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The HR policy and effects of a good HR policy 7 SECTION (2) The HRM process in
organization 9 2.1 Job Analysis, Job Description and Job Specification with
Example 9 2.2 Personnel Planning, Recruiting, Candidate Testing, Selection and
Interviewing Candidates 13 2.3
Its purpose to specify management with suitable applicants fromwhich they can
choose certified employees from internal or external organization(Jain, 2008).
Selection - The multiple processes by means of if organization determines to give
a job offer to select best applicant and the applicant decides certainly to accept
it(Jain, 2008).
For hiring the right person, HR managers need to turn up with strategies and
plans and also prepare the rules for a definite job description.Another duties
related to enrollment consists of preparing the agreement of an employees and
the amplitude of duties assigned to them. Related with these two things, the
bond of an employee with the organization or company is prepared and if
needed, company will provide training to the staffs based on the requirements of
the association.
So, the staff canget the chance to improve their skills and also will help them to
accept some new positions(Administrator, 2017). Performance Appraisals HRM
develops the employees by acting as to work balanced to their current job
responsibilities and also offers new idea that can support them to improve their
skills in an organization.The team interconnects with all of the staff independently
from occasionally and provides all the necessary information regarding their
performances and also defines their respective roles.
A safe, clean and healthy environment can bring out the best in an employee. A
friendly atmosphere gives the staff members’ job satisfaction as
well(Administrator, 2017). Managing Disputes In an organization, there are
several issues on which disputes may arise between the employees and the
employers.
You can say conflicts are almost inevitable. In such a scenario, it is the human
resource department which acts as a consultant and mediator to sort out those
issues in an effective manner. They first hear the grievances of the employees.
Then they come up with suitable solutions to sort them out.
In other words, they take timely action and prevent things from going out of
hands(Administrator, 2017). Developing Public Relations The responsibility of
establishing good public relations lies with the HRM to a great extent. They
organize business meetings, seminars and various official gatherings on behalf of
the company in order to build up relationships with other business sectors.
Sometimes, the HR department plays an active role in preparing the business and
marketing plans for the organization too(Administrator, 2017). Any organization,
without a proper setup for HRM is bound to suffer from serious problems while
managing its regular activities. For this reason, today, companies must put a lot
of effort and energy into setting up a strong and effective HRM(Administrator,
2017). 1.3
By its nature, the HR department will take on a variety of responsibilities that can
boost a company’s ability to grow(Bolger, n.d.). Recruiting and Hiring - More than
filling an open position, the recruiter’s job is also to help the organization define
its positions.A recruiter can help determine if a role should be full- or part-time,
as well as evaluating if positions can be outsourced or handled by contractors.In
hiring a new employee, a recruiter can research similar positions at other
companies, helping determine the qualifications and compensation for the
role.Finally, the recruiter plays a key role as a gatekeeper, assessing whether job
candidates will be good fits for the company culture and justify the
company’sinvestment in hiring and training(Bolger, n.d.).
Benefits and Compensation - In start-ups and very small firms but also
sometimes in larger companies, HR responsibilitiesoften center around
processing payroll and managing employee benefits. As a company grows, these
tasks can take on a strategic focus. HR staff can begin to focus on developing
systems and choosing vendors who help contain costs and increase the flexibility
of the company.
HR can also play a key role in analyzing a company’s pay scale, track industry
trends for compensation and benefits offered to employees, and ensure
compliance with payroll and benefit regulations(Bolger, n.d.). Compliance and
Protection - Discrimination, harassment, unfair practices-these terms have
become all too familiar in today’s workplace.
Organizations may find an employee’s role changing from week to week,if not
day to day. The HR department can take on the challenge of providing
employees with the new information and skills they will need to thrive as the
company changes. The department can also help employees set and achieve
individual career development goals, leading to increased job satisfaction as
workers see opportunities for personal success(Bolger, n.d.).
