1.

Briefly describe the major elements in the human resource management process, and explain why HRM
has gradually increased in strategic importance in organizations. To what extent do you believe that
effective human resource management is strategically important for your college or university? Explain
your reasoning.
Human resource management process (HRM) is defined as the management of various activities
designed to enhance the effectiveness of an organizations work force in achieving organizational goals.
This is highly important for my university since as an educational institution, they need to carry out their
utmost effort in attaining the students expectations. Its major elements are the following;
Human resource planning the process of determining future human resource needs relative to an
organizations strategic plan and devising the steps necessary to meet those needs.
Staffing the set of activities aimed at attracting and selecting individuals for positions in a way that will
facilitate the achievement of organizational goals.
Development and Evaluation major approaches to increasing the effectiveness of organization
members include training and development, as well as performance appraisal.
Compensation consist of wages paid directly for time worked, as well as more indirect benefits that
employees receive as part of their employment relationship with an organization.
Maintaining effective work-force relationships maintaining positive relations between an organization
and its employees is an important aspect of human resource management.

2. Discuss the role of job analysis in human resource planning. Why would job descriptions (and job
specifications) based on job analysis be useful in a variety of human resource activities, such as
recruitment, selection, and performance appraisal?
Job analysis is the systematic collection and recording of information concerning the purpose of
a job, its major duties, the conditions under which it is performed, the contacts with others that job
performance requires, and the knowledge, skills, and abilities needed to perform the job effectively. Job
analysis involves both job description and Job specification, which includes an assessment of the nature
of the job as well as the knowledge, skills and attitude of the jobholder. In other words, Job Description
provides details regarding the content of the job in a written format and Job specification is a written
record of the qualities and qualifications which a Jobholder should be having for handling a job.

3. Identify the major factors that managers need to consider in attempting to predict future demand for
human resources. How can forecasting methods help? What factors do managers need to examine in
assessing the future supply of human resources? What options do managers have in reconciling demand
and supply imbalance?
Human resource demand is affected by an organizations environment, including factors in both
the general environment, or mega-environment, and the task environment. In addition to environmental
factors, changing organizational requirements such as alterations in the strategic plans, and internal work-
force changes such as retirements, resignations, terminations; frequently cause major shifts in the need
for human resources. Forecasting methods help since one can estimate as to how things would differ in
the mere future and provide concrete solutions about it. In assessing the other side, supply, human
resources professionals and managers consider both internal and external labor supplies. The internal
labor supply includes skills inventories, replacement planning, and succession planning. External labor
supply is usually necessary because of organizational expansion and/or employee attrition.
After estimating the demand and supply of human resources, managers must often take steps to
balance the two. Affirmative action is done to increase equal employment any special activity undertaken
by employers to increase equal employment opportunities. Affirmative action plan is carried out which
specifies goals and timetables for hiring, training, promoting, and retaining groups. If estimates how that
the internal supply of labor is too large, then managers need to make plans to reduce the number of
employees through such measures as resignations and retirements, early retirement programs, or
possible layoffs. On the other hand, if additional employees are necessary, the plans must be made for
promoting and transferring current organization members if desirable, as well as for hiring new works.