Determining the period that will cover the analysis of the human resources management system or its components depends on the goals set before it.
When the analysis of the human resources management system or its components is aimed at identifying the changes and the factors that determined them, the time interval in the past in which they occurred must be determined. Reference: Analysis of the human resources management system
When the analysis of the human resources management system aims to establish the condition of the analyzed object and the reasons that determined it, the analysis and evaluation are performed at a given time and look for the impact that various factors have had on that condition.
The results of the analysis of the human resources management system
The results expected from the analysis of the human resources management system are a direct consequence of the main goals set before it. They are the specific expectations from the analysis in the respective field, characterized by specific indicators. Reference: eduwiki.me/requirements-for-the-human-resources-management-hrm-system/
Preliminary determination of the expected results of the analysis allows them to be compared with the actual results. This can be used to determine the extent to which the results are in line with expectations.
The analysis whose actual results correspond to the expected ones is considered successful.
Diagnostic and retrospective analysis of the human resources management system
The analysis of the human resources management system can be diagnostic and retrospective. Reference: “The Perception of Human Resource Management (HRM)“, kosovatimes.net/the-perception-of-human-resource-management-hrm/
The analysis of the state of the human resources management system or its components at a given moment, usually the moment of its implementation, is diagnostic. It is a static analysis, an analysis of existing practice at the moment, and aims to determine the status quo, the factors that determined it, and the possibilities to eliminate the identified or prevent potential discrepancies. Reference: “Effective Human Resources managers successfully perform leadership functions“, scrumtime.org/effective-human-resources-managers-successfully-perform-leadership-functions/
The analysis is retrospective, which aims to identify changes in the human resources management system during the given compared to the previous period, the factors that determined them, and the possibilities to eliminate the identified or to prevent potential inconsistencies. 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.
Information sources for the analysis of the human resources management system
The main information sources for the analysis of the human resources management system are:
Statistical, accounting, and operational reporting of the enterprise or organization; Reference: “Moral Aspects of Human Resource Management (HRM)“, medfd.org/moral-aspects-of-human-resource-management-hrm/
The technical documentation for the respective production processes;
The technical documentation of the enterprise or organization;
The results of special observations of work and the results of the activities of individual jobs or groups in the enterprise or organization .; Reference: “HR management in HR departments and organizations: psychological problems“, bpedia.org/hr-management-in-hr-departments-and-organizations-psychological-problems/
Surveys and interviews with employees of the relevant workplaces that have been conducted or are being conducted in the analysis of the human resources management system;
Surveys and interviews with the heads of the relevant units or groups that have been conducted or are being conducted in the analysis of the human resources management system; Reference: https://www.mu7club.com/
The collective labor agreement of the employer with the respective trade unions, as well as the other agreements between them, from which arise obligations for the employer in the field of human resources management;
Agreements between the government and the representative organizations of employees and employers reached the various levels, from which arise obligations for the employer in the field of human resources management; Reference: “Human Resource Planning in organizations“, kievpress.info/human-resource-planning-in-organizations/
Agreements between workers ‘and employers’ organizations reached the various levels which give rise to obligations for the employer in the field of human resources;
The internal normative documents of the enterprise or organization, which are related to the management of human resources; Reference: “Personnel management styles in Human Resource Departments”, wikipedia-lab.org/personnel-management-styles-in-human-resource-departments/
Laws and normative acts of the government, as well as the international legal norms ratified by the National Assembly, directly or indirectly deal with the issues related to the management of human resources, from which derive rights or obligations for the employer or the employees;
The known results of analyzes of external factors that affect human resource management; Reference: “Human resource management (HRM) as a theory“, pgov.org/human-resource-management-hrm-as-a-theory/
Publications of the National Statistical Institute or other organizations related to the studied human resources management system;
Information on the state of human resources management in leading Bulgarian and foreign companies with proven economic and human efficiency;
Information on the state and trends in human resource management systems, which is in the specialized literature; Reference: https://www.powerhp.net/
Models and systems for human resources management applied in related enterprises in the leading economic countries, etc.
Methods for analyzing the human resources management system
The main methods for analyzing the human resources management system are:
Method of comparison;
The method of interconnected study of individual elements and processes;
Method of dismemberment;
The method of elimination;
The method of expert evaluation.
The method of comparison is reduced to the description, the characteristics of the respective human resources management system, and the comparison of the established with the pre-selected samples for this purpose. Reference: https://customer-service-us.com/
The method of dismemberment is reduced to the dismemberment of the human resources management system of its simple elements and the analysis of each of them, as well as revealing the influence of the individual factors that determined them.
The method of interconnected study of the human resources management system is reduced to the simultaneous study of all its components, to the establishment of their mutual connection and dependence.
The method of elimination is reduced to the consistent disclosure of the influence of individual factors on the state or change of the relevant human resources management system, excluding the influence of other factors.
The method of expert evaluation is reduced to the complex expert evaluation of the human resources management system. It is used when there are no quantitative measures or sufficiently reliable criteria to use the method of comparison.
All methods can be used in the analysis of the human resources management system, depending on the specifics of the problem. Very often an object is analyzed and evaluated by using different methods, which enriches the possibilities for more reasonable conclusions.