Job Evaluation for a Human Resource Manager

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

Human Resources Manager is responsible for the implementation of research and training, communication as well as arranging orientation and inductions. As well as updating legislation and safety practices utilized by the company.

Human Resource Manager focuses on three main areas which are Recruitment of, Management of and providing training for the people who are employed within the organisation. This department deals with hiring, health and safety, motivation for the employees (such as bonuses) and managing the performance. An organisation that I will be relating this too is Tesco. There are three main factors that Tesco has to consider and they are Internal planning, External planning and Employee skills.

A human resource manager is responsible for employee compensation, recruitment, employee policies, and regulatory compliance. The positions is no longer simply administrative, human resources has become the heart of organizational culture. Human resources help companies make the best of their human capital by hiring intelligently, providing incentives towards retention and creating growth opportunities for the employees. If a company has successful human resource personnel the company stands

Job evaluation is the systematic process for assessing the relative worth of jobs within an organization. A comprehensive analysis of each position's tasks, responsibilities, knowledge, and skill requirements is used to assess the value to the employer of the

Human resource management refers to the management of the tasks involved in human or personnel matters in the management process. Human resource management includes: job analysis; development of human needs planning and recruitment; training and development; compensation and welfare management, performance evaluation; labor relations management.

The term human resource is defined as a system of activities and strategies that focus on successfully managing employees at all levels of the organization to achieve organizational goal (Niles, 2013). Human resource management is the process of proper use of available limited skilled workforce. The main purpose of the human resource management is to make efficient use of existing human resource in the organization.

A performance appraisal can also outline the need of both the employer and the employee (Famdray, 2001, p 3). Compensation is the pay and or benefit a person paid. The last element is the employment decision is a placement of the human resource planning above regarding organization career development (p 319). With the eight components of the staffing process now described to continue our discussion; we will examine the four activities involved in the human resource planning process as it related to staffing process.

• Human resource management is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labour laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives. The human

Human Resources (HR) managers today are faced with many different issues than those in the past. While human resources managers are still responsible for the interviewing, hiring, training and orientation of new employees, this position has developed into much more than the initial hiring of the employee. They are also responsible for keeping employees and other managers up-to-date and aware of the diversity issues, and strategically implementing programs that align with the goals of the organization.

The human resources (HR) department is responsible for managing the staffing of an organisation. These responsibilities including hiring new staff (recruitment), providing staff training, carrying out staff appraisal and any other issues

Job analysis forms the basis for most human resources approaches to employment practice. Employment practices sometimes result inappropriate for some companies and it can create chaos for the managers if those are not implementing properly. To avoid complications into the organisation all matters related with staff must be handle by human resources department and supervised closely by mangers to make the best decision. (Brannick, M., Levine, E., Morgeson, F., & Brannick, M. 2007)

As human resource activities grow in scope and complexity, many human resource practices such as compensation, performance management, career planning, training and development, recruitment and selection are delegated to the Human Resource department. Most of the Human Resource managers do not have much awareness about the job’s details. Information about the job and their requirements must be gathered through a process known as job analysis, in which details about jobs is methodically collected, evaluated and organized. It is a descriptive process of breaking down a specific job into its element by using a collection of methods, tools and

The company has an evaluation system that is not meeting the organizational objectives or developing the employees. Problems have arisen with the current evaluation reporting system because rating officials are too generous when evaluating employees. The organization’s employee evaluation format does not force the rating officials to be honest when evaluating their employee’s potential and performance. Rating officials are not trained on rating techniques and don’t provide quality feedback and establish employee goals that align with the organizational goals of the company. Poorly administered evaluations can undermine employee morale and be used by disgruntled employees against employers in litigation (Woodford & Doyle,

Conducting appraisals is a task that must be delivered with accuracy, trust, and a sense of projection. An employee must be afforded the opportunity to prepare for their appraisal and at the same time the manager must give themselves enough time to prepare and deliver the appraisal with the sufficient information that the employee will walk away with a clear path forward and the manager will notice an eager employee ready to expand their value to the organization.