CH.

5 STRATEGIC HUMAN
RESOURCE MANAGEMENT
 THE HUMAN RESOURCE

• Definition of Personnel/Human Resource

• Function of management concerned with promoting and
enhancing the development of work effectiveness and
advancement of human resources in the organization. These
are accomplished through proper planning, organizing, directing,
coordination and controlling of activities related to procurement,
development, motivation and compensation of employees to
achieve the goals of the organization.
 THE HUMAN RESOURCE

• The Manager
• The Human resource head, is a member of the top executive
group, responsible in the formulation of personnel policies and
programs which will serve as the foundation for an efficient
personnel administration in a company for it to realize its goals
and objectives and allow the employees to develop their
individual career goals.
 HR ON HIGHER GROUND

• With the advancement of technology and the higher

qualifications for employment, the position of the Human
Resource department in the organization got the boast of
higher recognition and importance. Organization now
recognized the important role of the human resource in the
company profit index. Labor force is considered as the most
important asset
 WORK DESIGN

• Jobs are designed on the basis of strategy formulation and

implementation. Based on the organizational structures that
indicate how individual functions are linked together to the
organization as a whole. A good fit enables the company to
implement also its strategies and respond to environmental
forces quickly. Work design is formulated that suited to the
organizational strategies. The organization could lower the cost
of hiring but making effective and productive employees.
 JOB ANALYSIS

• A job analysis is a process used to collect information about the

duties, responsibilities, necessary skills, outcomes, and work
environment of a particular job.
 ELEMENTS OF RECRUITMENT

• Why need to hire prospective employees:

• Replacement of high turnover
• Additional manpower for future expansion
• Upgrading or levelling up of hires
• Competition
• Increase plant capacity
• internal and external hiring
 JOB DESCRIPTION

• Ajob description or JD is a document that describes the general

tasks, or other related duties, and responsibilities of a position. It
may specify the functionary to whom the position reports,
specifications such as the qualifications or skills needed by the
person in the job, and a salary range.
• A broad, general, and written statement of a specific job, based
on the findings of a job analysis. It generally includes duties,
purpose, responsibilities, scope, and working conditions of
a job along with the job's title, and the name or designation of
the person to whom the employee reports.
• Job description is a document indicating what a jobcovers, i.e.
tasks, responsibilities, duties, powers andauthorities, attached to
a job. In finer terms, Job Analysismeans an in-depth
examination and evaluation of a particular Job. Conversely, Job
Description is a statement that characterizes of a
particular job.