Appointment order number 7.
In order to achieve the objectives as stated above, HRM must perform certain functions. Generally, it is said that to achieve the organizational objectives, retailers must set up a proper correlation between the objectives and the functions.
Usually a particular set of Hrm hr sub system helps realize specific objectives. All the employees of that shop report to him or her. Be it strategic decision or day-to-day operations of the establishment are taken by the proprietor.
Further, the number of functional areas also varies from company to company according to nature, size and merchandise offering. Following are the common human resource functions, any typical retail organization will be having: Job analysis and job design 2. Managerial relations These seven human resource areas and their associated functions share the common objectives of an adequate number of competent employees with the abilities, experience, knowledge and skills required for fulfilling organizational goals.
Though a human resource function can be assigned to one of the seven areas of human responsibility, some functions serve a variety of objectives.
Similarly, compensation and benefits function facilitates retention, training and development and also serves to have cordial labor and managerial relations. These human resource functions are expressed as under: Job analysis and job design: Job analysis is the process of describing the operations, duties and responsibilities of the job.
In order to recruit retail employees on a scientific and rational basis, it becomes necessary to determine in advance a standard of personnel with which interested candidate can be compared. This standard must establish the minimum acceptable qualities necessary for the accomplishment of tasks by retail employees.
Simple stated, the process through which these qualitative requirements standards are determined is known as Job analysis. Various experts have defined Job Analysis as under: In the words of Edwin B. In the words of John A.
According to Michael J. The process provides information about what the job involves and what human features are essential to carry out these activities. This information becomes vital to decide what sort of people to recruit and hire.
The data derived from job analysis process is beneficial for estimating the value and appropriate compensation for each job. This ultimately provides the base for determining the relative worth of each job so that each job should be properly classified.
Hence, job analysis is a data collection function performed by the HR department that includes the following steps: The above mentioned steps are discussed as under: The first step of job analysis process includes collecting factual information relating to the job.
This task is usually accomplished in four ways: It includes following qualities of employees performing retail tasks: After collecting the information, job analysis puts such information in a standard job description form as a comprehensive draft which shows full details of the activities of the retailing job.
As per the nature and format of the retail organization, separate forms may be used for various activities in the job and may be compiled later on. In actual, the whole task of job analysis depends upon these forms, which are regularly consulted as reference guide for the future planning tasks.
Job specifications are also prepared on the basis of information collected through data collecting techniques. Job description basically refers to a statement of minimum acceptable qualities of a candidate whose selection should be made.
This report indicates various activities to be performed by the retail staff and expectations from them. It is prepared by the job analyst on the basis of information collected. The report is then submitted to the HR department for its suggestions and amendments.
The report submitted by the analyst and reviewed by the HR department may now be revised by the top executives for: But it has been seen that in most of the cases, job design is drafted by the HR department may be in consultation with the store manager.In addition, each subsystem is affected by the department's objectives and policies and by the external environment in which HR management takes place, as shown in Figure HR subsystems affect each other, and specialists must remain .
Human Resource Management 04/26/ Human Resources Human resource management (HRM) entails the effective utilization of human resources within an organization by managing people or employee-related activities.
HRM is a comprehensive and strategic approach for managing employees and the work place environment and . A Human Resource Management System or HRIS (Human Resource Information System) is a form of HR software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data.
Human Resources software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payrolls, .
Ideally there are 9 subsystems of Human Resource Management.
And these subsystems stem from the competency-based human resource management that would revolutionize any workplace. And these subsystems stem from the competency-based human resource management that would revolutionize any workplace. Excellent HR tools and Great Presentation about HR Management, HR Strategy and Career Management, human resource management, Individual sources of resistance to change reside in basic human characteristics such as perceptions, personalities, and needs.
A HRMS (Human Resource Management System) is a combination of systems and processes that connect human resource management and information technology through HR software.
A HRMS may help to revolutionize a workplace.