Establishment of a Human Resources Department

ESTABLISHMENT OF A HUMAN RESOURCES DEPARTMENT

In this consideration of the establishment of a human resources department, the assumptions are that (1) the company is engaged in hightech manufacturing, (2) approximately 1,000 people are employed by the company, (3) expansion is anticipated, and (4) the company has never had a formal human resources department. Considerations of what, why, how, and when are covered.

Managers have for years proclaimed that an organization's people were its most valuable resource. All too often, however, this statement represented the real extent of top organizational interest in the human component of an organization's resource base. Intensive strategic planning and management was reserved for financial, physical, and technological resources. In the late1970s, however, a widening recognition of the significance of human resources to an organization began to develop (Cherrington, 1989). The broadened perspective toward

1 2an organization's people demands that they be accorded significance in planning and operations on a level with that used in dealing with financial and physical resources.

The first step to be taken in the establishment of a human resources department is obtaining a minimal admi

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luation instrument or process must be objective, valid, and 4reliable. Objectivity in performance evaluation means that the instrument or process must provide an evaluator with a means of measuring performance criteria which does not require a subjective act on the part of the evaluator. Validity in a performance evaluation instrument or process means that the instrument (or procedure) really measures that which it is intended to measure. True validity is difficult to obtain in any evaluation instrument or process designed to evaluate human activities; however, the task is made infinitely less difficult, if the definition of that which is to be measured is simplified. As an example, if a school system administration is satisfied to simply equate teacher performance with the ability of the teacher to prepare an acceptable lesson plan, then, a valid measurement may be esaily developed. If, however, the administration is also interested in other aspects of teacher performance, such as studentteacher interaction, student performance, and so forth, then, the development of a valid measurement instrument or process increases in difficulty, as the definition of teacher performance is expanded. A reliable evaluation i
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Some common words found in the essay are:
Liverpool Wilson, PRIVATE SECTOR, REPORTED MISBEHAVIOR, SECTOR ENVIRONMENT, ACCEPTABLE PAGE, human resources, , American Psychologist, instrument process, Publishers Gortner, human resources manager, resources manager, management development, REFERENCES Bray, management policy, performance appraisal, performance evaluation, resources management policy, Lombardo M, human resources management, resources management, management development program, human resources department, private sector, development program,
Approximate Word count = 1755
Approximate Pages = 7 (250 words per page)

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