Human Resources Management and Its Relationship to Workplace Concepts
Job Description
This is a written statement used by the human resources manager to portray job content, environment, and conditions of employment (Bohlander & Snell, 2010). A job description is important to the HRM department because the aspect of job description allows the HR to write down information regarding the job that the employees should carry out. The concept of job description is important because it allows the HR to give the employees an idea concerning the content and condition of work assigned to them (Bohlander & Snell, 2010). In the workplace, for example, job description can be done for the purpose of giving the employees the basic knowledge that they need to carry out different jobs within the workplace. Interestingly, the understanding of the term job specification gives one an idea concerning the reason why the HR should typically provide job content and condition of employment to the employees.
Job Analysis
This is a process that is carried out by the HR to determine the organization’s human resource needs, in which the HR use the process to determine the skills, knowledges, and attitudes that are needed to perform the job successfully (Bohlander & Snell, 2010). Job analysis is significance to the HRM because it allows the department to develop and revise job description and job specification in the organization. For instance, the HR can utilize job analysis to identify the skills and knowledge that are needed in the workplace to carry out the job in the most satisfactory manner. The understanding of the term is paramount to one’s study because one can learn more about the important of revising and developing job in the workplace through job analysis.
Performance Simulation Tests
This is a human resource management task that is based on job analysis data. The performance simulation test is done in the form of a written test with the test being identical to the job content (Bohlander & Snell, 2010). The advantage of performance simulation test to HRM is that it gives the department an opportunity to come up with predictions of short-term job performance, which allows the HR manager to minimize potential employment discrimination. As a human resource in an organization, I can use the concept to determine the content of job performance and predict job performance in the workplace. One of the interesting point that one can gain through after understanding this concept concern the important of tests that are set within the workplace to evaluate employees performance.
Job Orientation
This is a concept that the HR use to outlines specific employee duties, responsibilities, and the job performance is evaluated (Dessler, 2010). The concept is essential to the HRM because through job orientation the HR familiarizes the employees about organization objectives and goals. The concepts have a direct connection to the workplace. For example, one can use the concept in the workplace to inform new employees about the organizational goals, philosophy, and rules. The understanding of the concept is appealing to learners because it brings out the idea of how organizational goal, philosophy, history, and other aspects can be passed to the new recruits in the organization.
Career Development
These is a work program that is set by the HR to help employees advance their work lives within the organizations (Dessler, 2012). Career development program is essential to the HRM as the program allow the department to attract and retain highly talented employees. An example way of using career development in the workplace include employee training and allows the employees to advance their education qualification through undertaking course advancement programs. Interestingly, from the understanding of career development, one can know the way an organization can do take the responsibility of improving the employees’ career. Although career development is essential to the employees, the organizations can as well benefit from the programs because the companies will have the best and talented employees working for them.
References
Bohlander, G. W., & Snell, S. (2010). Managing human resources. Mason, OH: South-Western Cengage Learning.
Dessler, G. (2012). Human resource management. Boston: Prentice Hall.