Internal Communication - The Human Resources department can play a key role
in communicating an organization’s goals and expectations to workers.HR staff
may produce a company newsletter or magazine, filled with events,
opportunities, news and useful information that helps employees accept and
understand what the organization needs from its workforce.
In addition, HR staff members are able to keep an ear to the ground, keeping
tabs on the company rumor mill and helping management respond to
misconceptions among employees(Bolger, n.d.). HR Specialist Roles HR specialists
may also be called upon to focus their efforts on one of the following areas of
HR:(Unknown, www.humanresourcesedu.org, n.d.)
During the hiring process, they generally consult with members of the
management team to ensure that the right candidates are being placed into the
right position. Thus, their job duties frequently involve consulting with the
appropriate HR managers(Unknown, www.humanresourcesedu.org, n.d.). Daily
job duties of human resources specialists include: Preparing or updating
employment records related to hiring, transferring, promoting, and terminating
Explaining human resources policies, procedures, laws, and standards to new and
existing employees Ensuring new hire paperwork is completed and processed
Informing job applicants of job duties, responsibilities, benefits, schedules,
working conditions, promotion opportunities, etc.
Tasks vary by company, but typically include the staffing and operations of the
business. HR policies help keep employees on the same page and streamline the
day-to-day operation of the business. Without these policies, employees might
get confused about the company’s culture and expectations, resulting in a
chaotic work environment(Ferguson, n.d.).
Rehires and Promotions- Human resources policies explain the company’s stance
on rehires and promotions. This includes the grounds for rehiring a terminated
worker and theprocess for moving up in the company. Typically, employees who
leave the company in good standing are eligible for rehire, and employees who
have performed satisfactorily or above expectations receive promotions. These
policies include what employees need to do to be considered in these
instances(Ferguson, n.d.).
This includes items such as dress code, professionalism, vacation time, personal
and sick time, holidays, workplace safety, discrimination, and how to interact with
co-workers and customers. Ethics is particularly important because it tends to
vary from person to person. By outlining what constitutes good behavior in your
company, employees know what’s expected of them(Ferguson, n.d.).
Labor Law Application - Labor laws are vast and complex. Human resources
policies include posting a breakdown of laws so employees understand how the
laws apply to them. Policies dealing with minimum wage, overtime, record-
keeping, employee benefits and breaks clarify what employees are entitled to and
how to do their part to ensure timely paychecks, such as submitting time cards to
the payroll department on time(Ferguson, n.d.).
Grounds for Termination - HR policies state the grounds for which an employee
can be terminated. Explaining grounds for termination helps protect the company
if from retribution if an employee was fired for violating policies clearly stated in
the company manual(Ferguson, n.d.). SECTION (2) The HRM process in
organization 2.1
Job Analysis, Job Description and Job Specification with Example Job analysis is
primary tool in personnel management. In this method, a personnel manager
tries to gather, synthesize and implement the information available regarding the
workforce in the concern. A personnel manager has to undertake job analysis so
as to put right man on right job. There are two outcomes of job analysis.
Wages payable along with other fringe benefits are stated(potawad, 2012). Job
Description is an organized factual statement of job contents in the form of
duties and responsibilities of a specific job. The preparation of job description is
very important before a vacancy is advertised. It tells in brief the nature and type
of job.
This type of document is descriptive in nature and it constitutes all those facts
which are related to a job such as(potawad, 2012): Title/ Designation of job and
location in the concern The nature of duties and operations to be performed in
that job The nature of authority- responsibility relationships Necessary
qualifications that are required for job Relationship of that job with other jobs in
a concern The provision of physical and working condition or the work
environment required in performance of that job(potawad, 2012) Job description
includes basic job-related data that is useful to advertise a specific job and attract
a pool of talent.
Effective Recruiting - The effectiveness of recruiting lies initially with the number
of applicants generated by the recruitment process. The more applicants you
have, the more selective you can be in your hiring. Recruitment is a more
complex activity than most managers think it is(Unknown,
www.assignmentpoint.com, n.d.). Sources of recruitment - There are basically two
sources of supply from where potential employees can be drawn.
