Human resource management Research Paper Example | Topics and Well Written Essays - 1500 words

Human resource management - Research Paper ExampleEmployees are essential assets to each organization that strives to achieve sustainable competitive advantage and organizational success. As such, the enlisting and selection member is vital in ensuring the right employees are hired for the right hypothesizes as a wrong recruitment cannister break the company. Before beginning the recruitment process the human resource department should fit a human resource plan is in place to avoid overstaffing or netherstaffing. The manager demand to monitor progress and evaluate operation so as to recognize areas of weaknesses or strengths and put tonic measures such as training.From the commercial enterprise summary a job description and job specification is substantial which is essential for preparing a recruitment plan and selection strategy. The aim of this paper is to find a heterotaxy for an employee who has been promoted to the next management level, evaluate his/her performance and determine pay and training needs. To achieve this, various activities leave be performed. First is to carry out a job analysis and develop a job description. Secondly, is to develop a recruitment plan. Thirdly, selection strategy will be selected. Fourth is to determine how performance will be evaluated and how pay will be determined. Lastly, the paper will address training and ripening issues for professional growth of the selected candidate. The position that needs to be filled is that of a senior account as replacement of the manager promoted to chief financial officer. As such, the person will work directly under financial officers supervision. Job Analysis This is an in-depth study of the tasks and behaviors related to the position and form the inception of HRM (Bohlander & Snell, 2010). It entails bring ining information about the job by testifying the duties, tasks and activities of the job. However, predetermined steps are used to gather the information so as to ens ure it is reliable and valid. This is due to the fact that an incorrect job analysis affects all the other human resource functions as they derive from it (Mullins, 2010). It means a wrong job description and job specification which translates to recruiting the people who do not match the job. The information required can be gathered through observation, interviews, questionnaires and even secondary sources such as O* earnings. Observation involves a job analyst observing an employee performing the task and recording the tasks, activities equipments and materials used. Analysts can likewise interview persons in the identical positions or develop a questionnaire for them to fill indicating their job duties, purpose of the job, tasks, equipments and materials, special health and preventative concerns, physical setting and requirements for performance such as skills, education and experience, physical and mental demands (Bohlander & Snell, 2010 p. 153-154). O*NET o the other hand, h as already job descriptions of 23500 occupations. The aim of conducting job analysis is to understand the job and establish essential duties and responsibilities and behaviors required for performing the job. The essential competencies are those portrayed by high performers in the same role (Searle, 2003). The first step is thus to understand the job and the second step is identifying performance behaviors as outlined above. These behaviors are then used to identify and choose essential competencies which are arranged in order of importance as shown in figure 1. Essential competencies are those performed most of the time and also required when job starts as opposed to learning on the job. The fourth step is to determine how