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Operations Development and Human Resource Management PDF

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Added on  2021-04-16

Operations Development and Human Resource Management PDF

   Added on 2021-04-16

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Running head: OPERATIONS DEVELOPMENT AND HUMAN RESOURCE MANAGEMENTOperations development and human resource managementName of the student:Name of the university:Author note
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2OPERATIONS DEVELOPMENT AND HUMAN RESOURCE MANAGEMENTTable of contentsIntroduction......................................................................................................................................3Using selection methods for identifying best candidates and effectiveness of those methods........3Utilising reward management and performance tools for motivating, enhancing employeeperformance and identifying the effectiveness of those tools.........................................................5Identifying training and development opportunities for improving their skills and knowledge.....8Providing recommendations for improvement, discussing relevant theories and suggesting HRMareas of reward management, development and training..............................................................10Conclusion.....................................................................................................................................13
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3OPERATIONS DEVELOPMENT AND HUMAN RESOURCE MANAGEMENTIntroduction Human resource management is considered a significant role in the management team ofa well-known organization named, Gulf Cooperation Council. It is very important for people tounderstand the significance of HRM and Operations management. In the study, various kinds ofselection techniques are all discussed effectively. Reward management and performance toolsare all discussed for enhancing the performance of employees. Proper training and developmentopportunities are provided for enhancing the knowledge and skills. Various kinds ofrecommendations are provided for improvement in the study. For the study, motivation theoryand organizational behavior theory are all discussed. Using selection methods for identifying best candidates and effectiveness of those methods HR selection tools are considered a series of steps, which includes screening, employeeapplications, telephone interview, recruiting manager interview, background interview, drugtesting and skills assessment. Screening:Screening of these applications is the technique of selecting and understanding if a personmeets job’s qualification (Tao and Shi 2016). The materials of application reveal if the applicantsmeet the elements to the instructions. Telephonic interview:
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4OPERATIONS DEVELOPMENT AND HUMAN RESOURCE MANAGEMENTMany of the recruiters conduct telephonic interviews like the method of second roundselection. All of the interviews can be considered productive if usage of a recruiters’ time candecide application instructions. Recruiting manager interview:Applicants who perform their new activities perfectly, move to next tool of selection, aface to face interview can happen with manager. In the third stage, the recruiting managerdetermines which candidate is considered good for the qualifications (Ilić, Baucal and Pešić2015). The recruiting manager determines which candidate is good for the job and how thecandidate gets fitted into the culture of workplace. Background check:Background checks happen after the recruitment manager selects the employers adecision making. When an organization gives an offer, the recruiter explains that particularrecruiter evaluates the offer is conditioned on the good results and the investigation ofbackground that proves history of job. Utilising background checks are considered as theselection tool can give all the employers a satisfaction of decision making. Drug testing:Screening candidates for illegal drugs is kind of selection tool that most of the employersutilise for ensuring that these people do not have issues regarding the workplace safety. Pre-employment test of drug may reduce liability of employees’ safety and satisfy the requirementsof some employees’ compensation (Eicken et al. 2016). Skills assessment:
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