These are- Internal Sources External sources Internal Sources: Internal sources
indicate recruiting qualified people from within the organization itself.Whenever
any vacancy occurs, someone from within the organization is upgraded,
promoted or transferred to another department. It uses internal circulation of job
vacancy notice, reference from employees, job rotation or transfer.
The plan includes training for current employees and personality testing for
nursing, managerial, and physician candidates (Silvey, 2011). The goal of the test
is to assess talent and to see if the candidate has the potential to meet the
expectations of patients. They hired a private company, Talent Plus, who conducts
the test via phone interviews.
However, many companies administer tests themselves, and some tests are free
and can be administered online(Unknown, open.lib.umn.edu, n.d.). A job
knowledge test measures the candidate’s level of understanding about a
particular job. For example, a job knowledge test may require an engineer to
write code in a given period of time or may ask candidates to solve acase study
problem related to the job(Unknown, open.lib.umn.edu, n.d.). Work sample tests
ask candidates to show examples of work they have already done.
Work sample tests can be a useful way to test for KSAOs. These work samples can
often be a good indicator of someone’s abilities in a specific area. As always,
before looking at samples, the interviewer should have specific criteria or
expectations developed so each candidate can be measured fairly(Unknown,
open.lib.umn.edu, n.d.). Selection Recruitment and Selection are not
synonymous.Recruitment means announcing job opportunities to the public in
such a way that a good number of suitable applicants will apply for them.Once a
pool of suitable applicants are created through recruiting, the process of
selecting applicants begin.
As a result, after candidates are selected, good use of time is critical to making
sure the interview process allows for selection of the right candidate. In an
unstructured interview, questions are changed to match the specific applicant; for
example, questions about the candidate’s background in relation to their résumé
might be used. In a structured interview, there is a set of standardized questions
based on the job analysis, not on individual candidates’ résumés.
While a structured interview might seem the best option to find out about a
particular candidate, the bigger concern is that the interview revolves around the
specific job for which the candidate is interviewing. In a structured interview, the
expected or desired answers are determined ahead of time, which allows the
interviewer to rate responses as the candidate provides answers(Unknown,
open.lib.umn.edu/, n.d.).
HRM Process (1) Training and Developing Employee The training process
continues when an employee goes to in-house and external training programs.
Each learning situation should help an employee move from her present skill level
to a desired skill level. Although learning activities vary, an employee should exit
all experiences more skilled or knowledgeable in the subject matter(Bianca,
2017).Once an employee receives training at the onset of a job, he needs time to
develop himself in his position.
His supervisor monitors his progress to ensure that he can apply his training and
other skills and abilities to perform the job well. A supervisor might add
additional training programs to his individual plan during the first year(Bianca,
2017). (2) Performance Appraisal Performance Appraisals is the assessment of
individual’s performance in a systematic way.
It is a developmental tool used for all round development of the employee and
the organization. The performance is measured against such factors as job
knowledge, quality and quantity of output, initiative, leadership abilities,
supervision, dependability, co-operation, judgment, versatility and health.
Assessment should be confined to past as well as potential performance also.
The second definition is more focused on behaviors as a part of assessment
because behaviors do affect job results(corehr.wordpress.com, n.d.). (3) Employee
Compensation and Benefit The Compensation and Benefits is one of the most
strategic HR units. It influences the satisfaction of employees, the performance,
the productivity and overall costs and expenses of the organization.
Setting the Goals and Objectives for Compensation and Benefits employees is
crucial for the development of the modern Human Resources Management. The
job of C&B is mainly strategic as the center designs and implements various
remuneration policies, and it does not run many tactical or administrative
processes(www.creativehrm.com, n.d.). The Compensation and Benefits goals
need to be derived from the overall business strategy.
The key driving documents for C&B are the compensation strategy and the
compensation policy. The strategy paper defines key remuneration components
and the role of the component in the system. The policy is the tactical document
describing eligibility and all processes around, including the audit
trail(www.creativehrm.com, n.d.).
