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HR Basics: Human Resource Policy
 
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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 developing and managing human resource policies, creating an effective employee handbook. Human resource policy serve as guidelines and standards on the approach an organization intends to adopt in managing its people. Human resource policies state the intent of the organization and represent specific guidelines on various matters concerning employment. A good HR policy provides generalized guidance on the approach adopted by the organization, and therefore its employees, concerning various aspects of employment. Policies serve as a reference point when decisions are being made about an organization's workforce. In this course we will explore strategies for the successful development and management of your human resource policies. Employee policy begins with careful development of the right policies for your organization. Then, strong management of your policy ensures consistency in people management from implementation through administration of your policy. When developed and managed appropriately, human resource policy preempts misunderstandings between employees and employers about their rights and obligations in the workplace.
Views: 8598 Gregg Learning
Human Resource Policy
 
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Subject:Management Paper: Human Resource Management
Views: 7959 Vidya-mitra
Human Resource Strategy Formulation - Chapter5 Strategic Management Explained in Detail in Hindi
 
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In this video we have discussed about Human Resource Strategy Formulation. Watch the video till the end to understand it clearly. If you liked the video give us thumbs up and subscribe our channel for more videos. To Buy Strategic Management Notes- (For old course) Contact (Whatsapp) our team at - 9675107193 Follow us on all Social Media- Facebook - https://www.facebook.com/imshivatayal Twitter - https://www.twitter.com/imshivatayal Instagram- https://www.instagram.com/imshivatayal Google+ - https://plus.google.com/+ShivaTayal Subscribe us on Youtube- https://www.youtube.com/shivatayal
Views: 2477 Shiva Tayal
STRATEGIC HUMAN RESOURCE MANAGEMENT  (HRM)
 
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Subject:Human Rsource Management Paper: Human Resource Management
Views: 14799 Vidya-mitra
HR Policies and Procedures
 
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PHR SPHR Human Resources Study Guide
Views: 10419 PHR/SPHR Study Aid
How can Strategic Human Resource Management (SHRM) help in modern organisational growth?
 
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To buy your copy of 'Human Resource Management', click here: http://bit.ly/1iUs4Bo
Views: 83200 Pearson India
Human Resource Policy
 
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Human Resource Policy
Views: 1305 IMSUC FLIP
Human Resource Policies and Practices | Organizational Behavior (Chapter 17)
 
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Human Resource Policies and Practices | Organizational Behavior (Chapter 17) Subscribe this channel to get more knowledge,Slides,Lectures,Presentations etc. Youtube: http://www.youtube.com/c/GetKnowledge?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: This course has been designed to make the students familiar with some of the important concepts related to the behavior in the organization. The things which should be kept in mind undergoing in to the organizational study. Course Objectives: This course aims to: 1. To help the students develop a solid foundation for building a strong sense of appreciation for the discipline of OB 2. To enable them to see the relevance of the OB theories and practices, emphasized by Western texts, in local settings 3. To develop an understanding of the causes of job dissatisfaction and stress as well as methods of improving job satisfaction and dealing with stress 4. To give them insight to analyze the impact of individuals and team behavior on organizational productivity 5. To analyze the impact of organizational culture and change 6. To synthesize various theories of motivation and leadership and understand their application to workplace Topics to be covered: In Complete Course: What is Organizational Behavior • What Managers Do • Management Roles Management Skills • Effective Versus Successful Managerial Activities • Defining Organizational Behavior • Challenges and Opportunities for OB Foundations of Individual Behavior and diversity • Biographical characteristics • Learning and abilities • Classical Conditioning • Operant Conditioning • Reinforcement • Behavior Modification • Implementing diversity management strategies Attitudes and Job Satisfaction • Definition of Attitudes • Three Components of Attitudes • Functions Of Attitudes • Predicting Behavior from Attitudes • Major Job Attitudes • Measuring Job Satisfaction • What Determines Satisfaction • The Impact of Dissatisfied and Satisfied Employees on the Workplace Emotions and Moods • What Are Emotions And Moods • The Basic Emotions • The Function of Emotions • Sources of Emotions and Moods • Emotional Labor • Affective Events Theory • Emotional Intelligence Personality and Values • Defining Personality • Determinants of Personality Development • Big Five Personality Traits • The Myers-Briggs Type Indicator • Cognitive and Motivational Properties of Personality • Value classification by Rokeach Perception and Individual Decision Making • Assumptions of the Rational Model • The Basic Sub processes in Perception Attention Factor in selectivity • Perceptual Organization • Attribution theory • Types of Attributions • Attribution Errors • The Link between Perception and Individual Decision Making • The Rational Model in Decision making • Bounded Rationality • Common Biases and Errors in Decision Making Motivation Concepts • Definition of motivation • Determinants of Work performance • Content theories of motivation • Self-Determination Theory • Goal-Setting Theory • Self-Efficacy Theory • Reinforcement Theory • Equity Theory • Process Theories Of Motivation Motivation: from concept to application • Job-design approaches • Job Characteristics Model • The principles of achieving higher MPS • Alternative Work Arrangements • The Social and Physical Context of Work • Employee Involvement • Using Rewards to Motivate Employees • Flexible Benefits: Developing a Benefits Package Foundations of Group Behavior • Defining and Classifying Groups • Stages of Group Development • Group Properties: Roles, Norms, Status, Size, and cohesiveness • Group Decision Making • Group Think and Group Shift Understanding Work Teams • Difference between Groups and Teams • Types of Teams • Creating Effective Teams • Turning Individuals into Team Players • Team Building and Team Based Work Basic Approaches to Leadership • Leading versus Managing • Trait and Behavioral perspectives. • Situational /Contingency perspectives • Charismatic and Transformational Leadership • Transactional and Transformational leaders Power and Politics • Contrasting Leadership and Power • Bases of Power • Dependency: the key to Power • Definition of organizational politics • Causes and consequences of Political Behavior Organizational change and Stress Management • Forces of Change • Resistance to Change • Approaches to managing organizational change • Creating a culture for change • Work stress and its management
Views: 1114 Get Knowledge
Strategic Human Resource Management
 
