Busman Notes

Chapter 5 notes, the human resource function-the employment cycle
-the employment cycle involves an organisation determining its employment needs in line with its business strategy.
Phases of the human resource process and the related activities
ESTABLISHMENT-involves determining what human resources are required to ensure that the organisation to meet its needs.
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MAINTENANCE
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TERMINATION
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ESTABLISHMENT PHASE
Human resource planning-is the development of strategies to meet the organisations future HR needs
Human resource planning must be related to business strategies e.g. use the strategy of reducing business costs to achieve increased profitability
HR must forecast the future demand of employees and the supply available to meet that demand to avoid having to many employees on the payroll
Internal factors that need to be taken into account of in HR planning
-possible changes in production
-any planned expansion of operations
-new equipment
-likely retirements
External factors that need to be taken into account in HR planning
-government regulations
-financial (economy strength)
-degree of competition in the market
This planning will achieve
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JOB ANALYSIS-is the “systematic” study of an employee’s job to determine, duties performed, time involved with each duty, the responsibilities involved and equipment needed.
It examines Actual job activities, equipment, and degree of supervision, behaviour and working conditions.
HRM should do a job analysis because there is no sense in hiring people when the organisation isn’t clear on what they will do.
The job analysis typically consists of two parts 1) Job description-a summary of what the worker will be doing- the role they will have in the organisation and the responsibilities 2) Job specification-will indicate what sort of person the organisation is seeking in terms of personal qualities, work exp, skills and education
JOB DESIGN- details