INFO4MYSTREY , Best Mark Mystery

Developing an organizational structure, results in jobs which have to be staffed. Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people (in terms of skills and experience) who should be hired for them.’ It provides you with data on job requirements, which are then used for developing job descriptions (what the job entails) and job specifications (what kind of people to hire for the job). Some of the definitions of job analysis ate given as follows, to understand the meaning of the term more clearly: According to Michael L. Jucius, “Job analysis refers to the process of studying the operations, duties and organizational aspects of jobs in order to derive specifications or as they called by some, job descriptions.” According to DeCenzo and P. Robbins, “A job analysis is a systematic exploration of the activities within a job. It is a basic technical procedure, one that is used to define the duties, responsibilities...

Human Resource Planners face significant barriers while formulating an HRP. The major barriers are elaborated below: 1) HR practitioners are perceived as experts in handling personnel matters, but are not experts in managing business. The personnel plan conceived and formulated by the HR practitioners when enmeshed with organizational plan, might make the overall strategic plan of the organization ineffective. 2) HR information often is incompatible with other information used in strategy formulation. Strategic planning efforts have long been oriented towards financial forecasting, often to the exclusion of other types of information. Financial forecasting takes precedence over HRP. 3) Conflict may exist between short term and long term HR needs. For example, there can be a conflict between the pressure to get the work done on time and long term needs, such as preparing people for assuming greater responsibilities. Many managers are of the belief that HR needs can be m...

1. HRP must be recognized as an integral part of corporate planning 2. Support of top management is essential 3. There should be some centralization with respect to HRP responsibilities in order to have co-ordination between different levels of management. 4. Organization records must be complete, up to date and readily available. 5. Techniques used for HR planning should be those best suited to the data available and degree of accuracy required. 6. Data collection, analysis, techniques of planning and the plan themselves need to be constantly revised and improved in the light of experience.

HRP is influenced by several factors. The most important of the factors that affect HRP are 1. Type and Strategy of the Organization: Type of the organization determines the production processes involve, number and type of staff needed and the supervisory and managerial personnel required. HR need is also defined by the strategic plan of organization. If the organization has a plan for organic growth then organization need to hire additional employees. On the other hand If the organization is going for mergers and acquisition, then organization need to plan for layoffs, as mergers can create, duplicate or overlap positions that can be handled more efficiently with fewer employees. Organization first decides whether to be reactive or proactive in HRP. Organizations either carefully anticipate the needs and systematically plan to fill the need in advance (proactive) or can simply react to the needs as they arise (reactive). Likewise, the organization must determine the width of the...

Major reasons for the emphasis on HRP at the Macro level: 1) Employment-Unemployment Situation: Though in general the number of educated unemployment is on the rise, there is acute shortage for a variety of skills. This emphasizes on the need for more effective recruitment and employee retention. 2) Technological Change: The changes in production technologies, marketing methods and management techniques have been extensive and rapid. Their effect has been profound on the job contents and job contexts. These changes have caused problems relating to redundancies, retention and redeployment. All these suggest the need to plan manpower needs intensively and systematically. 3) Demographic Change: The changing profile of the work force in terms of age, sex, literacy, technical inputs and social background has implications for HRP. 4) Skill Shortage: Unemployment does not mean that the labour market is a buyer’s market. Organizations generally become more complex and require...

  HRP is the subsystem in the total organizational planning. Organizational planning includes managerial activities that set the company’s objective for the future and determines the appropriate means for achieving those objectives. The importance of HRP is elaborated on the basis of the key roles that it is playing in the organization. 1. Future Personnel Needs: Human resource planning is significant because it helps to determine the future personnel needs of the organization. If an organization is facing the problem of either surplus or deficiency in staff strength, then it is the result of the absence of effecting HR planning. All public sector enterprises find themselves  overstaffed now as they never had any planning for personnel requirement and went of recruitment spree till late 1980’s. The problem of excess staff has become such a prominent problem that many private sector units are resorting to VRS ‘voluntary retirement scheme’. The excess of labor problem wo...

According to Vetter, “HRP is the process by which management determines how the organization should move from its current man power position to desired manpower position. Through planning, management strives to have the right time, doing things which result in both the organization and individual receiving maximum long run benefits”. According to Gordon Mc Beath, “HRP is concerned with two things: Planning of manpower requirements and Planning of Manpower supplies”. According to Beach, “HRP is a process of determining and assuming that the organization will have an adequate number of qualified persons, available at proper times, performing jobs which meet the needs of the enterprise and which provides satisfaction for the individuals involved”  Simply HRP can be understood as the process of forecasting an organization’s future demands for and supply of the right type of people in the right number. In other words HRP is the process of determining manpower needs and formula...

In a Lincoln-Douglas Debate you will need to be able to explain not only which values you are defending but what type of value you are using. There are several methods to use to categorize the values. These are the four most common categories that values are put into. 1.       Universal Values:  These are values that there is nearly unanimous agreement as to the importance of them. These would include Sanctity of human life, Peace, and human dignity. 2.       Instrumental Values: These are values that can be used to get something else. In other words the value is an instrument which allows you to get some other things. Examples of these would include Progress (which allows leisure time), Freedom (Through which we can get dignity and/or self actualization), and Knowledge(which helps us get economic prosperity, and progress). 3.       Intrinsic Values:  Something has intrinsic worth simp...