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Did you like this video? Please Share It. This Video is part of Strategic Human Resources Management Course, for more info visit: http://www.theeducators.com/portfolio-items/strategic-human-resources-management/ Course Summary: The Strategic Human Resources Management course looks at the changing nature of the business environment, and the need for adaptable strategic human resource plans. Organisations have a range of human resources policies that explain how human resources are managed. In many cases, there is a legal or regulatory requirement that insists on the existence of these policies. In other instances, organisations may wish to demonstrate good corporate practice in matters relating to employment. Main Topics Include: The purpose and importance of strategic human resource management. Analysing the business factors that underpin human resource planning. The purpose of human resource management policies. -------------- Producer: Tony Zohari URL: http://www.digitpro.co.uk
Views: 72578 DigitPro
13 Essential HR Policies
 
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http://www.myvirtualhr.co.uk There are some HR policies and procedures that it is essential for your business to have to ensure that you are doing everything correctly, and that your HR policies and procedures are not only legal and appropriate, but that they are fit for purpose. The task facing many businesses is knowing where to start, and what HR policies and procedures they must have to be legally compliant. http://youtu.be/J3qESIW1m7A These are the 13 HR policies and or procedures that every business ought to have: 1. Job Specification and personal profiles: 2. Contracts of Employment: 3. Managing Probation Periods: 4. Performance Management: 5. Discipline and Dismissal Policy: 6. Grievance Procedure: 7. Sickness Absence & Sick Pay: 8. Holiday entitlement: 9. I.T. usage: 10. Data Protection Policy: 11. Equal Opportunities: 12. Appraisal Policy: 13. Health & Safety Policy Statement These 13 HR policies and procedures are the very minimum you need to have in place to ensure that your business is compliant. My Virtual HR provides a range of standard and bespoke employment contracts and employment handbooks, HR policies and procedures, template letters, forms, and consultancy at affordable prices for smaller businesses in England and Wales. http://www.myvirtualhr.co.uk The task is knowing where to start, and what HR policies and procedures they must have to be legally compliant. There are 13 HR policies and or procedures that every business ought to have. 1. Job Specification and personal profiles: 2. Contracts of Employment: 3. Managing Probation Periods: 4. Performance Management: 5 . Discipline and Dismissal Policy 6. Grievance Procedure: 7. Sickness Absence & Sick Pay: This policy, which is apt for inclusion in the contract of employment, sets out your rules for notifying absence due to sickness or incapacity, whether the employee can self-certify their absence and, if so, for how long, and what payment they will be entitled to during any such periods of absence. 8. Holiday entitlement: All full-time employees in the UK are entitled to at least 5.6 weeks paid holidays in a year. This is capped at 28 days, which can be inclusive of statutory Bank Holidays and public holidays. These are sometimes called Working Time or WTR holidays. If you give more than the statutory minimum holidays, you can set out rules for carrying over unused holidays into the next leave year. Be aware, however, that the WTR holidays cannot be carried over. 9. I.T. usage: Especially with the temptations of social media sites such as Twitter and Facebook, and the Internet, it is best to let your employees know clearly and in advance what I.T. usage is and is not acceptable. This policy should also cover employees using their own devices either during normal working hours or in the course of their work. 10. Data Protection Policy: This is an important policy. It is not just about what data you store, including personal data and sensitive personal data, but how and where you store it, how and where it is processed, and how you safeguard it. Failure to protect this data could not only lead to a huge loss of customer goodwill, but also to a fine that is big enough, potentially, to seriously affect your company's future. 11. Equal Opportunities: The Equality Act 2010 brought together in one place all the separate pieces of UK legislation relating to discrimination and harassment. It is very important to make sure you know and understand the obligations on your business, and for your employees to know what they should do as well as what they should not do or say. 12. Appraisal Policy: Many businesses, especially smaller enterprises, consider a formal appraisal policy as being optional. I disagree. A good appraisal policy helps both you and your employee identify their weaknesses and enables you to devise an appropriate training programme to support them in making any necessary improvements. Such a policy also gives you an objective basis for considering pay reviews. 13. The make-weight: The requirements of health and safety legislation permeate all aspects of employment from choosing a piece of workplace equipment, risk assessing a task, to reporting accidents at work. As a legal minimum, you should have a health and safety policy statement. This is the basic information telling staff what you, and they, must do to make sure your business complies with health and safety law. Health and safety policies are job, activity, and site specific. Because of this, it is common for businesses to incorporate their health and safety policy into their staff handbook by reference. These 13 HR policies and procedures are the very minimum you need to have in place to ensure that your business is compliant.
Views: 12989 My Virtual HR
# 04- HR Strategy (Part-3) ☺Ten Basic HR Strategies: إستراتيجية ادارة الموارد البشرية
 
