Three Major Purposes of HRM Policies - Essay Example

Ask me any question as you read and I will research for you. This you will score an A. I AM RESEARCHING THE OTHER SECTIONS 2. Three major purposes ofHRM policies -human resource reassures policies assure all employs that they will be treated equally and objectively. -human resources policies lessen the work of managers through easing their decision making processes. –      Offers managers confidence in resolving their problems and defending their course of action Question 3 When job analysis is done  -commencing of an organization or business -creation of a new job -when there’s a significance change of job - When there is a new overstaffing or understaffing. When job analysis is done Recruiting and selection of personnel: This analysis assists in determination of the kind of personnel required to perform a specific job. It highlights experienced levels, education qualifications and physical technical personal and emotional expertise required to carry out a task in the set standards Performance appraisal: this is done to determine if the objectives and goals of a given job are met. It assists in determination of performance standards, individuals’ outputs and overall evaluation criteria. The overall performance for personnel is determined with reference to these set standards. -Training and development of human resource: The analysis is used to examine the employees’ needs in training and development of processes. The variation between the actual and expected output influences the degree of training required by employees. It also enables in determination of training tools content, and equipment to be used in training and those training methods to be put to use. -Employee compensation management: job analysis plays a key role in determining payment packages, benefits, variable and fixed incentives and extra perks of employees.  These payments depend on the responsibilities and duties, position and job titles involved in specific jobs.  Job design: The key purpose of analysis is development  in human recourse efforts and releasing the best output. It assists in designing, enriching, redesigning and adding or cutting back extra duties and responsibilities in a specific job. This ensures employee satisfaction as well as increased human output  Data collection methods: •       The five most common methods are: –      Observation. Looking at what employees in their normal course of work –      Interviews. Question and answers from both employees and management. –      Job analysis questionnaire –      Diaries/logs –      Critical incident reports (snapshots of effective or ineffective performance)      4. Discuss merits and demerits of both internal and external recruitment methods Merits of external recruitment i)Minimises training expenditure by hiring employees with high experience levels. ii)  Creates an opportunity for the company to hire employees with new and fresh ideologies. ii) Allows for progressive growth iv) Increases diversity in the company by hiring personnel from different backgrounds. v) Increases the popularity of a company in the job market mainly in the prevailing economic conditions. vi)                 Potential Disadvantages: 1)       Its time consuming and expensive 2)       It is difficult to determine by the personnel information whether they may fit well in the company and its personnel. 3)       Ruins incentive for the current personnel’s to target for promotion hence damaging productivity. 4)       Candidates may take a lot of time to familiarise themselves with the current organisational systems. 5)       Current personnel can produce conflicting ideas with those brought in by new employees’ internal recruitment advantages       I. Boost the morale of the current employees II.Recruits qualified personnel because it can assess known or past performances III. It takes short time and is cost effective       IV. It assures good rewards for the current personnel. V. It results in succession of promotions VI. Disadvantages:          I.            Causes political infighting amongst employees competing for the same position         II.            Produces organizational inbreeding because of recycling personnel with similar ideas       III.            It is very expensive to finance training and development programs   5. What items would be included on a supervisor’s induction or orientation checklist? •       Timing of the various activity in the organization •       Formal and informal activities •       orientation packages •       Follow-up of employee progress 6)       Steps when introducing an appraisal program into an organisation -explain objectives of the appraisal program to the employees -In development, employees and managers should be included.            -monitoring of the appraissal programs -understand fully and support the appraisal program -training sections should be introduced - Provide procedure for personnel to challenge the performance appraisals. 7) Lateral and vertical career paths In lateral career path, employees move to equivalent duties and responsibilities in an organization. This move is usually with a similar job title and salary range at a similar level. In this career path, the employee’s job responsibilities change hence affording the employees new chances. Employees who agree a lateral move can or cannot report to the same manager depending on the responsibilities allocated. They may also not change departments, work areas, offices or work groups. -vertical career path?   8.  Organisational objectives when introducing a remuneration program - ensure maximum value for every remuneration amount spent -controlling remuneration costs -motivating employees to improve their performance level of standards -reinforcing organizational values and desired cultures -ensuring equity amongst all employees -reinforce and drive desired personnel behaviors -comply with all legal requirements 9) What is the purpose of HR planning? -identifies what should be done in order to guarantee the availability of personnel required by the organization to achieve its business objectives. -it ensures talented and hard working employees are retained -ensures proper allocation of talent within the organization -ensures controlling labor costs -ensues adequate staffs to prevent overstaffing or understaffing 10) List examples of HR activities that can be dollar costed when conducting an HR audit 1) Recruitment and selection. This includes a.        Administration expenditure b.       Advertising costs c.        Legal expenditure d.       Consultation fees e.       Interviewer’s time fee f.         Employment test expenditure g.        Time taken to fill a vacancy h.       expenditure of hire   2)       Remuneration   -payroll costs and expenditure -benefit costs -insurance premiums 3)       Human resource development activities -training program expenditure -training consultants fee -training material expenditures                               Section b: Q. 11)          i.            Advertisement: The company should notify all the interested and qualified workers through internal memos. The notification should include job title, description and relevant qualifications for each. It should also notify employees the method of applications, deadline of application and the dates of interviews.         ii.            Reception of applicants All the application letters should be checked and sorted. The application letters that meet the criteria of selection should be listed and applicants notified. The applicants who did not meet the criteria for selection should be notified politely.       iii.            Preliminary interviews It eliminates those candidates that fail to qualify as per the criteria set by the organization. The candidate is examined all round from skills, background, competencies and also the interests of one. These interviews are less formalized and planned the final interviews. . Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.       iv.            Application form The applicants who go through the preliminary interview are supposed to feel an application form. This form contains the candidates’ data record such as; education qualification, age, experience and any other information that is helpful to the organization         v.            Tests Tests are conducted during selection procedure as aptitude tests, intelligence tests, reasoning tests, personality tests, etc. Different tests should be set to assess different abilities in all the applicants. They in clued reasoning tests, intelligence tests, personality and amplitude tests.       vi.            Interviews This is an interaction between the potential candidate and the interviewer. It whether the candidate is suitable for the vacant position or not. Interviews consume time and money. Interviews should not be biased giving all interviewees equal chances of securing the job. Background information vii. Preliminary screening by the human resource department The applicants who have been interviewed and successfully manage meet the requirement of the interviewing group, are screened by the human resource department. This will involve clarification of key issues that will be handled in a specific department. viii. Final selection by the line managers This is the final stage where the best candidates for different positions will be selected. It entails the character of a person and the main advantages an individual has over the other candidates.       ix.            Medical selection Medical tests are carried out in order to ensure physical fitness of the potential personnel. This ensures that no employee recruited is fit to perform all responsibilities and reduces absenteeism due to poor health. x. Placement on the job After going through all the sections of the selection process, the qualified employees will be sent their employment letters which explains in details the job. It also indicates the date that the new employee should report to work. xi. Orientation This is the first activity that the new employees will be taken through after reporting to office. It entails introduction to all areas in the work place and interaction with colleagues.   Q 14) PMS Read More