Ethics are the principles and values an individual uses to govern his activities and decisions. In an organization, a code of ethics is a set of principles that guide the organization in its programs, policies and decisions for the business. The ethical philosophy an organization uses to conduct business can affect the reputation, productivity and bottom line of the business. ·         Leadership Ethics The ethics that leaders in an organization use to manage employees may have an effect on the morale and loyalty of workers. The code of ethics leaders use determines discipline procedures and the acceptable behavior for all workers in an organization. When leaders have high ethical standards, it encourages workers in the organization to meet that same level. Ethical leadership also enhances the company’s reputation in the financial market and community. A solid reputation for ethics and integrity in the community may improve the company’s business...

Human Resources have never been more indispensable than today. The competitive forces that we face today will continue to face in the future demanding organizational excellence. In order to achieve this extended quality, organization’s need to focus on learning, quality development, teamwork, and re engineering. These factors are driven by the way organizations implement things and how employees are treated. 1. HR Can Help in Dispensing Organizational Excellence: To achieve this paradigm shift in the organization excellence there is a need for organizations to reform the way in which work is carried out by the Human Resource department. By designing an entirely new role and agenda that results in enriching the organization’s value to customers, investors and employees, HR can help in delivering organizational excellence. This can be carried out by helping line managers and senior mangers in moving planning from the conference room to the market place and by becoming an expert i...

HRM is a management function that helps manager’s to recruit, select, train and develop members for an organization. HRM is concerned with people’s dimension in organizations. The following constitute the core of HRM 1. HRM Involves the Application of Management Functions and Principles. The functions and principles are applied to acquiring, developing, maintaining and providing remuneration to employees in organization. 2. Decision Relating to Employees must be Integrated. Decisions on different aspects of employees must be consistent with other human resource (HR) decisions. 3. Decisions Made Influence the Effectiveness of an Organization. Effectiveness of an organization will result in betterment of services to customers in the form of high quality products supplied at reasonable costs. 4. HRM Functions are not Confined to Business Establishments Only but applicable to non business organizations such as education, health care, recreation and like. HRM refers to a set of...

1. Temperament A combination of natural genetic traits that always subconsciously, affects our behavior. Temperament is the foundation upon which leaders construct the values of their character and personality. 2. Openness, Honesty & Integrity Leaders will not always tell people what they want to hear. However the unpleasant the issue, leaders will not be afraid to raise it with them. By doing so leaders can challenge everyone to be different and stand out from the crowd. This will require leaders to insist that everyone is to be open and honest with each other. 3. Passion & Enthusiasm Intellectual solutions are commonplace and leaders can find them anywhere. A leader’s passion is to help everyone create an organization to engage the heart and soul, not just the mind. Leaders are passionate about the fact that one cannot have the latter without the former anyway! Leaders will help everyone to create their future and build one’s dream. 4. Innovation & Creat...

There are various approaches that have been suggested for the actual development of a shared vision that then is expressed in a vision statement (Blokker, 1989; Nanus, 1992; Rogus, 1990). Educators will undoubtedly adjust the steps listed below to their unique situation since there is a different focus when applying the steps at the district or school level. Four steps facilitate the conceptualization of vision and lead to its becoming a vision statement. Know your organization. During the initial phase of formulating a vision, it is important to learn everything about the organization as it currently exists. This corresponds to Manasse's concept of organizational vision, "a comprehensive picture of the existing system within its environment." She suggests that organizational vision involves a systems perspective to determine the components of a school or district and how they are interrelated. Boyd (1992b) provides a comprehensive ...

1)       Societal Objectives:  seek to ensure that the organization becomes socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization. The failure of the organizations to use their resources for the society’s benefit in ethical ways may lead to restriction. 2)       Organizational Objectives:  it recognizes the role of HRM in bringing about organizational effectiveness. It makes sure that HRM is not a standalone department, but rather a means to assist the organization with its primary objectives. The HR department exists to serve the rest of the organization. 3)       Functional Objectives:  is to maintain the department’s contribution at a level appropriate to the organization’s needs. Human resources are to be adjusted to suit the organization’s demands. The department’s value should not become too expe...

·          In this section, we present five principles that are believed to lead to the development of ethical leadership. These are respect for others, service to others, justice for others, honesty toward others, and building community with others (DuBrin, 2010; Northouse, 2013).       1.       Respect for Others: Ethical leaders treat others with dignity and respect. This means that they treat people as ends in themselves rather than as means to their own ends. This form of respect recognizes that followers have goals and ambitions and confirms followers as human beings who have worth and value to the organization. In addition, it leads to empathy, active listening, and tolerance for conflicting viewpoints.   2.       Service to Others Ethical leaders serve others. They behave in an altruistic fashion as opposed to behaving in a way that is based on ethical egoism. These leader...