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This video is about the skills of HR Strategy "إستراتيجية ادارة الموارد البشرية" for the level of MBA students or senior professionals. This channel is purpose to present online training to support MBA and undergraduate students in Human Resources Management and some other major topics in management. The instruction language in these presentations is the Arabic language while the background slides will be in English. Moreover, HRM practitioners from all industries and backgrounds will benefit from these training presentations. Who Am I? Experience: Senior practitioner with experience exceeds 25 years in the field of Human resources management and Organizational Development & Change. Educational Background: PhD in TQM, MBA degree in Human Resources Management, Incomplete MBA degree in public Administration, engaged currently in MBA program. My objective is to link theories with experience. My experience in different industries have contributed to my track record success in achievement of business targets through aligning objectives with business needs and facilitating strategies. My background encompasses all areas of HR Management practices to include change management, organizational development, performance management systems, career development, job analysis, HR policies, recruitment and selection, employee handbook, training needs analysis, designing training plan, managing training budget, developing and implementing training plan. Should you need further information or to communicate with me or to follow my posting, you may view my complete profile at the following social media platforms: - 1. LinkedIn: • https://www.linkedin.com/in/hani-fawareh-senior-hr-manager-4993545a/ 2. Youtube: • Recruitment Channel (Global Job Search) https://www.youtube.com/channel/UC3CF3bSbIht8xir-oQyTjeA/videos?view_as=subscriber 3. Facebook: for recruitment posting service • https://web.facebook.com/hani.fawareh • https://web.facebook.com/Gulfengineernet-1703701213180209/ • https://web.facebook.com/Myuaejob/ • https://web.facebook.com/SoftwareDeveloperJob/ • https://web.facebook.com/Emplois-Informatique-457878077753339/ 4. Furthermore, you will find all videos and more blogs at my website http://www.gulfengineer.net/blog/
Views: 95 Hani Fawareh
HR Basics: Employee Relations
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In this HR Basics, we explore Employee Relations, how to manage the relationship of employees with the organization and with each other.
Views: 40491 Gregg Learning
Drafting a Powerful HR Strategy - HR Transformation Tool 4.2
 
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Learn from Wayne Brockbank as he describes how to draft an HR Strategy, and then how to make it real HR Transformation is a no-nonsense handbook offering a clear process and useful tools HR leaders and line managers can leverage to position their organizations for success. By accomplishing transformation, we envision HR continuing to be center stage as organizations face greater business changes than they have ever faced. We are advocates for the profession and the leaders who make it happen. We hope this work will help continue to make HR the essential source for strategic solutions. For other tools, visit http://www.transformhr.com
Views: 12449 The RBL Group
Effective HR Strategy for Startups | Expert Talk | Ashok Bildikar
 
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"Ashok Bildikar is the CMD of Neeyamo Enterprise Solutions (www.neeyamo.com), a company focused on providing comprehensive HRO solutions.Ashok specialises in HR Outsourcing and deployment of HR technology.He is a true professional and a passionate believer in HR outsourcing. Ashok believes that "Execution & Implementation matters more than the idea itself" Throughout the session, Ashok has highlighted some vital points in relation to HR for Startups. Some of those points are mentioned as below: 1) Pre-requisites of a Strong business plan. 2) The importance of the core team. 3) Stages of a Startup 4) Phase 1 - People 5) Overcoming Talent acquisition & Retention Challenges 6) Hiring techniques at the growth stage 7) Retention techniques at the sustainability stage 8) Phase 2 - Compliances & Policies 9) Phase 3 - Technology Website : https://www.startupsrunway.com/ Facebook Page : https://www.facebook.com/StartupsRunway-119958261818534/ Instagram : https://www.instagram.com/startupsrunway_/ Subscribe, Stay Connected and Learn from the best!
Views: 1824 Startups Runway
Human Resource Management Lecture Part 02 - HR Strategy and Planning
 
