HUMAN RESOURCE ADMINISTRATION

Human Resource Administration

Human Resource Administration

Focusing Questions

Answer 1

Most top leaders said that the strategy of personnel function is an integral part of an overall strategy. However, in practice there are different versions of their interaction.

The most common is the view of HR strategy as the dependent derivative of the strategy of the organization as a whole. In this situation, workers are human resource management must adapt to the actions leaders of the organization, subject to the interests of the overall strategy. 

The overall strategy of the organization and personnel function strategy developed and developing as a whole, which means that the involvement of specialist service personnel function in the strategic objectives at the corporate level. This is facilitated by the presence of their high level of competence and, therefore, possible to independently solve problems relating to staff, from the perspective of the entire organization. 

The strategy provides links to many aspects of personnel function in order to optimize their impact on employees, primarily on their work motivation and qualifications. The main features of HR strategy are: 

As a rule, it's long-term, due to orientation towards development and change attitudes, motivation, personnel function, the entire personnel management system or its individual elements, and such changes typically require a long time. Connection with the strategy of the organization as a whole, taking into account numerous factors internal and external environment, as they change entails a change or adjustment strategy of the organization and requires timely changes in the structure and personnel, its skills and expertise, style and management practices (Fred and Allan, 2008). 

Answer 3

Recruitment is not always tries to cover all the human resources market looking for without specific direction. The fundamental problem of the organization is to establish sources of supply of human resources, located in the market that interests them specifically to focus their recruitment efforts. Therefore, the sources of human resources are called sources of recruitment, as they spend to represent the targets that will affect recruitment techniques. Since there are many interrelated sources of supply of human resources, one of the most important stages of the recruitment are the identification, selection and maintenance of sources that can be used properly to find candidates who are likely to meet predetermined by the organization. The identification, selection and maintenance of recruitment sources are a way in which HRM can:

Raise the performance of the recruitment process, increasing both the proportion of applicants / candidates for selection as candidates / employees admitted

Reduce the time of the recruitment process

Reduce the operational costs of recruitment through the economy in the application of their techniques.

MEDIA RECRUITMENT

It has been shown as sources of recruitment are the areas of human resources market explored the mechanisms of recruitment. That is, the human resources market is diverse and has to be established and identified by the company is going to influence them through multiple recruitment techniques, in order to attract candidates to meet their needs.

Recruitment is called external when it comes to potential candidates are available or employees in other companies and its consequence are an input of human ...