Managing Human Resources

Managing Human Resources

1. Making Work Analysis
To achieve its goals, an employer requires organization. Good organization
In the company is planning based on what or who the executing
 and how to implement the most efficient job. In order for enterprise organizations
 managed in accordance with the plan, we need to hold a job analysis. Job Analysis
 is a formal tool to determine the content of the work in the business.
Job analysis is the process of studying the components of the job
 separately or in conjunction as a whole to determine which tasks
 job. In other words associated with a job analysis of the facts about
 work and how the requirements are to do a good job. The
 the importance of job analysis is as follows.
a. Determining the value of work.
b. formulate the need for employee training.
To get the data analysis work can be done in the following way.
a. Interviews and observations.
b. Conference.
c. The list of questions.
When used in the analysis of the work by way of interviews and observations, the analysis go where employees to ask questions and learn about the job content of his work. While the methods of conference, officials were called to attend a conference and asked to verbally describe their work to an analyst. An analyst job is to find and record all information about undertakes.
In the questionnaire method, the form is sent to the concerned employee to fill the job information. Data on job analysis are recorded on a form that has been prepared in advance. Each form contains a list of questions serves to answer questions in a certain way to get the facts necessary work.
2. Creating job analysis
To select employees who meet the requirements, it must first be aware
complete data on the positions to be filled it. Prior held recruitmen,
 must first be conducted job analysis. Job analysis is a process for
 create job descriptions, so that later can be obtained job descriptions
 to assess the specific position.
To establish the qualifications of staff required are as follows.
a. What is to be done.
b. How authority and responsibility.
c. How is the job conditions.
d. What tools are needed to complete the job.
e. How is the educational background and training.
f. the amount of the wage or salary.
g. How does the number of hours of work and promotion.
The function of job analysis is as follows.
a. Provides an overview of the elements of a civil office.
b. Noting the terms of the individual that are essential for each position.
c. Noting the responsibility of the person holding the position.
d. Noting some of the working conditions of staff concerned.
Descriptions that match the type of employees to assume a position among
 as berkut.
a. Gender employees.
b. Physical state employees.
c. Emotions employees.
d. Mental employees.
e. The terms of education.
f. Temperament employees.
g. Character employees.
h. Employee interests.
In other words to get an employee who will occupy a
 certain position by position analysis must first know the nature of the person, and
 the state of the job in question.
3. Organizational Structuring
The purpose of a company's organizational structures are as follows.
a. Distinguishing a job assignment.
b. Gives the possibility of coordinating the tasks, so the job, will be more effective.
c. Determine the limits of responsibility and authority is needed.
d. As a means to support and reflect the implementation of business strategy.