Analysis of the human resources management system

The analysis of the human resources management system in the enterprise or organization includes:

The analysis of equal opportunities;
The work tasks and responsibilities;
On human resource planning;
The activity of attracting, selecting, appointing, and dismissing employees;
The activity of training and development of employees;
The analysis of the activity for evaluation of the labor performance;
The activity of determining the remuneration;
The analysis of the activity for creating healthy and safe working conditions;
On the interaction of the employer with the respective trade union organization, etc., Reference: eduwiki.me/requirements-for-the-human-resources-management-hrm-system/

Global and local analysis of the human resources management system

The analysis of the human resources management system can be global and local. The global analysis includes the analysis of the human resources management system in the whole enterprise or organization.
The local analysis includes the analysis of the human resources management system in the separate units of the enterprise or organization.
Both global and local analysis can be complete, covering all human resource management systems, but it can also be incomplete, covering only individual components of the system.

The human resources management system in the organization

The human resources management system in the enterprise or organization is usually analyzed when:

It is established that the condition of one or another of its components harms the efficiency and competitiveness of the enterprise or organization;
As a result of changes in the technique, technology, organization, and structure of production there are significant changes in the strategic goals of the enterprise or organization, requiring the need for change in the human resources management system; Reference: “The Perception of Human Resource Management (HRM)“, kosovatimes.net/the-perception-of-human-resource-management-hrm/
Certified managers are looking for opportunities to improve the motivational environment, to engage employees in achieving their strategic goals;
Management is looking for alternatives to the additional need for new employees;
There are changes in the laws or regulations of the government, which result in obligations for changes in the human resources management system;
This results from agreements reached between employers and trade unions at a national, sectoral, branch, or municipal level or from changes in the collective agreement between the employer and the relevant trade union organization.
The management of the enterprise or organization considers that there are grounds for this. Reference: “Effective Human Resources managers successfully perform leadership functions“, scrumtime.org/effective-human-resources-managers-successfully-perform-leadership-functions/

The results of the analysis of the human resources management system

The results of the analysis of the human resources management system can be used in the development or modification of:

Human resource forecasts;
Functional human resource strategies;
Human resources policy;
Human resources plans;
The human resources management system; Reference: “Human Resources Management (HRM) and Personnel Management“, mmrls.org/human-resources-management-hrm-and-personnel-management/
Programs for multiplication of human resources, etc.

The analysis of human resource management systems must be continuous

To fulfill its purpose, the analysis of human resource management systems must be continuous, comprehensive, and competent. Reference: “Moral Aspects of Human Resource Management (HRM)“, medfd.org/moral-aspects-of-human-resource-management-hrm/

Continuity of the analysis requires constant monitoring of the processes that affect the functioning of human resources and the efficiency and competitiveness of the enterprise or organization. This need stems from the constant changes in production, technique, technology, and organization, due to the challenges of the environment. Reference: “HR management in HR departments and organizations: psychological problems“, bpedia.org/hr-management-in-hr-departments-and-organizations-psychological-problems/

Complex analysis requires a thorough study of all interconnected components of the relevant human resource management system, to clarify the impact of all factors that have affected this state or changes in it, and to reveal the links and the interactions between them under the real conditions in the enterprise or organization.

Competent analysis of the human resources management system requires full and detailed knowledge of the object of analysis, the factors that affect the state and changes of this object, the relationships and interactions between factors, as well as those methods of analysis, which allow finding the best opportunities for the full use of human resources. Reference: “Human Resource Planning in organizations“, kievpress.info/human-resource-planning-in-organizations/

The analysis of the human resources management system or its individual components requires:

To set the task for analysis;
To analyze the state or changes in the human resources management system;
To conclude the analysis of the human resources management system. Reference: “Personnel management styles in Human Resource Departments”, wikipedia-lab.org/personnel-management-styles-in-human-resource-departments/

The task of analyzing the human resources management system should clarify the preliminary issues related to its implementation. It includes the definition of:

The object for analysis;
The objectives of the analysis;
The structure of the problem to be analyzed;
The criteria that will be used to assess the quality of the analysis;
The period to be analyzed;
The results are expected from the analysis, as well as everything else that is of interest to the company or organization. Reference: “Human resource management (HRM) as a theory“, pgov.org/human-resource-management-hrm-as-a-theory/

The definition of the object for analysis depends on the tasks set by the enterprise or organization with human resource management.

The object of analysis can be:

The human resources management system in the enterprise or organization;
The system for human resources management in the separate divisions and units;
Individual components of the human resources management system;
The behavior of employees; Reference: https://www.powerhp.net/
The connections and interactions between the components of the human resources management system;
Factors influencing the state and changes in the human resources management system;
Labor standards used in the enterprise or organization;
The results of the activities of individual workers, employees, groups, or positions;
Human resources strategies and policies;
Plans, programs, or projects to improve the human resources management system, etc.

The goals set before the analysis of the human resources management system are fundamental for its successful implementation. Improperly set goals can lead to unnecessary costs, wrong conclusions, and unfounded proposals for change.
The goals set before the analysis of the human resources management system can be main or final and auxiliary or intermediate. Reference: https://www.mu7club.com/

The main or ultimate goals are those that are related to the final solution of the problem being analyzed.
The ancillary objectives are milestones. They are steps, conditions, and prerequisites for achieving the basics.
The objectives of the analysis are determined by the management of the enterprise or organization, following their strategies and policies.

The primary structuring of the problem to be analyzed means to determine those components of it that need to be analyzed and evaluated to achieve the set goals, to determine exactly what will be analyzed.

The issues to be analyzed may be specific to the human resources management system, but may also be issues that are external to this system.

Its problems are those related to its content characteristics.
External problems are those that, directly or indirectly, affect or may affect the analyzed system. Reference: https://customer-service-us.com/

Conclusion

Criteria for assessing the quality of the analysis of the human resources management system can be substantive and quantitative.
The essential criteria are the degree to which the results of the analysis are close to the main objectives set before it. This degree of convergence is determined by comparing the results of the analysis with the objectives set for it.

Quantitative criteria for assessing the quality of the analysis are reflected in the minimization of the time for its implementation in the pre-determined for this purpose of material, labor, and financial resources.