1. Job Analysis
– The process of getting detailed information about jobs.
2. Job Design
– The process of defining the way work will be performed and the tasks that a given
– The process through which the organization seeks applicants for potential
– The process by which the organization attempts to identify applicants with the
necessary knowledge, skills, abilities, and other characteristics that will help the
organization achieve its goals.
– A planned effort to enable employees to learn job-related knowledge, skills, and
– The acquisition of knowledge, skills, and behaviors that improve an employee’s
ability to meet changes in job requirements and in customer demands.
7. Performance Management
– The process of ensuring that employees’ activities and outputs match the
– The human resource department may be responsible for developing or obtaining
questionnaires and other devices for measuring performance.
8. Planning Pay & Benefits
– How much to offer in salary and wages.
– How much to offer in bonuses, commissions, and other performance-related pay.
– Which benefits to offer and how much of the cost will be shared by employees.
9. Administering Pay & Benefits
– Systems for keeping track of employees’ earnings and benefits are needed.
– Employees need information about their benefits plan.
– Extensive record keeping and reporting is needed.
10. Maintaining Positive Employee Relations
– Preparing and distributing employee handbooks and policies
– Dealing with and responding to communications from employees
– Collective bargaining and contract administration.
11. Establishing and Administering Personnel Policies
– Organizations depend on their HR department to help establish and communicate
– All aspects of HRM require careful and discreet record keeping.
12. Ensuring Compliance with Labor Laws
– Government requirements include filing reports, displaying posters, avoiding
13. Supporting the Organization’s Strategy:
– Human resource planning
• identifying the numbers and types of employees the organization will require
to meet its objectives.
– Change management
– Evidence-based HR
• Collecting and using data to show that human resource practices have a
positive influence on the company’s bottom line or key stakeholders.