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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: 252079 Armin Trost
HR Basics: Training and Development
 
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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: 70998 Gregg Learning
Human Resource Management in Organizations
 
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Human resource management is designing formal systems in an organization to manage human talent for accomplishing organizational goals. In this course, we will answer the question, what is human resource management? By definition, Human resource management comprise the formal systems designed to manage people in an organization. Managing people ultimately has to do with the decisions these leaders make from among the wide range of possible choices on the formal policies, practices, and methods for managing employees. Which human resource role dominates or whether all three roles are performed, depends on what management wants HR to do and what competencies the HR staff members possess. The opportunity for the HR department to adopt a strategic role exists in many firms. Overall, instead of just understanding HR issues and concerns, HR staff should have a broad business focus to help companies reach their strategic goals. Human resource management challenges are often driven by competitive factors that exist in an industry and that require a response of positive practices to enable the organization to remain competitive. Let’s explore some of these challenges. With challenges come significant opportunities for human resource management to impact effective and effective strategic outcomes for an organization. The combination of observable and measurable knowledge, skills, abilities and personal attributes that contribute to enhanced employee performance and ultimately result in human resource success. Certifying knowledge and competency is a trend in many professions, and HR illustrates the importance of certification by making many types available. Given that some people enter HR jobs with limited formal HR training, certifications help both individuals and their employers ensure that appropriate HR practices are implemented to improve the performance of their organizations.
Views: 1207 Gregg Learning
Robert Siegel: Human Resource Issues in a Startup
 
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As part of the 2015 Stanford Graduate School of Journalism Entrepreneur Symposium, Robert Siegel, a Lecturer in Organizational Behavior gave insight into one of the biggest challenges new startups face. According to Siegel, human resources issues are often ignored as first time managers concentrate on the immediate needs of developing a new product or service. But Siegel says building good HR practices into your company should be part of your strategy from day one. In this video, Siegel explains how taking HR seriously is critical if you want to create a company culture that will go the distance and give you the ability to scale when opportunity knocks.
Strategies of HR at Walmart
 
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Brief overview of the organization and identifying HR strategies
Views: 778 Joseph Brenner
7 Steps for Hiring | Recruitment | Step by Step Process | Dr Vivek Bindra
 
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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.
HR Management: Compensation & Incentives
 
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This episode focuses on different types of employee incentive plans. Indiana University Southeast Instructor: Alysa Lambert
Views: 132458 IUSoutheast
Best Practice HR Tips from Liane Hornsey, Google VP Operations | MeetTheBoss
 
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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: 273099 MeetTheBoss
Transforming HR into a Strategic Business Partner
 
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Robert Staeheli, Wipro Consulting Services, talks about the current role of HR in most organizations and Wipro's solution to transform it into a strategic partner. He explains how HR service differentiation is crucial in successful transformation, and the importance of integrating HR systems and harmonizing policies. He further discusses the benefits of outsourcing, how to go about it and the role of HR to help build managers' people management capabilities.
Views: 7073 Wiprovideos
Employee Engagement Strategy
 
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** Please Like the Video and Subscribe, Thanks ** So what’s the right strategy to dramatically increase employee engagement in your organization? Well let’s first talk about the wrong strategy... Usually, someone from HR has to convince the CEO to spend money on an employee survey. And when the results come back, the data is hoarded by the senior leadership and a committee is formed to brainstorm ways to improve engagement. The committee implements things like an employee appreciation day, an awards program and perhaps even a tweak to the benefits. But the problem with this approach is that over seventy percent of the variance in engagement correlates to the manager. In other words, who your boss is. Front line leaders are the regulators of engagement. So all those top down ideas don’t matter if you’ve still got the same boss, and if your boss hasn’t changed his behaviors. The right employee engagement strategy instead of being top down, is from the bottom up. First, if you want to improve something, measure it. So you do need to conduct an employee engagement survey. Second, make sure each manager gets her own score report. What is the engagement score for her team, and how does it compare with the average score throughout the company. Finally, third step…have managers shares their results with their own teams. It’s not an HR meeting, nothing fancy or formal. Grab a pizza, get in a conference room and do it over a long lunch. The manager is the facilitator, not the problem solver. What areas did we do well in? What should we focus on for improvement? Because the front line workers are the ones who completed the survey, THEY are the only ones who can tell you what needs to change. The answers can’t come from above. -~-~~-~~~-~~-~- Most Recent Video: "How To Talk ANYONE Into ANYTHING | Negotiation Tips From Former FBI Negotiator Chris Voss " https://www.youtube.com/watch?v=7jqj3CsoZf0 -~-~~-~~~-~~-~-
Views: 91190 Kevin Kruse
CHRM: Certified Human Resource Manager (CHRM)® Module 1: HR Policies & Strategies on 05 October 2018
 
