Introduction
Roberts (1997) asserts that Human resource management is an organization’s function that entails all aspects that are associated with the human resource or work force in a particular organization, company or institution. It entails aspects like recruitment, coordination and control of the people working in an organization. Some of the issues linked with human resource management include hiring, compensation and benefits, safety and welfare, communication and motivation, employees’ performance management and administration and training among others. Human resource management is a very essential function in every organization as it enhances overall efficiency and effectiveness of the organization through smooth running of all the activities and operations that are carried out in the organization. It falls under one of the major components of the management function which is staffing (Mathis and Jackson, 2008). This paper looks into the aspects of human resource with much emphasis being given to issues of job analysis and job descriptions, the case study organization being the Veterans Health administration.
Various human resource aspects
According to Lewis, (1999), Job analysis plays a great role in human resource management. Job analysis entails the process of identifying the purpose and responsibilities of a given job position including the tasks assigned to an individual, the methods involved, the job qualifications needed as well as the relationship of the job in regard to other jobs. Job descriptions on the other hand entail the output or results attained as a result of a job analysis. They are very essential in carrying out processes such as recruitment and selection, training of the hired professionals, performance measuring and appraisal as well as compensation. Job analysis has been deemed to be a driving force towards defining job descriptions. This is because the specifications contained therein are obtained from job analysis and therefore the job descriptions rely heavily on prior job analysis. The processes are interdependent (Holbeche, 1999).
Job analysis and job descriptions are very essential aspects in any organization and Veterans Health Administration could have made use of them in an effective manner in order to achieve success and prosperity in its activities and processes. Some of the ways of using job analysis and job descriptions effectively in the VA case could be making them as practical and dynamic as possible. They should be set in such a way that they allow for flexibility to ensure that employees are encouraged to grow and progress in their career positions and hence make positive contributions towards the organization. The job analysis and job descriptions in VA could also be used effectively to ensure that processes are carried out appropriately. This could however be achieved if they are set in a professional manner and strictly followed without any form of deviation (Cornelius, 2002).
Conclusion
It is evident that aspects of human resource management such as job analysis and job descriptions and specifications are very crucial especially in the processes of recruitment and selection. This is because they ensure that the right candidates are hired for different positions and hence various activities and practices are carried out in a professional manner leading to success in an organization for instance in achievement of enhanced productivity and profitability that is in turn linked with efficiency, effectiveness and economy that go hand in hand with appropriate hiring. Effective job analysis and descriptions would for example have brought a lot of change in VA through streamlining its operations.
Reference List
Cornelius, N (Ed) (2002), Building Workplace Equality. Ethics, Diversity and Inclusion, London: Thomson
Holbeche, L (1999), Aligning Human Resources and Business Strategy, Oxford: Butterworth Heinemann
Lewis, R D (1999), When Cultures Collide – Managing Successfully Across Cultures, London, UK: Nicholas Brealey Publishing
Mathis, R.L and Jackson, H.J. (2008). Human Resource Management. 12th ed. USA: Cengage learning.
Roberts, G. (1997). Recruitment and Selection: A Competency Approach. Britain: CIPD publishing.