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 intimately involved with every aspect of the organization and its
business. (Mooney, 2011)
The human resource representatives are responsible for the broad and diverse categories of
paperwork and employee services. The employees of HR must be skilled in administrative duties
and as well as interpersonal interaction to handle 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 plan, pension plan and profit sharing plans are
among the offering of many companies. The human resource department professional need to
have a clear understanding of these benefits, help make determination on the best package for
their company and be proficient to explaining these benefits to the staff of the company.
Human resources generalists, specialists and managers generally are responsible for a number of
the key functions of an HR department. Human resource department functionally doesnt always
require a large number of human 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 support the companys workforce and employee base (Mayhew, 2012).

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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 understood as a process of collecting information about a job.
Job analysis involves the following steps:
1. Collecting and recording job information
2. Checking the job information for accuracy.
3. Writing job description based on the information
4. Using the information to determine the skills, abilities and knowledge that are required on the
job.
5. Updating the information from time to time.
By this process they get two sets of data
i)

Job description

ii)

Job specification

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

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Human Resource Management

Job description indicates 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 prepare a list of all jobs in
the company and where they are located. 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 job
analysis and job description and some time they use one of the selection models to insure they
are employing the right 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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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 training and development needs to suit your organization's context, job descriptions,
employment contracts and collective agreements. When selecting employee training and
development methods, it is important to remember the learning process. There are many ways to
provide 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.

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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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