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Human resource lecture

Được đăng lên bởi Anh Tuấn
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GCS, Singapore

June 2015

How technology improve the management of employees and performance
Technology can improve the efficiency of the human resource management functions and
support knowledge sharing. HRM applications involve transaction processing, decision support
systems, and expert systems, often as part of a human resource information system using
relational data bases, which can improve the efficiency of routine tasks and the quality of
decisions. With Internet technology, organizations can use e-HRM to let all the organization’s
employees help themselves to the HR information they need whenever they need it.
Tools used in human resource forecasting
Trend Analysis: Constructing and applying statistical models that predict labor demand for the
next year, given relatively objective statistics from the previous year.
Leading Indicators: Objective measures that accurately predict future labor demand.
Transitional Matrix: A chart that lists job categories held in one period and shows the proportion
of employees in each of those job categories in a future period.
Employee Motivation
Motivation is: an employee's intrinsic enthusiasm about and drive to accomplish activities related
to work. Motivation is that internal drive that causes an individual to decide to take action.
Five characteristics of a motivating job:
1. Skill variety: The extent to which a job requires a variety of skills to carry out
the tasks involved.
2. Task identity: The degree to which a job requires completing a “whole” piece of
work from beginning to end (for example, building an entire component or
resolving a customer’s complaint).
3. Task significance: The extent to which the job has an important impact on the
lives of other people.
4. Autonomy: The degree to which the job allows an individual to make decisions
about the way the work will be carried out.
5. Feedback —The extent to which a person receives clear information about
performance effectiveness from the work itself.

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GCS, Singapore

June 2015

Benefits of regularly monitoring the performance of the employees
- To helps the organization with strategic purposes, that is, meeting business
Objectives
- To link employees’ behavior with the organization’s goals
- To provide information for day-to-day decisions about salary, benefits, recognition, and
retention or termination
Differentiate the following :
a Job Analysis: The process of getting detailed information about jobs.
b Job Description: lists the tanks, duties, a...
GCS, Singapore June 2015
How technology improve the management of employees and performance
Technology can improve the efficiency of the human resource management functions and
support knowledge sharing. HRM applications involve transaction processing, decision support
systems, and expert systems, often as part of a human resource information system using
relational data bases, which can improve the efficiency of routine tasks and the quality of
decisions. With Internet technology, organizations can use e-HRM to let all the organization’s
employees help themselves to the HR information they need whenever they need it.
Tools used in human resource forecasting
Trend Analysis: Constructing and applying statistical models that predict labor demand for the
next year, given relatively objective statistics from the previous year.
Leading Indicators: Objective measures that accurately predict future labor demand.
Transitional Matrix: A chart that lists job categories held in one period and shows the proportion
of employees in each of those job categories in a future period.
Employee Motivation
Motivation is: an employee's intrinsic enthusiasm about and drive to accomplish activities related
to work. Motivation is that internal drive that causes an individual to decide to take action.
Five characteristics of a motivating job:
1. Skill variety: The extent to which a job requires a variety of skills to carry out
the tasks involved.
2. Task identity: The degree to which a job requires completing a “whole” piece of
work from beginning to end (for example, building an entire component or
resolving a customer’s complaint).
3. Task significance: The extent to which the job has an important impact on the
lives of other people.
4. Autonomy: The degree to which the job allows an individual to make decisions
about the way the work will be carried out.
5. Feedback —The extent to which a person receives clear information about
performance effectiveness from the work itself.
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Human resource lecture - Trang 2
Human resource lecture - Người đăng: Anh Tuấn
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