To hire and compensate an employee, it is essential the (HR) manager know how a position supports the mission, vision and objectives of the organization. The professor will deduct points for material that consummates mainly a list of items, such as listing the mission statement and then going onto the vision without making a connection to your position.
1. This is the first written heading of your project. Provide an overview of the project, including some general information about your selected organization, the position you are looking at, and the remainder of what your project will cover this will require you to look at all steps to ensure you capture the entire project in your introduction. An introduction is broad and has attention getters and examples to make it interesting. Remember, the thesis sentence goes towards the end of the introduction and it is an overview of what your project will cover.
C) Written Work: Overview of Organization / Position Contribution to Business Strategy (3 pts):
1. Provide a background and overview of your company and end part one with the key job that supports your company strategic objectives (see below). This will be the position you are studying throughout this project. Include a discussion of the organization mission, vision, strategy and how your selected position supports that strategy. Demonstrate how your job fits with the of the company.
2. Remember that your work needs to have a central theme woven throughout your writing that supports the overall topic of the paper. This is sometimes called your and is part of what catches a reader attention. Your is not a listing what other authors said (a string of quotes). Of course, your citations are important because they tie your work to the larger body of Human Resources Get research paper samples and course-specific study resources under homework for you course hero writing service – Manage ment and support any claims you are asserting, but those quotes/citations must be tied in to the central theme of the paper through your voice.
3. This section is not an infomercial for your selected organization, so referring only to their website and/or relying heavily on personal communication will achieve a lower reward (also known as a grade) than you might prefer for your time and effort. Use 3 to 4 independent resources to support the company information and business strategy. If you cannot find INDEPENDENT information on your company, research the industry, where it is headed, and then build in more information. A keen student will astutely use the library databases rather than a simple Google search.
**Sidebar: The key here, and throughout this project is to develop and organize your work into a narrative that flows rather than listing material. The professor will deduct points for material that consummates mainly a list of items, such as listing the mission statement and then going onto the vision without making a connection to your project and job you will be staffing.
D) Written Work: HR Planning/Forecasting for the selected job
see textbook chapter 3 (5 Points):
Discuss the staffing requirements for this organization; select either, or a combination of, the Markov Analysis, Mangers Judgment or Replacement and Succession Planning, and discuss why/how your choice(s) it fit well for your staffing plan.
1. Do the HR forecasting for your selected position (how many final hires will you need?)
Example: Nike plans to launch a new running shoe in the next fiscal year describe the strategies associated with identifying the need for Production Assistant(s).
The professor will be looking for numbers, Markov template?
2. Rather than providing an opinion of what should happen, be sure to use the textbook and outside resources/data to support your staffing plan. Charts are advisable.
Written Performance Standards and Grading
The instructor will grade Part I and return the document with feedback based upon whether the student(s) met the objectives and the writing standards in this rubric. The instructor will look for the corrections to Part I in the final submission Part V.
Signature Assignment Part II: Job Analysis/Description
Est. Length 2- 3 pages ( Appendix required)
Chapter 4 of the course text and in class discussions/activities will assist you in this area. This part must be one document, combined with Part. Students must put Part II as a chapter in a book, separated Part I and II with a page break, and use APA headings/titles. In this part, students will conduct a Job Analysis based upon already published data., State how you performed the analysis, and significant findings, such as special requirements or skills that might be hard to find. They adjust/modify your job description based upon the published sources. Remember, a published job description may not be updated or reflect actual skills needed. Finally, display the actual job description with specifications, as an appendix. All appendices go after the Reference page(s) in APA format.
A) First Step Deciding how to do the job analysis:
A) At the end of this step, you must have completed a Job Analysis.
B) Start by defining the formal definition of the job analysis as described by the text.
C) Conduct a job analysis for the selected position in Part 1 by reviewing an already published job description, Onet or other sources. Compare the findings. (Students must show their research, a simple Internet search or downloading an already completed job description from a company is not a complete product.) All notes and background work must be placed as appendices.
D) Follow these steps:
1. Find an actual job description. Then look at Onet and at least one other source to gather preliminary information about your selected job
2. Discuss which methods: job requirements analysis, competency based or both
3. Matched your list of KSAOs found with O*Net, AND other sources to drill down and obtain specific Knowledge, Skills and Abilities needed for your job. Alternatively, use the competency method. Do not assume generic Onet wording or the job description you found is appropriate for your position, as it may not be updated.
4. Dont forget to seek information about the job context and Aother job requirements
2. Second Step Written Work (5 pts):
A) The approach here is to write a narrative in APA 6th format how the student(s) went about doing their job requirements analysis or competency based, to come up with their job description with specifications. This includes a step-by-step process of what they did, listing the resources they used, such as Onet and how they performed their job analysis, and how they came up with their job description. Use the textbook as a source to support your process and selected Job Description format.
