International Comparative Human Resource Essay Example | Topics and Well Written Essays - 2750 words

International Comparative Human Resource - Essay ExampleThe following are major functions of the human resource section as identified many formations with well developed department divisionsHuman resource readiness (keeping workers records, forecasting, career modelling and succession planning) employment (recruitment, instruction, selection, testing and orientation) training and development (primary and advanced skills training, devising working programs) labour relation (solving employee concerns, monitoring morale, labour management programs) compensation (incentives, analyses of job performance, salary surveys and performance reviews) workforce benefits (administration of policy, health insurance, designing vacation and sick benefits schemes) (Fisher & Ashkanasy 2000) safety (making sure that the workplace complies with safety regulations like Occupational Safety and Heath Act, supervising security, carrying out possible misfortune investigations, and evaluation of the phys ical environment) discipline (policy formulation and coordination, conduction of disciplinary measures) and personnel research (conducting opinion surveys, carrying out the Human resource audits, and analyzing work related statistics as well as publishing it), Gibb (2001).The understanding of the specific dimensions of the human resource management is very essential for any business o... Man power planning is very essential for any organization of a business firm. This sis because the consequences of the failing to do so are very high-priced and as such, a firm that is understaffed losses out on the economies of scale of the business and customers, profits and orders. However overstaffing on the other hand is wasteful and very costly at the same time (Johnson 2000, p 69). Basing on the current legitimate handling of workforce issues, it would be difficult to eliminate such a phenomenon because of wordiness payments, time of notice, and consultations. Furthermore, overstaffing disc ourages the competitive effectiveness of the firm. During planning, its very essential to take into consideration all the future requirements so the firm and make comparisons with the current resources from which postulations can be made in terms of resources. This step attempts to balance the supply and demand necessarily. The process of selection and recruiting of workers is the second most critical function of the business organization (Browne 2000). The first step to be conducted before the recruitment id initiated is the analysis of the work to be carried out (that is the analytical study of the responsibilities to be taken care of and to plunge their important aspects) this is then written out in job descriptions so that during the selection those in charge can have a clear attribute of exactly what to look for (applicants mental and physical characteristics) in terms of attitudes, qualities and what are disadvantages (Johnson 2000, p 69). Employee evaluation is a crucial f unction as an organization needs to continually know the performance of tits