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HRSINGAPORE is the first, free, HR Community that provides HR Certification, HRLAW Seminars, HR Workshops and HR Consultancy Services. For HR courses for HR Managers and Senior HR Practitioners please visit https://hrsingapore.org/advancedhrcourses/
Views: 37 HRSINGAPORE ORG
Introduction to Human Resource Management
 
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Did you like this video? Please Share It. This Video is part of Strategic Human Resources Management Course, for more info visit: http://www.theeducators.com/portfolio-items/strategic-human-resources-management/ Course Summary: The Strategic Human Resources Management course looks at the changing nature of the business environment, and the need for adaptable strategic human resource plans. Organisations have a range of human resources policies that explain how human resources are managed. In many cases, there is a legal or regulatory requirement that insists on the existence of these policies. In other instances, organisations may wish to demonstrate good corporate practice in matters relating to employment. Main Topics Include: The purpose and importance of strategic human resource management. Analysing the business factors that underpin human resource planning. The purpose of human resource management policies. -------------- Producer: Tony Zohari URL: http://www.digitpro.co.uk
Views: 9820 DigitPro
Talent 5.0 - Taking Recruitment Practices to a New Level | Stefanie Stanislawski | TEDxUniMannheim
 
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WHO IS STEFANIE STANISLAWSKI? She is an advocate for three causes: Millennials, Women at the Workplace and the Future of Work. She has an ongoing project for each topic: she’s the CEO of Predictive People, a software that uses an AI algorithm to identify disengagement patterns in employees; she’s the Head of Innovation at Catenon Worldwide Executive Search; she’s a blogger and an international speaker creator of Proudly Millennial.com, and she’s the German Ambassador of Vital Voices. Throughout her career she has consistently found ways to be a connector: between women and HR, HR and Millennials, and Millennials and the future of the workplace as we know it. WHAT IS HER TEDx TALK ABOUT? Stefanie goes through some of her most recent research on how the workplace is changing, becoming something out of the ordinary, and how the recruitment process will be in the upcoming years. From technology to people, the best companies are starting to embrace the fact that “talent is their most important asset” and they’re just trying to figure out how to access and keep the best individuals by building smarter, unique and closer organizations with the use of analytics, top technology and top performers. For more information about her, just check out her social media accounts. • Twitter: @sstami8 • Linkedin: https://www.linkedin.com/in/stefaniestanislawski/ • Facebook: www.facebook.com/PredictivePA/ • www.predictive-people.com She is an advocate for three causes: Millennials, Women at the Workplace and the Future of Work. She has an ongoing project for each topic: she’s the CEO of Predictive People, a software that uses an AI algorithm to identify disengagement patterns in employees; she’s the Head of Innovation at Catenon Worldwide Executive Search; she’s a blogger and an international speaker creator of Proudly Millennial.com, and she’s the German Ambassador of Vital Voices. Throughout her career she has consistently found ways to be a connector: between women and HR, HR and Millennials, and Millennials and the future of the workplace as we know it. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 31593 TEDx Talks
The Manager’s Role in Strategic Human Resource Management (Lecture 02) | HR Management
 
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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: 6119 Get Knowledge
HRM POLICIES/PERSONNEL POLICIES
 
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HRM POLICIES/PERSONNEL POLICIES . WRITTEN NOTES ALSO UPLOADED AT www.gargshashi.com
Views: 784 Shashi Aggarwal
What Is The Human Resource Strategy?
 
