Property Management Essay

Introduction Humans be an organizations greatest assets without them, everyday business functions such as managing cash flow, making business transactions, communicating through on the whole forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Todays organizations argon continuously changing. Organizational change impacts not only the business but also its employees.In order gunstockss to maximize organizational effectiveness, human potentialindividuals capabilities, time, and talentsmust be managed. Human resource prudence whole shebang to ensure that employees are able to meet the organizations goals. Human resource management is answerable for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and resolving power problems that arise.The Human Resources Management (HRM) function incl udes a variety of activities, and key among them is deciding what staffing needs you have and whether to mathematical function independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with transaction issues, and ensuring your personnel and management practices conform to various regulations. Other activities of HRM also include. 1. Recruitment and Selection (Staffing).In terms of recruitment and selection it is important to view carrying out a thorough bank line compendium to determine the level of skills/technical abilities, competencies, flexibility of the employee required etc. At this point it is important to consider both the internal and external factors that can have an impact on the recruitment of employees. The external factors are those out-with the powers of the organization and include issues such as authoritative and future trends of the labor market e. g. kills, educatio n level, regime investment into industries etc. On the early(a) hand internal influences are easier to control, predict and monitor, for example management styles or even the organizational culture. Job analysis is completed to determine activities, skills, and knowledge required of an employee for a specialized job. Job analyses are performed on three occasions (1) when the organization is first started. (2) when a saucy job is created. (3) when a job is changed as a result of untested methods, new procedures, or new technology.Jobs can be analyzed through the use of questionnaires, observations, interviews, employee recordings, or a combination of any of these methods. 2 important tools used in defining the job are (1) job description, which identifies the job, provides a listing of responsibilities and duties comical to the job, gives performance standards, and specifies necessary machines and equipment and (2) Job specification, which states the minimum amount of educatio n and experience needed for performing the jobSomeone (e. g. , a department manager) or some event (e. g. , an employees leaving) within the organization usually determines a need to hire a new employee. In large organizations, an employee requisition must be submitted to the HR department that specifies the job title, the department, and the date the employee is needed. From there, the job description can be referenced for specific job related qualifications to provide more detail when advertising the positioneither internally, externally, or both. non only must the HR department attract qualified applicants through job postings or other forms of advertising, but it also assists in screening candidates resumes and bringing those with the proper qualifications in for an interview. The final say in selecting the candidate will probably be the line managers, assuming all Equal duty Opportunity requirements are met. Other ongoing staffing responsibilities involve planning for new or changing positions and reviewing current job analyses and job descriptions to make sure they accurately reflect the current position. . Performance Appraisals Once a talented individual is brought into an organization, another function of HRM comes into playcreating an environment that will motivate and reward model(a) performance. One way to assess performance is through a formal review on a periodic basis, generally annually, known as a performance appraisal or performance evaluation. Because line managers are in daily contact with the employees and can best measure performance, they are usually the ones who precede the appraisals.