HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore performance management, discussing the development of great tools, ensuring feedback and the critical role of documentation.
Views: 55808 Gregg Learning
Edie Goldberg's SHRM (Society Human Resource Management) 2015 Performance Management Presentation. Edie Goldberg is the founder of E. L. Goldberg & Associates where she has specialized in talent management and organization effectiveness for over 20 years. She focuses her practice on designing HR systems to attract, engage, develop and retain employees.
Views: 34304 Susie Murphy
What is HR Manager Role in Performance Management System http://www.hrcrest.com/hr-manager/human-resource-hr-manager-job-description-in-employee-performance-management/ The human resources manager job description keeps changing quite often as new demands arise in organizations. This comes from aspects such as changing business environment, organizational growth, and greater employee mobility occasioned by globalization. The size of the organization influences the specifics of the human resource manager job description in an organization. Let us consider the specific elements in an HR manager's job description that relates to performance management. http://www.hrcrest.com/hr-manager/human-resource-hr-manager-job-description-in-employee-performance-management/
Views: 5053 HRCrest
Read about why HRr is regarded as a top HR Outsourcing Company and how we optimize employee engagement & organization performance here http://www.hrresolved.com/ What does it mean to "cultivate the people and culture necessary for your business to thrive" ? It means optimizing employee Alignment, Performance & Profit. It means the founder may now spend their evening with their family & their weekends skiing, no longer fearful of the mess they may return to at the office or the distraction from their key function, putting out fires upon their return! HRr understands the building blocks of organization performance and the value of a contributing Human Resource function; and we understand how to leverage them to turn “employee engagement” into practice. Helping foster happy employees, delivering bigger gains, faster! HRr is not the policy police, we are not here to say "no" but rather guide the business to solutions that are far closer to 'best practice' or 'best in class', than simply compliant. The video will touch on 6 components to optimize employee alignment & organization performance: 1. Begin early (with Organization Design & Job Need Identification) and honor all the integrated steps that influence an employee’s desire to succeed, resultant performance and ultimately their output 2. The transformation of founder & client company 'values' into measurable behaviors we may use as criteria in the interview & hiring process, and hold employees accountable to across the Performance Optimization lifecycle; in addition to simplifying the more 'traditional' “Functional Goals" to maximize their effectiveness 3. Illustrate what success looks like objectively & equitably, not necessarily equally 4. Provide a way to repeatedly illustrate first steps, the “how to”, helping each individual build momentum toward “what success looks like” 5. Remove employee performance roadblocks, common questions & excuses at their root cause 6. lead the coaching, and eventually celebrate the success against the objective criteria (what success looked like) & leverage an established structure to reward positive Performance! Want to continue challenging 'classic' HR thinking and pursue deeper, lasting change? Please check out all of our content and stay current with these helpful articles. http://www.HRresolved.com/content Remember to like & subscribe, and please contact us to get engaged and learn how to put these ideas into practice. Begin realizing the benefits of optimizing employee alignment & performance, and turn them into greater profit quickly! http://www.hrresolved.com/contact & on LinkedIn at http://www.linkedin.com/company/hr-resolved
Views: 1092 HR Resolved
Performance management is important for one simple reason: performance determines the organization's ability to meet its goals. However, how many organizations design their performance management process with business strategy in mind? Join Sharlyn Lauby, author of the blog HR Bartender, as we discuss the connection between performance and business results. This webinar will cover: - Why performance management needs to align with business strategy - Three (3) opportunities to align performance management with business strategy (pre, during, post) - Evaluating the effectiveness of current performance management - How to change an existing performance management process to align with business strategy
Views: 424 silkroadtechnology
Measuring current performance is no longer sufficient because performance ratings don’t often correlate with business performance, explains Kelli Hinshaw VP of Strategic Development at Cy Wakeman. In response, she and her colleagues have developed a new approach to performance management and measurement they call an “employee value equation.” Our first returning guest on HR Works: The Podcast for Human Resources, Kelli joins us to explain both why she believes current performance measurement systems aren't "measuring up" as well as the details of the innovative and thought-provoking way to evaluate an employee's true value to an organization.
