Sample Human Resource Management Paper on Strategy and Analysis

Chapter 3: Human Resource Management Strategy and Analysis

  1. Strategic management process entails seven processes that are designed to help an organization to identify its strengths, give a sense of direction, formulate goals and initiate implementation.
  2. There exist different types of strategies including corporate, competitive and functional approaches that focus on various aspects of the organization.
  3. Strategic human resource management focuses on improving performance among employees and ensures the development of sustainable goals. Some of the tools that can be used in examining its effect on the organization include the strategic map, the HR scorecard and digital dashboard.
  4. An organization should adopt matrices such as benchmarking, adapt analytics and HR matrices to assess organization performance.
  5. Employers can improve the performance of organizations through enacting effective proper policies and practice as well as encouraging self-management and involvement among employees.
  6. Improving employee engagement in a firm entails providing supportive supervision, ensuring they understand their responsibilities and helping staffs understand how their roles contribute to the achievement of organizational goals.

Chapter 4: Job Analysis and Talent Management Process

  1. Talent management process in a firm should have eight methods and the use of talent management software to help in coordinating activities.
  2. Job analysis process involves five steps that are used in recruitment and selection, EEO compliance, performance appraisal, compensation and training of employees.
  3. Job analysis information can be collected through different methods including questionnaires, interviews, and observation. These methods can be used in distinct professions depending on the type of data to be collected.
  4. Writing a good job description entails highlighting aspects such as identification, summary, responsibilities, and duties, standards of performance, the working conditions and specifications.
  5. Proper description of job specification involves factors such as elaborating if it should be trained or untrained, judgment, job requirement matrix and statistical analysis.
  6. Some of the human traits that should be considered in employees include passion for work, adaptability, self-advocacy, and emotional maturity.

Chapter 5: Personnel Planning and Recruiting

  1. Some of the main techniques used in employment planning and forecasting include trend analysis, scatter plot, ratio analysis, and management judgment.
  2. Useful recruiting is essential as it allows the organization to fill competitive positions to increase their competitive advantage in the industry.
  3. Methods that should be used to improve employee engagement include showing interest in workers, providing career-oriented appraisals, enhancing access to training facilities and balancing desires.
  4. Ensuring diversity in the organization entails recruiting different classes of people including women, minority groups, the disabled and the older workers.

Chapter 6: Employee Testing and Selection

  1. Test and selecting employees is essential in enhancing performance, minimizing cost, ensuring adherence to legal obligations and ensuring job fitness.
  2. Reliability in an organization entails the consistency of score recorded by the same individual and it is essential in depicting accuracy of the source and information. Validity, on the other hand, involves testing the accuracy of the information or tool used. These measures are essential in ensuring the authenticity of an organizations data.
  3. Some of the tests that should be used in improving performance in an organization include a cognitive abilities test, motor, and physical test and measuring interests and personalities. These assessments are also essential in examining the firm’s adaptability to changing environments.
  4. Employee testing and selection should incorporate screening of workers and understand their skills and abilities before assigning them to perform any task. Some of the methods that can be used in this process include honesty testing, pre-information service checks, and substance abuse screening.

Chapter 7: Interviewing Candidates

  1. Classification of interviews including regarding their structure, content, and administration helps in ensuring proper procedures are implemented in examining employees.
  2. It is also essential to incorporate modern methods of conducting interviews including computer-based, web-based and through phones to ensure easy accessibility and follow-ups to interviewees
  3. Avoiding interview errors should involve the use of structured interviews, knowing what to ask and preventing common mistakes including adhering to the desired ethics.

Strategic Plan Using SWOT

Strength. The human resource department will ensure the clear development of goals, policies, and procedures as well as having clear strategies to provide high performance from employees.

Weakness. Internal complications such as lack of proper performance appraisal methods and skills identification methods would be assessed

Opportunities. Developing clear goals and talent identification methods to support employees’ performance. It will also entail understanding the market and its dynamic and employing unique ways of improving competitiveness.

Threats. Constant change in technology may affect HR effectiveness in managing organizational performance.

Management Process

The recommendations will affect essential management functions including planning, organizing, staffing, controlling and directing through advocating for more employee involvement practices that can promote democracy and reduce management authority in the firm.

The recommendations ensure that acquiring and training methods implemented are clear, valid and promote the personal development of employees. Moreover, it advocates for employment of proper techniques to support safety and fairness in promotions.