3. Third Step Prepare and Complete an Actual Job Description with Specifications (10 Pts):
From the information gained in the job analysis matrix, prepare a Job Description/Specifications for the selected position see template provided in the online course under course resources. The style should be business written communication, which is single-spaced and with headings. Yet, not in APA formatting. An actual job description would most likely never be written in APA, as it would be placed in a policy book or a job description worksite. Also, start it on a new page. Failure to follow these requirements may cause students to lose points.
Google
Introduction
Google is an American corporation that offers internet related products and services. Other Google product offerings include online advertising technologies, hardware, software, and cloud computing among others. From the incorporation of the company, it has been able to expand its products, partnerships, and acquisitions among others. It also promotes the design of the work and productivity accordingly (Kehoe & Wright, 2013). Google has been able to invest in the diversified products and services. Other consumer services offered by Google Company includes the web-based services and the operating systems among others. Google relies on aggressive, innovative business strategy and model to promote the expansion of the company’s offerings.
In the research work, it will review the HR manager position. The HR manager position defines the persons with the role to plan, directing, and coordinating the administrative roles of the company. The HR manager is normally expected to oversee recruitment, interviews, hiring of the new employees as well as the consulting of the senior executives on proper strategic planning. HR Get research paper samples and course-specific study resources under homework for you course hero writing service – Manage r position will also be reviewed to understand the connection between the company’s management and its personnel (Baker, 2016: 2024 – Do my homework – Help write my assignment online). The assessment of Google’s business strategy, mission and vision, and its relation to the position of HR manager was useful in the workplace through conducting job analysis and description.
Part I
Overview of the Company
The human resource manager is responsible for promoting the effectiveness of the HRM process. The HR manager position is important in shaping the strategic goals and objectives of Google Company. It is because the HR manager is responsible for identifying the HR resources, more so people to implement the clear vision and focus of the company. The relationship between HR strategy and the organizational strategy is useful in promoting strategic alignment. For example, the HR manager will help to expand the key strategic objectives of Google Company such as promoting innovation programs (Hashim, Ismail & Hassan, 2016: 2024 – Do my homework – Help write my assignment online). It is clear that the expansion of research & development program depends on the HR managers to work with the individual team in achieving the key strategic objectives.
The mission of Google Company is to collect global information and making it easily accessible globally by all people. Google has remained focused on ensuring that people have access to quality information. The vision of the company is to offer to the global information and data in a click. For example, Google is one of the most popular services in promoting search engine programs and services. The offerings would enable people to access information easily globally. Google Inc. relies on the three generic business strategies including differentiation, focus, and cost leadership strategies.
The evaluation of the products of Google is useful in promoting competitive advantage review within the technology industry. Google has been able to maintain its competitiveness based on these strategies such as outperforming competitors such as Microsoft. The HR manager position fits well within the company because it shapes the business strategies of the company. The HR manager job is useful in expanding and promoting long-term objectives of Google. Therefore, the understanding of the HR manager job is critical in integrating and promoting the long-term success of Google Inc.’s objectives and tasks.
HR Planning/Forecasting for the HR Get research paper samples and course-specific study resources under homework for you course hero writing service – Manage r Position
In assessing the HR planning and forecasting for HR manager position, the forecast will be done through systematic process and design. HR forecast processes were critical in promoting organizational strategy and models (Hashim, et al., 2016: 2024 – Do my homework – Help write my assignment online). The HR forecast is conducted through the various steps includes firstly, creating a business strategy and goals and the creation of HR scenarios, the assessment of demands. The assessment of supply, the evaluation of the cultural impacts of business model and strategy, the preparation of the initial strategic HR forecasts, and lastly, the expansion of the HR plans and actions were also useful.
The first step is to create a good business strategy useful in expanding the strategic alternatives and actions. The strategic alternatives review the political and technological environmental forces through the strategic setting process. The development of the specific HR scenarios is a major step in the HR planning process. The HR scenarios are keen to identify and project the implications of the organization. The new market entry might understand the recruitment campaigns for the sales personnel to deal with the increased output. The evaluation of supply is critical to determine the internal analysis of the company as well as reviewing the external factors such as regional skills and demographics.
Google Company has the defined staff requirements for the HR manager that includes the forecasting of proper values. The requirements include the definition of the specific job codes and categories. When the HR forecasts are developed, it helps in shaping the labor management programs through the assessment of the labor hours and the demands of the company. The HR manager is expected to work in the company daily to ensure that the employees are managed and appraised well. Thus, the staff requirements are important in shaping the staffing plan at Google Company.
A combination of both the managers’ judgment model, replacement and the succession plans is useful in improving the staffing process. The managerial judgment is applied in Google Company to forecast on the HR requirements that promotes departmental needs and overall success in the organization. The integration of the approaches is critical in promoting the participative model through demand forecasting and promoting HR requirements. The demand for the HR is critical in promoting forecasting of the models. The succession planning strategy is also used in promoting the systematic efforts to promote the leadership continuity in the HR manager positions to retain and develop knowledge of the employees for the strategic vision and success of the organization.