Views: 126 BLR
To buy your copy of 'Human Resource Management', click here: http://bit.ly/1iUs4Bo
Views: 83397 Pearson India
The SHRM Foundation is pleased to present the "HR Role Models" video series about strategic HR leadership in organizations today. This video series enables SHRM chapters and state councils, HR professionals and students to access business leaders in a cross section of industries, and to share their wisdom, experience and examples of what it means to be a strategic HR leader.
Views: 7137 SHRM Foundation
So what is it about the bullet-point rich PowerPoint presentation that made it a world-wide influence on HR managers and drove the company’s success? The talent management ideas put down in the presentation were seen as crazy, but soon, companies started adopting them, advocating them.This presentation lists out some of these ideas that McCord explained in his Harvard Business Review article, 1. “Hire, Reward, and Tolerate Only Fully Formed Adults” .
Views: 13040 Accuprosys
Jessica Curd, one of our HR Partners at 3aaa Apprenticeships gave a masterclass on Human Resources for our Apprentices recently. In this video, Jessica Curd goes through the Performance Management process, and why it is always good to have an initial verbal discussion, which can be addressed informally as an issue may be more easily identified. Jessica talks about why Line Managers should have frequent discussions with employees- as it gives employees more opportunity to talk about any issues, and makes the discussion a bit easier for the employee. After the initial verbal discussion, the next stage would be to have a Performance Review meeting, where the intention is to discuss what the performance issue is. She clarifies that it is not regarding appraisals or objectives for the year, but to address performance issues. From that meeting, would usually come a Performance Improvement Plan (PIP). She explains that it is in exceptional circumstances, that may be revealed during a Performance Review meeting such as personal issues, issues that the Line Manager may not be aware of such as bullying or harassment and then something can be done about the issue to resolve it without the use of a Performance Improvement Plan.
Views: 116 3aaa Apprenticeships
a brief discussion into HR strategies and how it can improve organisational behavour within an organisation
Views: 305 TheBrunel88
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee training and development, discussing the importance of the actions employers take to improve the performance of and better staff through learning and growth opportunities.
Views: 71918 Gregg Learning
Just a Short presentation i had to do for my assignment discusing whether it is possible to improve organisational performance using hrm..
Views: 567 Errison Ngarakana
Roll out appraisal plans and get the best of your workforce. Subscribe: http://bit.ly/2pAxNmO Employee appraisal module is a component of Open HRMS suit, it helps you to utilize the best of your human resource pool. Implement appraisal strategies to keep the motivational and performance level of your employees high. Appraisal module allows you to create Top Down or Bottom-up evaluation plans and give timely feedbacks and complements for accomplishments. Major Features: ★ Create appraisal plans using interviews, questionnaires and feedback forms. ★ Multiple appraisal methods like self-appraisal, colleague evaluation #Employee #performance #Management #OpenHRMS More video, Subscribe to our YouTube channel. Visit our company website: https://www.openhrms.com/ Connect with us: Twitter: http://bit.ly/2N0HjIQ Tumblr: http://bit.ly/2IbAxiI Pinterest: http://bit.ly/2OOL1Hw Behance: http://bit.ly/2N0HGDe
Views: 133 Open HRMS
Consider how the reward strategy will link to the business and HR strategies. Understand what total reward is and why it is important for the reward strategy. Review the business strategy, and understand how objectives can be met through reward. Review the current reward offering, considering how each element supports the business strategy. Formulate the new strategy, taking into account that each element included in the strategy should have a purpose. Involve key stakeholders to ensure buy-in across the whole organisation. Plan the implementation of the new strategy, ensuring it is well communicated. Regularly check that the reward strategy is still relevant, current and effective
Views: 43990 Jo
Managers cite performance appraisals and annual reviews as one of their most disliked tasks. Employees aren't usually fond of them either. I'm sure that many of you have experienced being called in to your supervisor's office for your annual review, only to hear nebulous comments about your performance that don't really tell you anything about how you're doing. A lot of managers are really bad at performance evaluation. But these managers are set up to fail because of deficiencies in the performance management system. A poor performance management system provides little guidance to employees on how they're performing and fails to move the organization forward. A poor performance management system can also be a source of legal difficulties and discrimination claims. In this installment, we'll be discussing performance evaluation with Cathleen Hampton. Ms. Hampton has more than 25 years of experience in planning, developing and executing comprehensive HR strategies. She has broad experience with corporate policy development and program implementation, including affirmative action plan development and OFCCP compliance audits. Ms. Hampton is a nationally known presenter on human resource topics including HR and organizational compliance strategies, organizational and management development, performance management, HRD strategy and human capital.
