strategic
processes, which looks at the long-term needs across the organisation.
Personal development plans enable every individual to grow both professionally and personally
within the business. Companies depend on its people because their skills contribute to achieving
its business objectives.

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6.

References

Dias, L. P. (2011). Human Resource Management. Retrieved from

http://catalog.flatworldknowledge.com/bookhub/2807?e=portolesedias_1.0-ch08_s04
habeeb, f. (2009, August 30). Human resource management (competitive advantage). Retrieved
from http://www.slideshare.net/fathima_sy/human-resource-management-competitiveadvantage-1928241
Mayhew, R. (2012). HR Department. Retrieved from http://yourbusiness.azcentral.com/keyfunctions-hr-department-1146.html
Mooney, L. (2011). HR Management Activities. Retrieved from
http://yourbusiness.azcentral.com/seven-major-categories-hr-management-activities-6406.html
OTHMAN, A. E. (2009). RECRUITMENT/SELECTION AND TRAINING/DEVELOPMENT.
Retrieved from
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