Health and Human Performance Innovative courseware designed to enrich every student's journey to wellbeing. Anchor Links Jump to Section. Products by Course. View More Titles. Personal Health. Manual of Structural Kinesiology By: R. Floyd 21st Edition. Foundations of Kinesiology. Psychosocial Aspects of Sport. Sports Medicine. Connect for Health and Human Performance. What is Connect? Connect for Health and Human Performance Features.
Connect Overview. Connect Overview Connect strengthens the link between faculty, students and coursework. Watch to learn more. Connect Get Active 2. With Connect students get video demonstrations and interactive activities on: fitness and wellness sports and activities flexibility and conditioning.
Health Video Series. Health Video Series Original documentary-style videos feature topics like tanning, tattooing, partner violence, stress, and DUIs. Acquisition Acquisition function is concerned with recruitment and selection of manpower requirement for an organization. Development It is concerned with imparting knowledge and skill to perform the task properly. Motivation Motivation includes job specification, performance evaluation, reward and punishment, work performance, compensation management, discipline and so on.
This requires that the organization should provide additional facilities, safe working conditions, friendly work environment, and satisfactory labour relations. Managerial Functions Of Human Resource Department Managerial function is concerned with the activities performed by top management in the organization.
Operative Functions Of Human Resource Department Operative function is concerned with day-to-day management of organizational activities and human resources. Employment Development Compensation Motivation Maintenance Personnel record Industrial relation or employee relation 3.
Advisory Functions of Human Resource Department Human resource manager has specialized knowledge, education and training in managing human relations.. The advice may be to the top management or departmental heads. Concept And Meaning Of Human Resource Planning Human resource planning is one of the crucial aspects of human resource management because it helps to ensure the needed manpower for organizational goal.
Human Resource Planning Approaches Quantitative Approach It is also known as top down approach of HR planning under which top level make and efforts to prepare the draft of HR planning. It is a managementdriven approach. The focus of this approach is to forecast human resource surplus and shortages in an organization.
In this approach major role is played by top management. Qualitative Approach This approach is also known as bottom up approach of HR planning under which the subordinates make an effort to prepare the draft of HR planning.
Hence, it is also called sub-ordinate-driven approach. It is concerned with matching organizational needs with employee needs. In this approach, major role is played by lower level employees. Mixed Approach This is called mixed approach because it combines both top-down and bottom-up approaches of HR planning.
In fact, the effort is made by employees and the management equally. There is a equal participation of each level of employees of the organization. Concept And Meaning Of Job Design Job design is a process through which job related data are revealed and the contents as well as methods of performing different tasks are specified.
It plays a key role in bringing organizational productivity and employee motivation at work. Job design is a process by which required and job-related information is gathered to determine different tasks to be included in the job.
Methods Of Job Design 1. Classical Approach Under this approach, the job is designed in the basis of organizational requirements. Its purpose is to simplify the tasks and break them down into small work units. The primary focus of this approach is planning, standardizing and improving human effort at work in order to optimize organizational productivity.
Under it, jobs are designed according to individual needs and organizational requirements. Furthermore, this approach considers both job-related technical systems as well as accompanying social forces of the job. The technical and social aspects of job are analyzed in order to create jobs which have supportive relationship.
Behavioural Approach Behavioural approach is concerned with behavioural factors such as: autonomy, variety, task identity, task significance, feedback mechanism etc. It means the above mentioned behavioural factors are analyzed and considered while designing the jobs under this approach. Concept And Meaning Of Job Analysis Job analysis collects and analyses the information related to jobs and various aspects of jobs. Job analysis is a process of gathering or collecting information relating to job description and job satisfaction.
It is the systematic process of gathering and organizing the information relating to various aspects of job, which describes the job contents and minimum job requirements in terms of skills, efforts, responsibilities and working conditions.
Objectives Of Job Analysis Job Description Job description is a job profile which describes the contents, environment and condition of jobs. It provides information relating to activities and duties to be performed in a job. It differentiate one job from another by introducing unique characteristics of each job.
