Hrm 593

HRM 590 Human Resource Management

February 22, 2015

Week 7

The existence of Human Resources is vital to overall productivity and efficiency of the strong workforce in any thriving company. In most professional organizations, the role of human resources is one of the most valued and respected departments in an organization; their job is people and people are the company’s most important asset. Emerging from years of downsizing and restructuring many organizations are moving rapidly to embrace a new approach to the management of human resource (HR) process. Job analysis helps to understand the qualities needed by employees, defined through behavioral descriptions, to provide optimum work performance. These qualities range from personality characteristics and abilities to specific skills and knowledge. A job analysis provides an objective picture of the job and provides fundamental information to support all subsequent and related HR activities, such as recruitment, training, development and performance management. Job analysis helps ensure that decisions made with respect to HR processes are good decisions and it helps ensure the defensibility of decisions made to employees’. It is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.

One of the most difficult functions of human resource management is that of determining the rates of monetary compensation in the form of salary and wages. It is not only complex, but significant both to the organization and employees. Employee compensation decisions are crucial for the success of an organization. From a cost perspective alone, effective management of employee compensation is critical because of total operation costs. Studying compensation from the organization’s perspective gives management access to wide range of employee attitudes and behaviors and key outcomes like job satisfaction, attraction, retention,...