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Human resource management aims to set meaningful goals and ensures that these goals are met for the future growth and success of an organization (Kaushik, 2009).
Before hiring an employee, it is important for the human resource person to have a written job description on hand. A good job description includes the detailed information about the job such as the duties and responsibilities of the employee, the qualifications needed to fit in the job, and the experiences and general skills needed to be carried out by the chosen candidate. A job description is an important aspect in hiring employees since it serves as a guide for determining if an employee is well suited for the job, it ensures that the qualifications needed are matched with the potential candidate, and it serves as the foundation in constructing possible interview questions (Wolf, n.d.).
Developing a good job description is a significant task for the human resource people. It serves as communication tools for the success of the organization since employees get to learn and be aware of their duties and functions. Without it, employees will tend to be confused of the workplace they are in because they do not know what is expected from them. With job descriptions, employees are provided with a clearer view of the picture about the company thus paving the way for a better communication between them and the organization. Aside from that, it also tells employees where they fit in the picture so they could perform their duties effectively (Heathfield,
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“We know that we can grow as a company, only if we enable our people to grow, contribute and feel proud to work for McDonald’s” (McDonald’s Singapore, 2008). McDonald’s possesses its workforce more than keeping it, which means that the company aspires to develop long-term association with each and every individual that forms part of its workforce, and is ready to extend any kind of help that the individual might need in order to optimize on his/her potential to take the company to the next level.
HRM process is the intensely embedded, company centric, active schedules through which a company attracts, meet people, educates, encourages, appraises, and recompenses its workers. This point of view incorporates financial concerns with relative public authority features.
In other words you have to analyse the answer and show which points do you agree with and which you don’t. The response must be between 380- 420 words, please use at least 4 references, preferably books and journals that are no older than 2007. Question 5: Highlight the ethical, legal and HR issues raised in this case.
"The challenge facing Eric Perbos-Brinck of orienting his diverse employees to his company and to the French culture reflects only a small aspect of the human resource management (HRM) challenges facing today's managers. If an organization doesn't take its HRM responsibilities seriously, work performance and goal accomplishment may suffer.
As provided for in the lecture, face to face communication is more effective than the written word. One reason is that the sender may be able to get a direct feedback from the receiver on many things. The message or opinions may also be changed in the course of the discussion.
The growth of the company over the years has been immense.
The company’s signature for almost five decades has been ‘Everyday low prices’. This is also top a great extent the major strategy of the company. Wal Mart has very strategically used its
nnel that ensures right people are hired for the right positions, orienting and training new and existing human resource, managing remunerations, personnel motivations, evaluating performance and resolving workplace disputes for the smooth running of the company activities
In this case, it allows for continuous quality improvement. In planning for the program, smart objectives and goals are defined and documented. This prompts the execution team to prepare beforehand in terms of resource accumulation
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