With Google’s plans to expand its operations to global markets such as China and India in the next financial year, the company will hire additional 500 HR managers to help with the recruitment and selection of qualified international employees. The HR forecast approach to hiring 500 HR managers was conducted by the HR team in discussion with the manager. The senior managers at Google Inc made a proper judgment on the additional hires. The proper staffing plan includes the creation of systematic processes and plans to fulfill the company’s needs and requirements (Kehoe & Wright, 2013). The staffing plan is important in accounting for the potential internal and external adjustments and the integration of the HR plans within the company’s business strategies and plans.
Part II: Job Analysis/Description
Job Analysis
Job analysis is described as the system of identifying and determining the details and requirements of the HR manager job position and the importance of these tasks to the job. Job analysis is an aspect of the HR team making a judgment from the collected data and information about the specific job positions. For the HR manager position at Google Inc., the job analysis would examine the overall job description, the duties, the experience, and the educational and skills qualifications required for the positions. It is expected that the HR manager for Google Inc. must have the required experience and educational qualifications to deliver quality work.
Through the job requirements analysis and competency based testing it is possible to develop the job description of the HR manager of Google. The steps taken in the job requirements analysis is to identify the job vacancy and the roles required or the position. After determining the roles required, the HR team develops the requirements that all candidates must align with to be qualified for the position. It ensures that the HR managers are fully qualified to take on the position offered at Google. The process requires numerous resources such as online website resources such as Onet, which gives adequate information and evidence on the positions.
The competency-based tests also help in conducting a job analysis. It reviews the competency and suitability of the candidates to hold the position of HR manager. From the designed job analysis, it becomes possible to develop the job description of the HR manager. Both the competency-based tests and the job requirement analysis are effective ways of improving HRM in the organization (Armstrong, & Taylor, 2017). It ensures that the selected personnel are competent and aligns with the strategic objectives and focus of the company.
Job Descriptions and Specifications
The HR manager is responsible for maintaining and promoting the company’s human resources through effective planning, implementation, and the evaluation of the employee relations and HR programs and practices. The position of HR manager is important in improving the performance of the company through setting proper HR frameworks.
Job Duties:
For the HR manager, they will be required to perform this tasks and roles including;
• To maintain the work guidelines through the updating of the job description of other job positions within the company.
• To work with the staffs in creating proper recruiting, testing, and interviewing processes that enhance the selection of candidates and the recommendation of the proper changes.
• The preparing of the employees to conduct their assignments through the condition of the training programs.
• He or she should design a good play plan through the conducting of regular pay surveys, conducting of the job evaluations, the preparation of the pay budgets, and the recommendations and implementation of the pay structures.
• Ensuring proper planning, monitoring and the appraisal of the employees’ results through the training managers to discipline the workers and resolving the employee conflicts and disputes.
• The maintaining of the employee benefits practices and the informing of the employees’ benefits through assessing the benefit trends that designs and conducts education programs.
• Promoting legal compliance through monitoring and the implementation of the HR requirements and the maintaining of the proper records and documents.
• The maintaining of the management guidelines and updating the HR policies and programs.
• Maintaining of historical HR documents and records through the proper designs of filling systems and current documentations.
• The contribution of the team programs and efforts through the accomplishment of the associated results as required.
Experience
• 5 to 10 years of continuous experience in a responsible position in HRM, more in diverse firms
• Experience in managing the professional employees
• Having experience as working as a trusted employee at the senior management level.
• Experience in different locations and global management settings.
Education
• The Bachelor’s degree in HR and other related disciplines
• Master’s degree in HRM and other related disciplines is also highly preferred.
• SPHR and J.D is an added advantage and consideration
Knowledge, Skills, and Characteristics- HR Get research paper samples and course-specific study resources under homework for you course hero writing service – Manage r
The most significant qualifications of the HR manager selected are expected to be;
• Highly advanced communicator in business presentations and interpersonal communications
• Advanced teamwork skills and experiences
• Showing high level of confidentially through interpersonal interactions
• Depicts exceptional level of common understanding in working with employees and other HR members.
• Experience in leading teams of diverse HR employees.
• Depicted capability in increasing productivity and improved approaches
• Must be committed to continuous learning
• Must show commitment to employee communication and relations
• Demonstrated capability to observe the large view and offer strategic advice and input within the company.
• Experience in organizational development and change control
References
Armstrong, M., & Taylor, S. (2017). Armstrong’s handbook of human resource management practice. London: Kogan Page Publishers.
Baker, T. (2016: 2024 – Do my homework – Help write my assignment online). Role Descriptions: The Next Generation. In The End of the Job Description (pp. 11-26). London: Palgrave Macmillan UK.
Hashim, J., Ismail, Y., & Hassan, A. (2016: 2024 – Do my homework – Help write my assignment online). Formality of HRM Practices Matters to Employees Satisfaction and Commitment. Journal of Human Resources, 4(1), 47-64.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of Get research paper samples and course-specific study resources under homework for you course hero writing service – Manage ment, 39(2), 366-391.