Views: 2832 TheProactiveEmployer
This talk was given at a local TEDx event, produced independently of the TED Conferences. Mary’s interest in the dynamics of humans at work started while working on her family’s farm in southern Indiana. As the principal of her own business, Artemis Path, Inc., Mary is a coach, trainer, and consultant specializing in talent development, change management, and workplace interactions. Her clients include Fortune 500 companies and local businesses. Mary has a Master's degree in HR, and is certified as a Professional in Human Resources (PHR). Previously, she was a corporate employee at DuPont as an HR Manager where she worked for 20 years. While at DuPont Mary was the recipient of The Crystal Award, designed to recognize “champions of people.” Mary applies her fierce idealism to create work cultures where organizations and human beings can both thrive. She publishes on this topic and more at maryschaefer.com and leadchangegroup.com. Mary is the co-author of the book, "The Character-Based Leader." About TEDx, x = independently organized event In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations)
Views: 154739 TEDx Talks
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes. Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management. Human resource planning includes figuring out where you are, where you want to go, and how to get there. Using this process, you will develop the core elements of a human resource plan - strategy, goals, and actions. Strategy is an extension of an organization's mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals. Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? - to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.
Views: 37325 Gregg Learning
This webinar will discuss developing strategic, operational, project, and organizational capacity KPIs, aligning KPIs to strategy, measuring intangible goals, streamlining measurement and reporting processes, and creating derivative KPIs for employees at all organizational levels. Viewers will learn how to: Improve managers' and employees' perception of the value and importance of measuring performance Lift the skill level of managers and employees in selecting meaningful measures and using those measures to make better informed decision Use KPIs to build individual and collective accountability for results
Views: 9748 Balanced Scorecard Institute
FREE HRM Course: We would like to offer you 100% off our online HRM course. Use the discount code: potentialchannel when you get to the checkout. Human Resource Management is the process of hiring and developing employees so that they become more valuable to the organization. Human Resource departments face different challenges, ranging from a constantly changing workforce to ever-present government regulations, technology changes, and economic conditions.. Here are 5 function areas that should be a part of effective human resource management: 1. Hiring: to ensure that the organization has the right number of employees, with the right skills, in the right jobs at the right time, to achieve organizational objectives. The staffing process involves job analysis, human resource planning, recruitment, and selection. 2. Talent Development: consisting of training and development; career planning; organization development; performance management and appraisal. 3. Compensation: which include rewards that individuals receive as a result of their employment. It consists of direct and indirect financial compensation, as well as nonfinancial compensation. 4. Safety: Protecting employees from injuries caused by work-related accidents as employees who work in safe environments and enjoy good health are more likely to be productive. 5. Labor relations: in countries where businesses are required by law to recognize a labor union and bargain with it in good faith if the firm’s employees want the union to represent them. The role of HR managers has evolved over the years into a very strategic one, since talent is the most important asset of any business. Good HR practices need to be continually reviewed and adjusted to the meet the changing demands of today’s fast paced business environment. Remember, to win in the marketplace you must first win in the workplace! For more practical learning and real-world education check out https://www.potential.com/
Views: 140574 Potential
Quackery and pseudoscience can be very dangerous. Not only in medicine but also in human resources. Alarmed by the nonsensical ideas of Transactional Analysis, Patrick Vermeren set out on a mission to reveal the truth about the many HR theories, models and questionnaires. The academic literature revealed that most HR practices (in recruitment, assessment, development, coaching…) are very problematic and some even dangerous. In this Talk valid alternatives are presented. Patrick Vermeren has been active as a consultant, trainer and coach since 1996. He built on his experience at major Belgian banks ( Cera and Dexia) and an American multinational ( Procter & Gamble). Since he joined Perco he advises HR professionals and he guides groups and individuals in the areas of leadership, coaching and facilitating decision making in groups ( participation). He also assists CEOs, managers and high potentials through training and personal coaching. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 234893 TEDx Talks
This video illustrates the link between HRD strategy and organizational needs as it supports the development of efficient and effective HRD program design and implementation. Ideas for video content related to organizational strategy and core competencies were drawn from Mathis and Jackson (2011); while content about HRD strategy and HRD programs were drawn from Werner and DeSimone (2012). References Mathis, R. L., & Jackson, J. H. (2011). Human Resource Management (13th ed.). Mason, OH: South-Western Cengage Learning. Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed.). Fort Worth, TX: Harcourt College Publishers / Cengage.
