The Selection Process

4 Pages 978 Words

Human resources management is the development and administration of programs to enhance the quality and performance of people working in an organization as well as recruitment of the suitable people. Human resources managers also known as personnel managers are employed by all the small firms and are considered significant assets. There responsibilities include recruitment, training, set up evaluations, compensation consideration, and benefit programs. For example managers of an accounting firm help select and train workers and evaluate there performance. In this respect and many others, two main concerns of all managers are policy’s known as job-relatedness and person-job matching.
Job-relatedness, which can also be considered the foundation of a vital human resources management strategy, says that all employment decisions be based on the requirements of that specific position. In other words the criteria being considered in hiring, evaluation or promoting people must be directly tied to the job being performed. For example, a policy that all office managers must be male would violate this policy as the gender is irrelevant to the job at hand. Another important policy a good human resources manager may relate is person-job matching. This is matching people’s skills, interests, temperaments, and other traits with the requirements of the job for which they are applying. The policy is a valuable one because when people and jobs are well matched the company benefits from high performance and employee satisfaction, high retention of effective workers, and low absenteeism.
Job analysis may be the basis for human resource as it is crucial to any organization. It’s evaluating the duties and qualities required by a particular job. Managers may ask employees to fill out checklists for such jobs which are considered simple or repetitive as cashier. For more complex jobs managers may conduct several interviews or set up a trail period w...