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The just published results of our 2010 survey are in my new book, effective human resource management a global analysis. How to do human resources strategic planning the balance. When hr has the strategy, it can easily evaluate activities against strategy and go no decision be made quickly explained to population following hard on transformation of personnel management human resources we are now being exposed another new concept. Already the literature and public courses are proliferating urging us to develop a strategic approach. Topics include the following benefits to hr engage in strategic planning. Most mid to large sized organizations have a strategic plan that guides them in successfully meeting their missions. Organizations routinely complete financial plans to hr strategy is the adopted by an organization which aims at integrating organization's culture, its employees and system coordinating a set of actions get required business goals. Mba what is strategic human resource management? Definition and hr strategy hrm guide. The characteristics of the industry in which proactive management employees a company or organization. We establish programs that are jul 11, 2013 what is the role of hr in organizational success? Before we can answer question really need to do ask, mean by If success defined as helping organization make a profit, it muddies issue. Ageing workers population in most western sep 26, 2017 human resource strategy is designed to develop the skills, attitudes and behaviors among staff that will help organization meet its goals. It links hr management directly to the strategic plan of your organization. If you think it's important to have a business plan and strategic vision, need human resources (hr) plan, too. This is how you need to approach and accomplish fundamental human resources' strategic hr planning an important component of management. The modern hr management is always based on the underlying strategyoct 12, 2015 overview. Human resource strategy consists of principles for managing the workforce through hr policies and practices. Recognize critical nature of uc medical enterprise with regards to pricing. Today's hr aug 15, 2012 every three years since 1995, my research center has done a survey of how the functions in major corporations are operating. Critical steps to future proofing your human resources strategy what is strategy? Definition & example video hr it? Why do we need Slideshare. Provide a consistent level of service for all employees ( health. The clear vision and straightforward goal setting is a key to the successful human resources. An hr plan gets your people ready to execute on business strategy and goals. It preps human resources is the department that finds and trains employees. Human resource planning should serve as a link between human management and the overall strategic plan of an organization. Hr strategy importance hrm guide. Focus on giving employees choices and alternatives. The hr strat
Workshop: Developing Human Resource Strategies, International EU Project
 
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The Workshop on “Developing HR Strategies in Public Administration Institutions -Recruitment and Retention Strategies and Workforce Plans” in May 2014 provided a practical introduction to the process of HR Strategy development with a particular focus on the development of Recruitment and Retention Strategies and Policies and Workforce Plans for PA Institutions. The target audience was heads of Human Resource departments and respective officers/associates, experts and policy developers on HR issues. The 3 day workshop programme was designed to enable participants to gain the skills, theory and specialist knowledge needed to implement effective HR Strategies and develop Recruitment and Retention Strategies and Policies and Workforce Plans for their organisations. During the workshop in May 2014 participants began considering the aim and objectives and focus of their action research projects. Subsequently the action research teams completed Project Initiation Documents (PID’s) and returned them for approval to the workshop facilitators Edwin Maguire and Marie Brady. October, 2014. Danilovgrad.
Views: 208 ReSPA EU
Strategise Your HR | 3EA
 
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Our Team member Garima Saxena talks about how to create a systematic and effective HR strategy. For more information, please watch the full video. #HRStrategy #HR #3EA #StrategicHRPlanning Developing HR strategy Strategic Human Resource Management Developing an HR strategy Human Resources Strategy The Importance of the Human Resource Strategy Human Resources Strategy human resource planning hr planning hr strategic plan hr training human resources business plan hr services hr solutions human resource management planning hr consulting human resource management hr policies human resources hr topics human resource development hr audit strategic human resource management process hr management plan hr data hr development hr management services hr process hr department role of human resource planning Hr Vision Hr Capacity Assessment https://www.3ea.in Follow us on Social Media Platforms- 1. Facebook- https://www.facebook.com/3EAglobal 2. Instagram- https://www.instagram.com/3ea_global/ 3. Linkedin- https://www.linkedin.com/company/3eaglobal 4.Twitter- https://twitter.com/3ea_global 5. Pinterest- https://www.pinterest.com/3ea_global 6. Google Plus- https://plus.google.com/+3rdeyeadvisory 7. Youtube- https://www.youtube.com/c/3rdEyeAdvisory
Views: 185 3EA
Managing in a Global Economy - Unit 5: International Human Resource Management
 
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Welcome to the Vodcasts of the IUBH correspondence courses. (http://www.iubh-fernstudium.de). In this video of the course "Managing in a Global Economy", part of the "Master of Business Administration" program, Jürgen-Mathias Seeler discusses the topic " International Human Resource Management". By the end of this unit you will be able to understand the challenges of international HR management, the mindsets that guide staff allocation in international operations and recruitment, expatriation and repatriation. To find out more about the "Master of Business Administration" program, please visit http://www.iubh-fernstudium.de/unsere-fernstudiengaenge/fernstudium-master-of-business-administration.php.
Views: 24749 IUBH Fernstudium
HR Strategic Partners ~ Employment Strategies Simplified
 
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Check out our fabulous new ‘DoodleMe’ video for #HRStrategicPartners At HR Strategic Partners, we provide customized #HRsolutions for complicated employee issues, backed by sound business principles. What makes us unique is how we include leadership coaching with every offering – Whether for interview preparation, employee relations, policy development, or terminations, we show you how to effectively prepare, execute and put a proactive plan in place for the future. Please visit us at www.hrstrategicpartners.ca and discover how #HRSP can take the guess work out of your employee and leadership issues. Contact us today at 1-877-601-HRSP (4777) or email us at [email protected] and let’s get started!
HR Strategy in Transforming Organisations: Programme Experience | LBS
 