The objectives need to be derived from both documents and focused on changes
and strengthening of remuneration practices in the organization. There is always
space to strengthen the role of the particular element. They need should be
usually derived from the feedback of users and the overall business strategy. The
HR Management Team has to recognize priorities and benefits for the company,
and it has to set compensation goals and objectives with all potential costs and
benefits in mind(www.creativehrm.com, n.d.).
The most common goals for C&B department can be divided into four functional
areas: review or redesign of the compensation strategy; simplification of pay
structures and processes; recognition of high potentials and retention of key
employees; benefits policies and engagement of
employees(www.creativehrm.com, n.d.). (4) Employee Health and Safety
Employment health & safety records are useful in determining: Employment
history and occupational exposure records; Injuries and illnesses on the job; and
Workers’ compensation records(www.ccohs.ca, n.d.). Many occupational illnesses
(cancers) can occur decades after the employee retires.Employment records help
in assessing the work relatedness of such illnesses. Records must be maintained
with accuracy, relevance, timeliness, and completeness.
Appropriate and reasonable safeguards must be established to ensure security
and confidentiality of the records. Useful summary and trend information should
be provided to health and safety committees in order to assist in making
recommendations(www.ccohs.ca, n.d.). (5) Industrial Relations Industrial relation is
defined as relation of Individual or group of employee and employer for
engaging themselves in a way to maximize the productive activities.
Company Vision and Mission In 1997, the company ventures into manufacturing
sector and formed Yathar Cho Industry Limited which focus on manufacturing
and distribution of Yum instant Noodle in Myanmar. In 2004, the company has
received the accreditation of ISO 9001:2000, HACCP and Halal certification. In
2001, the company had further expanded its manufacturing business and formed
Cho Industry Limited that focus on manufacturing and distribution of Shin Shin
instant vermicelli in Myanmar and the company currently is in the process of
preparation for ISO, HACCP and Halal certification. And also GMP
certified(www.jobsinyangon.com, n.d.). As Information and communications
technology is increasingly becoming part of our daily lives and has substantial
influences on the way we work and live.
What’s more, they are responsible for authorizing salary changes, position
changing an election(www.orgcharting.com, n.d.). Employee Relations - HR
department is also responsible for investigating and solving employee
complaints, conflicts and concerns. Many possible issues might arise in a
company. For example, an employee is not satisfied with his performance
assessment result and seeksfor revision.
They need to identify unsafe conditions and make clear notice on potential
dangerous matters such as dangerous equipment, chemical drugs, radioactive
substances, etc.(www.orgcharting.com, n.d.). Part 3. Five Essential Steps to Human
Resources Planning Human resources planning is the process of identifying
current and future human resources needs.
It involves securing the right people, building a supportive work environment and
developing the capacity to ensure the organization’s success and a confident
future for the Public Service(https://www.tbs-sct.gc.ca, n.d.). STEP 1. Review Your
Business Goals First you need to have a clear understanding of where your
organization is headed.
Review the government’s key priorities or emerging directions that could have an
impact on your organization’s mandate Review your organization’s business
priorities, budget allocations and performance indicators(https://www.tbs-
sct.gc.ca, n.d.) STEP 2. Scan the Environment Identify the external and internal
factors that could affect your organization’s capacity to meet its
objectives(https://www.tbs-sct.gc.ca, n.d.). External Factors Labor market trends
Current and projected economic conditions Changes in legislation Technological
advancements Cultural and social values(https://www.tbs-sct.gc.ca, n.d.)
Include human resources priorities and key planning issues in your organization’s
Report on Plans and Priorities Factor in budgetary considerations into your
human resources plan Communicate your human resources plan to all employees
and stakeholders and engage managers in its implementation(https://www.tbs-
sct.gc.ca, n.d.) STEP 5. Measure Your Progress The human resources plan is an
evergreen document.
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