Human Resource Planning
Organizations are being forced to do more Human Resources planning due to continued pressure to reduce staff and restructure employment in order to lower operating costs to meet the demands of increased global competition. With consideration of government legislation, aggressive Human Resources planning is required to develop strategies for addressing people-related issues.
Preparing Position Descriptions
A good job description program can be the backbone of a Human Resources Department. However, writing a good job description is not a simple matter. A job description must be specific, complete, meaningful and readable to the employee. The writer of the job description, (the job analyst) manager or supervisor, must have an understanding of the job for accurate content, an employee-focused orientation for appealing job presentation, and an effective writing technique for a readable product
Performance Management Systems
Effective management of the employment relationship focuses on the key stakeholders in this relationship, and the degree of influence each can exert in workforce management. With concepts of empowerment and high-powered work teams not at the forefront of the new organizational "democratic process", performance management must evolve into a flexible, accountable, fair and equitable process that rises up to meet increasing demands and competition in the marketplace.
Succession Planning
Succession planning is becoming increasingly important and more difficult because of rapidly changing demands on managers in growing, evolving organizations. Grooming new managers has become a specific, evaluation-based process, in which criteria for assessing candidates and developing customized training are linked to expectations of future organizational changes and managerial staffing requirements.