Job Specification It includes the information relating to the requirements of skills and abilities to perform a specific task. The job specification statement identifies the knowledge, skills, abilities needed to perform that task effectively. Job Evaluation Job analysis also provides required information which are necessary for evaluating the worthiness of jobs.
After the preparation of job description and job specification statements, it assists for the evaluation of actual performance against the predetermined standard. Job evaluation is the rating of job in an organization which attempts to compare the relative intrinsic value of each job and forms a job hierarchy.
Job specification is prepared along with job description statement to explain the minimum acceptable human qualities necessary to perform the task effectively. It specifies the physical, psychological, personal, social and behavioural characteristics of each job-holder.
Recruitment is a process of identifying and preparing potential candidates to fill the application form. Recruitment may be defined as a process of bringing right people for right position, at the right time to perform organizational activities in order to achieve the objectives. Communicating The Information The potential candidates are informed about vacancy announcement.
Receiving Application Recruitment process ends receiving the application forms dropped by different applicants who are interested to apply for a job. It is the manager's job to identify those skills, and then utilize them to the company's best interest. So for example, if you know you have a person in your team who is not good with numbers, you wouldn't ask them to forecast next year's sales figures obviously.
Similarly, if an individual in your team is not able to usually think out of the box and sticks to traditional methods, you may not want them to take care of advertising your product. So this book has really helped me understand the dynamics of performance management, and more importantly my team. I appreciate the help these guys have offered and will take the time to read the other books they have on this website.
Tony Kim. A Fantastic Book As this book states in the beginning, it will teach you how to: incorporate the four drivers of employee engagement that are needed to support a successful performance management system, use the OSCAR principles to help you maximize commitment and encourage your team to achieve goals and develop their competencies, be totally objective and avoid the eight most common causes of bias when making judgments about individual performance, develop a holistic performance management that can bring you significant productivity gains with a modest investment in time, and collect the data you need for productive, stress-free and motivational appraisal meetings.
The author of this book did a great job of completely breaking down each point of the book so that even a beginner will be able to achieve success. Prior to this book, I had never seen the function of performance management defined at all. It was important to have it clearly laid out with the two main function established.
The OSCAR principals are O- objective and fair at all times, S- SMART goals that develop person's potential, C- competencies that match the roles responsibilities, A- access person based on the role requirements, R- review based on role's contribution to organization. I thought this was the most useful part of the entire book. I liked that the author used an acronym to help me to remember the steps. I thought that this part was easily laid out for everyone, even the inexperienced, to understand.
As much as I thought the whole book was extremely informative, the section containing OSCAR was the section that I spent most of my time. I recommend that everyone reading this book pay special attention to this section too. The book then goes on to spend specific time on each principal, explaining in depth each of the five principals. For instance, when the book describes the first principal, to be objective, it goes as far as to list the eight causes people are bias.
This is a section that everyone, not just leaders interested in performance management, need to read. This is extremely useful to everyone in a leadership position. I believe that understanding these causes can help you become a better leader. The causes for bias are: similar to me, positive leniency, negative bias, attribution basis, central tendency, saint or sinner, stereotyping, recency effect, and contrast effect. Some of those terms I had never heard of such as recency effect and central tendency.
Similar to me bias is rating someone higher based on having common ground with them or sharing the same ideas. Positive leniency is a way or motivating someone by giving them a better score than they truly earned. Negative bias is not giving someone a higher score which they earned. Attribution basis is scoring an individual bases off of factors they can control and factors they cannot control. This idea was a little tricky to me and I feel that the author should have spent more time defining this and giving more examples.
Central tendency is when you give team members scores ranging in the middle instead of highs and lows. Sometimes this happens because of insufficient information. Saint or Sinner is a giving someone a score based off of one factor, whether it is a positive or negative factor, but not by their overall performance. Stereotyping, to me, is pretty common sense. Stereotyping is judging someone based off of factors such as gender or race. Recency effect is scoring someone based off of something that happened recently.
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