Each of these three components of human resource management has various strategies which enables an organization to accomplish it goals. For strategic job analysis, the most important human resource strategy is designing a job analysis program that helps in accomplishing the reasons and purpose for data collection. Designing such a program that achieves both of these goals is critical in strategic job analysis since different purposes necessitate the different information

Human Resource Management Job analysis Job Design and considerations Job design is the arrangement of work in organizations. The arrangement assist employees as well as the organization meet objectives. An effective job design satisfies employees in organizations since it prevents dissatisfaction arising from repetitive work. It also assists organizations by preventing employees from alienation. Additionally, job designs improve on the productivity of an organization. Job designs, however, need to consider the following aspects in

Another important piece of the information gathering is to determine what resources and equipment are needed to perform the job in question. All of these techniques are very important when deciding what to put into a job description, because it can be used for many different purposes. Potential employees use it to decide whether to apply for a position or not. So having a well constructed and concise description will help

Human Resource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef, 2012). Every Human Resource manager performs various functions of recruiting, hiring, selecting and training competent employees. In addition, the manager offers competitive compensation and benefits packages, which attract, motivate and retain qualified employees. However, it is the function of the Personnel

Human Resource Management for Employee Training and Retention in the Modern World The modern business organization devotes much more effort and coordination to the entire spectrum of human resource management (HRM) processes than its predecessor. Previously, even if all of the individual functions and responsibilities of HRM were administrated by the same department, they remained largely separate initiatives. Recruitment was not coordinated with other aspects of HRM, let alone with other departments

Human Resource Management: Discussion Human Resource Management: A Concise Definition It is important to note from the onset that human resource management (HRM) does not have an assigned definition. This essentially means that in the past, numerous authors and management experts have offered a variety of definitions with regard to HRM in an attempt to solve the ambiguity that has surrounded the said definition over time. Indeed, as Blyton and Turnbull (as