Human Resource Management: A Comprehensive Approach
Human Resource Management Process
Resource Planning
Human resource planning consists of developing a comprehensive strategy that allows an organization to meet its future staffing needs. It consists of the following phases:
- The current situation is analyzed, determining if the existing staff is appropriate.
- A future forecast of human resource needs is made.
- A program is developed to meet future human resource needs.
For employees to meet the qualifications, the following techniques are used:
- Job Analysis: Consists of a study that identifies and examines the elements and tasks that make up a job.
- Job Description: From the job analysis, a written description of the job is created, specifying its objectives.
- Job Specifications: These relate to the requirements needed to occupy the position in terms of physical, mental, and emotional qualities.
Recruitment
The goal is to get enough candidates who are available to participate in the selection process. Sources of recruitment:
- Internal Sources: Candidates are sought within the company itself.
- External Sources: Candidates are sought outside the company.
The required information from candidates is usually presented through:
- Employment Application: A document that candidates must complete. The company uses it to obtain standardized information.
- Resume: A summary presentation of the candidate’s training and work experience. It serves for the company to have information relevant to the selection process and to highlight the best aspects of the candidate that fit the position profile.
Selection Process
The selection process follows several steps:
- Preliminary Interview: The candidate will answer some general questions about their employment experience.
- Application: All companies ask candidates to complete an application form.
- Tests: These determine the capacity of the person.
- References: If a candidate passes the tests, the company checks their references to verify their level of training.
- Personal Interview: Some companies prefer unstructured interviews, while others prefer structured ones.
- Medical Examination: This is done for the final remaining candidates in the process when there are very few.
- Final Decision: If the decision is positive, the company makes a formal offer to the candidate.
Integrating Personnel
The employment contract is the documentation that establishes the working relationship between a worker and the hiring company. Various forms of contracts exist:
- Permanent Contracts: These are indefinite-duration employment contracts, meaning the employer cannot dismiss the worker on a specific date.
- Fixed-Term Contracts: These can be full-time or part-time, including contracts for the completion of a specific work or service, contracts for eventual production circumstances, interim contracts, work experience contracts, and training contracts.
Personnel Training
Training should be continuous. There are three types of training within a firm:
- Basic Training: For the adaptation of the new employee to their job position.
- Training for Staff Development: Aiming for company employees to have sufficient preparation to fill positions of greater responsibility.
- Continuous Training: Corresponds to the need for daily updates.
Performance Evaluation
This consists of defining an acceptable level of work performance and conducting a comparison to make decisions about training, pay, and dismissal. The evaluation has three objectives:
- Inform Employees: Let them know their strengths and weaknesses.
- Provide a Report: So that appropriate steps can be taken.
- Motivate the Worker: For the evaluation to determine who deserves higher pay and a promotion.
Promotion
A promotion is the advancement of a person to another position within the organization that corresponds to greater authority, responsibility, and remuneration.