Views: 40186 Dr. Rebecca McPherson, SPHR, APTD
Annual Performance Review Best Practices http://www.optimusperformance.ca/ Get a free coaching session with Stephen Goldberg for leaders and managers https://mailchi.mp/4966f7407de6/freecoachingsession Sgn up to receive my bi-monthly newsletter http://eepurl.com/gChMb Support the making of these videos by becoming a Patreon https://www.patreon.com/StephenGoldberg Download free worksheets, forms and templates from https://www.eloquens.com/channel/stephen-goldberg Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX Links to other videos mentioned in this video: Link to article on job description with video http://www.optimusperformance.ca/how-to-write-a-job-description-2/ Link to article and video on coaching style of leadership http://www.optimusperformance.ca/the-most-effective-leadership-style/ How to write a job description http://www.optimusperformance.ca/how-to-write-a-job-description-2/ The Most Effective Leadership Style http://www.optimusperformance.ca/the-most-effective-leadership-style/ Download free worksheets, forms and templates from https://www.eloquens.com/channel/stephen-goldberg Description of this video: Many companies such as Deloite and Microsoft have moved away from conducting an annual performance review or appraisal. In their evolution as an organization they realize that this is not the best practice to boost employee productivity and morale. However, many companies still force their managers and employees to do an annual performance review. If you are in the situation, then you have no choice and must go through with it. Read the full article on our blog page Link to blog article: http://www.optimusperformance.ca/annual-performance-review-best-practices/ Link to previous video: Strategies to Reduce Employee Turnover https://www.youtube.com/watch?v=0qGPc9p2QAM Links Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 50723 Stephen Goldberg
The balanced scorecard is a strategy performance management tool - a semi-standard structured report, supported by design methods and automation tools, that can be used by managers to keep track of the execution of activities by the staff within their control and to monitor the consequences
Views: 111467 Maher Akwan
Have you ever heard the phrase the right tool for the job? Would you ever dig a hole with a screwdriver? Managing employees strategically is a lot like looking for the right tool for the job. The different practices used to carry out the primary HR activities are managers’ tools.
Views: 11151 Gregg Learning
http://blog.hr360.com/hr-blog/setting-employee-goals-video-blog Video Highlights: 0:02 Every supervisor and employee should set goals. 0:42 Employees who set goals increase both their commitment and motivation, and they become more invested in their jobs and long-term career plans. 0:53 The goal-setting process allows employers to direct employees’ efforts toward maximizing accomplishments and toward supporting the company’s own long-term goals. 1:11 Goal setting will be most successful when you provide each employee with clear expectations regarding performance that are tied to an understanding of how his or her individual work contributes to the company’s overall goals. 1:26 There are seven key criteria that your goals should meet. 1:31 Be specific. Clearly communicate the tasks or behaviors employees must accomplish or demonstrate to achieve successful results. 1:47 Be realistic. Set goals that are challenging, but attainable based on your employee’s knowledge, skills, and resources. 2:09 Choose goals that can be measured, and make sure your employees understand exactly how they will be assessed. 2:27 Use your calendar – and set deadlines. 2:45 As you set goals, remember to prioritize. 3:05 Evaluating goals is also important. Since goals are designed to support both the company and the employee’s personal development, you should evaluate and update goals based on changing business needs and the employee's progress. 3:20 Coordinate your employees' goals so that they complement one another.
