Question

Question 1

1 a) Explain the primary functions of Human Resource Management

1 b) Elaborate on the types of measurement for organizational performance.

Answer 1

1. Generally, the effectiveness of recruiters and career specialists is measured by the amount of vacancies that they fill and the time it takes to fill those vacancies. Recruiters who work in-house – in comparison to firms offering recruitment and recruiting services – play a vital role in the employer 's workforce growth. They advertise job openings, source applications, screen applicants, hold preliminary interviews and organize recruiting activities with managers in charge of the final candidate selection.

Workplace safety is an important factor. Under the Occupational Safety and Health Act of 1970, employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety training and maintain federally mandated logs for workplace injury and fatality reporting. In addition, HR safety and risk specialists often work closely with HR benefits specialists to manage the company's workers compensation issues.

In a unionized work environment, HR's employee and labor relations functions can be combined and handled by one specialist or are managed entirely separately by two HR specialists with specific expertise in each field. Employee relations is the HR discipline concerned with improving the relationship between employer and employee by assessing job satisfaction , employee involvement and conflict resolution at work. The roles of labor relations that include designing management responses to union organizing efforts, negotiating collective bargaining agreements and understanding the problems of labor union contracts.

2. Employee performance measurements can determine the compensation, job status or advancement opportunities for an employee. For these reasons, performance management programs must consist of methods that allow for fair and accurate assessments of the performance of employees. Employers develop performance criteria first to assist in evaluating employee performance. Performance criteria describe what workers need to meet or surpass the performance requirements of the organization

The graphical rating scales are ideal for production-oriented work environments as well as for other workplaces that move at a rapid pace, such as those found in the food and beverage industry. A rating scale consists of a set of work tasks, performance expectations and a ranking scale for employee performance usually from 1 to 5. This method of evaluating employee performance involves planning much like other methods; however, it can be done fairly quickly, which is a bonus for managers who oversee large departments or competitive tasks in an atmosphere that leaves little room for workplace management duties.

Management by objective or MBOs, is useful for measuring employee performance in supervisory or executive positions. MBOs begin with the identification of employee goals, and from that point on the employee and her manager list the resources needed to achieve those objectives. The next portion of MBOs is the timelines for achieving each goal.