One essential aspect of HRM is the recruitment and hiring of qualified and productive employees.
Select any one of the following starter bullet point sections. Review the important themes within the sub questions of each bullet point. The sub questions are designed to get you thinking about some of the important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. Select a different bullet point section than what your classmates have already posted so that we can engage several discussions on relevant topics. If all of the bullet points have been addressed, then you may begin to re-use the bullet points with the expectation that varied responses continue.
- One of the key elements distinguishing strategic HRM is involving HR in the strategic planning (and plan) of the organization.
- Evaluate the practices an organization should follow to assure that HR is involved in strategic elements.
- Evaluate potential weaknesses and threats if HR is not involved in strategic elements.
- Job analysis is generally the first step in recruiting and selection. Three common methods used in job analysis are interviews, questionnaires, and observations, with many variations within each type.
- Evaluate the pros and cons of each of the three major types of job analysis.
- Assess the situations in which each might be preferable.
- Recruitment and selection are not the only scenarios where job analysis might be used in an organization.
- Describe some other ways that an organization might leverage job analysis.
- Assess the potential benefits for using job analysis and the consequences of not using job analysis in those areas or scenarios in the organization.
- How might job analysis contribute to strategic human resource management?