Human Resource Management : A Process That Plans Job Analysis

Business strategies touch every entity of the business including HR which is where many of the business necessities begin. The HR function needs to be involved in the strategic management process as “each component of the process involves people related business issues” (Noe et al., 2002, 59) which is the primary function of HR. “Once the strategy has been determined, HRM has a profound impact on the implementation of the plan by developing and aligning HRM practices that ensure that the company has motivated employees with the necessary skills” (Noe et al., 2002, 83).

Human Resource (HR) strategic plan’s outline short term goals that have been aligned with their organization’s strategic plans. With the HR’s goals being aligned it also helps the representative know how much man power is needed from the budgeting process done through HR. The HR function of an organization is responsible for ensuring top talent is recruited and retained, which means ensuring success of an organization’s strategic plan.

The structure of an organization is very important because it determines the different roles and how all the departments perform. The organizational structure consists of a group of people that works together to achieve the goals that are implemented.

In simple term, strategic human resource management is concern with the ways in people is crucial to company effectiveness. According to Miller (1987) strategic

Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed

According to Bethel University, 2011, organizational structure is the organization’s design or set up for how it will function in order to meet its necessary goals and objectives. The structure of an organization may include a level of hierarchy for stakeholders, management staff, and front line employees. It is imperative that an organization has established its structure to ensure there are open lines of communication and well established guidelines for all involved. Communication is a very important piece to the organizational structure because it has the potential of directly affecting employee behavior and performance. Lack of effective communication processes can lead to financial losses for organizations.

60. Johnson, J. 1997, p.3. & Tyson, 1997, p.277). Operational management, on the other hand, is administrative. Its main focus is the day to day operations of the organisation with its main purpose being to ensure the smooth running of the business areas. Human resource management in this context facilitates the business areas to be productive and efficient in meeting the organisational goals.

Human resource management/ strategies refers to a various number of policies as well as practices that influence an organization significantly. It is related to employee behaviors, attitudes, as well as performance. These strategies are used to give organizations a competitive advantage particularly in the areas of recruitment, training and development, and diversity management. These policies and strategies

Job Analysis is the act of putting together the details of a particular job. The analysis is not limited to job description alone. The Analysis includes all relevant training, disciplinary actions , selection process, performance and employing the correct person for a job. Therefore, as the company moves forward with this integration and merger of the two companies, new job descriptions will form as a result on the focus on sales. Rather than placing current and or new employees into open positions, I will conduct a job analysis which will help place the correct people in their correct position based on education, skills and experience.

C.1) Organizational structure is the typical arrangement of roles and duties , rights, authorities , communication and rights in the organization , it determines how the role ,power and responsibilities are assigned to each employee , and how they are controlled and how does the information flows between the levels of the management in the organization . And structure also refer to the unchanged parts in the organization that are fixed , and there are formal structure and modern multi- organizational network structure . in an organization part of the structure is designed ( forma hierarchy) and other part is emergent ( informal networks & personal relationships within the organization) .

Organizational culture is significant in nowadays. Strong organizational culture leads to strong company. Employee motivation, work performance, internal communication, brand image, employee loyalty etc. are depend on effective human resources management planning. Company should have effective HRM plan. HRM plan should make in term of organizational culture, structure and values. HRM plan is the first step of being professional. All organizational dynamics are related to HRM Planning. Changing is important in business life because of fast innovation. This planning should include current issues. Human resources means strategic planning.

The organizational structure of a business is the framework that is conducted to keep the business running efficiently. This structure is made up of different departments, products, divisions or geographies that work together to create revenue from its resources. The framework depicts how these levels of organization should work. Organizational structure provides a business with instructions on how it must proceed to become successful and in case a problem arises. Many times these structures have a hierarchy chain in which decisions are made and labor is done. Some structures are more efficient than others in terms of not having too many layers within the firm so that decisions can be made and issues can be resolved in a much faster pace. A structure also brings members of the business together, gives them an identity and provides a meaning of self worth for the business. This encourages the team members to work towards the firm’s goals together. Proper and efficient organizational structures are vital for running a business.

Strategic HRM stresses in the importance of people development through culture awareness of organisations environmental factors, politics and legal issue and achieving the organisational goals and desires to implement changes to support the business. The main task in strategic formulation is to implement internal and external factors shaped by the business and undertake a direction to assess forces to act upon and influence changes.

Organizational structure refers to the way that an organization arranges people and jobs so that its work can be performed and its goals can be met. When a work group is very small and face-to-face communication is frequent, formal structure may be unnecessary, but in a larger organization decisions have to be made about the delegation of various tasks. Thus, procedures are established that assign responsibilities for various functions. It is these decisions that determine the organizational structure.

Strategic Human Resource Management is the joining of human resource activities and policies with strategic organisational goals for the benefit of achieving and maintaining quality performance of the organisation.