International Comparative Human Resource Essay Example | Topics and Well Written Essays - 2750 words

International Comparative Human option - Essay ExampleThe following are major cash in ones chipss of the human resource department as set many organizations with well developed department divisionsHuman resource planning (keeping workers records, forecasting, career modelling and taking over planning) employment (recruitment, training, selection, testing and orientation) training and development (primary and advanced skills training, devising working programs) labour relation (solving employee concerns, supervise morale, labour management programs) compensation (incentives, analyses of job performance, salary surveys and performance reviews) workforce benefits (administration of policy, health insurance, designing holiday and sick benefits schemes) (Fisher & Ashkanasy 2000) safety (making sure that the workplace complies with safety regulations like Occupational Safety and Heath Act, supervision security, carrying out possible accident investigations, and evaluation of the physi cal environment) discipline (policy formulation and coordination, conduction of disciplinary measures) and personnel office research (conducting opinion surveys, carrying out the Human resource audits, and analyzing work related statistics as well as publishing it), Gibb (2001).The understanding of the specific dimensions of the human resource management is very essential for any clientele o... Man power planning is very essential for any organization of a business firm. This babe because the consequences of the failing to do so are very costly and as such, a firm that is understaffed losses out on the economies of scale of the business and customers, profits and orders. However overstaffing on the other conk is wasteful and very costly at the same time (Johnson 2000, p 69). Basing on the current legitimate handling of workforce issues, it would be difficult to eliminate such a phenomenon because of redundancy payments, time of notice, and consultations. Furthermore, overstaffi ng discourages the competitive effectiveness of the firm. During planning, its very essential to take into consideration all the future requirements so the firm and let comparisons with the current resources from which postulations can be made in terms of resources. This tonus attempts to balance the supply and admit needs. The process of selection and recruiting of workers is the second most critical function of the business organization (Browne 2000). The first step to be conducted before the recruitment id initiated is the analysis of the work to be carried out (that is the analytical study of the responsibilities to be taken care of and to establish their important aspects) this is then written out in job descriptions so that during the selection those in charge can have a clear indication of exactly what to wait on for (applicants mental and physical characteristics) in terms of attitudes, qualities and what are disadvantages (Johnson 2000, p 69). Employee evaluation is a crucial function as an organization needs to continually know the performance of tits