Job Design, Hr Planning, Recruitment, and Selection: Toward Minimization of Maternity Leaves of Absence

JOB DESIGN, HR PLANNING, RECRUITMENT, AND SELECTION: TOWARD MINIMIZATION OF

MATERNITY LEAVES OF ABSENCE

The situation in the case indicates that something is wrong with various aspects of human resource management. It is evident that the persons hired are not the right persons for their respective jobs as indicated by the fact that the company has been spending a large portion of its budget for maternity leave benefits. This is aggravated by the fact that this would adversely affect operations and consequently, the overall company performance.

The main cause of the undesirable events that are happening in the company is the defective human resource planning. It seems that the company just went on recruiting and hiring people without determining human resource needs. This resulted to the hiring of majority of females who needed to take maternity leave of absence.

Lack of human resource planning consequently resulted to chain negative effects on recruitment and selection of human resources.

Another possible problem is the lack of job design or logical arrangements of tasks that make up a particular job to make it interesting and challenging resulting to employee job satisfaction and productivity (http://www.businessdictionary.com/definition/job-design.html).

Considering the situation, the attached Human Resource Management Plan is proposed:

HUMAN RESOURCE MANAGEMENT PLAN:

A PROPOSAL

I. OBJECTIVES

This will indicate what the firm really wants to achieve through its human resource management functions. These may include the following:

1. To ensure an adequate number of employees with skills and competencies that are appropriate to the needs of the various departments.

2. To provide the right people with the right qualifications at the right time.

3. To improve employee commitment to their respective tasks.

4. To maintain the right number of employees in all departments that would ensure that desired level and quality of outputs are attained.

II. HUMAN RESOURCE NEEDS ASSESSMENT

This should come before any plan to engage in any recruitment process. This will require an inventory and classification of existing employees as to their:

1. Age

This will indicate how many will about to reach the retirement age. This is important because the company must have to be prepared with employee retirement and other related benefits as well