Saturday
July 26, 2014

Homework Help: Human Resource

Posted by Vincent on Friday, September 28, 2007 at 1:46am.

Can someone please look over this and let me know if this is right.

• Develop documentation for human resources professionals to manage a specific employment position. The materials you create would assist human resources professionals to choose, train, and develop successful employees toward helping the company meet its goals.
• Reference at least one human resources journal and at least one reputable Web site for human resources professionals, in addition to the text. Format references according to APA guidelines.
• The five project deliverables will all focus on a single employment position. The deliverables are as follows:
1. Executive summary
2. Presentation on job analysis
3. Tips for the selection process
4. Script for orienting new employees
5. Training proposal

This is what I have written

This documentation will assist human resources professional to choose, train, and develop successful employees toward helping the company meet its goals. Human resources are a term in which many organizations describe the combination of traditionally administrative personnel functions with performance management, employee relations and resource planning.
A job analysis is designed to obtain descriptive information about the tasks performed in a job and the knowledge needed to adequately perform those tasks. Job analysis is also the process of obtaining information about jobs by determining the duties, tasks, or activities of those jobs. The procedure involves systematically investigating jobs by following a number of predetermined steps specified in advance of the study. When completed, job analysis results in a written report summarizing the information obtained from the analysis of twenty or thirty individual job tasks or activities. HR managers will use this data to develop job descriptions and job specifications. These documents, in turn, are used to perform and enhance the different HR functions such as the development of performance appraisal criteria or the content of training classes. The ultimate purpose of job analysis is to improve organizational performance and productivity (Bohlander and Snell, chapter 4).
Selection tools give you the process of reducing the number of candidates and choosing from among those individuals who have the relevant qualifications. It is important to choose the right method of selection tools for the job, because if you do not choose the right method of selection tools it could lead to direct and indirect expense of hiring an employee who turns out to be unsuccessful. Another method of not choosing the right method of selection tools could be the cost of an opportunity of someone who could have been successful, but did not get a chance (Bohlander and Snell, chapter 6).
Some tip on the selection process for hiring a candidate and making a fair decision can be structure the interview to be as consistent as possible for all candidates. Use the same questions, setting, time allotment, and interviewers. Utilize patterned interviews with each candidate to allow the committee to make the best comparisons, to ensure that each candidate is treated fairly, and to minimize unconscious biases (Office of Equal Opportunity and Diversity).
After the selection of successful employees the first step in their introduction to company policies, practices and benefits is an orientation program. Effectively orienting new employees is to establish a successful, productive working relationship. This is usually conducted by the staff personnel unit. The subjects covered in the orientation process include products of the company, employee benefits, salary schedules, safety, probationary period, timed recording and absence, holiday’s, equal employment opportunity programs, packing and the grievance procedure.
Most organized induction program is performed by the immediate supervisor. The inductee is introduced to fellow employees, given a tour of the department, and informed about such details as locker and rest rooms, supply procedures, hours of work overtime, call in procedures, rest and lunch periods, and lunching facilities. After a couple of weeks on the job the supervisor might want to follow up with the employee to make sure everything is going smoothly with the employee.
Training is giving employees specific knowledge and skills in order for them to effectively and efficiently perform their jobs. Apart from increasing workers skills and knowledge the right training may increase an employee’s motivation, chances for advancement, morale and lead to more productivity and better quality.
Once the training needs have been determined, the next step is to design the type of learning environment necessary to enhance learning. The success of training programs depends on more than the organization’s ability to identify training needs. One training proposal would be on-the-job training.
One the job training gives the employees hands on experience. The advantage of providing hands on experience gives the new employee a chance to build a good relationship with other employees. As time becomes a critical resource and is needed most, on the job training is viewed by some to be potentially the most effective means of facilitating learning in the workplace.

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