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role of the Human resource Management Function in the 21st Century. ... The role
of the Human Resource Management Function in the 21st Century. ...
Trace The Development Of Strategic Human Resource Management From The Resource
Based View Of The Firm. How Does The Resource Based ...
History of Human Resource Management. The History of ... organizations. Human
Resource management is evolving rapidly. Human resource ...
Strategic Human Resource Management. ... HRM: The comparative dimension. In J. Storey
(ed.), Human resource management: A critical text (pp. 255–71). ...
Trace The Development Of Strategic Human Resource Management From The Resource
Based View Of The Firm. How Does The Resource Based ...
Submitted by hfranks on April 12, 2005
Category: Business
Words: 1196 | Pages: 5
Views: 546
Popularity Rank: 14,377
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In the beginning of chapter #4 the book discusses the importance of succession planning. Succession planning is the “process of ensuring that qualified persons are available to assume key managerial positions once the positions are vacant.” When I was reading about this it occurred to me that this is probably a very important concern for a company because so much of its success is depended on managers and how good they are. If a company loses its manager it is detrimental that there is someone to take over their position and keep the company going.
A second topic that caught my attention was the idea of job analysis. Job analysis is the process of determining ones skills, duties, and knowledge required for performing their job within the company. In today\'s
constant “changing work environment,” the need for this job analysis technique is quite important. The book explains that it is important because “new jobs are being created, and old jobs are being redesigned or eliminated.” The book also explains that without job analysis it would be nearly impossible to perform any of the other human resource-related functions. There are different types of job analysis as well. Such types are “work activities, worker-oriented activities, and the types of machines, tools, equipment, and work aids used in the job.”
I recognized the book stressed the importance of the way in which job analysis is performed and the different methods that can be used with your employees. Some of the different methods included questionnaires, “witness the work being performed,” interviews with both the employee and the supervisor, or even asking for diaries and logs to be kept by employees.
Job description was another key component of chapter #4, and this really interested me because I was just offered a job after my graduation this year. The book discussed what components make up a good job description. After reading some of the components I...
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