The SWOT analysis framework has gained widespread acceptance because of its simplicity and power in developing strategy. Just like any planning tool, a SWOT analysis is only as good as the information that makes it up. What is happening externally and internally that will affect our company? Who are our customers?
This video addresses the importance of these skills.
Key Takeaways There are a number of skills crucial to human resource management. First, being able to organize and multitask is necessary. In this job, files must be managed, and an HR manager is constantly working in different areas of the business.
Communication skills are necessary in HRM as well.
The ability to present good and bad news, work with a variety of personalities, and coach employees is important in HRM.
Specific job skills, such as computer skills, knowledge of employment law, writing and developing strategic plans, and general critical-thinking skills are important in any type of management, but especially in human resource management.
A sense of fairness and strong ethics will make for the best HR manager. Because HR works with a variety of departments to manage conflict and negotiate union contracts and salary, the HR professional needs ethics skills and the ability to maintain confidentiality. Since one of the major responsibilities of an HR department is to align the HR strategic plan with the business strategic plan, critical and creative thinking, as well as writing, are skills that will benefit the HR manager as well.
Many people find themselves in the role of HR manager, so we will use the term HR manager throughout this book. However, many other types of managers also perform the tasks of recruiting, selecting, and compensating, making this book and the skills listed in this section applicable to all majors.
Certification exams can be taken to make you more marketable in the field of HRM. Exercise What are your perceptions of what an HR manager does on a day-to-day basis? Research this job title and describe your findings. Is this the type of job you expected? All departments within an organization must prove their value and contributions to the overall business strategy, and the same is true with HRM.
As companies are becoming more concerned with cutting costs, HRM departments must show the value they add to the organization through alignment with business objectives.
Being able to add value starts with understanding some of the challenges of businesses and finding ways to reduce a negative impact on the business.
This section will discuss some of the HRM challenges, and the rest of this text will dive into greater detail about how to manage these challenges. Containing Costs If you were to ask most business owners what their biggest challenges are, they will likely tell you that cost management is a major factor to the success or failure of their business.
Consider the expenses that involve the people part of any business: Health-care benefits Hiring process costs And many more… These costs cut into the bottom line of any business. The trick is to figure out how much, how many, or how often benefits should be offered, without sacrificing employee motivation.
A company can cut costs by not offering benefits or k plans, but if its goal is to hire the best people, a hiring package without these items will most certainly not get the best people. Containment of costs, therefore, is a balancing act. We will discuss ways to alleviate this concern throughout this book."Our study suggests that natural selection has played an important role in patterning the human genome," said the paper's lead author, Carlos Bustamante, assistant professor of .
JOB ANALYSIS AND HUMAN RESOURCE PLANNING.
2 Chapter Objectives Describe the importance of succession planning. Describe why job analysis is a basic human resource tool. Explain the reasons for conducting job analysis.
analysis important for supporting legality of. The training of extension personnel contributes directly to the development of human resources within extension organizations.
"Training programmes are directed towards maintaining and improving current job performance, while development programmes seek to develop skills for future jobs" (Stoner & Freeman, , p.
). Resources: A good starting point to identify company resources is to look at tangible, intangible and human resources. Tangible resources are the easiest to identify and evaluate: financial resources and physical assets are identified and valued in the firm’s financial statements. The Role of Resource Analysis in Strategy Formulation Intangible assets are often overlooked, but they are many times the only source of sustainable competitive advantage (ie.
brand, technology, information, culture, etc). Systems Analysis and Design Midterm. STUDY. PLAY. or deleted only by a member of the human resources department?
questionnaire. In projects where it is desirable to obtain input from a large number of people, a(n) ____, such as that shown in the accompanying figure, can be a valuable tool.
purchasing a basic package that vendors will.