PART 2
Employment Planning
PLANNING STEP
Third : Developing a programme to meet those the future need
Second : Assessing future needs for human resources
First : Assessing current human resources
- Had to ensure the management has the right number and kind of people in the right places at the right time , help the organization to achieve their goals
- Help to avoid sudden talent shortage and surpluses
HRM process
- Had to ensure the organization give a high-performing employee that are capable of high performance
- Helo the employee with an up-to-date knowledge and skill for their jobs
- Keeping that competent employee are identified and selected
The importance of HRM
HRM also help establish to the organization’s sustainable competitive
HRM are responsible to organize the management by the selecting , training and evaluating the work force
RECRUITMENT SOURCES
EXTERNAL RECRUITING
i) Walk-ins
ii) Educational institutions
iii) Agencies
iv) Advertising
INTERNAL RECRUITING
Internal recruiting involves filling job openings with current employees or personal referrals.
i) Promotion from within
ii) Employee referrals
RECRUITMENT & DECRUITMENT
Decruitment
reducing a surplus of employees in the
workforce of an organization. Decruitment options
include firing, layoffs.
Recruitment
The process of locating, identifying, and attracting
capable applicants to an organization.
JOB ANALYSIS COMPONENTS
job design
Technique
c) 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.
b) 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.
a) Job rotation is a process by which employees laterally
mobilize and serve their tasks in different organizational levels.
job specifivation
>Knowledge, skills, and abilities required of the job holder
- identify the types of people needed.
must possess to perform a given job successfully.
- A written statement of the minimum qualifications that a person
Job Description
>Tasks, duties and responsibilities that the job entails
- A written statement of what the job holder does, how it is done, and why it is done.
- job description identifies the tasks and responsibilities of a position.
HUMAN RESOURCE NEED
publicise job openings
select the source of applicants
review source of applicants
job analysis
- job specifications
- job description
RECRUITMENT PROCESS
external resources
- agencies
- advertising
- educational institutions
- walk ins
internal resources
- previous applications
- employee referrals
promotion from within
part 1
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Theories of Organizing
Modern organization theory
>the physical environment of work
>status and role patterns
>the following strategic parts
system composed
- Modern theorists consider the organization to be a
organization as a system.
- The uniqueness of this theory is that it studies the
Neoclassical Theory
>isolation insignificance
>fatigue
>employee monotony
- This theory approach focuses on problem such as
sciences.
classical theory by expanding into the behavioral
- effort to offset some of the shortcomings of the
Classical theory
>the concept of span of management.
>organization structure
>the functional management process
>division of labor
- The main elements is
- related to the early work of Taylor, Fayol and other
Importance of Organizing
Facilitating the implementing and control functions
A good organizing can consider to an interpersonal relationships , the work environment and the control of the result . A workers can perform best when they are following the conditions which is first their jobs skills and knowledge are right for the job . Second working conditions are pleasent and third they have a clear understanding of their duties and responsibilities
Pinpointing individual responsibilities
The major reason is to specify the duties and responsibilities of individual employees. Lined of authority and accountability are defined and clarified
Synergizing resources
This lead to the proper use of the resources which is human , physical , financial and information to get the result that is greater than the combined starting values of resources. This are the reflect of the effort which is the primary purpose of organizing work
Generating effective group action
The effort that come from employees are important to achieving the desire of the organizational objectives. Knowledge and skill of the employee are important so that they can give a positive imoact to the organization’s performance
definitions
ADDITIONAL NOTES
TYPE OF ORGANIZATION
TALL
many layers of management with narrow spans of controls
FLAT
fewer layers of management with wide span of controls
width span is effected by
> skills and abilities of manager
> employee characteristics
> characteristics of being work done
> similarity of tasks
> complexity of tasks
> standardization of tasks
factors that determine number of subordinates
> type of work
> location of organization structure
> ability of manager
> amount of type and communication required
span of management
no consensus on a specific number, but they favor small spans of less to maintain lose control
number of employees that are effectively and efficiently supervised
has to do with how many employees report directly to the manager
chain of command
team captains are part of the chain that links to the coaches and players
clear line of authority from organizations top to its bottom
unity of command and direction
direction
all activities are directed towards the same objectives
command
concepts that each employee should report to only one boss.
