Human resource planning The HR Manager needs to plan in advance for the needs of the organisation. The manager needs to know how many employees are needed, when they will be needed, for how long they will be needed, what skills they will need to have, what rates of pay will be offered and the terms and conditions of their employment. The level of employment will depend on the level of economic activity and the level of production at that particular point in time and what is likely in the next period and how this impacts on the organisation. In addition, the relative costs of outsourcing jobs as opposed to employing staff must also be weighed-up and considered. Job analysis The HR Manager will need to assess each job within the organisation to ensure that it is actually needed. The HR Manager must ensure that it is quite clear what the job entails in terms of the tasks to be completed, the skills that the employee needs in order to perform these tasks, which are: the type of equipment required to perform the tasks the level of interaction between this job and others within the organisation the level of performance required of the employee performing the tasks The end result will be a clear job design with a designated job specification (a statement of the personal characteristics, skills, education and qualifications, and experience required to perform the job) and a job description (a statement of the tasks and activities, and areas of responsibility associated with performing the job). The process associated with a job analysis should commence with an assessment and skills audit of the current position within the organisation, followed by research relating to similar jobs carried out within similar organisations. This process may be carried out by interview, survey, questionnaires and/or observations.
Posted on: Wed, 29 Jan 2014 09:53:13 +0000
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