Views: 26468 HR360Inc
In this Dr Vivek Bindra Talks about 7 Crucial steps for Hiring/Recruitment of employees. To Attend a 4 hour Power Packed “Extreme Motivation & Peak Performance” Seminar of BOUNCE BACK SERIES, Call at +919310144443 or Visit https://bouncebackseries.com/ To attend upcoming LEADERSHIP FUNNEL PROGRAM, Call at +919810544443 or Visit https://vivekbindra.com/upcoming-programs/leadership-funnel-by-vivek-bindra.php Watch the Leadership Funnel Program Testimonial Video, here at https://youtu.be/xNUysc5b0uI Follow our Official Facebook Page at https://facebook.com/DailyMotivationByVivekBindra/ and get updates of recent happenings, events, seminars, blog articles and daily motivation.
Views: 360834 Dr. Vivek Bindra: Motivational Speaker
Synergita is a SaaS based performance management tool that keeps the HRs and Managers stress free throughout the journey of performance appraisals.
Views: 6071 Synergita
Watch this video for ten best practice HR tips from the world's leading HR experts. The HR landscape is changing, and human resource best practices need to be adhered to so that the organization can achieve its goals year-after-year. From a safe and happy workplace, to 360-degree performance management systems -- what are the key attributes that define HR success? For more best practice HR videos visit MeetTheBoss Human Resource channel http://www.meettheboss.tv/channel/CXO Did you enjoy this video? Use the buttons above to share it, give it a thumbs up or leave comments below. We'd love to hear your thoughts.
Views: 166562 MeetTheBoss
Barbara Mackintosh gives a presentation on the importance of linking pay to performance. Learn More about TalentQuest at our Website: http://www.talentquest.com/talent-management-software/compensation/ TalentQuest is a Talent Management solutions provider. We offer the following products and services: Organizational Surveys, Performance Appraisals, 360° Feedback, Succession Planning, Interview Guides, Customized Leadership Development, Executive Coaching and Development, Competency Management, Reporting, Organizational Development, Managing for Peak Performance, Selection Assessments, Competency Modeling, Developing Emerging Leaders, Succession Management, Assessment Solutions, Employee Profiles, Board Reviews, Compensation Management, Goal Alignment
Views: 11196 TalentQuestTV
How are company strategy and HR strategy related? As part of an HR strategy which company functions should be of the highest priority? How to plan quantitative workforce demand on both strategic and operational level?
Views: 252881 Armin Trost
Employees are an organization's most important asset and creating a strong, positive work culture is essential for employee retention and overall success. Learn more at http://GuardianTracking.com/
Views: 108749 Guardian Tracking
Get a free coaching session with Stephen Goldberg for leaders and managers https://mailchi.mp/4966f7407de6/freecoachingsession Sgn up to receive my bi-monthly newsletter http://eepurl.com/gChMb Download free worksheets, forms and templates from https://www.eloquens.com/channel/stephen-goldberg Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX Read articles on my blog http://www.optimusperformance.ca/blog/ Support the making of these videos by becoming a Patreon https://www.patreon.com/StephenGoldberg The old expression, “failing to plan is planning to fail" also applies to employee development. In my recent article (http://www.optimusperformance.ca/managing-employees-for-change-improved-productivity/) about a leaders' struggle to deal with employees being resistant to change, I wrote that strategic planning for employee development is a practice that a leader must undertake to avoid this dilemma. Developing a human resource or employee development plan is often the responsibility of the human resource department if there is one. From my perspective, it's the leader’s responsibility because the leader is accountable for the performance of the department and each employee. Here is my list of things for the leader or manager to do to develop a strategic plan for employee development..... Read full article here: A Leadership Job Description :http://www.forbes.com/sites/mikemyatt... How to set and achieve any goal using a goal planning worksheet: http://www.optimusperformance.ca/how-... Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac...
