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    CH 5. Strat HRM

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    Erica Dizon
    The document discusses strategic human resource management. It defines human resources as the function of managing employees to achieve organizational goals through planning, organizing, directing, and developing the workforce. The human resource head is responsible for setting personnel policies and allowing employee career development. As technology has advanced, the human resources department has gained higher recognition for its important role in company profits, as labor is now seen as the key asset. Jobs are designed based on organizational structure and strategies to lower costs while making employees effective and productive. Recruitment needs are determined by factors like replacement needs, expansion, upgrading skills, competition and increased capacity. A job description outlines the tasks, responsibilities, reporting relationship, qualifications and salary range for a specific position.

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    CH 5. Strat HRM

    Uploaded by

    Erica Dizon
    68 views9 pages
    The document discusses strategic human resource management. It defines human resources as the function of managing employees to achieve organizational goals through planning, organizing, directing, and developing the workforce. The human resource head is responsible for setting personnel policies and allowing employee career development. As technology has advanced, the human resources department has gained higher recognition for its important role in company profits, as labor is now seen as the key asset. Jobs are designed based on organizational structure and strategies to lower costs while making employees effective and productive. Recruitment needs are determined by factors like replacement needs, expansion, upgrading skills, competition and increased capacity. A job description outlines the tasks, responsibilities, reporting relationship, qualifications and salary range for a specific position.

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    The document discusses strategic human resource management. It defines human resources as the function of managing employees to achieve organizational goals through planning, organizing, directing, and developing the workforce. The human resource head is responsible for setting personnel policies and allowing employee career development. As technology has advanced, the human resources department has gained higher recognition for its important role in company profits, as labor is now seen as the key asset. Jobs are designed based on organizational structure and strategies to lower costs while making employees effective and productive. Recruitment needs are determined by factors like replacement needs, expansion, upgrading skills, competition and increased capacity. A job description outlines the tasks, responsibilities, reporting relationship, qualifications and salary range for a specific position.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    68 views9 pages

    CH 5. Strat HRM

    Uploaded by

    Erica Dizon
    The document discusses strategic human resource management. It defines human resources as the function of managing employees to achieve organizational goals through planning, organizing, directing, and developing the workforce. The human resource head is responsible for setting personnel policies and allowing employee career development. As technology has advanced, the human resources department has gained higher recognition for its important role in company profits, as labor is now seen as the key asset. Jobs are designed based on organizational structure and strategies to lower costs while making employees effective and productive. Recruitment needs are determined by factors like replacement needs, expansion, upgrading skills, competition and increased capacity. A job description outlines the tasks, responsibilities, reporting relationship, qualifications and salary range for a specific position.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 9

    CH.

    5 STRATEGIC HUMAN
    RESOURCE MANAGEMENT
    THE HUMAN RESOURCE

    • Definition of Personnel/Human Resource


    • Function of management concerned with promoting and
    enhancing the development of work effectiveness and
    advancement of human resources in the organization. These
    are accomplished through proper planning, organizing, directing,
    coordination and controlling of activities related to procurement,
    development, motivation and compensation of employees to
    achieve the goals of the organization.
    THE HUMAN RESOURCE

    • The Manager
    • The Human resource head, is a member of the top executive
    group, responsible in the formulation of personnel policies and
    programs which will serve as the foundation for an efficient
    personnel administration in a company for it to realize its goals
    and objectives and allow the employees to develop their
    individual career goals.
    HR ON HIGHER GROUND

    • With the advancement of technology and the higher


    qualifications for employment, the position of the Human
    Resource department in the organization got the boast of
    higher recognition and importance. Organization now
    recognized the important role of the human resource in the
    company profit index. Labor force is considered as the most
    important asset
    WORK DESIGN

    • Jobs are designed on the basis of strategy formulation and


    implementation. Based on the organizational structures that
    indicate how individual functions are linked together to the
    organization as a whole. A good fit enables the company to
    implement also its strategies and respond to environmental
    forces quickly. Work design is formulated that suited to the
    organizational strategies. The organization could lower the cost
    of hiring but making effective and productive employees.
    JOB ANALYSIS

    • A job analysis is a process used to collect information about the


    duties, responsibilities, necessary skills, outcomes, and work
    environment of a particular job.
    ELEMENTS OF RECRUITMENT

    • Why need to hire prospective employees:


    • Replacement of high turnover
    • Additional manpower for future expansion
    • Upgrading or levelling up of hires
    • Competition
    • Increase plant capacity
    • internal and external hiring
    JOB DESCRIPTION

    • Ajob description or JD is a document that describes the general


    tasks, or other related duties, and responsibilities of a position. It
    may specify the functionary to whom the position reports,
    specifications such as the qualifications or skills needed by the
    person in the job, and a salary range.
    • A broad, general, and written statement of a specific job, based
    on the findings of a job analysis. It generally includes duties,
    purpose, responsibilities, scope, and working conditions of
    a job along with the job's title, and the name or designation of
    the person to whom the employee reports.
    • Job description is a document indicating what a jobcovers, i.e.
    tasks, responsibilities, duties, powers andauthorities, attached to
    a job. In finer terms, Job Analysismeans an in-depth
    examination and evaluation of a particular Job. Conversely, Job
    Description is a statement that characterizes of a
    particular job.

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