ANALYTICAL REPORT ON HUMAN RESOURCES IN ORGANIZATION Homework Help

Write an analytical report on human resources in organisation………………..

Table of Contents

1.0 Introduction. 3

Question One Answer. 3

2.1 Job analysis. 4

2.2 Job Description. 4

2.3 Job Specification. 5

2.4 Recruitment 5

2.5 Screening and Hiring. 5

2.6 Orienting new employees into the Dutiful Daughters firm. 6

2.7 Compensation terms. 6

Question Two Answer. 6

3.1 The Job Summary. 7

3.2 Qualifications. 7

Question Three Answer. 8

4.0 Potential employees of Dutiful Daughters. 8

4.1 University Students. 8

4.2 Retired Nurses. 9

4.3 Vigilant Job Seekers Graduates. 9

Question Four Answer. 10

5.1 Application Forms. 10

5.2 Employment Interviews. 11

5.3 Aptitude test 11

Question Five Answer. 11

6.0 Making the website attractive to potential Clients. 11

7.0 Conclusion. 12

8.0 Reference list 13

 

 

ANALYTICAL REPORT ON HUMAN RESOURCES IN ORGANIZATION

1.0 Introduction

In any business setting, human resource management begins with recruiting and hiring of competent persons and proceeds, with directing and motivating their development as they experience challenges and tensions that come up in toiling towards organizational objectives. In this context, analysis of the selection process of employees in a case study of Dutiful Daughters will be done. Furthermore, the process of job analysis, job design and job description will be analyzed and conclusions made in relation to the case study provided. Besides, the potential employees for this type of Helen’s business will be analyzed and the selection criteria recommended for the business. Efficient human resource management aligns and improves the capabilities of job contenders and employees with the objectives of the organization. A personnel system that is responsive helps this process and is a prime ingredient for development (Schultz & Schultz, 2010, p. 50).

Question One Answer

2.0 Expansion of Helen’s Business

Helen can expand her business through effective Human resource management, which entails proper classification of jobs and preparation of wages and salary scales for the benefit of both the organization and employees. She must be able to counsel the employees and deal with problems of discipline among employees and to develop security principles and practices. She must be in a position to plan and supervise training programs for development in personnel management. In developing effective personnel system she must assess the needs of the personnel, recruit them, screen the personnel, select and hire the personnel, orient the new employees and make a decision in regard to compensation subject. This should be based on the organization’s personnel policies on precise, well- proven doctrines. If these doctrines are followed strictly, then Dutiful Daughters home care will not lose personal touch. She should maintain her personal association in assessing the needs of the potential employees. This will entail systematic description of the pre-requisites for each job, inclusive of the skills, knowledge and other traits that employees must have to carry out each task (Stone 2008, p. 287). To have an assurance that the needs are effectively precise; a job analysis must be conducted, written job description made and job specification prepared (Perrett 2006, p. 23). This will ensure that she hires proficient personnel to expand her business.

2.1 Job analysis

            Through the job analysis she will have an organized probing to gather all facts significant to every task that will be carried out by the employees. From this analysis, Helen will find the skills, Knowledge and the abilities needed of that employee. She will then be able to establish the duties, obligations and pre-requisites of every job to effectively assign the tasks.

2.2 Job Description

Helen should conduct an analysis to produce a job description which will clarify the obligation of each task and other obligations of the position. The description should cover up the different job requisites like; the physical activities involved in providing care for old people, working conditions and job perils. Moreover, the percentage time that should be spent by the employee on each task should be specified. This focuses on the what, why, where and how of the job at hand. She may ask the employees to explain their tasks, as a good employee may have knowledge about the tasks at hand than anyone else.

2.3 Job Specification

            In specification of the job, Helen will be expected to describe the person anticipated for the job. She will put down both educational and experience, qualities, skills and capabilities required in carrying out the job effectively. Through job specification she will give a standard against which to gauge how well a candidate matches a job opening and should be applied as a foundation for recruiting.

2.4 Recruitment

Helen must first of all be familiar of the law requirements from which she will be operating. She should aware of the legislation that will affect her efficient recruitment. It is required of her to obtain qualified applicants. She can obtain qualified employees from; the current employees, spontaneous applicants, Universities, private employment agencies, employee referrals and advertisements.

2.5 Screening and Hiring

            From this she will find facts about the employee’s skills, knowledge and attitudes, assisting a possible employer to establish if the person is appropriate or eligible for the spot. Experience has indicated that hiring an overqualified person is as detrimental as hiring an under qualified person. The application form is used to screen applicants for a job. It gives information on the individuals’ background and level of education and it is applied to compare the candidates with the job description. This guarantees no time is wasted on candidates who are short of the minimum qualifications. When Helen is through with screening, selecting the best candidates is very easy. However, she should ascertain the reference given for the candidates to make sure that she is picking the right people.