Views: 30863 Stephen Goldberg
Google VP Operations, Liane Hornsey talks to MeetTheBoss about HR best practice and how to succesfully hire staff whilst maintaining high levels of personnel quality. "My problem is I hire brilliant people. So 95-99 percent of my people are high talent. They really, really are. The people here are good. So we don't use traditional methods." Watch more videos from Google executives and HR experts at MeetTheBoss - http://www.meettheboss.tv Did you enjoy this video? Use the buttons above to share it, give it a thumbs up or leave comments below. We'd love to hear your thoughts. http://www.meettheboss.tv/video/full-version-liane-hornsey
Views: 274182 MeetTheBoss
The Manager’s Role in Strategic Human Resource Management (Lecture 02) | HR Management - Principles of Management. Subscribe this channel to get more knowledge,Lectures,Presentations etc. Youtube: https://www.youtube.com/channel/UCuBvNmo-Q42RPTisa-b1_-w?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: 1. Explain why strategic planning is important to all managers. 2. Explain with examples each of the seven steps in the strategic planning process. 3. List with examples the main generic types of corporate strategies and competitive strategies. 4. Define strategic human resource management and give an example of strategic human resource management in practice. 5. Briefly describe three important strategic human resource management tools. 6. Explain with examples why metrics are important for managing human resources At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain what is meant by reliability and validity 11. List eight tests you could use for employee selection 12. Describe the strengths and weaknesses of the main types of selection interviews 13. Explain each of the four steps in the training process 14. Explain how to distinguish between problems you can fix with training and those you can’t 15. Explain five training techniques. 16. Describe four management development programs. 17. Define performance management and discuss how it differs from performance appraisal 18. Describe the appraisal process 19. Compare and contrast coaching and mentoring and describe the importance of each 20. Describe the basic factors determining pay rates 21. Describe the methods for conducting job evaluation 22. Explain how to apply five motivation theories in formulating an incentive plan 23. Describe the most popular organization wide variable pay plans 24. Describe each of the main pay for time not worked benefits.
Views: 6149 Get Knowledge
http://www.optionshr.co.uk What is Human Resource Management: Appraisals at Work explained by Sue Ferguson of Options HR
Views: 153 Sue Ferguson
Employee development is a key contributor to a company’s competitive advantage. Development helps individuals understand their strengths, weaknesses, and interests, showing how new jobs and expanded job responsibilities are available to them to meet their personal growth needs. Employee development is a necessary component of a company’s talent management efforts. Employee development is key to ensuring that employees have the competencies necessary to serve customers and create new products and customer solutions. Regardless of the business strategy, development is also important for retaining talented employees.
Views: 5823 Gregg Learning
PeopleStreme Performance Management is the easiest way to drive performance development and strategic alignment. Comprehensive goal setting and performance review workflow is included along with a simplified Manager Dashboard. Learn more at http://www.peoplestreme.com/performance-management-1.shtml
Views: 703 PeopleStreme
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define human resource management with a simple model. Before we explore the model, lets define human resource management. Human Resource Management comprise the formal systems designed to manage people in an organization. To best understand human resource management, we will look at a brief history, understand the roles human resource management plays in organizations and review a model to best organize the functional areas of human resource management. What is now called human resource management has evolved a great deal since its beginnings around the year 1900. Personnel departments, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned technical functions. What began as a primarily clerical operation in larger companies concerned with payroll and employee records began to face changes with the social legislation of the 1960s. HRM developed in response to the increase in competitive business organizations experienced by the late 1970s as a result of deregulation and rapid technological change. In the 1990s, globalization and competition required human resource departments to become more concerned with costs, planning, and the implications of various HR strategies for both organizations and their employees. The role of human resource management professionals has dramatically evolved over the years. If an organization has a formal HR group (perhaps a department) there are typically three different roles that group might play in the organization. The strategic role links human resource stagey with organizational mission and the work of people in the organization. The operational role manages functional human resource activities and serving an ‘employee champion.’ And the administrative role provides recordkeeping, process administration and compliance efforts. The pinwheel human resource management model suggest that the management of human resources in an organization centers eight key functional areas. These functions are a collection of specialized human resource management work. For each functional area, Human Resource Professionals are responsible for key activities. This human resource model should give you context to understand and apply the important role human resource management plays in today’s organizations.
Views: 36416 Gregg Learning