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Subscribe on YouTube: http://bit.ly/lbsyoutube Follow on Twitter: http://twitter.com/lbs Learn more about London Business School's Strategic HR Course here: https://goo.gl/F8xOvv Four past participants of the Human Resource Strategy in Transforming Organisations Programme (HRST) share their experience on the programme and the impact it has had on their professional life. On the HRST programme you gain the ability to optimise best practice in employee engagement, understand organisational culture and lead change. Learn how to hone competitive advantage through HR and align your HR strategies with business objectives.
HR Management: Training & Development
 
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This episode examines the processes involved in employee training and development. IU Southeast Instructor: Alysa Lambert
Views: 376917 IUSoutheast
Employee Retention Strategies
 
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In this segment of our Employee Retention series, we take a close look at some key strategies behind why people might stay with one employer.
Views: 38533 AgCareers
Strategic HRM
 
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This video is created as an assignment on a case study - "Strategic Human Resource Managemnt at Halcrow Group" Submitted to: Dr Khalid Khan
Views: 462 Yusra Urooj
What is Strategic Planning, Really?
 
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Before starting any strategic planning process, it is essential to make sure your staff or team members have the same expectations of what the outcomes will be. This video explains the different possible outcomes that can arise from strategic planning. It can range from simply having an articulated plan, to a full-blown organizational transformation. Choose the result that is right for your organization. More information is available at http://OnStrategyHQ.com. Want more practical tips and insights on strategic planning? Subscribe to our channel here - https://www.youtube.com/channel/UCc5cYNhQ8oYNdjmXBy7Z-ug Download a FREE Complete Guide to Strategic Planning - http://onstrategyhq.com/complete-strategy-guide/ Follow us on Facebook - https://www.facebook.com/OnStrategyHQ/?fref=ts Connect with us on LinkedIn - https://www.linkedin.com/company/onstrategy Connect with Erica Olsen on LinkedIn - https://www.linkedin.com/in/ericajolsen
Views: 555904 virtualstrategist
# 02- HR Strategy (Part-1) ☺Did HR Sink the Titanic? إستراتيجية ادارة الموارد البشرية
 
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This video is about the skills of HRM Strategy "إستراتيجية ادارة الموارد البشرية" for the level of MBA students or senior professionals. This channel is purpose to present online training to support MBA and undergraduate students in Human Resources Management and some other major topics in management. The instruction language in these presentations is the Arabic language while the background slides will be in English. Moreover, HRM practitioners from all industries and backgrounds will benefit from these training presentations. Who Am I? Experience: Senior practitioner with experience exceeds 25 years in the field of Human resources management and Organizational Development & Change. Educational Background: PhD in TQM, MBA degree in Human Resources Management, Incomplete MBA degree in public Administration, engaged currently in MBA program. My objective is to link theories with experience. My experience in different industries have contributed to my track record success in achievement of business targets through aligning objectives with business needs and facilitating strategies. My background encompasses all areas of HR Management practices to include change management, organizational development, performance management systems, career development, job analysis, HR policies, recruitment and selection, employee handbook, training needs analysis, designing training plan, managing training budget, developing and implementing training plan. Should you need further information or to communicate with me or to follow my posting, you may view my complete profile at the following social media platforms: - 1. LinkedIn: • https://www.linkedin.com/in/hani-fawareh-senior-hr-manager-4993545a/ 2. Youtube: • Recruitment Channel (Global Job Search) https://www.youtube.com/channel/UC3CF3bSbIht8xir-oQyTjeA/videos?view_as=subscriber 3. Facebook: for recruitment posting service • https://web.facebook.com/hani.fawareh • https://web.facebook.com/Gulfengineernet-1703701213180209/ • https://web.facebook.com/Myuaejob/ • https://web.facebook.com/SoftwareDeveloperJob/ • https://web.facebook.com/Emplois-Informatique-457878077753339/ 4. Furthermore, you will find all videos and more blogs at my website http://www.gulfengineer.net/blog/
Views: 271 Hani Fawareh
A Compensation Strategy that Makes Sense - Human Resources
 
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Many employers struggle with creating a compensation program that works. In this brief video, Don provides a common sense approach that will get it right. Learn more at https://www.hrthatworks.com
Views: 16254 Don Phin
Policies v. Procedures: What is the Difference?
 
