Thursday, December 2, 2010

THE SYSTEM APPROCH TO HUMAN RESOURCE MANAGEMENT

THE SYSTEM APPROCH TO HUMAN RESOURCE MANAGEMENT
Reviewed by Hammad Naziron Apr 01 2013
Rating: 5

Figure shows the managerial function of staffing relates to the total management. in

system approach to staffing enterprise plan or organization plane become important

inputs for staffing tasks. The organization structure determines r

equired numbers and

kinds of managers. These demands for managers are compared with the available

talents through management inventory.

On the basis of this analysis, external and internal resources are utilized in the process

of recruitment, selection, placement, promotion and sepration.Other aspects of

staffing are appraisal, career strategy and training and development of managers.

Staffing effects leading and controlling. Well trained managers create an environment

in which people working together in the organization setup can achieve enterprise

objectives and accomplish personal goals.

Staffing requires an open system approach. It is carried out within the enterprise

which is linked to the external environment. Therefore it cannot be carried out within

the enterprise which is linked to the internal environment.

ASPECTS IN THE SYSTEM APPROCH TO STAFFING

In system approach to human resource management or staffing the fowling aspects

are to considered.

1. FACTORS AFFECTING THE NUMBER & KINDS OF MANAGER

REQUIRED

The number of managers needed in an enterprise depends on (1) Size of business (2)

plans of expansion (3) Rate of turnover of managers (4) Complexity of organization

structure.

2. DETERMINATION OF AVAILABLE MANAGERIAL RESOURCS

It is also known as management inventory. It is common for any business and non

business enterprises, to keep an inventory of new materials and goods on hand to

enable it to carry on its operations.

3. ANALYSIS THE NEED FOR MANAGERS.

Analysis of the need for managers depends upon internal resources.

INTERNAL RESOURCES

1. Plane for growth.

2. Replacement or out replacement staff.

3. demotions

4. Early retirement.

5. External factors.

6. Internal factors.

7. External factor include

EXTERNAL RESOURCES

1. Economic factor.

2. Technological factors.

3. Social factors.

4. Political factors.

5. Legal factors.

4. OTHER IMPORTANT ASPECTS

After the need for managerial personnel a number of candidates may have to be.

1. Recruited

2. selected

3. place

4. promote

Ditulis Oleh : Naz Nazir // Thursday, December 02, 2010
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