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·
Job
Analysis
– Determining the duties in respect of positions that
the organization wants to fill and the characteristics
required of people to hire for them.
·
Recruitment/Placement
– Attracting a prospective pool of candidates with
the aim of finding the right person for the right job.
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Performance
Appraisal
– Will provide a source of information and ideas
concerning the deployment, training and development
needs within organizations.
·
Organisational
Change and Development
– The basic idea is for our organizations to become
“learning organizations” that continually reinvent
themselves in accordance with the changing environment.
·
Training
Needs Analysis
– Human resources are the cornerstone of
organizational effectiveness. To successfully achieve
this, human resources have to be equipped with requisite
skills and knowledge.
·
Human
Resources Information System
– Will provide information among other
things on, drawing up an effective
human resource plan so as to meet the future
organizational and human resource requirements.
·
Job
Descriptions
– One of the motivating factors for employees is for
them to know exactly what is expected of them on the job
in terms of performance standards, conditions under
which they are going to work, etc.
·
Organisational
Culture Audit –
Leadership team/management need to be diagnostic in
their approach in order to understand both the present
and future cultural influences in their organizations,
and be able to implement strategic actions to handle
such influences effectively.
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Human
Resources Audit –
The present and future organizational effectiveness
depends highly on the manner in which the human
resources policies and procedures are correctly
implemented.
- Job
Grading and Evaluation –
Based upon the job analysis a
comprehensive record of all that the job
entails including the tools and equipment.
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