Human Resources Role in Target Corporation Term Paper

kind being Resources Role in Target sess - Term Paper ExampleHuman resource precaution is that part of management mired act of putting together human capital in an organized manner to examine that aims and objectives of an organization be achieved in an efficient and effective manner. Human resources are the most precious assets of any organization since they are the activators of non-human resources and the means for developing competitive advantages and sounds of creativity. No organization can exist without human resources subdivision (Walsh, 2009). An organization with no such a department would be curtailing its operations and may collapse within a short period of time. Target Corporation is a large American retailing beau monde with its headquarters in Minneapolis, Minnesota. It is the second-largest discount retailer in U.S. it was founded in 1902 as Dayton Dry Goods Company although its showtime store opened in 1962. This grew to become the largest division of Dayto n Hudson Corporation, culminating in the company being renamed as Target Corporation in August 2000. Target denote its expansion into Canada on January 13, 2011 and has an aim of operating over a hundred stores in Canada by 2013. Target Corporation sells nutrition stuffs and operates groceries that sell dry food stuffs. There are several ways of collecting data for analysis among them being questionnaires, one on one interrogation, online research and using organizational newsletters among others. The mode chosen to collect data is online research and organizational newsletters. The purpose of the paper is to assess human resource management and its effect on the employees of Target. Job purpose This refers to deciding the contents of a certain job. It is fixing the duties and responsibilities of the job holder, how to do the job as well as define the relationship between subordinates, superiors and colleagues. This should be well spelt out in a companys policies to ensure that e mployees adhere to them. Any explanation needed with regards to job descriptions should be answered by top management of a company preferably human resource manager. Job design involves comprises of several issues in any company. A company has to correct job analysis and ensure that this has the support of top management. Job analysis includes reviewing existing job documentation and this should be communicated to employees and managers. Job design helps reduce or curb job dissatisfaction amongst employees since employees are involved in what they like most (Roberts, 1997). It creates chances of rotation hence an employee is able to learn how to perform several tasks in a given organization. Employees are able to interact when the necessary job design is put in place. Job design increases productivity in a company since employees are fully motivated to work. Job design ensures that chain of command if correctly followed in an organization. Job design helps balance requirements of a ny job with human attributes. A poorly laid down job design results in high rate of employee turnover, more strikes, conflicts and other industrial related problems. There are several factors that affect job design in any given organization. Job scope should be properly described. A narrow scope implies slight challenge hence no chance for developing on the management. A wide scope on the other hand will make the management over-worked and may result in distress, dissatisfaction and loss of control. Job design should offer full time challenge on the job. Managers efforts should be fully utilised to ensure no much free time during working hours as this might make managers over-stepping their mandate and harass junior staff.