Barclays Bank Five Forces Analysi of Porter

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STRATEGY HUMMAN REURCE AND MANAGEMENT

Human resource management is concord with the management of the employees of in organisation.

What is human resource management?
* HRM is he management process concerned with efficient and effective utilisation of the organisations employees through the development of policies procedure practices so that the objectives of the organisation are achieved in the long term. * SHRM therefore implies that the organisation must have the right people with the right skills and in the right quantities in order that the organisation can realise its goals.
* SHRM and business strategy:
The business strategy explains how the organisation intends to achieve its started objectives in other words, business strategy entails the courses of action programmes that will lead to the organisation towards the achievement of its set objectives.

* Every organisations and directs its operations
* People or employees of the organisation play a very vital role in an initiation, development and executive of the firm’s business strategy.

* In fact, it can be said that the achievement of the organisations business strategy very much depends on its employees who are responsible for developing and charring out the necessary actions and activities. * In summary, there should be a coherent that a complements and support, the specified business strategy of the organisation.

* UNDERSTANDING HUMAN RESOURCE POLICIES;

* HRM policies are the decisions and practices adopted by organisations as regards how its employees are messaged.

* Such HRM policies include the following:
* Recruitment and selection
* Training and development
* Motivation and rewards
* Discipline and grievances
* Diversity
* Performance

* RECRUITMENT AND SELECTION OF EMPLOYEES
* Recruitment is concerned with inviting potential candidates to apply for a vacancy in an organisation. * Selection is concerned with choosing the most suitable of qualified candidates or applicant to fill the vacancy.

* THE RECRUITMENT AND SELECTION PROCESS;
The recruitment and selection process identifies and explain the steps involved in inviting and choosing candidates to fill the vacancy in the organisation. It is very important of HRM because it ultimately decides the calibre of recruits who will be caring out the operations and tasks necessary to achieve the objectives and goals of the organisation. * The recruitment and selection process consist of steps namely:

1. Determine the vacancy to be filled
2. Job analysis
3. Advertisement of vacancy
4. Review CVs and application forms
5. Short listing and interview
6. Obtain reference
7. Job offer and induction

1) DETERMINE THE VACANCY TO BE FILLED
A vacancy must first exist before potential recruitment can be employed. Vacancies in and organisation can be created by any of the following factors. Dismissed
Company expansion
Promotion
Death
2) JOB ANALYSIS
Job analysis basically involves determining and specifying the type of candidate to be employed as well the candidate’s role in the organisation.

More specifically, job analysis entails 2 activities
1 person specification
2 job description
(1) Person specification
This reflects to characteristics and personal its of the applicant in terms of the following .experience
.Qualification
.skills, IT, language
.interest
.personality

(2) Job description
This aspect of job analysis relates to the nature of the job to be performed by the applicant in terms of the following: .duties and responsibilities
. Salary
.working hours
.full or part time
.location
.reporting line {to whom the applicant will report}

3. ADVERTISMENT OF THE VACANCY

Vacancies need to be advertised so that interested candidates and potential applicants become aware of the existing vacancy.

* Vacancy...
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