HRM 590

Final Course Project

10/21/2012

The role of a Human Resource department in today’s world is ever changing. Many years ago the Human Resource department was only there to file pre-employment paperwork, assist with benefits and process payroll. This may have been handled by a department that consisted of one or two company accountants that took on this role in conjunction with watching the company books. The role of a Human Resource department today includes many functions which include acquiring, developing, and retaining talent; aligning the workforce with the business; and being an excellent contributor to the business. The HR department now works directly with management teams throughout the company in an effort to help with strategy and the growth of the company. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, setting compensation, and retention. In this paper I will go over the entire process.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of an HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define any important elements of any job and then search for the person or people that are a good fit for the company.
As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Three very common Job Analysis Methods are the Observation Method, Interview Method and Questionnaire Method. Depending on the size of the company, nature of the job