Ch11 Recap - CHAPTER RECAP INTRODUCTION Managing the...

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CHAPTER RECAP INTRODUCTION Managing the quantity (through hiring and firing) and quality (through training, compensating, and so on) of employees is an important business function. THE NATURE OF HUMAN RESOURCES MANAGEMENT Previously, human resources was defined as labor, the physical and mental abilities that people use to produce goods and services. Human resources management (HRM) refers to all the activities involved in determining an organization's human resources needs as well as acquiring, training, and compensating people to fill those needs. Human resource managers are concerned with maximizing the satisfaction of employees and motivating them to meet organizational objectives productively. HRM has increased in importance over the last few decades, in part because managers have developed a better understanding of human relations through the work of Maslow, Herzberg, and others. Moreover, the nature of the human resources themselves is changing. PLANNING FOR HUMAN RESOURCES NEEDS When planning and developing strategies for reaching the organization's objectives, a company must consider whether it will have the human resources necessary to carry out its plans. After determining how many employees and what skills are needed to satisfy the overall plans, human resources managers ascertain how many employees the company currently has and how many will be retiring or otherwise leaving the organization during the planning period. The human resources manager then forecasts how many more employees the company will need to hire and what qualifications they must have. HRM planning also requires forecasting the supply of people in the work force who will have the necessary qualifications to meet the organization's future needs. Next, the human resources manager develops a strategy for satisfying the organization's human resources needs. Human resources managers analyze the jobs within the firm so that they can match the human resources to the available jobs. Job analysis determines, through observation and study, pertinent information about a job--the specific tasks that comprise the job; the knowledge, skills, and abilities necessary to perform the job; and the environment in which the job will be performed. A job description is a formal, written explanation of a specific job and usually includes job title, tasks to be performed, relationship with other jobs, physical and mental skills required, duties, responsibilities, and working conditions. A job specification describes the qualifications necessary for a specific job in terms of education, experience, personal characteristics, and physical characteristics. These analyses help human resources managers develop recruiting materials such as newspaper advertisements.
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Ch11 Recap - CHAPTER RECAP INTRODUCTION Managing the...

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