Final Assignment

Topics: Human resource management, Human resources, Performance appraisal Pages: 7 (2397 words) Published: December 18, 2014


Module 7 Final Assignment
Deloris Evans
MBA 533 Human Resource Management
Professor Dr. Terrance Cusaac
Due 2/23/14

Human resources systems management is a process system that provides structure for an organization internally that provides many things, but most commonly they recruit, provide company safety standards, employee relations, compensation and benefits, compliance, along with training and development. (Ruth Mayhew, 2014) With any plan and system there are many things that occur and will be discussed; such as job design issues, Training activities, Recruitment activities, Selection approaches used, Performance appraisal systems, Promotion systems implemented, Pay parts, and the other benefits, and General supervisory styles and how they tend to support each other. Job design issues - job design is a systematic organization of job-related tasks, responsibilities, functions and duties. (Guide, 2013) It is a constant procedure of incorporating content related to jobs in order for them to achieve certain objectives. The process plays a vital role as it affects the productivity of employees and organizations. However, there are a great number of known issues materialized recently while designing the jobs in organizations. These are alternative work patterns that are equally effective in handling organization’s functions. (Guide, 2013)

A great example of an issue would be job sharing. Job sharing is one of the second most used alternatives in a traditional working environment where two or more individuals share the responsibilities of a full time job. (Guide, 2013) The work is usually divided into multiple tasks and responsibilities, and possibly the compensation according to the employee’s mutual consent. This is a form of teamwork that most employers expect from their employees, and require the individuals to wear multiple hats, along with share responsibilities to make sure the job gets done in case one employee may be out sick. The other can cover that person without any problems. This way, the job at hand gets covered in all areas, but the downfall can be duplicated work. (Guide, 2013) Training activities – The Human resource department established training activities to help members of their organization operate more effectively in areas such as: team building, communication styles, behavior and more creates Activities. Without training activities, employees would not have a sense of what is expected of them. This helps with setting goal standards and showing the employee how to reach those goals.

Recruitment activities – When finding the right candidate for the position listed, human resource management begins with what the job description entails, and finding a candidate that closely matches those needs. For those that are overqualified for the position may be passed due to compensation requests or to make sure that the employees already working closely with that job field are not threatened by a candidates experience. This prevents other employees of feeling replaced.

Most organizations use headhunters as their source for seeking an employer. This gives the company an opportunity to contract an individual to make sure they are the correct fit. One of the most important factors that companies are seeking now is personality fits, and providing on the job training. Personally, I think this is very smart decision for the company because any job can be taught, but finding the right person to get along with other employees and work together as teammates are coming harder to find. So, after finding a candidate with a close enough match, and personality, they are then brought in for a face-to-face interview. Once a company finds their top candidates, testing is then issued (if that is what is required) for a company to make their final decision on a candidate. Some test could consist of personality tests, mathematical...


References: Chapman, A. (1995). Performance Appraisals. Retrieved 2014, from Businessballs.com: http://www.businessballs.com/performanceappraisals.htm
CIPD. (2014). Selection and Assessment. Retrieved 02 22, 2014, from CIPD: http://www.cipd.co.uk/hr-topics/selection-assessment.aspx
Guide, M. S. (2013). Issues in Job Design. Retrieved 02 21, 2014, from Management Study Guide: http://managementstudyguide.com/issues-in-job-design.htm
Johnson, R. (n.d.). 5 Different Types of Leadership Styles. Retrieved from Chron: http://smallbusiness.chron.com/5-different-types-leadership-styles-17584.html
Konopaske, J. M. (2013). Human Resource Management. New York, NY: McGraw-Hill Irwin.
Maye, V. J. (n.d.). 7 Steps To Getting Promoted. Retrieved 02 23, 2014, from Chicago Tribune: http://www.chicagotribune.com/classified/jobs/sns-jobs-steps-promotion,0,6989913.story
Ruth Mayhew, D. M. (2014). Six Main Functions of a Human Resource Department. Retrieved February 20, 2014, from Chrone: http://smallbusiness.chron.com/six-main-functions-human-resource-department-60693.html
Wikipedia. (2014, 02 06). Performane Appraisal. Retrieved 02 23, 2014, from Wikipedia: http://en.wikipedia.org/wiki/Performance_appraisal
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