1. The most important concepts in the given chapters include the following: job analysis, workforce planning as well as development of human resources. These major concepts are further divided into sub categories as shown below. Basically, job analysis is the foundation for many human resources programs as it provides the basic information about the requirements of the job as well as forecasting on the needs of the job. According to Simmons (2006), job analysis is a step by step process of obtaining information about a job by identifying the skills, duties, knowledge and even activities that are needed for taking that job in an organisation.
Job analysis leads to a clear job description which is very important in determining the position held by an employee as well as deciding commensurate remuneration on the basis of information gathered through a job analysis. This will also leads to job specification which clearly defines the employee’s role within an organisation. Having identified the requirements of the job, the organisation would then be in a position to plan for changes to new jobs commonly referred to as workforce planning.
This involves strategic planning which is concerned with the changes of industrial rules. Tactical planning is also part of workforce planning though it would be on short term basis. Human resources strategy is another aspect of workforce planning where strategies are put in place to include workforce forecasting as a way of establishing the trends in changing nature of jobs. Human resources development is another concept which includes workplace training of employees to meet the expected standards of performance within an organisation. Performance management is also another aspect of development of human resources which is aimed at motivating the workers in some instances and finally management of careers. 2.
These concepts are likely to have a positive impact on different individuals. They are advantageous in that any given individual will at least be assured of getting a position he has knowledge about which is different from random selection. If all the above mentioned concepts are properly implemented, various individuals will immensely benefit given that they will stand better chances of personal development and growth within their chosen careers.
The effective use of the mentioned concepts will do the initial screening of potential employees and this will definitely instil confidence among them about their jobs. Personally, an individual would be in a position to go for a post he or she has knowledge about. For instance, where there has been a proper job analysis, there would be little chances of duplication of duties given that a proper assessment of the qualities required for the job would have been met. Professionally, each employee would fully know the role expectations he would be expected to play within an organisation.
All the efforts to train the staff would be tailored to meet the required level of performance at different stages within the organisation. 3. These concepts are likely to add value to the organisation in quite a number of ways. In most cases if they are correctly followed, the organisation will get the right people for the right positions which would even make it easy to train such kind of employees. The people with the right qualities would be selected to fill the vacant posts and there would be less likely chances of wasting resources in embarking in unnecessary training of employees periodically who would otherwise lack the required knowledge.
Over and above, the organisation will always be abreast with latest information about changes that may take place within the environment they would be operating in. All the mentioned concepts require gathering of vital information about the workers hence it would be easier for the organisation to effect necessary changes whenever the need arises because they will have all the information at hand.
It is always important for the management of any organisation to bear in mind that the environment they operate in is dynamic hence should always have proper focasts. References Simmons D. C. (2002) Job Analysis: The Missing Ingredient in the total reward recipe