2.6 Orienting new employees into the Dutiful Daughters firm.

            Helen should make an employee handbook to pass vital information about the firm to the employee. It should cover the objectives of the firm, pay policies, working conditions, periphery benefits and the firm beliefs towards clients. Once she hires the individuals, she should give them elaborate orientation on the universal principles of the firm and particular environment of the job. She should explain the rules in details; the job requirements agreed upon and answer any doubts before the employee begins the task. The new employees must be introduced to other workers to feel at home (Meyer & Smith, 2009, p. 321).

2.7 Compensation terms

            There are two forms of compensation; direct and indirect. Helen can choose to offer direct compensation through salaries and wages on hourly, weekly or monthly basis. Depending on the growth of the firm she can also choose to give indirect benefits through insurance covers or other periphery benefits (Neumark et al., 2004, p. 430).

Question Two Answer

3.0 Job description for new employee in personal care

Dutiful Daughters is a home care firm that is in need of qualified person to provide personal care code number Hr/0002/2C both on part-time and permanent basis to provide specialized services, comradeship and home support to individuals in need of a variety of assistance to enable them maintain their autonomy. The person will be reporting to Chief Nurse on daily basis who will be assigning duties.

3.1 The Job Summary

This job will entail providing and fulfilling duties and obligations of:

v  Relief care

v  All night care

v  Private care

v  Meal preparation

v  Company

v  Help in social tasks

v  Household chores

v  Taking clients for a drive

v  Shopping.

On some occasions, the candidate for this job will be required to attend personal appointments, go to theatre, pick a client from or take them to any transport depots, take clients out for lunch and make clients feel settled after treatment.

3.2 Qualifications

The candidate must meet the following criteria:

v  Must be over 18 male or female, registered and enrolled nurses

v  Must be ready to work on flexible hours

v  Must have at least one year experience in nursing

v  Must be able to work unsupervised in meeting firms’ values

v  Must be charismatic and creative

v  Nursing students and retired nurses are encouraged to apply

Qualified candidate are required to download application forms from the website www.dutifuldaughters.com.au or pick the application forms from the office located by the aIDress:

Dutiful Daughters Agency

P.O Box 002154-5246

Sydney-Australia

Victorian Street off Sydney Road 13^th Floor

The filled application forms should reach the office by 20^th September, 2011. Please attach at least three reliable referees and testimonials from previous employees or school administration. The company will provide in-service training, skills development, flexible working hours, Health insurance cover, competitive weekly rates of pay and a variety of work. Successful applicants will be notified by 25^th September through mail. Eligible candidate should quote the reference number when applying.

Question Three Answer

4.0 Potential employees of Dutiful Daughters

4.1 University Students

This job will attract individuals from different arenas; they include university students who are over 18 years based in health care management with the intentions of acquiring experience and doing their research in relation to Homecare nursing. These students should have passion for interacting with the physically challenged people, the old and the mentally disturbed. The students have no passion for high pay but rather the experience or fringe benefits they get from their work. Moreover, they are charismatic and self independent.  Moreover, they are creative and ready to apply the class knowledge into the field. The students are enthusiastic about their lines of specialization and geared up to acquire more experience in building their future career.

4.2 Retired Nurses

The job will also attract retired nurses like Helen who after retire would like to participate in activities that can enable them aID value to the society. These are males and females who upon retire, do not want to go home and sit around but rather, they still have a passion for providing care to old people, disabled people and less disadvantaged people. They are charismatic people and they do not wish to lose contact with some of their patients whom they have grown attached to over time. Some of their previous patients might be potential clients and hence would like to reconnect with them overtime. This group commands a great deal of extensive experience in the field of Healthcare management and it is in their interest and passion that they pass on their knowledge to other upcoming young graduates.

4.3 Vigilant Job Seekers Graduates

Similarly, this kind of job will attract young vigilant graduates from school of Healthcare Management and are in need of an employment to aID value to their lives. This group of candidates has passion for private care and other related duties. They are social, have concern for the community and task oriented. They are very industrious, development conscious and people minded.  They are also people who are energetic and ready to adapt to flexible working hours. They understand the nature and the obligations of their duties and the entire community requirements. These potential candidates are familiar with the entire Australian states and suburbs and therefore they need something in their lives that can enable them pursue their career to the fullest. Besides, this category of job applicants is able to adapt to the commitment and fulfillment of organizational goals and objectives (Aslam & Mohammad, 2009, p.89). In aIDition, this group has respect for human dignity in carrying out their duties.

