Human Resource exam questions Coursework Example | Topics and Well Written Essays - 1750 words

Human Resource exam questions - Coursework ExampleThis eliminates conflict of interests, through hindering individuals from undertaking virtually tasks, exert authority or interfere with certain duties step to the foreside the confines of their ancestrys (Schwind, Das, & Wagar, 2010). Job analysis creates order, elucidate and responsibility, by defining the duties and responsibilities of each worker (Schwind, Das, & Wagar, 2010). Additionally, Job analysis helps in preparing job description and job specifications necessary for hiring the right individuals for a job (Schwind, Das, & Wagar, 2010). Observation and interview methods of collecting job analysis entropy are recommended. This because, through observation, the investigator has an opportunity to get first hand information, since he/she rouse bump the tasks as they are being undertaken. This improves the validity of the information obtained (Schwind, Das, & Wagar, 2010). Interview method allows an opportunity for employe es to give their suggestions on top of the already existing tasks. This improves the nature of the information collected (Schwind, Das, & Wagar, 2010). Job description refers to a factual statement of the duties and responsibilities that are involved in a certain job task (Schwind, Das, & Wagar, 2010). ... Under this approach, an shaping looks at its intentness audit data, where it observes patterns such as the hiring, retirement, turnover and productivity (Schwind, Das, & Wagar, 2010). The approach is applied establish on an assumption that the trend provide remain stable. Therefore, an organization plans to increase or decrease their labor force, depending on the departed trends, which are used to predict the next patterns (Schwind, Das, & Wagar, 2010). Depending on the predicted future situation, an organization can hire, reduce or maintain its work force. This approach is advantageous in that, it helps the organization predict its future demand and supply needs, based on t he real data and have intercourse that the organization has had in the past (Schwind, Das, & Wagar, 2010). However, the terminus ad quem is that the future needs may vary with the past and the current patterns, making an organization experience either a shortage or a surplus of human resources in the future (Schwind, Das, & Wagar, 2010). backup man chart This approach entails focusing on the available positions within an organization, and planning on how such positions will be taken up by internal employees, when their occupants exits the organization (Schwind, Das, & Wagar, 2010). This approach is futuristic, aiming at ensuring that all the get a line positions of the organization has potential replacement, while also planning for the occupation of other positions that might arise out of the expansion of the organization. This approach is beneficial since it ensures that the operations of an organization are not disrupted due to exits from the organization. The limitation for t his approach is that the potential candidates