3.2 Human Resource Management
Start by defining the central topic or subject of your SWOT analysis.
This could be a business, a project, a product, or any entity you want to evaluate.
JOB DESIGN
Job Enrichment
Job Enrichment can be described as a medium through which management can motivate self-driven employees by assigning them additional responsibility normally reserved for higher level employees. By doing this, employees feel like their work has meaning and is important to the company. This theory is based on the premise that employees have a natural tendency to succeed and are eager to be trusted with a bigger role in the company. When these type of workers aren't being challenged, they tend to slack off and not give their best effort because they view their task to be below their skill set. Conversely when an employee is given autonomy over his/her work, they tend to feel responsible for the outcome of the project and will try to put forward the best end result possible.
Job Enlargement
Job enlargement means increasing the scope of a job
through extending the range of its job duties and
responsibilities generally within the same level and
periphery. Job enlargement involves combining various
activities at the same level in the organization and
adding them to the existing job.
Job Rotation
Job rotation is a process by which employees laterally mobilize (different department) and serve their tasks in different organizational levels; when an individual experiences different posts and responsibilities in an organization, ability increase to evaluate his capabilities in the organization.
Job design (also referred to as work design or task design) is the specification of contents, methods and relationships of jobs.
JOB ANALYSIS COMPONENTS
Identify the Threats and add them to the subtopics.
Job Specification
A written statement of the minimum qualifications that a person
JOB DESCRIPTION
Add an external factor that poses risks or challenges to your subject.
Threats include competition, economic downturns, or changing regulations.
Identifies the tasks and responsibilities of a position. In other words, it identifies what employees do to earn their pay.
Add more details about this threat.
THE HUMAN RESOURCE MANAGEMENT PROCESS
Human Resource Planning > Recruitment > Selection > Identify and Select Competent Employees > Orientation > Training > Provide employees with up-to-date skills and knowledge > Performance Management > Compensation > Career Development > Retain competent and high-performing employees
FUNCTION
Add an external factor or circumstance that could benefit your subject.
Opportunities include market trends, emerging technologies, or favorable conditions.
-Provide employees with up-to-date knowledge and skills to do their jobs
-Ensure that competent employees are identified and selected
-Ensure that the organization retains competent and high-performing employees who are capable of high performance
Add more details about this opportunity.
THE SELECTION PROCESS
Identify the Opportunities and add them to the subtopics.
1) Fill in application form
2) Screening Interview
3) Testing
4) Background and Reference Checks
5) Interview
6) Hiring
THE RECRUITMENT PROCESS
Identify the Weaknesses and add them to the subtopics.
External Sources
- Walk-Ins
- Educational Institution
- Advertising
- Agencies
Internal Sources
- Promotions from within
- Employee referrals
- Previous applicants
Process
Add an internal factor that is detrimental or challenging for your subject.
Weaknesses include limitations, deficiencies, or areas that need improvement.
1) From Human Resource Needs
2) Conduct Job Analysis
- Develop Job Description
- Develop Job Specification
3) Review Source of Applicants
4) Select Source of Applicants
5) Publicize Job Openings
Add more details about this weakness.
RECRUITMENT AND DECRUITMENT
Identify the Strengths and add them to the subtopics.
Decruitment
The process of reducing a surplus of employees in
the workforce of an organization. Decruitment options include firing, layoffs, attrition, transfers, reduced
workweeks, early retirements.
Recruitment
Add an internal factor or an advantage that is a positive attribute of your subject.
Strengths could include assets, resources, expertise, or any positive aspects.
The process of locating, identifying, and attracting capable applicants to an organizations.
Add more details about this strength.