Question Four Answer

5.0 Criteria for selection of new employees

Suitable selection methodology comprise of more than placing an advert in a news paper or with an online hunt service, getting people to come the office to have blank application forms filled and conducting a consultation. A triumphant selection program comprise of various aIDitional procedures in order to make the best choice of employees (Schultz & Schultz, 2010, p. 54). Dutiful Daughters’ criteria for selection of new employees will depend on the job descriptions of the firm. The selection methods will include filling blank application forms, employment interviews and Aptitude test.

5.1 Application Forms

            From the application forms Helen will gather written facts about the candidates’ education background, work and non-work experience which maybe past or present experience. The application forms will typically demand facts on the contenders’ home aIDress, previous employer, work experience, edification, military service and other information applicable to service for instance names and referees aIDresses. The application form will also provide Helen with a direction for the employment interview.

5.2 Employment Interviews

            Successful applicants to be summoned for the interview on 25^th September, 2011, must be critically evaluated to determine the applicants’ suitability and interest in the job at hand. Through the interview Helen will be able to look into the applicant’s ability to do the tasks and find any missing pieces of information about the candidate not gathered in the application form.

5.3 Aptitude test

            Helen will apply this to screen the candidates on the foundation of skillfulness, abilities and capacities. This maybe grouped as paper and pencil tests or job sample tests. She will then score and determine minimum score for the screened candidates. Depending on the number of employees needed, the cut- off mark will be determined in order to obtain most qualified candidates. With careful job analysis a successful job selection will be able to be done. For example in obtaining suitable candidates, the possible applicants might be required to explain the procedures they will undertake in attending to an injured client who is handicapped. Through the various descriptions the interviewers will be in a place to determine which candidate is good in dealing with emergencies. This is commonly known as job samples which can be effectively composed by the organization (Longenecker et al., 2006b).

  Question Five Answer

6.0 Making the website attractive to potential Clients

            Corporate website is a very efficacy marketing tool. It will link the firms’ clients to the organization itself through interactive relations. Dutiful Daughters must develop their website using customer relationship management solutions. The website www.dutifuldaughters.com.au must be made in such a way that there should client databases, feedback and satisfaction sections. For instance, to make the website user friendly Helen should create the website in such away that search engines must be created to avail messages on weather, services provided, companionship, background information of the Firm and the main vision and strength of the firm. The web site should be created in such away that the clients can be able to chat directly with the employees and access some of the services described online. The website should be made to avail avenues for customers’ complain online and instant reply. Continuous update of the website on monthly basis must be maintained to inform clients of the change in services or aIDition of new services and the cost information commensurate to the services provided. There should be avenues for online payment for the services provided to clients. The location and attractive pictures must be included to capture the clients’ attention. Besides, personalization of services may be conducted by Helen with the aim of checking on some clients even when they do not need the services. This will involve sending well wishing messages via their emails and asking them how they are fairing on. They will feel at home and hence recommend the firm to other people who may need their services. The clients are normally ready to pay for improved services and therefore the company’s revenue may be on the rise which might be a boost to the human resource department in motivating clients (Longenecker 2006).

7.0 Conclusion

            In this case study it is evident that human resource management is the epicenter of an organization’s development and growth. Successful recruitment will require the interview panel to focus on job sample tests where the candidate will be evaluated based on how he or she can handle different states of emergencies as prescribed by the firm. This will ensure growth of the firm.

8.0 Reference list

Justin G. Longenecker, Carlos W. Moore, J. William Petty, Leslie E. Palich, (2006), Small

Business Management-An Entrepreneurial Emphasis 13^th edition ISBN:0-324-22612-8

Longenecker, Moore, Petty, and Palich, (2006b), Small Business Management, 13th Edition,

South- Western Educational Publishing Company, Cincinnati, OH, ISBN: 0-324-32342-5

Khadim, J. Aslam, Z. M. & Muhammad, A., (2009), Impact of Human Resource on

Organizational Commitment, Inter-disciplinary Journal of Contemporary Research in Business, vol 1 (issue 8), pp 78-101

Meyer, P. J. & Smith, A. C. (2009), HRM Practices and Organizational Commitment:

Test of a Mediation Model, Canadian Journal of Administrative Science, Vol 17 (issue 4), pg 319-331

Neumark, D., Schweitzer, M. & Wascher, W., (2004), Minimum Wage Effects Throughout the

Wage Distribution. Journal of Human Resources, Vol 39, pp 425-450.

Perrett, J (2006) ‘Sense of duty blossoms later in life‘, Sydney Morning Herald, 10 February,

P 23

Raymond J. Stone, (2008), Managing Human Resource; in Ken Dundas Case Study Dutiful

            Daughters, Southern Cross University, John Wiley and sons Australia, p.286-288

Schultz, D. and Schultz, S.E. (2010), Psychology and Work Today, Boston: Pearson, p.54-136

 

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