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Importance of the Human Resource Function

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Introduction

TASK ONE Importance of the Human Resource Function Human resource is the backbone of any business. It deals with the most important resource in the business - people. For any business to achieve its objectives they must plan their resources and one of their key resources is people. They need to get the right people and develop them well in order to meet the organisation's aims successfully. As an organisation grows and expands, the human resource department will know that the organisation needs to recruit more staff and they plan carefully. Recruiting staff in an organisation is very expensive and costly, so the human resource function helps the organisation to get recruitment right. The main elements of Human resource are: * Planning * Recruitment & Selection * Training & Development * Performance Measurement. PLANNING Planning is a process of determining the goals and objectives of a business for a future period of time, developing the strategies guiding the firm's operations and utilizing resources towards achieving the set goals and objectives. A human resource manager needs to plan ahead and know what is going on in and outside the company (labour market). He needs to be aware of the past, present and future trends of employment in a particular area of specialisation. He needs to know if there are available skills needed or if there are few people with the type of skill needed by the company. He also needs to be aware for competition for employees' i.e. if the company's employees are increasing the demand for labour or whether labour is available due to redundancies. The HR planning is all about getting the right people and developing them to meet the company's objectives. RECRUITMENT & SELECTION The HR manager needs to know when, why and how to recruit staff. Businesses recruit staff so as to expand the business objectives and change job roles within the business due to new skills and new technology. ...read more.

Middle

Documents Needed: each member of the panel should have the following set of documents ready for the interview: 1. Application form or Curriculum Vitae: this entails a few information from the interviewee such as their names, the job role they have applied for, previous experience, why they want to work for the company, qualification achieved, etc. The application form is prepared by the company in order to know some more things by the prospective employee while the curriculum vitae is prepared by the person seeking the job and may not always write everything about themselves. 2. Job description: this entails what the job role to fill is all about and the duties required of the successful candidate. 3. Person Specification: this helps the interviewers to check if the candidate has the right qualities for the job. 4. Questions: interviewers must make notes of the questions they want to ask the interviewees. The questions must relate to job description and person specification. The panel should know who will ask what questions and when the questions are to be asked. 5. Agenda: a well-typed agenda should be sent to each candidate before the day of the interview. This helps each candidate to know what time the interview is scheduled for, where they should be and what is expected of them. 6. Checklist: interviewers should make notes of questions they need to ask the interviewees so that they do not forget. They also need to make notes on how each candidate meets the job requirements. The checklist also helps the interviewers to compare each candidate's reactions after the interview. Questions for Interviewees Some of the questions the panel could ask the interviewees include: * Why do you want the job? * How did you hear about this job opening? * How do you handle stress? What would you do if you were at work and feel ill while there are customers waiting on a queue? ...read more.

Conclusion

Frederick Herzberg's motivation Theory Herzberg was the first to show that dissatisfaction at work nearly always arose from different factors such as unfair treatment of employees, unfair management practices, low pay, poor working conditions etc. Herzberg suggested that the existence of any form of dissatisfaction will lead to absenteeism, poor levels of output, resistance to changes and negativity in the work place. According to Herzberg, Man has two sets of needs; one as an animal to avoid pain, and two as a human being to grow psychologically. If staff are not well motivated and developed, there are chances that they would not do their job well or they might even leave the job and go elsewhere. This will result to a number of absentees, which will in turn increase staff turnover. A survey by Development Dimensions International published in the UK Times newspaper in 2004 interviewed 1,000 staff from companies employing more than 500 workers, and found many to be bored, lacking commitment and looking for a new job. Pay actually came fifth in the reasons people gave for leaving their jobs. The main reasons were lack of stimulus jobs and no opportunity for advancement - classic Herzberg motivators - 43% left for better promotion chances, 28% for more challenging work; 23% for a more exciting place to work; and 21% and more varied work. Employees will not do their job well if they are not encouraged or challenged to progress further in their jobs and careers, and this might lead to high number of absentees or high turnover. An organisation should recognise the efforts of their employees and reward them. A motivated employee produces good work, enjoy their work and achieve good success in their work. If HSBC spends a lot of money recruiting new staff, they will not want to lose those employees. They will have to motivate them so that they could stay in the job. 1 Bissy Igun ...read more.

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