Essay about Intro to Human Resources

I. MULTIPLE CHOICE. 15 questions, each question is worth 1 point. Circle only one answer

1. Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data

In creating the job structure, each job needs to be evaluated to see where it falls

The director of human resources job is really important. The director of human resources promotes and implements human resource values by planning and managing human resources programs and directing staff.

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

Pursuing a master’s degree in Human Resources Management is something I owe to myself as a professional. As an immigrant, obtaining a Bachelor’s degree was a great challenge, and achieving a graduate degree is also a commitment to others as an example of the contribution Hispanic women can make to our society.

3. How can an organization maintain its image while dealing with a talent surplus? If layoffs are necessary, what would you recommend managers do to ensure that survivors remain committed and productive?

1. The piecework system is more likely to succeed when all of the following are true except:

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and

Human resource development is necessary to any organization that wants to be influential and productive in order to succeed in the fast paced environment. Organizations can become influential and productive by having competent human resource. Human resource is a valuable asset that plays a crucial role within an organization and contributes directly to their success or failure. In short, human resource is a backbone of the organization. The organization has to motivate, train and monitor their employee so that the employee can develop their full potential and contribute to the organization. Human resource development (HRD) is a systematic activity designed by an organization with the purpose to help employees develop their personal and organizational skills, knowledge and abilities. HRD includes training and development, career development and organizational development to improve the performance of individual and organization. In short, HRD main purpose is assisting people to gain capabilities required to carry out all their tasks effectively and make organization succeed.

Given today's employment environment we need to take a new and fresh looks at our Human Resource department's policies, procedures and plans so that we can maintain and enhance our human capital. Human resources need to do more than just basic administrative functions so we would like to go beyond that scope and take on a strategic role in our company. We propose to do this by viewing our Human Resource department as a customer service center where our employees are our customers. This report will examine this philosophy; its ramifications within our organization and what specifically we would have to do to implement this mindset in Human Resources.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in