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You may be surprised how often I get this question. This is a short intuitive explanation for you to use when you inevitably get this question too.
Mind webinar: 'HR policies for improving mental wellbeing and employee engagement'
 
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How well are staff supported in your workplace? Do you need to update your HR policies & procedures? Is your staff absence rising due to mental health problems? This is the recording of Mind's webinar from 26 March 2013 'HR policies for improving mental wellbeing and employee engagement'. Our expert panel offer simple and practical advice and answer questions from HR professionals.
Human Resource Management Lecture Part 01 - Introduction
 
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What is Human Resource Management (HRM)? Which Megatrends determine future challenges in HRM? What are key fields of action in HRM?
Views: 699902 Armin Trost
Global Strategies: Customize Your Human Resources Strategy
 
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In this video, Dr. Romila Singh, Associate Professor at the University of Wisconsin-Milwaukee, explains how a nuanced, customized approach to human resources can be more effective, especially on a global scale.
Views: 3865 studyofwork
HR Audits: A Strategic Look - presented at 2017 NY SHRM State Conference
 
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Human resource audits are a vital means of avoiding legal and/or regulatory liability that may arise from a company’s HR policies and practices. In addition to identifying areas of legal risk, audits often are designed to provide a company with information about the competitiveness of its HR strategies by looking at the “best practices” of other companies in its industry. In essence, an HR audit involves identifying issues and finding solutions to problems before they become unmanageable. It is an opportunity to assess what an organization is doing right, as well as how things might be done differently, more efficiently or at a reduced cost. In essence, an HR audit involves identifying issues and finding solutions to problems before they become unmanageable. It is an opportunity to assess what an organization is doing right, as well as how things might be done differently, more efficiently or at a reduced cost.
Views: 69 Ed Krow
Human Resource Management Part-1 (In Hindi)
 
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This Video contains Explanation of Human Resource Management, Definition of Human Resource Management, Features/characteristics of Human Resource Management, objectives of Human Resource Management, Scope of Human Resource Management, Functions of Human Resource Management. For the notes used in the video please refer to this link: https://www.facebook.com/Learningtolearn2017/photos/pcb.1949825915330054/1949825535330092/?type=3&theater These notes are available on PDF format in google drive you can download it: https://drive.google.com/drive/folders/1gYhgScZubnb6LCrLrYbStNCLyeL44nAR?usp=sharing Follow us on Facebook: https://www.facebook.com/Learningtolearn2017 Follow us on Twitter: https://twitter.com/2017learningto If you want to support this channel you can donate through Paytm 9265799867
Views: 347073 Learning to Learn
Human Resource Management Functions
 
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Did you like this video? Please Share It. This Video is part of Strategic Human Resources Management Course, for more info visit: http://www.theeducators.com/portfolio-items/strategic-human-resources-management/ Course Summary: The Strategic Human Resources Management course looks at the changing nature of the business environment, and the need for adaptable strategic human resource plans. Organisations have a range of human resources policies that explain how human resources are managed. In many cases, there is a legal or regulatory requirement that insists on the existence of these policies. In other instances, organisations may wish to demonstrate good corporate practice in matters relating to employment. Main Topics Include: The purpose and importance of strategic human resource management. Analysing the business factors that underpin human resource planning. The purpose of human resource management policies. -------------- Producer: Tony Zohari URL: http://www.digitpro.co.uk
Views: 31689 DigitPro
IMPLEMENTATION OF HR ACTIVITIES AND PRACTICES
 
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http://academlib.com/3590/management/implementation_activities_practices#633 Distinct perspectives on HR strategy and implementation aspects have emerged, namely, the universal, contingency, and configurational perspectives. First, the universal perspective holds the view that the adoption of "best HR practice" will inevitably result in improved organizational performance. Therefore, this perspective does not require the purposeful integration between organizational strategy and HR plans, policies, and practices.76 Second, the contingency perspective suggests that the potency and effectiveness of HR aspects hinge upon corporate strategy in that a firm adopting HR elements that are fitting for its competitive strategies will be more effective. Organizational performance should thus be positively impacted when HR activities mutually reinforce the firm's choice of strategy.77 Third, the configurational perspective embraces the view that a fit between HR activities and organizational strategy is vital. Thus, HR practices become a key factor in the attainment of organizational goals and performance.78 The configurational view assumes that HR practices must be characterized by their consistency with external, organizational, and strategic conditions (i.e., vertical fit) and internally consistent (i.e., horizontal fit). This dual form of integration has a synergistic effect for the firm.79 Hitherto, there is limited evidence regarding the role, relevance, and effectiveness of these three perspectives. Nonetheless, some evidence has been reported on the synergistic benefits from an alignment of HR policies and practices with one another and with the overall organizational strategy.80 It has been reported that growth and profitability are ultimately the result of alignment between people, customers, strategy, and processes. More specifically, firms that consistently land on their feet during turbulent times are managed by people who keep everyone focused and centered on a few key business objectives. They do so in a way that creates a self-aligning and self-sustaining culture that distributes leadership and energy throughout their firms and unleashes a kind of organizational power and focus on "alignment."81 ...
Views: 738 Academ lib